ADP Foundation Awards Grant For Mujeres De Hace Program
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The ADP Foundation Provides Grant to HACE’s Latina Women’s Leadership Program

The Hispanic Alliance for Career Enhancement will bestow multiple scholarships with grant to expand the women’s leadership program in new key cities.

Latina professionals will have greater access to the Hispanic Alliance for Career Enhancement’s (HACE) women’s leadership program, thanks to a grant received from the ADP® Foundation. Many women who would otherwise be unable to afford the full tuition for the program will be able to benefit from full or partial scholarships in the fall. “The scholarships awarded will be instrumental in achieving a bigger reach in newer markets we have expanded to, such as Atlanta and San Francisco,” says Laurin Bello, HACE Program Manager, “the support ADP has given us makes them an invaluable partner for HACE as they continue to help us reach Latina professionals.”

The Mujeres de HACE program, a leadership program designed to help high-potential Latina professionals grow and develop in their careers, has successfully graduated over 800 women. The grant will allow HACE to serve 15-30 additional Latina professionals across the U.S., including Atlanta, GA; Chicago, IL; Dallas, TX; Houston, TX; Minneapolis, MN; McLean, VA; New York, NY; San Francisco, CA and Miami, FL.

“HACE would like to thank the ADP Foundation for their generous support,” said Patricia Mota, HACE President and CEO. “On average, Latinas are reported to earn 55 cents to the dollar compared to their Caucasian male counterparts, that is at least 20 cents below Caucasian women. Furthermore, Latina professionals are constantly balancing traditional cultural norms with workplace norms, which simultaneously creates unique opportunities and barriers to advancement.  With this grant, HACE will be able to impact the lives of more Latina professionals across the country, helping to close the wage and opportunity gaps that ultimately hurt our communities and the overall economy.”

Mujeres de HACE has proven to help close the wage and opportunity gaps, with over 80% of women reporting a raise, promotion or both within a year of participating in the program. After completing the program, many women join leadership boards, fundraise for program scholarships to support other women and even start their own businesses.

Continue onto HACE Online to read the complete article.

Microsoft says you will need these skills after COVID, and it wants to help you get certified
LinkedIn
businessman having video call on pc at office

By Lydia Dishman

Microsoft wants to help 25 million people around the world get better jobs by the end of this year. And by better, it means most in-demand now and post-pandemic.

That’s likely music to the ears of those who are currently unemployed in the wake of COVID-19. But even those who still have jobs can advance their careers by tapping into Microsoft’s new initiative, which tackles the problem with a three-part strategy.

The first part is identifying the opportunity. For this, Microsoft is leaning into LinkedIn’s Economic Graph, an analysis of  “all the data on LinkedIn that shows available jobs, their required skills, and the existing skills job seekers have,” and offering it for free to governments.

The Economic Graph already surfaced the current top 10 most in-demand jobs that it predicts will have staying power throughout the next decade. Among them:

  1. Customer- service specialist
  2. Sales -development representative
  3. IT support/help desk technician
  4. Digital  marketer
  5. Project  manager
  6. Graphic  designer
  7. Financial analyst
  8. Data  analyst
  9. Network  administrator
  10. Software  developer

The second part of the strategy is to get people up to speed on the skills needed to land those jobs. As such, they will offer free LinkedIn Learning video courses that align with the required core skills for these roles through the end of this year. These courses are currently available in English, French, Spanish, and German.

Finally, Microsoft wants to be sure that the people taking the courses will receive certification for their learning. So the company is making exams available at a reduced rate through the end of the year. These are “industry-recognized, Microsoft Certifications based on exams that demonstrate proficiency in Microsoft technologies,” for $15, which the company says “represents a large discount on the price of exams that typically cost more than $100.”

Continue on to Fast Company to read the complete article.

Job Interviews are Going Virtual, Here’s What You Need to Know
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Hispanic man looking at computer monitor for online job interview

As businesses prepare to open their doors again, the hiring process has begun. Nearly forty million Americans lost their jobs from the consequences of the COVID-19 pandemic, which means that many of those people will be searching for work and participating in job interviews.

But, as we are still adhering to some social distancing rules, many of these interviews are likely to occur via video call.

Interviewing virtually is an unfamiliar territory, but having a successful, meaningful virtual interview is definitely possible.

Here are the best tips for having the most successful interview on a virtual platform.

