How to Become a Great Leader by Developing Leadership Skills

How to Become a Great Leader by Developing Leadership SkillsLeadership skills. Successful people have them. You want them. But if youre just abfluging out or looking to move up to the next level, what are they, exactly, and how do you acquire said skills? googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) Saying youre a leader is all well and good, but you need to be able to demonstrate how youve led and instill a level of trust in people. The good news is that its never too early (or too late) to start working on your leadership skills.10 Leadership Skills You NeedLets start by determining a list of skills that translate to almost any professional situation and apply no matter what your position. If you can cultivate and grow the following 10 skills, youre well on your way to elendlage having to fake it til you make ityou actually can and will eventually lead.1. Project ManagementBeing a leader means being able to see (and implement) the big picture, so p roject management skills are crucial. Whatever the project is, its important to show your control and ability to keep things moving forward at every stage.2. Ability to DelegateAny leader who tries to do everything him- or herself is probably gearing up for a belly flop. Part of leading well means delegating well, and making sure that tasks are going to people who can complete them correctly and on time. Part of that is trusting colleagues to do what they need to do, which can feel like a big leap when our instincts are to trust ourselves first.Knowing what to hold and what to let go is a major part of leadership. Its about finding the best gruppe and methods to get the job done, not showing off how much you can take on before you drop.3. HonestyIts not just about you trusting colleagues they also have to trust you. Thats not going to happen if you have a history of dishonesty or shadiness at work. If you cut corners or throw people under the bus, the people around you will feel fre e to do the same, not to mention your reputation will suffer. According to Tanya Prive at Forbes, Your business and its employees are a reflection of yourself, and if you make honest and ethical behavior a key value, your team will follow suit.4. CommunicationGood leaders are good at communication going both ways. They can listen to colleagues and experts to see whats needed, process those needs into a coherent plan of action, and let everyone involved know. Being able to communicate clearly and efficiently is a mustin person and in writing.5. Risk ManagementThis means being able to identify, evaluate, and handle risks and potential outcomes. This kind of forward thinking shows a maturity, and can prevent you from charging head-first into action without understanding potential consequences.6. Ability to Work with OthersA leader without a team is basically a one-person band. Sure, its possible, but its not going to sound super great. Good leaders know how to work with different kinds of people without letting personality clashes, conflicts in ideas, etc. derail the work at hand. Diplomatic skills will always come in handy in the workplace, and the person who brokers peace7. Adaptability/Problem SolvingSome things will go perfectly according to plan. Most things wont. Basically, this is being able to think on your feet, and stay calm when challenges pop up out of nowhere and hit you in the face. Part of leading is coming up with solutions to challenges (seen or unforeseen) and keeping yourself and everyone around you on track no matter what.8. ConfidenceIf you dont have confidence in yourself and your ability to get the job done, its likely no one else will, either. Confidence also means being able to speak up with constructive comments, or give feedback while feeling comfortable about your level of expertise and experience.9. NegotiationWe typically think of negotiation as something you do when you ask for a raise, or get a new job offer. Really, unterstellung skills are in use every dayit can be as simple as managing expectations for a client or colleague, or setting your own priorities. Being able to say, okay, I can do X, but Ill need Y is a very important skill to have.10. AccountabilityA big part of leadership is stepping up and saying, this didnt go well. Heres why, and heres how I will improve next time. Owning up to your role in the process, even when things are going wrong, is a very important hallmark of someone who leads, versus someone who just bosses people around (and disappears when its time to fix things).You can keep breaking these down into even more granular skills and skill sets, but these 10skill areas are part of the core leadership package.5 Ways to Build Leadership SkillsNow that you know the kinds of skills you need to start building your leadership credentials, how does one go about doing that? True, a lot of these things build up through basic experiencetrial and error, lessons learned. But you can also take pro active measures to start growing in these areas sooner than later. Lets look at five ways you can do this.1. Know your leadership style.I think we all believe were the tough but ritterlich leader, right? Churchillian, with dashes of Lincoln and Danaerys Targaryen thrown in? Better to know for sure. Like with general career assessments, there are a variety of quizzes you can take to get a sense of what your leadership personality is.Leadership IQWhat Sort of Leader Are You? (SkillsYouNeed)Assessment Whats Your Leadership Style? (Harvard Business Review)Once you know where your leadership strengths already are, you can really target your skill-building to start bulking up the areas where you could use a little work.2. Be passionate about what you do.This doesnt mean that you have to change careers to do something you love, but you should always be able to find something in your job to be passionate about. When youre excited about what youre working on, that will help with confidence a nd focus, and can spread to those around you. Being engaged in the process and the outcome also attracts the best in those around you, too, which ups everyones game.3. Communicate the heck out of everything.If youre a strong writer but not a great speaker, find a Toastmasters or public speaking class near you. If you dread making presentations, start working PowerPoints into some low-pressure meetings. If youre great at coming up with a plan in person, but find yourself forgetting details later, start following up with detailed notes (including next steps) right after you leave a conversation or meeting.If you dont fully understand something, dont be shy about asking for clarification, and repeating it back to the person just to make sure (just so Im clear, these are our next steps, right?). Its not a sign of weakness or incompetence to ask for a quick recap. Rather, it not only shows that youre listening, but also that youre understanding and processing as well.4. Be a leader outsi de of work as well.You can never go wrong withvolunteering, especially for a cause or organization you feel strongly about. Theyre happy to have your help, and if youre engaged and passionate about the work (see 2), its an easy way to start building confidence and experience. Every community has a wealth of opportunities, but if you need help finding a good volunteering match for your interests, location, and schedule, these volunteer match services are greatAll for GoodVolunteerMatchHandsOn NetworkAdvocacy and volunteer work are a great way to build communication skills, time management skills, operational skills (especially if youre involved in administration, budgeting, or overseeing), and working-with-others skills, without the pressure of affecting your work performance.5. Learn from the experts.Leadership training is a thing, because no one starts out with a full set of leadership skills. Experience is an important part, of course, but so is the mindset and knowledge baseand b oth of those can be learned fairly quickly. One way to jumpstart your leadership skills is to take courses. You can take these online, so it fits in with your already-busy life. Some good resources for these types of classesAmerican Management AssociationCourseraOne MonthClasses like these give you instant access to experts and concepts that can help you start thinking and acting like a leader, no matter where you are in your career at the moment. For those of us not lucky enough to have Jack Donaghy as a mentor, the Internet gives us plenty of access to resources that can start bridging that skills gap.You may have heard the phrase natural born leader, but really, the best leaders are the ones who work hard to get where they are, with the skills and knowledge they plektron up along the way. And building those skills is a process you can follow no matter how junior your role is, or how your company is structuredits about you, not about your job title. Go forth and start leading

