What’s The Difference Between Work Sample And Work Product?

A job search is a comprehensive undertaking. It takes soul searching to identify and target a fitting role. Updating your materials requires reflection as you capture new skills you’ve honed, experiences you’ve garnered, training you’ve attended, and connections you’ve made.

If you work in a creative field, like marketing, content writing, public relations, research, or journalism, providing writing samples is another dimension of job search preparation with which you’re likely acquainted.  As part of your job interview, you may be asked to develop a sample according to the interviewer’s instructions.  

This exercise showcases your skills in a context that is relevant to the employer. Maureen McCann, Executive Career Strategist describes it: “Samples are a ‘taste’ of what the employer can expect from you.” The interviewer uses the sample as a diagnostic piece that is part of your candidate profile; aside from this, it has no professional purpose. It is a work sample, not a work product.

Inviting a job seeker to submit a work sample is nice opportunity. McCann explains: “As a job candidate, you can use this as an opportunity to showcase your abilities – stand out from your competition and demonstrate why you’re the best candidate for the job.”

Asking candidates to submit work samples that a company then repurposes as work products is inappropriate. Job candidates are not employees. They are not being paid to submit work products for the company that’s interviewing them.

It can be challenging, as a job candidate, to interpret what is being asked of you. Afterall, you’re focused on making a good impression with the aim of securing employment. Here’s what you need to know about writing samples and how to proceed if a prospective employer asks for too much during the interview process.       

The purpose of a writing sample.

When the role you’re applying for involves a hefty writing component, a prospective employer may want to see more than clips of past written work that you’ve done. While it’s helpful to see these snap shots, in the final rounds of their interview process, employers may want to see how you manage the content directly relevant to their company and their open position.  

McCann explains that this is a screening process:

“Often employers are testing, assessing and analyzing your ability to do the things that you:

  • Said you could do on your resume (vetting)
  • Need to do in the job (testing, assessing)

First and foremost, the employer wants to know whether you can complete the task well. Can you do the job?”

It’s helpful to consider this request as a screening-like the initial phone screenings that generally proceed in-person interviews. While this process is important and job seekers are usually glad to submit to a phone screening if invited, the conversations adhere to a framework which limits the time commitment for both parties.  

McCann points out another objective of the writing sample: “Second, it will give indications about how you – your skills, communication, leadership and style of doing business  – align with the way the employer currently conducts their business.”

Inviting a sample writing project or a similar job simulation is another way for a company to access potential fit. Are the candidate’s writing skills a fit for the company and the position?

It’s a way to go beyond the candidate’s on-paper persona. McCann uses this metaphor: “Think of work samples like the employer test driving a car. Yes, the engine looks good (your resume has all the right words and you appear to be a good hire), but how does it drive (will you be able to/ how will you perform in our current environment and with our stakeholders)?”

A test drive is an important part of the process when it comes to making decisions about the car one is considering purchasing. It’s a professional courtesy to have the opportunity to test drive a car. But there are parameters. Clearly, you can’t go off roading or take an out of state road trip when you’re test driving a car.  

The same is true with a writing sample. As a job candidate, you’re extending a professional courtesy so that a prospective employer can test drive your writing skills, but there are parameters that govern this request.

An appropriate ask.

It’s appropriate and strategic for a prospective employer to assign a project that directly relate to the role for which a candidate is interviewing. “It’s literally called a work sample, so it must be a ‘sample’ that is clearly related to the job you will be asked to do.” McCann shares.

If that’s a development role at a non-profit, for example, this may mean interviewing a staff member and writing two paragraphs about a new program. If it’s a marketing role, it could mean writing a sample social media post. The writing sample is a snippet, a “taste,” of how your professional skills might look if you were hired to work for this interviewer.

McCann points out that an overview is also an appropriate ask. She elaborates: “In most cases, you’ll be asked to share an outline or an approach vs. a detailed strategy. You might be asked a ‘how’ question. ‘Demonstrate how you would do X’.”  She uses the example: “Demonstrate how you would or how you have written a briefing note for a government official.” Presenting an overview gives you room to develop and share relevant ideas and provide evidence of your approach, without getting too bogged down in time-consuming details.  

Finally, the details of what job candidates are being asked to submit are also important: at what point in the interview process are you being asked to do this work? How long will it take you to produce?

McCann explains: “You’re not being paid to complete this task, so beyond the task being job-relevant, it also shouldn’t take you a whole day to complete. . . Keep this in mind while setting time aside to complete this work sample. What is your time worth? What is your ROI? (great if you get an offer, but what if you don’t get the offer?) How many other candidates are doing a work sample? What are your odds of getting an offer?”

An inappropriate ask.

McCann points out that it’s inappropriate for a company to ask a candidate to submit a sample that is beyond the scope of the position they’re targeting. She uses this example: “If you’re being hired as a painter and you’re asked to demonstrate how you would re-wire a house and bring it up to code – that’s an inappropriate ask because it’s outside the scope of your job as a painter.”

Likewise, McCann points out that tasks that would take all day are similarly inappropriate. It should only take a couple of hours to complete the sample.

Finally, McCann emphasizes the importance of job seekers’ intellectual property. She notes: “You want to balance between showcasing your capabilities and being taken advantage of (having your ideas stolen).”

Next steps if too much is asked.

  1. Check Interview Reviews

If you feel like too much is being asked of you, check Glassdoor’s Interview Reviews. See how other candidates have described their experience interviewing with the company.

  1. Adhere to your boundaries

Yes, it’s important to interview well, but if a company seems to be asking too much of you in the interview process, what will it be like to work there? Note your observations, and use them to inform any decisions you make about this prospect.

  1. Then ask follow up questions.  

McCann advises: “Give people the benefit of the doubt. Have a clarifying conversation with the employer to better understand how the work sample will be evaluated. Identify ‘what’ they are looking for from the sample, and how they’ll know they have the right candidate based on the sample.” If follow up questions are not possible, McCann recommends trying to do your best with what you have. She advises: “focus on what the employer is ‘really’ asking for – sometimes you might have to read between the lines. Identify the purpose of the work sample in the hiring process. (How will this work sample be used to help the employer choose the right hire?)” Finally, McCann recommends protecting your work: “Put your name on everything. Make it difficult to separate your name from your work. If pressed, tell the employer ‘I’m happy to share more details/specifics when hired.’”

  1. The bottom line.

It’s a good move for a prospective employer to invite top candidates to submit short writing samples to showcase their work as it relates to the company and role. But it’s unethical for a company to trick job candidates into doing unpaid work by telling them it’s part of their interview process. 

Make sure to share your interview experiences, the positive and the negative, on Glassdoor which helps keep other job seekers informed. McCann advises: “Trust your instincts. If something about this situation doesn’t feel right, you already know you don’t trust this employer. If you don’t trust the employer, why continue in this hiring process?”