  • Presentation
  • As you would for an in-person interview, you want to look presentable. While this means wearing an interview-appropriate outfit, you want to make sure that your background and camera angle are also presentable. Make sure your background is clean, containing as little distractions as possible, and that your computer’s camera is catching the best angle of yourself. This will allow the interviewer to see the best version of yourself while bringing their full attention to what you are saying and not to what else is happening in your environment.

  • Make Eye Contact
  • As you would in a physical job interview, you want to make eye contact with the interviewer. It can be difficult not to look at your own reflection in the video call and worry about how you look to the other party, but remember to look into the computer’s camera to show the interviewer that you are paying attention to what they are saying and are really listening.

  • Remember the Lag
  • Unfortunately, video calls are known to lag and glitch. Neither party is at fault, but be aware of these inconveniences. Talking over the interviewer, accidentally interrupting, audio cutouts, and temporary freezes are bound to happen, so speak slowly and talk only when necessary to avoid these possible interview mishaps.

  • Use Your Resources
  • Virtual interviews allow for better access to virtual resources. Keeping interview notes on your screen and using screen share to give examples of your work will help you to remember your best selling points and show your interviewer what you are capable of.

Virus lockdown creates a world of night owls
LinkedIn
Young woman working on her laptop in the city at night

A study of global online traffic shows the whole world is staying logged on later at night and enjoying a lie in before starting work in the morning. VPN providers have a unique insight into global web traffic as their servers track usage in multiple countries allowing them to monitor patterns in how people are working in countries from Australia to Canada. And the massive spike in home working caused by the Coronavirus pandemic has meant more people are installing VPN software to protect confidential business networks as they work remotely.

The figures show that compared to pre-lockdown, people across the UK, the U.S., Germany, Australia, and Canada have been going to sleep and waking up later than usual.

The new data has been collated by privacy protection company Surfshark.  It indicates spikes in use from midnight to 3 a.m. that were not present before the COVID-19 outbreak.

“Due to the aggregated anonymous data that we collect, we are able to compare how people behaved pre-COVID-19 to the current trends, and we have seen some interesting changes in their habits,” said Naomi Hodges, the cybersecurity advisor at Surfshark. “Weekend VPN usage has mainly remained the same; however, from the aggregated data alone, it is apparent that people have been behaving differently during the working days.”

With some variations, the Coronavirus outbreak has given a significant boost to VPN usage. While precise hours vary, new peak times are emerging, and a clear trend of night owls is present across the UK, the U.S., Germany, Australia, and Canada.

People are staying up later – either to work or to play games or watch movies. However, it seems that the lockdowns have all but eliminated early birds. People around the world have been enjoying a lie in and typically not going online until 8:00 or 9:00.

The data shows people remain the most productive during the daytime. On the other hand, there’s no clear lunchtime lull as people are able to either eat at their desks or vary their breaks. There’s also been little change to weekend patterns, which shows that not even a pandemic can change the way people spend their off time.

In addition to that, peak times are now virtually gone. Instead of more people connecting in the evening, now the connection rates remain relatively even from morning to night, with only slight fluctuations that largely depend on a specific country in question.

The UK is waking up and staying up later 

Since March 23, when the UK went into a full COVID-19 lockdown, the average connection counts grew by 60%. It’s a considerable jump, far more than the 15% growth which had been expected.

There are clear patterns concerning working times. Early mornings saw a 25 to 34% decrease, while daytime grew by 10-30%, and nights from midnight to 3 a.m. increased by 25%. Going by these numbers, it is clear that people stay up longer than usual, and in turn, they start their working day later.

The United States is starting work later, but sleeping less

In April, the vast majority of the USA went into full lockdown. It was expected that this situation would make VPN usage grow in the US by approximately 20%; instead, it surged by 56%.

Just like in the UK, US workers have been starting their day later, as their 5:00 to 8:00 a.m. usage fell. Daytime usage saw a significant increase beginning at 11:00 a.m., hitting the peak at 1:00 p.m. Americans went to sleep later, with high usage rates from 0100 to 0300.

Although with slight variations from the United Kingdom, the US saw very similar patterns: people are staying up longer, and sleeping in; although in general, Americans are sleeping less than before the pandemic hit.

Germany is the most productive in the first half of the day

On March 20, Bavaria went into a full lockdown – the first of Germany’s federal states to do so. The average connection counts increased by 52% since the nationwide quarantine, although it was expected only to see a growth of 26%.