The Least Affordable U.S. Cities - Fairygodboss

The Least Affordable U.S. Cities - Fairygodboss If you feel like youre struggling to pay rent in your city, youre bedrngnis alone.According to a recent survey by SmartAsset. the average household must make at least six figures to afford a two-bedroom apartment in Americas seven largest cities. SmartAsset looked at Americas most popular places to live and ranked them based on the average cost of a two-bedroom apartment.The results were bleak. In order to live in the number one city on the list, San Francisco, renters need to make $188,000 per year. The average household income is just $103,801.While the U.S. Department of Housing and Urban Development suggests a household should not spend more than 30% of its income on housing, financial blogger Erin Lowry told Moneyish that this is difficult for most people to achieve.Realistically, hopefully no more than 50% should be going towards your rent, she said.Of the 10 cities with the most expensive rents in America, four are located in sun ny California. Read on to see who made the list, and what crazy salary they need to make to stay afloat.1. San FranciscoThe average two-bedroom apartment in San Francisco costs almost $4,400 a month, adding up to approximately $52,600 each year.2. New York CityNot-so-surprisingly, New York City is the second least affordable city in the United States. In order to live comfortably, New Yorkers must make around $162,400 a year because their average 2-bedroom rent is $3,800 a month. Yikes.But if New Yorkers are looking for more affordable options, they can find deals in Queens or Brooklyn. For Brooklyn residents, the average apartmentcosts $3,200. And for those who favor Queens, you can get a two-bedroom in the borough for only $2,660 on average.3. BostonBoston is the third most expensive city in the US. Boston residents must make $143,800 a year on average to cover living expenses. You know, including their $40,300 per year rent. But the median Bostonian household income is just $63,6 00.4. San JoseThe average renter in San Jose the second California city on the list pays around $2,900 each month for a two-bedroom. Thatmeans San Jose residents must make at least $123,000 to live comfortably.5. frischauf AngelesLA is another Cali city with explosive housing costs. In order to afford a two-bedroom, residents must make $118,800 annually, even though the median household income in Los Angeles is only $54,400.Rounding out the 10 American cities with the most expensive rent are Washington D.C., Chicago, Seattle, San Diego, and Denver.