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How To Be Successful in Your Next Remote Interview

In efforts to limit the spread of the COVID-19, many companies have adapted to remote work by leveraging video systems like Zoom to connect virtually with their employees. Employers, who are still actively hiring, like Instacart, Amazon, Google, and Microsoft, are opting for virtual interactions to take the place of in-person job interviews. This shift in the career marketplace has changed the way we conduct our professional lives and hiring processes. So what’s a virtual interview? If you’ve never experienced a virtual interview before, a virtual interview is an interview that takes place remotely, often using technology like video conferencing. 

Although the interviewer’s questions are likely to be similar to ones posed in an in-person interview, there will be differences between interviewing in-person versus interviewing virtually. For prospective employees, trying to make a pitch about their career qualifications and sharing their brand narrative via video conferencing software, such as Skype, Zoom, or Google Hangouts, can feel a bit overwhelming. 

Remote interviews for jobs are becoming very common, especially in today’s tech-centric world.  While many people prefer in-person interviews, remote interviews – usually held over a video call on a software platform like Zoom – are convenient for both hiring managers and candidates, and are sometimes necessary because of a candidate’s location or social distancing concerns. 

If you’ve never taken part in a remote interview, it’s important to familiarize yourself with this type of interview. Here, we explore a few important remote interview tips you can use during your next digital interviewing experience that will help you ace the call and land your next dream job.

If you’re currently on the job hunt or moving to the next step of the hiring process, here are some best practices and answered questions from our recruiting team at Glassdoor to help you ace your virtual interview and to get you set up for success. 

Here Are 8 Tips To Be Successful In Your Next Remote Interview 

1. Position yourself in a well-lit, quiet, clean space.

It’s essential to choose a quiet, well-lit, neutral, and clean space to conduct your interview, especially if you’re taking the virtual interview from home to limit distractions. Unlike interviewing in the office or a public space, virtual interviews provide an intimate glimpse into your personal life. Be sure to give a great first impression by keeping your area clean and limit any interruptions from family members, pets, partners, and roommates.

Don’t plan to have your remote interview just anywhere. It’s important to choose a location that is free of distractions and noises when participating in a video interview, as these interruptions can leave an interviewer with a negative impression of you. Take stock of your space and choose a location that is far from potential noises and distractions, such as a ringing doorbell, a child’s room, or near a TV that could be turned on. And if you can select a room with a door, make a sign to hang on the door that asks not to be disturbed. (You can do this on your front door, too!) 

2. Test your technology beforehand. 

It’s imperative that you check and test your technology several times before the interview and that day to ensure success. Be sure to double-check your wifi connection, camera and audio, and video conferencing platforms to confirm they are all working seamlessly. Being technologically savvy is a coveted skill that employers are looking for, and by not doing your due diligence to ensure that you’re good to go in the technology realm, you could have the hiring manager or interviewer questioning if you’re the right candidate for the position.  

A day before your interview, perform a few tests of the software you’ll be using for the interview to ensure it works properly. Take time to explore the software and familiarize yourself with how it works. (Be sure you have the most up-to-date version of the software, too!) And if the software shows others an image of yourself, make sure the image you select is up-to-date and appropriate.

3. Charge your computer.

 Ahead of your interview, make sure your computer or laptop is fully charged. It seems obvious, but many people forget, only to have their device die during the call.

4. Prepare thoroughly. 

Just like any other in-person interview, you should be ready to speak in-depth about why you want to join the organization, how the company mission resonates with you, and the value you will bring to the specific role. We suggest that you practice your responses to potential interview questions to feel comfortable and confident with yourself before speaking with the interviewer. Take some time to compile your interview questions for each of your interviewers as well to show further your interest and passion for the role and company. 

5. Dress appropriately. 

Dress for success and look the part! It would be unprofessional to come dressed in anything other than business casual. When you put your best foot forward by dressing professionally, it will show the interviewer that you are serious about the position. Still, there are personal benefits as well – people tend to feel more comfortable, confident, and competent when wearing business attire. 

6. Be authentically yourself. 

Let your personality shine through. In addition to showing your knowledge for the company and role, it’s crucial to open up and give insight into who you are as a person. Interviewers are looking to you to help them gauge to see if you are the right person for the role and an excellent culture addition for the organization. Leverage soft skills like body language, interpersonal skills, deft communication and adaptability to convey your confidence and personality. And don’t forget to ask the interviewer some questions about themselves  – you might have something in common to forge a connection. 

7. Follow up. 

Show your interest! Immediately after your interview(s), reach out to the interviewer by email to show how much you want the role and thank them for their time. Be sure to mention different nuggets of information and tidbits of relevant conversations from the interview.

8. Practice makes perfect.

 Try to anticipate the various questions the interviewer might ask, and practice your responses. For example, it’s almost certainly an interviewer will ask why you’re interested in the role; what you would bring to the team; and your goals for the future. Think of your answers and practice saying them out loud; this will help you feel more at ease – and sound more natural – during the interview.

How to Wow a Recruiter During a Remote Interview

You’ve prepared to have the perfect remote interview, but now, it’s time to knock it out of the park in real-time. Here’s how to impress a recruiter or hiring manager on your video call:

Dress for success. 

Just because you’re interviewing from the comfort of your home doesn’t mean you should get too comfortable. For a remote interview, you’ll still want to dress as if you were meeting the interviewer in person – think: a dress shirt and tie for men, and a blazer or dress for women. 

But beyond that, you’ll need to think about what will look good on screen. You should avoid wearing distracting or bright patterns or colors or flashy jewelry, and instead, opt for neutral-colored clothing and, if you wear it, simple jewelry.

Lastly, make sure you’ve dressed appropriately from top to bottom. It might be tempting to skip wearing professional pants or skirts during a video call, but you may have to stand up, and mishaps happen – and you don’t want your dress to be the reason you lose out on your next dream job.

Make small talk.

When you’re interviewing in person, it can be easier to build a rapport with the interviewer. It’s not as natural on a video call, but it doesn’t have to be awkward. If you can, try to make some chit-chat at the start, which can break the ice and make everyone feel more comfortable. Think of talking points ahead of time, such as a funny (but appropriate) story or a sports reference.

Practice good body language.

You wouldn’t slouch in an in-person interview, and you shouldn’t in a remote interview, either. Be sure to use proper posture, and maintain eye contact throughout the call. If you are constantly looking around, your interviewer may think you’re distracted – or worse, uninterested in the call.

Speak clearly. 

Even though you’ve checked your microphone and internet connection, sometimes speech can be garbled on a computer. So, do your best to speak clearly and enunciate when talking with the interviewer. You should also pause after speaking, as digital interviews often have a lag between when you speak and when the interviewer hears what you said. And be sure to wait a few seconds after the interviewer is done speaking before answering to avoid talking over them. 