Just like in the US and the UK, Germany saw a decrease in connections in the early morning from 5:00 to 8:00 a.m. However, they seem to be earlier birds than most, with their peak covering the first half of the day – from 9:00 a.m. to 2:00 p.m.

Australia is sleeping in and staying up late

Since closing non-essential businesses on March 23, there was a 58% growth in VPN usage. That’s a massive difference from the projected 14%, showing that many Australians probably started remote work and self-quarantine earlier than many other nations.

It’s no surprise that their connection counts dropped in the early morning hours, from 4:00 to 8:00 a.m. Another pattern we have already seen is a significant increase in usage late at night between 11:00 p.m. to 2:00 a.m. in Australia.

Canada is where VPN usage grew the most

During the past two weeks, VPN usage in Canada has increased by a huge 64%, compared with expected growth of 19%. That suggests a high number of companies taking their operations online.

Just like in the other analysed countries, Canadians have lower connection counts early on from 5:00 to 8:00 a.m. They are also staying up late, and there has been a considerable increase in connections through the night.

These new patterns have emerged during the unprecedented experience of global lockdowns. It’s difficult to predict whether we will see huge growth in remote work, although Twitter is setting a new example.

CEO Jack Dorsey has announced that all employees are welcome to work remotely even after the end of the lockdown. This sets a new precedent for more and more remote work, especially in industries where being physically present is not crucial.

It remains unclear how many companies will follow suit, but currently it’s evident that operations haven’t come to a full stop in many offices.

“Telecommuting does present its own unique challenges, and even if more and more companies are to adopt it in the future, it’s unlikely that it will continue as it has during lockdown. There are probably stricter on and off-hours to be expected, as the current habits are also affected mainly by the fact that most people are not leaving their homes very often,” said Hodges.

Not a ‘Math Person’? —You may be better at learning to code than you think
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close-up of person coding or doing web design on laptop

Want to learn to code? Put down the math book. Practice those communication skills instead.

New research from the University of Washington finds that a natural aptitude for learning languages is a stronger predictor of learning to program than basic math knowledge, or numeracy. That’s because writing code also involves learning a second language, an ability to learn that language’s vocabulary and grammar, and how they work together to communicate ideas and intentions. Other cognitive functions tied to both areas, such as problem solving and the use of working memory, also play key roles.

“Many barriers to programming, from prerequisite courses to stereotypes of what a good programmer looks like, are centered around the idea that programming relies heavily on math abilities, and that idea is not born out in our data,” said lead author Chantel Prat, an associate professor of psychology at the UW and at the Institute for Learning & Brain Sciences. “Learning to program is hard but is increasingly important for obtaining skilled positions in the workforce. Information about what it takes to be good at programming is critically missing in a field that has been notoriously slow in closing the gender gap.”

Published online March 2 in Scientific Reports, an open-access journal from the Nature Publishing Group, the research examined the neurocognitive abilities of more than three dozen adults as they learned Python, a common programming language. Following a battery of tests to assess their executive function, language and math skills, participants completed a series of online lessons and quizzes in Python. Those who learned Python faster, and with greater accuracy, tended to have a mix of strong problem-solving and language abilities.

In today’s STEM-focused world, learning to code opens up a variety of possibilities for jobs and extended education. Coding is associated with math and engineering; college-level programming courses tend to require advanced math to enroll and they tend to be taught in computer science and engineering departments. Other research, namely from UW psychology professor Sapna Cheryan, has shown such requirements and perceptions of coding reinforce stereotypes about programming as a masculine field, potentially discouraging women from pursuing it.

But coding also has a foundation in human language: Programming involves creating meaning by stringing symbols together in rule-based ways.

Though a few studies have touched on the cognitive links between language learning and computer programming, some of the data is decades oldusing languages like Pascal that are now out of date, and none of them used natural language aptitude measures to predict individual differences in learning to program.

So, Prat, who specializes in the neural and cognitive predictors of learning human languages, set out to explore the individual differences in how people learn Python. Python was a natural choice, Prat explained, because it resembles English structures, such as paragraph indentation, and uses many real words rather than symbols for functions.

To evaluate the neural and cognitive characteristics of “programming aptitude,” Prat studied a group of native English speakers between the ages of 18 and 35 who had never learned to code.