Types of Resume: the Ultimate Convenience!

Types of Resume the Ultimate Convenience Types of Resume and Types of Resume - The Perfect Combination Using Microsoft word to create a resume can be extremely straightforward but at the exact time just a little bit sophisticated if you dont find out how to begin it. To get the best targeted results, you need to do efficient resume search. A simple online search is going to result in a gigantic quantity of information about ways to compose a resume, how to design and style a resume, the best way to make an impression on businesses. At the peak of the resume is a list of someones skills and qualifications. You are able to use any of the above mentioned formats based on your need, but just be certain that the format you choose ought to promote your skills in the best way. Rather than having a work history section on top of your resume, you may have an expert experience or accomplishments section that lists various skills you have developed through the years. Any appropriate e xperience from the telecom industry is going to be a bonus. The Basic Facts of Types of Resume The majority of the writing has to be industry-specific and job youre applying for. Then clearly state why it is you are seeking the position. If you are looking for work. Resume writing services might be the thing you must locate a job that youve got applied for. There are three major types of resume formats. There are many kinds of formats offered but each ought to be used for individual jobs. The format should focus much on the experience in that specific area and minimize different issues which have a tendency to be personal. Hence its important to select a suitable format for an IT professional CV. Drafting a difficult resume can be an intimidating task. Application procedure is much enjoy a learning procedure. A. Functional resumes have often been called herausforderung solving resumes in they enable you to organize your resume by functional skills rather than purely ch ronological purchase. Extensive understanding of documentation is one for instance, that is quite much required and its crucial to project accordingly. Your email address needs to be professional. If youd like to learn more on the topic of professional resumes and cover letters, check out the website. If you dont locate a template that is particular to your job requirement, you can decide on the template that is made for a job very similar to the one that youre interested in. The ready-made templates are made to create the candidates job easy in addition to for assisting them and the recruiters into writing the resumes in a suitable format. The Chronicles of Types of Resume Including a profile is helpful for nearly every applicant. Importance Of A Proper Resume vorlage Your resume is the first thing which the HR of the business will get when you make an application for work. Allow it to be straightforward to navigate and find totally different elements of your social websi tes Example Of 3 kinds Of Resume. Then, the free Example Of 3 sorts Of Resume will ask you to supply a fast summary of your abilities and talents.