What to Do After a Remote Interview

The best thing to do after an interview – a remote interview included – is sending your interviewer a thank-you note for their time and help. You can send a thank you via email and should hit send within 24 hours of the interview. (And, if you interviewed with more than one person, be sure to send each one their own personalized thank-you note. Don’t use a form letter for each note.)

In addition to saying thank you to the interviewer, take the opportunity to reiterate why you would be perfect for the role, focusing on what you can do for them and the company, and telling them again how excited you are for the potential opportunity to join their team. 

Glassdoor Recruiters Answer Questions on How to Have a Successful Virtual Interview

How can I come across warm and personable through a video interview?

So, if you’re trying to come across warm and personable in a video interview, it’s really good to smile, use a lot of great eye contact, take your pauses, and also try to connect on a personal level. Right now, a lot of companies are doing video interviewing, so everyone’s in the same boat, and so you can talk about your personal experience right off the bat, and that way it’ll help with the conversation.

What should I wear to the video interview?

Just because it’s a video interview, it doesn’t mean you should wear pajamas. Try to dress professionally, even if it’s only from the waist up. You’ll feel a lot more confident when you dress for the part. We know virtual interviews can be pretty challenging, especially with a full household. I would recommend trying to find a quiet, private place that’s going to have little to no interruptions during the duration of your interview. We know that it can be challenging, so just do your best. I would also suggest not sitting in front of a window because it will cast a shadow on your face, so it will be pretty challenging to see you during that interview portion. We also know not everybody has a white wall; they can sit in front of for an interview, but I would recommend trying to find a space that has little to no distractions, just so we know the company is focused on you, which is essential.  

Can you go over proper video interview etiquette?

First, I would suggest doing a trial run before your interview, making sure the camera and microphone are all set up just so you don’t run into any issues during the interview. Next, I would make sure that the background is distraction-free, clean, and tidy, well lit, and in a functional space in your home or wherever you’re taking the interview from. And lastly, just to keep in mind that a video interview is just as important as an in-person interview. Good luck!  

What are some tips for successfully completing a technical collaboration during an interview?

Technical interviews can be a little challenging while virtual. Hopefully, these tips will help you out. I would suggest asking those clarifying questions before jumping into the problem. This way, you fully know what’s being asked of you. If you are also working off of multiple monitors, be sure to let your interviewer know. This way, they know if you’re working off of two different screens, or if you are pulling information from another screen. Be sure to over-communicate your thought process as well. Sometimes we can internalize what we’re looking to do next, but in this case, make sure you communicate that so it does feel like a pretty collaborative setting, and this way, you and the interviewer can bounce ideas off of each other as well. Some technical questions are easier handled with a mouse, so if you have one available, that’s great. If not, there are plenty of online tools available for you to practice before that interview. Hopefully, these tips help, and we wish you the best of luck!

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COVID-19 Stopped Careers For Women; How Can We Help?

Happy International Women’s Day! The National Women’s History Project (NWHP) was founded in the early 1980s, recognizing that American women’s important contributions were missing from history texts. The NWHP was committed to “honoring women of diverse cultural, ethnic, occupational, racial, class, and regional backgrounds” and “writing women back into history.” In 1987, NWHP lobbied Congress to recognize March as women’s History Month. Now known as the National Women’s History Alliance (NWHA), the organization continues to champion women’s roles in shaping culture. The National Women’s Law Center’s Claire Ewing Nelson notes that in 2020, approximately 2.1 million women left the workforce; of those, nearly 881,000 are women of color. Within this article, we’ll explore how to spark career growth for women after COVID-19. 

COVID-19 effects on professional women. 

While it’s exciting to contemplate the many ways that women have helped build the framework of our country, it’s important to call out the professional setback they’re experiencing because of the pandemic. Sadly, women are leaving the workforce in droves because of pandemic pressures and covid-related job losses. In fact, NPR’s Pallavi Gogoi points out: “The ratio of women working has now fallen below 57% for the first time since 1988.” That’s just one year after NWHP convened the first Women’s History Month celebration.

Gogoi further explains: “The coronavirus pandemic is wreaking havoc on households, and women are bearing the brunt of it. Not only have they lost the most jobs from the beginning of the pandemic, but they are exhausted from the demands of child care and housework — and many are now seeing no path ahead but to quit working.” So, how do we reincorporate women into the workforce?

Create a culture of belonging.

Creating inclusive professional cultures is an important way to invite women’s participation. Extending opportunities for remote, part-time, and flexible work can be a game-changer for an employee juggling professional, and family life demands. It’s vital to clarify to leaders and other employees that these are cultural values that extend to all contributors. That way, employees can feel well-positioned to do their best work.

The pandemic disrupted the traditional workplace model. But it also presented an opportunity to rethink that paradigm. Harness those possibilities.  

Glassdoor’s Culture 500 tool helps employers, employees, and job candidates evaluate culture across nine core values: agility, collaboration, diversity, and integrity. This way, candidates can target companies that look like a good fit for them, and companies can self-evaluate based on their peers’ success.   

Offer returnships.     

Returnships are opportunities for professionals who have left the workforce. These roles are like paid internships for experienced professionals trying to reestablish their careers after a hiatus. Like internships, returnships are generally temporary roles. They usually extend about 12-18 months. Returnships build professionals’ resumes and refresh their skills. They offer professionals a career “reboot” and a renewed sense of professional direction.   

Returnships have proven especially helpful to women who have left the workforce to raise their children or care for ailing parents or family members. 

Invest in women’s leadership.   

Make a commitment to the women on your team. Create a leadership pipeline to help female leaders grow and evolve professionally—position women as leaders in your institution. “Firstly, it’s critical for managers to provide support for female employees’ leadership development. By paying for formal training programs, offering stretch assignments, providing opportunities for mentoring or coaching, and supporting other forms of leadership training and development, managers show their female employees that they value their contributions and believe in their potential as leaders or future leaders.” says, Dr. Amy DuVernet, director of training manager development at Training Industry, Inc and her colleague Taryn Oesch DeLong, managing editor, digital content.   

Creating leadership opportunities for female professionals bolsters your leadership team and enhances your professional culture. It shows the women on staff that there are long-term opportunities to grow professionally and financially within the organization.

DuVernet and DeLong add: “formal coaching makes a huge impact in women’s access to leadership development — in fact, it just about eliminates the gap between men’s and women’s access to leadership development opportunities. However, our research also found that many women are less comfortable with formal coaching. Coaches and leaders need to create safe coaching opportunities that truly make an impact on women’s skill development and growth, and that give women the tools and support they need to step into leadership roles.”

Investing in the leadership potential of your female employees is an investment in your company’s future. 

Pay employees fairly.  