Before learning to code, participants took two completely different types of assessments. First, participants underwent a five-minute electroencephalography scan, which recorded the electrical activity of their brains as they relaxed with their eyes closed. In previous research, Prat showed that patterns of neural activity while the brain is at rest can predict up to 60 percent of the variability in the speed with which someone can learn a second language (in that case, French).

“Ultimately, these resting-state brain metrics might be used as culture-free measures of how someone learns,” Prat said.

Then the participants took eight different tests: one that specifically covered numeracy; one that measured language aptitude; and others that assessed attention, problem-solving and memory.

To learn Python, the participants were assigned ten 45-minute online instruction sessions using the Codeacademy educational tool. Each session focused on a coding concept, such as lists or if/then conditions, and concluded with a quiz that a user needed to pass to progress to the next session. For help, users could turn to a “hint” button, an informational blog from past users and a “solution” button, in that order.

From a shared mirror screen, a researcher followed along with each participant and was able to calculate their “learning rate,” or speed with which they mastered each lesson, as well as their quiz accuracy and the number of times they asked for help.

After completing the sessions, participants took a multiple-choice test on the purpose of functions (the vocabulary of Python) and the structure of coding (the grammar of Python). For their final task, they programmed a game—Rock, Paper, Scissors—considered an introductory project for a new Python coder. This helped assess their ability to write code using the information they had learned.

Ultimately, researchers found scores from the language aptitude test were the strongest predictors of participants’ learning rate in Python. Scores from tests in numeracy and fluid reasoning were also associated with Python learning rate, but each of these factors explained less variance than language aptitude did.

Presented another way, across learning outcomes, participants’ language aptitude, fluid reasoning and working memory, and resting-state brain activity were all greater predictors of Python learning than was numeracy, which explained an average of 2 percent of the differences between people. Importantly, Prat also found that the same characteristics of resting-state brain data that previously explained how quickly someone would learn to speak French, also explained how quickly they would learn to code in Python.

“This is the first study to link both the neural and cognitive predictors of natural language aptitude to individual differences in learning programming languages. We were able to explain over 70 percent of the variability in how quickly different people learn to program in Python, and only a small fraction of that amount was related to numeracy,” Prat said. Further research could examine the connections between language aptitude and programming instruction in a classroom setting, or with more complex languages, such as Java, or with more complicated tasks to demonstrate coding proficiency, Prat said.

Source: newswise.com

Boy, 13, Earns Fourth Associate’s Degree
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fullerton college in california campus

He may not have a driver’s license yet, but Jack Rico does have something most other 13-year-olds don’t: a quartet of college degrees under his belt.

The California teenager earned his associate’s degree this week from Fullerton College, bringing his total number of degrees to four, his mom Ru Andrade tells PEOPLE.

“It has been pure joy having Jack as a son and I couldn’t be any prouder of him,” she says.

The accomplishment makes him the youngest graduate ever from the community college.

“The college was established in 1913, so this is quite a legacy he can claim!” a spokeswoman for the school tells PEOPLE.

Jack started college courses when he was just 11 years old, and has spent the last two years earning his different degrees.

Andrade says she knew her son was “not your average kid” as early as 3 years old, when he asked to visit the White House for his 4th birthday.

“I told him that was a big trip for a little guy, and that I would take him if he could learn all the presidents,” she says, adding that the request was just a joke. “A week later he said, ‘Mom, I have a confession to make. I already knew all the presidents, but I learned all the vice presidents if that will still count?'”

Andrade says her son struggled in public school, and so she began homeschooling him in third grade, which allowed her to better focus on his areas of weakness.

“When he was 11, I knew he needed more of a challenge and a better teacher than me,” she says.

With that in mind, she entered him into Fullerton College’s Bridge Program, which allows K-12 students who pass placement exams to attend.

“He started out just taking one class and he absolutely loved it,” she says. “He just kept requesting taking more and more classes.”

Continue on to People to read the complete article.

Selena Gomez Gives Heartfelt Message to Graduating Students from Immigrant Families: ‘You Matter’
LinkedIn
Selena Gomez gives heartfelt speech to mexican immigrants for graduation 2020

Selena Gomez is congratulating the class of 2020! The singer, 27, gave a surprise commencement address during the #Immigrad 2020 Virtual Commencement, which was a national celebration of students from immigrant families and supporters of immigrant rights from hundreds of high school and college campuses.

In a video message, Gomez shared a heartfelt message to the graduating students who were hosted by Define American, FWD.us, United We Dream, I Am An Immigrant and Golden Door Scholars.