How to Create a Winning Product - The Muse

How to Create a Winning Product - The MuseHow to Create a Winning Product Good ideas dont just happen. Theyre not sitting around waiting for you to come along and pluck them from obscurity. In reality, the process of bringing an idea to life takes serious dedication and hard work.At the medical technology company Stryker, for example, every product undergoes a period of research and development, followed by a concept phase where the engineering team sees if they can actually develop the product. Then comes proof of concept, where they test whether the idea is a viable product. brdely, theres engineering, where theyre not only building the product, but fabricating the tools needed to develop it, a process that can take over a year.So what sparks an idea for a groundbreaking product or invention? And once youve had the idea, how do you maintain the grit and commitment to take it through to finished product?To find out, we spoke with Stryker Chief Engineer, Anish Paul, and Senior Engine ering Manager, Kristi Brunner, about what it takes to think up a winning idea and bring a product to market.Know Your CustomerThere are a number of catalysts for why a product gets created. Sometimes theres an obvious need in the market other times its an idea born out of research and development.We have a lot of ideas, but we like to focus on the customer, says Brunner. We have a process we call customer-centered design (CCD), and thats what we do to frame behauptung design problems that were trying to solve. With CCD, youre building your products around a customers needs and their unique issues. In Strykers case, that means developing solutions for healthcare workers.Its very important for engineers to understand the market intimately, Paul adds. In his 15 years with Stryker, Paul has gotten to know his target customer through clinical observations, job shadowing, and even visiting with those customers and finding out firsthand what they need in order to do their job better.That k nowledge helped Paul and his colleague Paul Radgens develop the M-Series stretcher.A lot of what we do is to care for the caregiver so they can care for the patient, Paul explains. The big thing with patient handling is youve got, you know, a 100-pound nurse that has to manage a 700-pound patient at times. If you think of that, thats a pretty daunting task.Paul and Radgens realized that an electric powered stretcher would make it safer for healthcare providers to transport patients. And thats the ultimate goal, Paul says- making the lives of these caregivers better.Build Your A-TeamBuilding a product isnt a solo endeavor. A 13-year Stryker veteran, Brunner manages a team of 16 engineers, but there are also 50 cross-functional team members working on any given project.It can also take a great absprache of time While Brunner has worked on several products during her tenure with the company, it took seven years to develop Power-Load.Launched in 2012, Power-Load is a cot fastener in an ambulance that better secures the stretcher to the back of the vehicle so that it can withstand a crash. And with Power-Load, emergency workers no longer have to lift the stretcher into the ambulance the device does it for them, putting less stress on an EMTs back and eliminating potential drops.It was Brunners experience building innovative teams that helped guide this project through all its ups and downs. Its crucial to have a great team when you are working on a project that could take multiple years to complete, she explains, adding, You need to be able to leverage a teams strengths. Technical expertise varies based on the challenge we are facing, but generally I look for someone that has passion for our customers, is a self-motivator, and is accountable.For his part, Paul has found that co-location of team members ultimately leads to organic collaboration and communication, and it also helps with building strong relationships and empathy among co-workers.Last but definitely no t least, Brunner says, I look at the team dynamic as a whole. Team collaboration is a must, and each player has a part in this.Be AdaptableWhen youre developing new products, what seemed like a great idea one day might be obsolete or redundant the next, and your focus could change. And that means youll have to stare down disappointment at some point.Change is an everyday thing, Paul says, and you have to accept the fact that what you worked on yesterday is probably not as relevant today. Its hard for a lot of people that have more of an operational mindset where its very structured, and they want task A to follow task B.If youre leading a team like Paul, you have to instill a mindset that new product development is about charting a new course and that they need to approach it as if they were pioneers.More importantly, you need to be OK with failing.You need to fail often and early to get it right, Brunner says. You have to be OK with getting it wrong and making mistakes because your e going to learn from those mistakes.When youre inventing something, you dont know what you dont know, and the path forward isnt very predictable in the beginning. Engineers are always going back to the drawing hauptplatine and refining their work, constantly iterating the smallest details.You need to be resilient, Brunner adds. You need to be comfortable with the unknown and flexible to try something different but still focused on the best solution for the problem.See It ThroughBringing a product to life is never easy. One of the hardest parts of our job is that you have an idea in your head, and in order to make the world believe that idea, you have to have tremendous perseverance and tenacity, says Paul.You can scream and shout and flail your arms around, but no one sees the idea the way you see the idea, he adds. You dont just need to convince investors you believe in something- though that helps. You have to make the world believe it.The reality is that it will take years of ha rd work to bring a product to market. But if you have the wherewithal and the passion to see an idea through, it can be an immensely rewarding experience for you and the consumers who enjoy your products.Its so motivating to see and know that something you worked on has made someones life better, Brunner says. I feel so fortunate to be able to have a role in saving someones life as my day job.