Does a gender wage gap exist among your employees? Check by doing a gender pay audit. See how your equity practices measure up. Dr. Andrew Chamberlain, Glassdoor’s Chief Economist, advises: “This involves examining your own payroll data for evidence of a gender pay gap, and making recommendations to senior management about ways to lower gender barriers in recruitment, hiring, pay, and promotion before they arise as broader organizational concerns.”

A workplace that’s worth it.

Scores of women worked in roles that have been eradicated because of pandemic layoffs and furloughs. Others did the math and decided that it was no longer worth it for theirs to be a two-income household. All of these women are either searching for jobs or soon will be. Make yours a workplace that’s worth it for them.  

Vice President Kamala Harris writes: “When we lift women, we lift families, we lift communities and all of the social benefits.”   

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Why Getting Pushed Out Of Your Professional Comfort Zone Might Be Good

Losing a job is stressful and disorienting. It takes a good support system to get through those early days when the loss is still shocking and new. Once you’ve worked through some of that initial pain and you’re ready to focus on your next steps, know that while this is a loss, on one hand, it’s also a new beginning.

It may not feel like it at the moment, but getting dislodged from your job can be a catalyst for career reinvention. It forces you to look at the role you were in and to ask yourself important questions. An unexpected job loss kicks you out of your comfort zone and forces you to move in a new direction, perhaps inviting new risks that might have seemed too intimidating when you were in a comfortable seat. Trust yourself as you grapple with the worries and fears that this professional overhaul invites.  

What you’re experiencing happens to most professionals at some point in their careers. These challenges don’t have to devour us, they can define us and reset us on a new and better course.  

Asking big questions.

When we find a role that is a comfortable fit, we often hold onto that job even as we calculate the things about it that are ill-fitting: I’m not learning much from my manager. I could do this job in my sleep. There are no opportunities for advancement here.

We appreciate those benefits that our comfort zone afforded us-security, a sense of routine, a network of trusted colleagues. But we are ever-evolving creatures, and comfort loses its appeal as we search for what challenges we can handle next. There’s often that nagging feeling that we could exchange the warm of security for a risk that could advance us further: I’d love to pursue a role at my dream company. I think I would be a great manager. I wonder if I could make it as a freelancer or a consultant. 

But it’s hard to shake up your life and take a big risk when you’re comfortably situated. Losing that comfort zone is disconcerting, but it gives you the desperation, grit, and wherewithal of a survivor. Use that awareness and focus to your advantage. 

Work that network. 

Lean into your network during this time. If you have reservations about this, if networking makes you feel uncomfortable, challenge that. Remember: everyone in your network does this. This is how the professional world works. You’re not asking for favors. When you’re in a position to help this same network of contacts, you’ll do it. Now you’re on the asking side.

Call on your contacts, and use your network to help you shape your search. Your colleagues, former colleagues, and contacts stand to be especially helpful, knowing that the current market is in flux because of the pandemic. 

Getting comfortable taking risks is important for your right now. It stands to be a key bi-product that you get to add to your skillset-a takeaway from weathering this difficult time. Starting with your network is a good exercise in risk-taking. Your network is a safe audience, and you stand to get support, help, and information from them.

Think about people with whom you’ve done work, whose employers or roles you thought look appealing. Ask about their experience and their work as you consider your next moves. Your network is powerful. Use it well.

Refine your brand.

When we’re happily ensconced in a role, we may lose track of the importance of keeping our materials fresh, updated, and ready for action. Your resume, cover letter, and LinkedIn profile, social media presence, and any published works that you’ve written or in which you’ve been quoted comprise your professional brand. Refining your brand for your search can prove a helpful exercise. It can build your confidence, refine your focus, and give you the chance to imagine new possibilities.   

 “As you move through your career, your personal brand should change depending on where you are headed in the future. If you have pivoted to a new function, elevated to a new professional level, or refocused on new initiatives, it may be time to re-evaluate your brand and update it to match the professional you are today.” Debra Boggs, Executive Resume Writer, Job Search Coach, and Co-founder of D&S Professional Coaching explains.  

Doing this work can help you to see where you’ve been in your career, and what you’re ready for next. It’s important, as it refines your materials for your search, and it also gives you a change to do some soul searching that can aid your transition. “Your professional brand can help recruiters and headhunters understand what types of roles you would be the best fit for, so it’s important that the
brand you have created is up to date and accurately reflects your future
goals as well.” Boggs shares.

Discomfort seeds reinvention.

While it is difficult to find ourselves in these challenging positions, it also stands to make us strong, focused, persistent, and brave. It gives us the guts to take on risks that we might have shied away from when we were more comfortably situated. Your next great role is out there. Keep fighting for it.  

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3 Strategies To Become A More Coachable Employee

We all know that managers need to coach their employees, but how can employees become more coachable? Effective leaders are more like coaches, leading their employees toward career development, ultimately, greater job satisfaction. While managers help lead their employees to accomplish their goals, coachable employees are part of this vital part of the equation.

“Coaching must be focused on what the person being coached wants to achieve,” she says. “It can be a mutual goal that benefits both the leader and the employee, but leaders need to be careful. The problem is if the employee isn’t ready to be coached. That could be due to doubt or fear about the outcome.” -Behavioral scientist and ICF master certified coach Marcia Reynolds, author of Coach the Person, Not the Problem: A Guide to Using Reflective Inquiry.

Whether it’s from a professional coach, a manager, or a peer, being coachable is a crucial aspect of continuing to grow as a professional at any level, says Reynolds. To be coachable, you need to have three critical traits:

Be open to exploring beyond the surface. 

Be open to being coached. A willingness to try is crucial to have a working relationship with your manager to succeed. It’s important to be willing to explore what you don’t know so your manager can help you achieve your goals and hone your professional skills.

A passionate desire to pursue and fulfill your professional goals.

Although you might need a willingness to try, you must desire to sustain the relationship over time with your manager to reach success and build on professional progress. Possessing a passionate desire to pursue and fulfill your professional goals will help sustain your willingness even when you encounter obstacles and failures.

Courage to be vulnerable. 

Achieving goals takes courage, even if you are willing and have the desire. To be coachable, you must dig deeper and uncover the root of your fears and the cause of what stops you. When you’re able to explore each fear, you’ll often find that they’re baseless.

While all three traits are necessary, a lack of courage is often the stopper for becoming coachable. Even if you’re willing and have a desire, when it comes down to the deciding moment, fear may stop you from following through.