“I know that this is a virtual ceremony, but it is very real. And it’s very real to all the families and all of you and your communities. I want you guys to know that you matter. And that your experiences are a huge part of the American story,” the star said.

“When my family came here from Mexico they set into motion my American story, as well as theirs. I’m a proud third-generation American-Mexican, and my family’s journey and their sacrifices helped me get me to where I am today,” Gomez said. “Mine is not a unique story. Each and every one of you has a similar tale of becoming an American.”

Gomez added, “Regardless of where your family is from, regardless of your immigration status, you have taken action to earn an education, to make your families proud, and to open up your worlds. I’m sending all of my love to you guys today and congratulations, and I hope that you guys are set off to be everything that you want to be.”

The Living Undocumented producer also recently made a special message to this year’s graduates during the #Graduation2020: Facebook and Instagram Celebrate the Class of 2020 livestream.

“When people ask me what I would tell my younger self, I always said, ‘Go ahead and do it.’ You all have worked incredibly hard to get to this point and I know it’s not exactly how you imagined your graduation to look like,” Gomez said in a video filmed from her home. “I want to say it’s okay not to know what to do with the rest of your life. It’s a journey to find your direction or your passions, so don’t get frustrated by the mistakes and setbacks as they happen to all of us.”

“The amazing Oprah, like she said, you don’t become what you want not, you become what you believe. I think that really resonates as if you don’t believe in yourself, don’t expect others to believe in your abilities,” Gomez advised.

“Hopefully, you know, when large gatherings are allowed, everybody can get together and celebrate your important achievement. But until then stay safe, stay connected with your friends and loved ones, and congratulations for this milestone,” she said.

Continue on to People to read the complete article.

7 Reasons to Participate in a Virtual Job Fair
LinkedIn
Back view of female employee talk with male businessman on webcam laptop conference, woman worker with man employer brainstorm on video call from home, online

Traditional job fairs can be a drag, requiring your recruiters to travel, set up an expensive display, and stay on top of their game when they’re tired and maybe even a bit overwhelmed by a crush of candidates. But if you need a good-sized pool of potential employees, you probably feel you have no choice but to participate.

Actually, however, that’s not completely true. Your business can reap many of the benefits of such an event without some of the drawbacks, thanks to the growth of virtual job fairs.

Here are seven reasons why your company should take part in a virtual job fair:

1. You can interact with potential employees from all over the world and a variety of disciplines.
In today’s job market, you can’t afford to limit your hiring pool to a small geographical area or a particular kind of person. A virtual fair can put you in touch with a huge variety of people quickly and efficiently.

2. Virtual fairs save you money.
When your “booth” is in cyberspace, you don’t have to pay for a big display or for your recruiters’ travel. Your team can manage everything from the comfort of their offices—or from their own homes, if you offer remote work options.

3. You can take advantage of pre-fair promotion.
These events are enthusiastically and broadly advertised by their sponsors, and your participation will allow you to piggyback on that promotion to build your brand—all without paying for advertising. You can’t beat that kind of opportunity to create awareness about your company and what you do.

4. You can manage and target your message.
When you’re participating in an online event, you can be sure that your talking points will be communicated consistently and will reach your intended audience. “All applicants will receive the same information, face the same questions, and confer with the same company representatives,” says an article from Getting Hired.

5. Virtual fairs allow you to use your time more effectively.
“You can have multiple conversations going at the same time with job seekers, so it is less time-consuming than traditional career fairs,” says an article from Right Management.

6. Online fairs let you communicate the way your workers do.
“Whether you’re a millennial, a Gen Xer, or baby boomer, we all communicate online through messaging apps, such as Facebook messenger or through text messaging,” says an article from Brazen. “Online events and online career fairs offer the same form of communication. Take advantage of this shift.”

7. You can guarantee you’re capturing the information you need.
This is another point noted in the Getting Hired article. “A virtual career fair automatically captures the data of applicants, helping to ensure easier contact and follow up after the event, as well as retaining all candidates’ contact information for future roles and pipelines,” the article says.

Your company should explore opportunities to participate in these types of virtual activities. The savings in time and money, along with the ability to extend your recruiting reach nationwide or even worldwide, make them an obvious choice when you’re seeking the most talented workers to help your business grow.