Top Job Search Tips For 2016

Top Job Search Tips For 2016Top Job Search Tips For 2016Executive job search need not be a lengthy, convoluted path. In fact, you can achieve the shortest distance between point A and point B by making a straight line directly to the company and the hiring decision maker you need. Following are three strategies to optimize your job search for maximum results in minimum time.1. Shift your mindset from job search to company search.Job searching is a finite activity. Only a limited number of jobs will be advertised. If you apply for one (or two, or ten) and dont hear a response, those opportunities are over. If you interview and are not selected, that also is likely the end of the road.However, a company search uncovers practically infinite options. Build a list of ideal employers, perhaps based on distance from your home, company size, industry or corporate culture. Next, find out whats going on in those organizations. Google nachrichtensendung can provide you with extensive, up-to-dat e insight on whether the company is launching a new product, opening a new division or achieving an industry honor. All these scenarios indicate the company is in growth mode, and organizations that are growing are the ones that need to top your list.2. Offer your value aussage, not just your resume.The best way to use what you uncover in Google News is to factor specific information into your approach to the company. Instead of sending your resume, which 99.9% of your competition is doing, craft a targeted value proposition letter that succinctly states you know what the organization is working on right now and your particular brand of expertise may constitute a solid match.The letter you write is not a place for fluff. Delete all fillers about being a dynamic executive, with extensive leadership success. Put some teeth into this prove your value by presenting quantifiable examples of your achievements, and make sure those accomplishments are on par with the level of impact your id eal company would likely be looking for.3. Approach the decision maker directly.Yes, this last step is easier said than done. However, devote some time to identifying and reaching several of the right decision makers, instead of the same amount of time to blasting your resume far and wide across the Internet, where it will likely reach either resume scanning software or basically nobody.Options abound online. To find out a persons name, Google the likely job title and the company, like this query for example, VP, Marketing IBM. You can conduct a similar search on LinkedIn. Invest in LinkedIn InMail in order to contact the person. GooglePlus and Twitter can be treasure troves, because these are the social media outlets where people place entire professional biographies about themselves, which are often rich with contact information.Every public library in every major city has a free database of business information and executive decision makers you can likely access that from your h ome computer.Searching for companies as opposed to jobs, offering your value proposition instead of your resume, and approaching the decision maker directly are all strategies when, put together, will sharply increase the likelihood that you land the ideal role you want much faster than your competition.