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How To Cope When Your Close Coworker Is Laid Off When You’re Still Employed

Due to widespread layoffs and furloughs prompted by COVID-19, many employees are losing their valued coworkers and work friends. Although these layoffs are hard to experience for those left without jobs, employees who are still employed may also be affected. Employees that survive layoffs feel a level of relief and gratitude, but often experience feelings of guilt and sadness. While it’s important for organizations to focus their support on layoff survivors, few leaders pay as much attention as they should. It’s important to take a proactive and intentional role in healing yourself and colleagues from the organizational trauma. Losing a work colleague can be jarring and disrupt your day-to-day routine. To move forward, take steps to funnel your emotions into productive activities that will remind you of your workplace’s positives.

Here are several strategies to help you cope with the emotional strain of losing your coworkers and how to move forward.

Acknowledge your emotions. 

Although your family members, friends, and the professional network may note how lucky you are to be gainfully still employed, it’s okay to acknowledge your “survivor’s guilt” as it’s a common reaction for employees who survive a layoff. You might be grieving the personal loss of a close colleague or team member and also experiencing similar feelings of loss, anger, worry, and guilt, so be sure to take the time to process your feelings with your manager and fellow employees to create a strong circle of support and belonging. If you lead a team, demonstrate your awareness and empathy for your teammate’s layoff-related emotions. 

Reinvest your energy in productive and constructive activities.

During the aftermath of a mass organizational layoff, it can be difficult not to spend time discussing or criticizing the layoff process, but doing this is unproductive. It will likely make you even more upset. Don’t waste your time trying to understand the logic of who was laid off and who remained. Instead, prioritize surrounding yourself with positive, supportive work colleagues, and focus on what you can control, like your work performance and productivity outputs. For example, if the layoff has you feeling stressed and fearful about your own job security, take action, and develop a plan in the event that fear one day becomes a reality.

Remember your professional purpose. 

Reignite and rediscover your larger professional purpose. What’s important to you about work? What’s the larger organizational problem you are contributing to solve for, and how are your efforts making a positive impact and difference for others? Answering these questions will remind you how meaningful your work is. It’s also useful to reflect on the people in your life, especially those you work to provide and care for. Defining the meaning and purpose of your life’s work can also be associated with better physical and mental health.

Pour into your current professional relationships. 

It’s completely normal to miss your work friends recently laid off; however, you will probably need to establish and strengthen new relationships within your workplace due to the layoff and associated organizational restructuring. Thinking about your specific organizational and performance goals for you and your collective team will help you identify the new colleagues that you should forge those relationships with. 

Next, consider your short and long term career goals in light of restructuring. Ask yourself, could you be more open and inviting to building new relationships? A strong network is not only critical to career development and success, but it also contributes to feelings of well-being, belonging, and fulfillment at work. 

In addition to massaging your relationships with colleagues at work, try to actively reach out to your former colleagues and offer tangible forms of support. You could offer to review their resume, write a LinkedIn recommendation, or connect them with your network. Being laid off can help a deep emotional impact, and your former colleagues will appreciate the effort to connect. 

Fine-tune and expand your role. 

When multiple employees are laid off, more work remains tend to remain for employees who survive a layoff. As an organization looks to continue accomplishing their business objectives for their bottom line, work assignments are doled out to the remaining employees. However, juggling additional work on top of an already full plate creates stress. And most likely, remaining employees can’t do everything their former coworkers completed on a daily basis.

Amid difficult circumstances, like layoffs, there could be new opportunities for you to shine within the workplace. Assess the new skills or experiences that align with your career interests and goals and proactively seek them. In addition to thinking about what you would like to take on, analyze what tasks for projects, you can let go to lighten your workload. 

Layoffs are rarely a positive experience for anyone involved—those laid off or the survivors. As a survivor, you’ll likely experience a range of mixed and disorienting emotions, manage a heavier workload, and miss coworkers. However, following the strategies above will help you rebound emotionally and move forward productively, contributing to your career and your organization’s success.

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How To Boost Your Resume If Your Internship Was Canceled Due to COVID-19

It’s a heartbreaker. Your internship was all lined up to cap your educational experience and to cue your professional transition. Then, the unexpected happened. It’s disappointing and disorienting, but if you lost your internship because of the COVID-19 pandemic, you’re not alone. “One in two internship openings have been closed since the coronavirus crisis began in the U.S.” explains Glassdoor Senior Research Analyst Amanda Stansell.

If your internship was among those unexpectedly nixed due to COVID-19, here’s how to reclaim your professional mojo and boost your resume.    

The value of an internship delivers.

It’s the ideal supplement to the academic skillset you’ve been honing. “An internship is a perfect way to communicate actual hands-on experiential learning. You are taking what you learned in class and actually applying it to the real world when taking on tasks or project work,” summarizes Matthew Warzel, Certified Professional Resume Writer, and President of MJW Careers. “Not only that, but you’re also networking with thought leaders, which can lead to more opportunities for later, as well as recommendations for future job-hunting activities.”

An internship also provides relevant experience to add to your resume and to discuss during job interviews. Warzel elaborates, “it’s a great way to develop industry and professional acumen. You’ll be able to learn the ins and outs, nuances, processes, tech-speak, methodologies, and protocols for your industry and role. This can help you understand just where you fit in within your professional space.”

While these are valuable take-aways, and an internship is a great way to accrue them, it’s not the only means by which to garner these skills and opportunities. Warzel assures: “Never be discouraged if you cannot speak to having an internship. Sometimes it’s just the way it goes. But that doesn’t mean you can’t be doing other activities to build skills.”

Corner your niche.

While the loss of your internship is disappointing, there are other opportunities to learn about the companies that excited you, the work that they enact, and the kinds of positions for which they hire. Warzel recommends becoming a student of your industry.  He advises: “I also always preach donating time for free for some experiential learning. . . Build a portfolio. Read industry blogs or trades. Stay current and relevant. Then, filter these wonderful newly attained skills into your resume when you start your job hunt again. Plus, this is a wonderful way to avoid the whole ‘what have you been doing since…’ question from the recruiter or hiring manager.”

These are some specific practices Warzel recommends pursuing:

  •   Consultancy, contract, temporary or free internship employment
  •   Virtual learning sessions via podcasts, workshops or webinars
  •   Entrepreneurial ventures (possibly parlaying contract gig work into a full-time outfit)
  •   Projects – from former teachers/employers/colleagues

Demonstrate your adaptability.

This is a difficult time for many non-profits. They need volunteers to keep operations moving during this high demand season. Consider delivering meals to seniors or working in your local food bank.  Volunteering offers perspective, experience, networking opportunities, essential resume entries, and impressive answers to interview questions.

While it may not be the experience you were expecting, it gives you the chance to demonstrate your resilience, compassion, and work ethic.  Hone your ability to make the most of an unexpected loss. Adaptability is a soft skill that will serve you well throughout your professional life.   

Lean into your network.  

Reach out to teachers, professors, and former supervisors who know you and who work in the field in which you’re aiming to find your footing. Learn what they faced as they were trying to seed their entry. Aim to find a mentor who can assist and support you in your professional growth and employment search.   