Source: flexjobs.com

Working from Home? Here Are Some Tips
LinkedIn
Latina woman sitting at desk working At Home With Laptop Computer

Most advice about how to make working from home actually work focuses on the practical: The right office space. The right desk. The ergonomically perfect chair. The right software, the right messaging platform, the right apps…all the “stuff” you need to make remote work actually work.

Yet, ask most people who made the transition to working from home what they struggled with most – and continue to struggle with—and they will list things like staying motivated, managing their time wisely, avoiding distractions and staying on task—none of which has anything to do with “stuff.”

When I first started working from home, I instinctively replicated my old office environment. I bought a big desk. Nice credenza. Conference table. Large filing cabinet. Fancy chair. A cool land-line phone. To paraphrase the eminently quotable Chris Rock, that’s what I was accustomed to.

So, I assumed that’s what I needed.

But none of those things made me efficient, much less effective. I missed the “structure” of the workplace, the natural rhythm of a workday that, even though I was in charge, was still only partly under my control.

So, more often than I like to admit, I sometimes drifted. I was easily distracted. I was easily bored. I missed the structure. I missed the sense of urgency that the presence of other people helps foster.

Then I took a step back and thought about my most productive days. Not just the days I got a lot of things done, but the days I also got a lot of the right things done.

They all had one thing in common: A mission. An outcome, a deliverable—something tangible that created a real sense of purpose.

If you’re struggling to work as effectively from home—or if your employees are struggling to work as effectively from home—shift from focusing on tasks to focusing on outcomes. (Don’t worry; tasks are the foundation of outcomes.)

Before you end your workday, list what you need to get done tomorrow and determine the single most important thing you need to get done tomorrow.

Then, before you step away, set up your workspace (which, if like mine, is simply your computer desktop) so you can hit the ground running the next day. Have the reports you need open. Have the notes you need handy. Make sure the questions you need answered already have answers.

Then sit down and dive in.

And commit to completing everything you need to get done. Allowing yourself to give in to excuses, rationalizations, etc. is a slippery slope—and becomes a habit extremely hard to break.

But will be less of a problem when you get your most important task done right away. Starting your day with a productive bang naturally creates the momentum and motivation you need to move on to whatever is next on the day’s outcome list.

And the next. And the next.

Because completing a task is fine, but achieving an important outcome is satisfying, fulfilling, and motivating.

So never forget: What matters is what you accomplish from wherever you work. Success has nothing to do with your desk, or your chair, or your office space. (Today, my “office” is my backpack and my computer and wherever I feel like sitting.)

Success is all about what you achieve, and achievement always starts with knowing what you want to accomplish. And more importantly, why.

Jeff Haden is a keynote speaker, ghostwriter, LinkedIn Influencer, contributing editor to Inc., and the author of The Motivation Myth: How High Achievers Really Set Themselves Up to Win.

Source: Owl Labs

A Remote Manager’s Guide to Successful Teams
LinkedIn
Remote team working from home in a video conference and manager communicates via video call communication with her team using laptop

Being away from your employees can create its own challenges when you work remotely. It can be difficult to gauge how employees are doing and what they are getting accomplished, which can cause a tremendous amount of stress.

Ryan Malone, the founder of Smartbug Media, has run his company 100% remotely since he opened in 2008. To be successful as on off-site manager, Malone offers his top four tips.

1) Adjust Work Hours

Working remotely has different challenges on different work styles, ways of efficiency, and in decreasing commute time. Working a 9-to-5 work day may work best for you but may not be the best way for your employees. Assess the needs of the company with how your employees work best to find the work hours that would be the best for them and the company.

2) Keep Your Documents Updated

Keeping track of your business’ various tasks and who is completing them can get confusing. Implement a system that will track the status of ongoing projects and tasks. This way, employees can easily locate what step of the task is being completed and what they need to implement for the next step.

3) Connect and Bond

Getting to know your co-workers is important for work morale, teamwork, and finding ways to best communicate. Talking about work is important, but it doesn’t have to be the only conversation that you ever have. Create a space where your employees can have a “water cooler” of sorts. Creating chatrooms and hosting virtual non-work-related events for your employees to attend will aid in strengthening these relationships with your co-workers.

4) Exercise

Exercise is not only important for your physical health but also for your mental health. Ryan Malone uses exercise as a means of health and to relieve stress. It can be difficult to directly gauge where your company is at from the comfort of your own home, but you need to be able to stay calm and think clearly to proceed. Exercising is a great way to keep your mind sharp and your anxiety levels down.