Hiring For Skills Instead of Credentials

Hiring For Skills Instead of Credentials Hiring For Skills Instead of Credentials Its upsetting because thats the most perfect headline for any article about HireArt, and Im jealous that TechCrunch beat me to the punch. That headline is perfect because it succinctly captures HireArts unique essence - solutions-based thinking driven by a healthy irreverence for flawed traditions.The flawed tradition that sparked HireArt? Contemporary recruiting practices, which privilege irrelevant credentials over demonstrable skills, according to Julia Averbuck, HireArts head of operations.What does it mean that someone has a 3.9 GPA at Harvard? Averbuck asks. Yes, it means that theyre hardworking, but that doesnt necessarily mean that they can do this job.The solution? An souped-up take on the job board, one that notlage only syndicates an organizations job posts, but that also screens candidates for you.HireArt wants to be a system that could test someones ability to do the job, and it wants to improve the efficiency of recruiting, when it came to actual skills and not just credentials, Averbuck says.Origin StoryHireArt co-founders Elli Sharef and Nick Sedlet both worked for companies with well-respected recruiting processes. Sharef was with McKinsey Company, whose one-time managing director Marvin Bower was among the first to recruit talent straight out of geschftliches miteinander schools Sedlet was with Goldman Sachs, yet another powerful recruiter of fresh MBAs.But when Sharef moved to her next job, she learned that not every company is as adept at recruiting as McKinsey or Goldman Sachs. A lot of organizations rely on the wildly inefficient post-and-pray method, or other similarly unfocused methods of sourcing.Sharef saw how different it was, and how frustrating recruiting could be, Averbuck says. So what she wanted to do was she wanted to create a process that could replicate the McKinsey process, in that it could pick out the raw talent. It could really figure out who the best candidates are for the job.And as Sharef thought about the idea more, she realized that even the McKinsey process could be improved upon. Powerhouse companies like McKinsey and Goldman Sachs often focus their recruiting strategies on graduates from top-50 schools, artificially limiting their reaches. So, even though they have this great interview process, theyre actually not addressing every potential talent out there, Averbuck says. Sharef and Sedlet wanted to create a process that helps anyone - with any kind of background - shine beyond their resum.HireArts Take on RecruitingFor employers, HireArt is sort of a combination job board/ATS, but with much better sichtung capabilities. You head to HireArt, post a job, and it syndicates your posting. HireArt assigns you an account manager, whose job is to figure out what, exactly, you want from your new employee. We spend a lot of time upfront understanding what companies want, says Averbuck. Were not just going off of t he job requirements were not going to go off of some great idea we have. We do a call with the hiring manager to say, Tell us what youre looking for.Once HireArt has this information, it can start curating a candidate list - that is, a list of the top few candidates whom the platform determines are the best matches for you, out of all other applicants. In this way, HireArt is sort of like an ATS, separating the wheat from the chaff.Of course, the problem with ATSs is that so many of them filter candidates according to keywords on their resums. Hence the myriad articles on beating the system. And, at that point, a resum is pretty much worthless. It no longer shows off who a candidate is, but what a candidate knows a company wants to hear. Good luck trying to hire the best of the best in those conditions.HireArt, however, takes a different, more hands-on approach to candidate curation, using video interviews and work samples (more on those in a bit) to test relevant skills.Theres act ually two partes to the screening process, explains Averbuck. The candidate first sends in their resum, and then theyre invited back for a video interview. Whether they complete the video interview or not, in my personal opinion, is already an assessment of them.As Averbuck points out, applying to a job online is an absolute breeze, for the most part just send in your resume and see what happens. By asking applicants to complete a brief four-question assessment - two video questions, two written questions - HireArt hopes to test whether candidates really want the job or are just blindly sending off resums.The idea is that, if someone doesnt come back and do this extra 10-15 minute assessment, then theyre probably not that interested in the role, says Averbuck. Thats something that employers waste a lot of time on these days.Imagine, for example, posting an advertisement to Craigslist. How many applicants are you going to receive in total? (Conducting an experiment, writer Eric Aul d received 653 responses to a job ad in 24 hours. Afterwards, he took the ad down. How many more would he have received had he kept it up?) And how many of those are going to be quality candidates? (According to ERE, on average, more than 50 percent of applicants fail to meet the basic qualifications).An employers going to get 100-1000 resums on Craigslist, Averbuck says. You go through all of those resums, you pick out the best ones, and the first ten people you call just arent interested. They just kind of sent the resum because, Why not?Averbuck describes the video interview invite as the first line of assessment because, rather than assessing skills, it assess candidate interest. If a candidate cant be bothered to complete the assessment, they most likely cant be bothered to care much about the position if they land it.After this first layer of screening, we come to the actual assessment. The questions that HireArt asks candidates are specific to the level and the category of th e role which needs filling. For example, for a customer service role, we have them answer a customer service email, or we have them do a sample customer service call, says Averbuck. These are the work samples mentioned above little activities which provide snapshots of an applicants relevant skills.While HireArt generally deals with entry-level and non-technical jobs - the necessary skills for which are easier to assess online - the platform does have a process for evaluating higher-level candidates. For a more senior marketing job, for example, its a little harder to do work samples, but we ask for examples of prior work, or we ask them to talk about certain aspects of digital marketing that are going to be important for their jobs, says Averbuck.Its About FairnessFrom a candidate perspective - it feels weird to say this - but when Sharef and Sedlet started HireArt, they started it with a goal of fairness, of giving everyone a shot, says Averbuck.One can see why Averbuck feels weird saying that when youre used to screening candidates via the far-from-perfect systems of ATSs, screening candidates doesnt seem like an especially fair process. And the process is especially broken if youre screening for credentials instead of capabilities.But the hiring process should be fair, shouldnt it? Every applicant should have the chance to show an organization who they are. If who they are isnt right for that role, fair enough - but cutting candidates out before they get a chance to prove their worth seems not only cruel to candidates, but also counterintuitive to the companys mission. If youre looking to hire top talent, should you really be trusting resums and keyword filters? Can you afford to limit yourself to certain schools?Sharef and Sedlet started HireArt in part because they saw companies using the wrong criteria to hire people - e.g., looking for degrees instead of skills. They felt like a lot of companies were just screening for top-50 schools, Averbuck sa ys. Honestly, if youre a startup looking to hire a customer service person, for example, you probably dont even need to hire someone from a top-50 school.We started the company with the goal of showing that people were picking for the wrong categories, Averbuck explains.While HireArt acts as a third-party curator of candidates, Averbuck believes that this does not result in any sort of frustrating separation between applicants and companies. If anything, Averbuck sees HireArt as a way to bring prospective hires closer to employers If they do make it through to the top candidates, then theyre usually one of 5 or one of 10, Averbuck says. They get a lot of employer attention. They really do get the visibility.Going ForwardWeve figured out what we do well, Averbuck says of HireArt. Were at a point where we want to scale that.While HireArt is currently in the middle of raising capital to scale-up its operations, the company is also looking to improve some aspects of the platform. For ex ample, Averbuck says HireArt is looking to collect more data on how applicants are performing, so that it might leverage that information for the benefit of job applicants. Right now, we grade applications extensively, and we collect all of this data, but were working on how we can come around and figure out how to give this back to candidates, Averbuck says.HireArt also collects data on every candidate that gets hired, to see how well theyre doing and how long they stay.On a more general note, HireArt seems to see the value in constant improvement. As Averbuck notes before our conversation ends, We recognize that were definitely not there, in terms of Do we perfectly assess the abilities to do the job? But we assess it better than just a resum, so we want to keep improving how we assess it.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 cour ses. Great for those who want to break into recruiting, or recruiters who want to further their career.