Align yourself with professionals who can help you get perspective on how the industry you’re targeting is weathering the Pandemic. Request informational interviews, via zoom and phone. When you explain that your internship was canceled because of COVID, you’re likely to find that many professionals are willing to help. Having professional guidance and support can make a big difference.  

Resume-boosting tips 

When it comes to bolstering your resume, Warzel advises: “Do your research. . . get a feel for the way the industry and respective companies function in the world, the services they provide to others, and the types of jobs out there in that industry that could pose as a potential new career.” He relies on research tools, including Glassdoor, Indeed, LinkedIn, Google News, and Google Alerts. Warzel explains: “Using this research can be a good way to spot industry and job keywords (for the core competencies and summary sections), role responsibilities (for the experience section), and important transferable contributions (for the accomplishments section) for inclusion on your resume.”

Another great tip, Warzel recommends “Find membership groups and industry networking opportunities . . . this is a wonderful place to gather knowledge from industry pros.” Plus, involvement with these organizations tends to make an impressive addition to a resume.

 If your internship got canceled this year, that’s not your fault. It gives you a different opportunity than the one you were counting on. It gives you the chance to demonstrate your creativity, adaptability, resilience, communication, and networking skills. Use those to pursue those valuable skills and opportunities that your internship was cued up to deliver. Then you can discuss with future employers how you sought those for yourself.  Desperate times call for creative measures.

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4 Ways To Take Your Career To The Next Level 

Are you feeling stuck in your career? You’ve likely hit a career plateau that happens to the best of us. Sometimes the plateau is caused by feeling uninspired by the work that you’re doing, but it could also be a result of your actions. The difference between a career that flattens and one that skyrockets are the impression that you make on others and key stakeholders within your organization. Instead of becoming stuck within a continual loop of frustration with a position that isn’t going anywhere, you should focus on four attributes that can make or break your career success.

Exercise your authority.

People who can communicate effectively with also a sense of authority can gain influence and respect amongst organizations, which also heightens their chances of having their ideas become showcased. Although your career can progress forward if you can demonstrate work ethic and doing a good job, you’ll travel further if you’re voice is being heard and respected. To access your authority, it can help to do an audit of presentations to make a note of your body language and presence. Throughout your remote meetings, take note of your posture, eye contact, and participation, then watch how people respond to you.

Be warm and approachable.

Another essential attribute is the warmth that you’re able to convey amongst your organization. Warmth can be communicated by being humble, vulnerable, empathetic, and attentive and also how measured by how good a listener you are. Warmth is necessary to create trust, as well as to be relatable, which is crucial to solidifying your position on a team. Do a self-reflection and ask yourself, Do your colleagues trust you? Do people feel comfortable challenging your ideas or giving feedback? Do you acknowledge others during interactions?

Demonstrate collaborative energy.

Demonstrating positive and collaborative energy is an emotional commitment and connection that makes you memorable, impressionable, and persuasive. Harness your energy within the workplace by tuning into how you engage with others and being aware of how others react to you. Do you talk too fast? Not enough? And do you truly listen in a way that makes others feel energized by your interest in them?

Ask for feedback.

Show your colleagues and manager that you are interested in the progression of your career and personal growth by asking for feedback on communication styles, projects, and time management. Seek out feedback from trusted friends, mentors, and colleagues about what kind of impression you make. For feedback to be valuable, you have to be ready to receive the truth to move past your blind posts. Remember, feedback is an opportunity to grow and ascend.

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4 Things To Consider When Envisioning Your Career In An Uncertain Future

It might be difficult to imagine your future career-wise, post-pandemic, given that we’re still profoundly experiencing COVID-19. Unfortunately, no one knows if the world will return to “normal” and when. However, we can start to reevaluate and re-envision our career trajectories in the meantime. As resilient, flexible, and adaptable people, we have overcome specific crises before and will continue to do so. While we aren’t able to change our current surroundings, government, or economy at this time, we can always take steps to improve ourselves and reflect on whether we’re truly satisfied with our current careers.  The pandemic has had a widespread impact on all industries, with U.S. job openings on Glassdoor down 29 percent since the start of March. As employers continue to adapt, some new roles are being created as a response to the pandemic. These new roles might provide additional opportunities for newly out-of-work job seekers, causing a lot of employees to rethink their professions and pivot. 

After the pandemic, there are several predictions that people will travel less and work from home more. Many companies may even shift to an entirely remote workforce. Those who are unable to continue with their previous jobs right now, because of quarantine restrictions or economic fallout, are being forced to rethink their careers, even though it’s tough to plan for an uncertain future. With all of these factors in mind, we came up with a few questions to help you rethink your career trajectory, including the development of your talent and potential, during these difficult times. 

Should you pivot? Regardless of where you are, it makes sense to start by asking yourself how much you may need or want to change. Like most things, change comes in different degrees, and career changes may range from small role changes, such as switching tasks or focus within your current job, to substantial career transitions, like reinventing yourself, pivoting to a new industry, or embarking on a new profession.

Do you know what you need? Even before the crisis, people struggled with their own career choices. One of the main problems is that people tend not to have a thorough understanding of their talent and potential, so they end up in careers that are poor fits for their interests, abilities, and skills. The current reset may represent a significant opportunity to address this issue, so long as you can work out what you need and fill in the gaps when it comes to your professional toolkit. 

Are you happy in your current role or career?  Take a career assessment. Are you pleased in your career and love the work that you do? If you aren’t, think about how you can best invest in yourself to change your career. Spend all the time you can evaluating your new career alternatives, understanding the skills (both soft and hard) that those careers demand, learning and training, and rebranding yourself as needed. The upside is that we’ve never had more free, online resources to reskill, upskill, and nurture our curiosity than we have right now. 

How will you measure your success? In your new career or role, how will you measure success for yourself? An important yet often forgotten aspect of goal setting is to understand very clearly exactly what you want to achieve through those changes so that you can aim for the right goals. Many people are finding themselves with more time to think, reassess their priorities, and reset some of the foundations of their careers right now. The main thing is that you look for improvements to your current situation, and sometimes that’s achieved through minimal tweaks to the status quo.

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37 Companies Actively Hiring Amid COVID-19

Although the coronavirus has slowed down hiring significantly, there are a sizable amount of companies who are still hiring amid COVID-19. Looking for a new job or perhaps a second job? Companies need you more than ever before. Check out all the companies hiring right now. Apply today.

Nestle USA
Industry: Food & Beverage Manufacturing
Where Hiring:  Oakland, CA, Arlington, VA, Spartanburg, SC & more.
Open Roles: Retail Sales Representative, Business Partner Lead- Marketing Procurement, AI Specialist – Product Owner, Senior Project Manager (TAG), Strategic Pricing and Promotions Manager, Controls, and Calibration Technician, Handler Ingredient & more.