Is “To Whom It May Concern” Acceptable on a Cover Letter?
LinkedIn
Cover letter pictured on a laptop

Career websites across the internet claim that opening your cover letter with “To Whom It May Concern” can sink your job prospects. But does it actually matter at all? We interviewed over 1,000 hiring managers to find out the answer.

A fine first impression: 83% of hiring managers revealed that seeing “To Whom It May Concern” on a cover letter would have little or no impact on their hiring decision.

Nobody hates opening a cover letter with “To Whom It May Concern” quite like so-called career experts.

If you only read career blogs, you’d quickly come to the conclusion that hiring managers take one look at your cover letter, see “To Whom It May Concern,” and promptly toss your application into a paper shredder. But that got us thinking: there are countless job-seekers who address their cover letters this way — they can’t all be jobless, can they? We wanted to see for ourselves if “To Whom it May Concern” was as problematic as it’s portrayed across the internet.

To find out more about whether seeing it on a candidate’s cover letter would impact how they viewed that candidate’s application, we surveyed over 1,000 hiring managers and recruiters.

The results were shocking.

More than 83% of respondents admitted that seeing “To Whom it May Concern” would make little or no impact on their decision to hire someone.

This striking number goes against what career websites (including ours!) have claimed for years — that your cover letter opening must be personalized to the reader, or it will destroy your chances of getting an interview.

It seems that how you start a cover letter isn’t as important as we’ve all been led to believe.

Age: Gen Z and Boomers are the most likely to reject an applicant for starting their cover letter with “To Whom It May Concern.” Imagine someone who might reject a cover letter based solely on it starting with “To Whom It May Concern.” Now picture their age. Chances are, you’re probably envisioning an older professional, right? Maybe someone over 50? After all, it seems logical that they’d be the most attached to traditional ideas about formality in the hiring process. However, our research revealed that the most likely age group to reject a cover letter based on its salutation is, in fact, professionals between the ages of 18 and 24.

The second most likely age group to reject an applicant for a generic introduction — perhaps unsurprisingly — is older hiring managers between the ages of 55 and 64. So if you envisioned a baby boomer, you’re still partially correct.

Meanwhile, hiring managers between the ages of 25 and 34 cared the least about how candidates start their cover letters.

Maybe less surprising are how results were divided by gender:

Gender: male hiring managers are 3X more likely to reject an applicant for addressing them as “To Whom It May Concern” than their female counterparts. While the vast majority of both men and women admitted that using a generic opener for your cover letter is insignificant, men clearly had stronger feelings about the topic.

If your application is being read by a man, you may want to take time to track down their name, because 6% of men — compared to 2% of women — responded that it’s “very likely” they would not hire a candidate who addressed them as “To Whom It May Concern” in their cover letter.

Overall, 82% of men and women agreed that using a generic opener for your cover letter doesn’t actually impact your hireability.

However, these numbers look a little different depending on where you live in the United States.

Region: Midwestern charm? Midwesterners are the most likely to reject an applicant for starting their cover letter with “To Whom It May Concern.”

New Yorkers pride themselves on their pizza, while southerners brag about their barbeque. It’s no secret that every region in the United States has its own distinct flavor.

So it might not come as a surprise that food isn’t the only area where Americans’ tastes differ by region. According to our research, hiring managers perceive your cover letter introduction differently depending on where they’re from.

If you’re applying for jobs in Boston or New York, you’re in luck: respondents residing in the Northeastern United States cared the least about whether or not a candidate opens their cover letter with “To Whom It May Concern.”

“To Whom It May Concern” in the US: a map showing that the percentage of hiring managers who dislike “To Whom It May Concern” varies by region.

In contrast, 22% of hiring managers from the US Midwest admit that seeing a generic introduction on a cover letter would make them less likely to hire that candidate. This means the Midwest is the strictest geographic region in the US when it comes to cover letter etiquette.

Meanwhile, hiring managers from the South and West are more in the middle, with roughly 80% claiming that the use of “To Whom It May Concern” on a cover letter would not impact their decision.

Ignore the career experts: “To Whom It May Concern” is no big deal.

Bottom line? If you’re unable to find a hiring manager’s name, our research proves that starting your cover letter with “To Whom It May Concern” isn’t the career-killer that experts make it out to be.

Continue on to Resume Companionto read the complete article.

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