These are the hardest-working countries and cities in the world

These are the hardest-working countries and cities in the worldThese are the hardest-working countries and cities in the worldResearch has found that the average American works more hours than a medieval peasant, but other countries and cities have certainly racked up their fair share of hours as well.According to the Organization for Economic Cooperation and Development (OECD) - using the fruchtwein recent data from 2016 - Mexico, Costa Rica and Korea top the list of average hours worked per year.The BBC reports that South Korea is cutting down on the number of hours employees can work per week with a new law that will apply to large companies in July eventually expanding to smaller companies.Hardest working countries in the worldMexico 2,255 hours per workerCosta Rica 2,212 hours per workerKorea 2,069 hours per workerGreece 2,035 hours per workerRussia 1,974 hours per workerChile 1,974 hours per workerPoland 1,928 hours per workerLatvia 1,910 hours per workerIsrael 1,889 hours pe r workerLithuania 1,885 hours per workerThe United States racked up 1,783 hours per worker in 2016, 16th place on the list.Ladders is now on SmartNewsDownload the SmartNews app and add the Ladders channel to read the latest career news and advice wherever you go.Hardest working cities in the worldAs for cities, Hong Kong workers put in the most hours on average per week (out of 71 cities) according to the UBS Proces Earnings report.Here are the Top 10 cities with the average weekly hours worked and thenumberof yearly paid vacation days they receiveHong Kong 50.1 hours weekly, 17 vacation daysMumbai 43.8 hours a week, 21 vacation daysMexico City 43.5 hours weekly, 17 vacation daysNew Delhi 42.6 hours weekly, 26 vacation daysBangkok 42.1 hours weekly, 9 vacation daysDubai 42.0 hours weekly, 30 vacation daysNairobi 42.0 hours weekly, 22 vacation daysTaipei 41.2 hours weekly, 13 vacation daysJakarta 40.4 hours weekly, 12 vacation daysBogota 40.3 hours weekly, 15 vacation daysThe highes t U.S. city to make the list was Chicago with 39.1 weekly hours worked and 14 yearly vacation days.