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Industry: Internet
Where Hiring: Remote, Chicago, IL & more.
Open Roles: System Engineer, Data Scientist – Statistics and Machine Learning, GWTG Team Leader, Cardiovascular Quality Information Specialist, Core Measures Quality Information Specialist, VQI Quality Information Specialist & more.

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Acadia Healthcare
Industry: Healthcare
Where Hiring: Austin, TX, Charleston, WV, Dartmouth, MA, Lowell, MA & more.
Open Roles: Substance Abuse Counselor, Charge Nurse RN, Billing Specialist I, Case Manager – Part-Time, Advanced Practice Provider, BOD- Business Office Director, Geriatric Psychiatrist, Medical Director & more.

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TreeHouse Foods
Industry: Food & Beverage Manufacturing
Where Hiring: Oak Brook, IL,  Carrollton, TX, South Beloit, IL & more.
Open Roles: Director, Corporate Financial Planning & Analysis, Production Worker 3 – Packer Operator 1st Shift, Analyst, Senior Continuous Improvement Specialist, Associate Packaging Engineer, Mgr, Plant Human Resources, Packaging Engineer & more.

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Industry: Food & Beverage Manufacturing
Where Hiring: Cold Spring, MN, Live Oak, FL & more.
Open Roles: Orientation Trainer, Production Associate, Refrigeration Technician, Live Haul Coordinator, FSQA- Food Service Quality Assurance, Waster Water Operator, Refrigeration Maintenance, Garage Mechanic & more.

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UT Southwestern Medical Center
Industry: Health Care Services & Hospitals
Where Hiring: Dallas, TX & more.
Open Roles: Research Study Coordinator – Psychiatry, Client Services Rep-Lab, Logistics Tech, Research Assistant I – Green System Biology, EKG Technician-Part Time, Nutrition Service Attendant PRN & more.

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Harbor Freight Tools
Industry: Home Centers & Hardware Stores
Where Hiring: Pleasant Hill, CA, Vallejo, CA, Saint Louis, MO, Calabasas, CA & more.
Open Roles: Retail Stocking Associate, Retail Sales Associate, Senior Retail Sales Associate, Senior Retail Stocking Associate, Retail Stocking Supervisor, District Manager – Missouri, Senior Package Designer & more.

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Decided Excellence Catholic Media
Industry: Publishing
Where Hiring: Kansas City, MO, Phoenix, AZ & more.
Open Roles: Sales Account Executive, Remote Sales Account Executive, & more.

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Mind Springs Health & West Springs Hospital *Hiring Surge*
Industry: Health Care Services & Hospitals
Where Hiring: Grand Junction, CO, Frisco, CO, Glenwood Springs, CO & more.
Open Roles: Ward Clerk, Intern, Credentialing Specialist, Program Director, PC Support Technician, Psychiatrist, Business Services Assistant, Peer Specialist & more.

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Hub International *Hiring Surge*
Industry: Logistics & Supply Chain
Where Hiring: San Rafael, CA,  San Francisco, CA, Concord, CA & more.
Open Roles: Account Manager – Personal Lines, Account Manager / Commercial Lines, Assistant Account Manager – Commercial Lines, Insurance Accounting Associate, Account Coordinator-1, Account Coordinator, Sales Operations Administrator & more.

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Banner Health
Industry: Health Care Services & Hospitals
Where Hiring: Tucson, AZ, Phoenix, AZ, Greeley, CO& more.
Open Roles: Communication Representative, Room Service Associate, Monitor Tech, Rehab Aide, IT Systems Analyst Senior, Coder Quality Analyst HIMS, Operations Director BMDACC & more.

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Saint-Gobain Performance Plastics
Industry: Industrial Manufacturing
Where Hiring: Plymouth, MN, Solon, OH, Beaverton, MI, Clearwater, FL & more.
Open Roles: Engineering-Manufacturing, Applications & Process Management, Manufacturing Technician I, Compounding Batchmaker – 24/7 Team 3, Days, Production Operator – Night Shift, Production Operator, VIE Business Development Engineer (H/F) & more.

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Fresh Thyme Farmers Markets
Industry: Grocery Stores & Supermarkets
Where Hiring: Warrington, PA; Brookfield, CT; Portland, ME & more.
Open Roles: Key Manager, Cashier, Food Service Clerk, Produce Supervisor, Grocery Clerk, Produce Clerk, Maintenance Clerk, Assistant Food Service Manager, Meat Cutter & more.

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Southern California Edison
Industry: Grocery Stores & Supermarkets
Where Hiring: Westminster, CA, Rosemead, CA, Wildomar, CA & more.
Open Roles: Analytics Advisor Operations, Engineer 2 Standards/Tech Transfer, HR Business Partner, Senior Advisor, Purchasing Specialist, Service Planner Training Sr Specialist, Local Planning Specialist & more.

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Ferrara Candy Company
Industry: Food & Beverage Manufacturing
Where Hiring: Augusta, GA, Chicago, IL, Park Forest, IL & more.
Open Roles: Tray Loader Inspector and Track Packer, Operations Lead, Detailed Production Scheduler, Mixer, Demand Planner, Candy Dumper 2nd Shift, Specialist, Customer Support & more.

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Help at Home
Industry: Health Care Services & Hospitals
Where Hiring: Tuscaloosa, AL, Saint Joseph, MO,  Kennett, MO & more.
Open Roles: Licensed Practical Nurse, Personal Care Assistant, Registered Nurse, Direct Support Professional, Direct Support Professional (DSP), Home Health Aide, Personal Care Assistant/Homemaker & more.

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CB Insights *Hiring Surge*
Industry: Enterprise Software & Network Solutions
Where Hiring:  Portland, OR, New York, NY & more.
Open Roles: Senior Full Stack Engineer (REMOTE), Intelligence Analyst, Healthcare, Customer Success Manager, Senior Backend Engineer (Remote), Strategic Account Manager, Principal Data Warehouse Engineer & more.

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Los Alamos National Laboratory *Hiring Surge*
Industry: Federal Agencies
Where Hiring: Los Alamos, NM
Open Roles: Scientist 2/3, Postdoctoral (Postdoc) Program, Scientist 3/4 (Scientist 3/4), Research Technologist 1, Scientist 3 (Verification & Validation Scientist 3), Project Manager 1/2, Scientist 2 (Novel Computing Researcher), Project Manager 4 & more.

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Evoqua Water Technologies *Hiring Surge*
Industry: Industrial Manufacturing
Where Hiring:  Groveport, OH, Hartford, CT, South Windsor, CT & more.
Open Roles: Field Service Supervisor, Field Service Technician, Commodity Manager II, Field Service Technician I, Mechanical Engineer, Materials Logistics Specialist, Field Service Technician II, Account Representative & more.

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Wellstar Health System
Industry: Health Care Services & Hospitals
Where Hiring: Marietta, GA, Roswell, GA, Griffin, GA & more.
Open Roles: Registered Nurse (RN)- OR/General Surgery Weekend Option, Physician – Neurologist, Nurse Manager-CCU Coronary Care Unit, Pediatric Hospitalist, Physician – Core Faculty Family Medicine – Outpatient – GME Kennestone, Physician – Urologist & more.

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Avant Healthcare Professionals
Industry: Health Care Services & Hospitals
Where Hiring: Casselberry, FL & more.
Open Roles: Recruitment Specialist, Registered Nurse, Occupational Therapist, HR Specialist, NCLEX Coordinator, HR Executive Administrator, Nurse Manager, HRIS Analyst, IT Business Analyst & more.

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Lawrence Livermore National Laboratory
Industry: Federal Agencies
Where Hiring: Livermore, CA
Open Roles: WCI – Design Physicists, NIF – Experimental Physicists, Engineering – Electrical Engineers, Engineering – Senior Mechanical Engineers, Computing – Cybersecurity Engineer, Computing – ServiceNow Developer, Computing – VMware VDI Systems Engineer, Global Security – National Security Nuclear Analyst, Computational Physicists/Engineers, Optical Fabrication – Postdoctoral Researcher, Business – Subcontract Analysts, Business – Technical Writer/Editor & more.

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Chan Zuckerberg Initiative
Industry: Computer Hardware & Software
Where Hiring:  Redwood City, CA
Open Roles: Facilities Manager, Executive Support Specialist, IT, Director, Product Management, Science, Science Program Officer, Computational Biology, Computational Biology Program Manager, Neurodegeneration, VP, Strategy and Operations, Director, Investment Operations & more.

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Industry: Computer Hardware & Software
Where Hiring: San Francisco, CA
Open Roles: Sales Development Representative, Business Development Representative, Business Development Representative – tech, SDR, BDR, SDR – tech & more.

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Vera Whole Health
Industry: Health Care Services & Hospitals
Where Hiring: Houston, TX, Portland, OR, Spokane, WA & more.
Open Roles: Medical Assistant, Sr. Data Analyst, Health Coach, SQL Developer, Family Nurse Practitioner, Registered Nurse – Triage, Regional Lead Provider, Physician, Whole Health Coach & more.

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Industry: Computer Hardware & Software
Where Hiring:  San Francisco, CA & more.
Open Roles: Sales Development Representative, Sales Operations & Strategy Analyst, Mid-Market/Commercial and Sales Development, Resident Solutions Architect, Software Engineer – Tools and Infrastructure, IT Support Engineer, Field Engineering Program Manager & more.

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FactSet *Hiring Surge*
Industry: Financial Analytics & Research
Where Hiring: New York, NY, Norwalk, CT & more.
Open Roles: Digital – APIs – Product Manager, Digital – Senior Product Manager – Chart & Data Visualization, Vice President, Strategic Workforce Planning, Sales Specialist – Back Office, CTS, Global Head of CTS Sales, Senior Software Engineer & more.

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Fannie Mae
Industry: Investment Banking & Asset Management
Where Hiring: Washington, DC, Reston, VA & more.
Open Roles: Financial Engineer I, Business Analyst II, Software Engineer – AWS, Junior Salesforce Engineer, Analyst II, Capital Markets, Senior Corporate Strategy Analyst, Strategic Planning Analyst _Digital Transformation & more.

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Industry: Casual Restaurants
Where Hiring: Westborough, MA, San Ramon, CA, San Francisco, CA & more.
Open Roles: Restaurant Team Member – Crew, Restaurant Team Member – Hiring 10, Restaurant Team Member, Restaurant Manager, Apprentice General Manager, Service Manager & more.

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Scotts Miracle-Gro *Hiring Surge*
Industry: Consumer Products Manufacturing
Where Hiring: Hamilton, IL, Oswego, IL, Columbus, OH & more.
Open Roles: Analyst, Emerging Technologies, Process Engineer, Manager, Quality Risk, and Compliance, Sr Buyer, Supply Chain Procurement, Forklift Operator, Machine Packaging Operator & more.

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Industry: Health Care Services & Hospitals
Where Hiring: Blanding, UT, Memphis, TN, Miami Gardens, FL & more.
Open Roles: Chief of Staff, Finance, Director, New Market Operations, Associate Director, New Market Sales, Primary Care Physician, Market Clinical Manager, Membership Growth Consultant & more.

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Industry: Fast-Food & Quick-Service Restaurants
Where Hiring: Greenfield, WI,  Downers Grove, IL, Moreno Valley, CA & more.
Open Roles: Temporary Seasonal Team Member, Temporary Seasonal Delivery Driver, Restaurant Manager, General Manager, Assistant General Manager, Food Production, Crew Chief, Manager (Hourly) & more.

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Texas A&M
Industry: College & Universities
Where Hiring: Bryan, TX, Dallas, TX,  Houston, TX & more.
Open Roles: Systems Administrator I, Program Coordinator I, Research Assistant, Systems Administrator III, Research Associate, Research Scientist, Assistant / Associate / Full Professor & more.

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Taos *Hiring Surge*
Industry: IT Services
Where Hiring: Milpitas, CA, Sunnyvale, CA, Columbus, OH & more.
Open Roles: GCP Cloud Engineer, Relationship Manager, Business Development Executive, AWS Cloud Engineer, Alliances Sales Executive, Operations Center Engineer, Cloud Operations Program Manager & more.

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Synergy Staffing
Industry: Advertising & Marketing
Where Hiring: Lynnwood, WA, Coon Rapids, MN & more.
Open Roles: Entry Level Enrollment Specialist (Virtual Interview & Training), Entry Level Account Representative, Customer Service & Sales Specialist, Entry Level Sales Consultant, Entry Level Enrollment Specialist, Customer Service Sales Agent (Virtual Interview & Training) & more.

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BAE Systems USA
Industry: Aerospace & Defense
Where Hiring: Wallops Island, VA, McLean, VA & more.
Open Roles: Project Analyst, Warrior Integration Program, IT Requirements/Request Support, Cyber Security, Information Systems Security Manager (ISSM), Program Manager, EXCOMM Systems Tech, Chief Engineer (1-2 days/week remote!) & more.

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Fidelity Investments
Industry: Investment Banking & Asset Management
Where Hiring: Burlingame, CA, Larkspur, CA, Walnut Creek, CA & more.
Open Roles: Financial Consultant, Financial Consultant – Marin, Financial Representative, Product Manager, Relationship Manager, Planning Consultant, Senior Accountant, Investment Consultant – LA South Bay & more.

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