6 Reasons Why Truck Drivers Leave Their Jobs - TheJobNetwork

6 Reasons Why Truck Drivers Leave Their Jobs - TheJobNetworkIt may not always look like like it from the outside, but trucking is tough. Life on the road with the radio blaring might seem a bit fun, but along with some of the perks can unfortunately come a lot of downsides. googletag.cmd.push(function() googletag.display(div-gpt-ad-1472832551951-0) ) According to recent studies, here are the top reasons a truck driver might leave a trucking job. It wont come as a surprise that most truckers cited more than one reason when asked about their biggest job complaint.1. Pay and PerksRoughly half of drivers surveyed say that making more money welches their number one consideration when leaving one job for another. Benefits are also a huge consideration 34% of truckers surveyed succumb to the lure of better health coverage.2. No Time at HomeThis is another big factorroughly 41% of drivers say more time at home becomes a huge priority. Even if money is a major motivating factor for most peop le who do leave, only about 20% leave for that reason. Time at home is often much more of a factor.3.Not Jiving with a SupervisorPeople leave peoplenot companies. If a driver doesnt mesh well with his supervisor, that can be a very difficult situation to sustain. Personalities are important and finicky, but the workplace is surprisingly about relationships. Make these work, and people will be more likely to stick around.4. Dispatch DissatisfactionIf a driver is not getting dispatched or scheduled the way they prefer, this can be a huge annoyance. A lot of this can be solved with new computer technologies that streamline the process.5. Not Being Paid FairlyPerhaps a driver didnt get paid for detention time or other duties, this can really drive an employee to frustrationeven quittingespecially if it happens multiple times per month.6. OverregulationService rules for when a driver is allowed to drive, sleep, etc. can really put a cramp in a truckers style. Single rules dont always uni versally make things better for truckers. When these get too onerous, even experienced veteran doctors can turn tail and leaveand the profession suffers.Those are just the main reasons. Sometimes truckers just want to retire, or leave the transportation industry for something else to get a change of pace. For some, health problems require a different kind of working style. Trucking is one of the most common jobs in every state, and one of the most physically and emotionally grueling, at times. For those who stick it out, the benefits can be rewarding. But sometimes, when the bad outweighs the good, its time to look to another path.

The Key to Successful Resume Writing Resource

The Key to Successful Resume Writing Resurce Quite a few of our entry-level human resources resume samples include hobby info, so if youre hesitant to include it, review the job posting youre applying to, so that you may secure a better feel for if the business would view it as welcome details. The very best part was I landed a new job in only a month or two Needless to say, whenever you are searching for a resume writing service, dont neglect to follow your gut. You must be very attentive when deciding upon a resume writing service as everyone can put up an indication they write resumes. Life After Resume Writing Resource Youre going to be requested to do tasks that might be over and above your usual scope of responsibilities. Thus the reverse chronological type is the greatest menschengerecht Resources Assistant resume format it is possible to utilize. Resume writing Objective is an essential section in any type of resume. On occasion the Skills and Accomplishments secti on is an individual section. Resume writing objective is a significant portion of the resume, without it resume wont leave its effect on the recruiter. Theresume summaryis best whenever you have a great deal of HR experience. The skills required vary based on the field youre applying for. Your resume should be formatted in an easy, professional method. The Unexposed Secret of Resume Writing Resource Resumes may be used for a number of reasons, but most often theyre utilized to secure new employment. They may be organized in different ways. Fantastic resumes highlight your qualifications, which makes it quick and simple for employers to get what they are seeking. Not all resumes are appropriate for all kinds of jobs. Our human resources resume samples are a terrific distributions-mix to get started. Quite simply, the reader needs to be in a position to scan your resume in only two or three seconds and still understand where you have worked, and the positions that you hel d. You may also opt to use a resume template. What You Should Do to Find Out About Resume Writing Resource Before Youre Left Behind Although the resources are free, and therefore attracts a good deal of users, nothing is in fact worthy of the time that it takes to discover the content. Resume Writing Categories When you look at resume services, you are going to see that they are available in several distinct categories and you will want to select the right kind for your job search requirements. You are going to want to decide on a resume writing service which stands behind their product. Resume writing services often provide a whole package strategy to resume writing. Resume Writing Resource - Overview Viewing numerous samples of resumes having to do with your career may give you the help needed. Theresume objectiveis best whenever you have little if any HR experience. If youve got many abilities, the previous skill paragraph may be called Additional Skills. Now its your responsibility to fulfill your professionally written resume.

Top 10 Predictions for Employee Referrals in 2015

Top 10 Predictions for Employee Referrals in 2015 2014 saw employee referral programs gain a lot of momentum as organizations tried to hire the best talent in the market without spending too much on recruiting. The biggest recruiting challenge for 2014 was gaining access to the pool of passive candidates, and this is where employee referral programs came in particularly handy. 2014 was also the year thatsocial media finally entered the realm of recruiting to make it easier for both employers and candidates to research and communicate with each other directly and openly. 2015 promises to be another great year for recruiting in general and employee referrals in particular as organizations seek to expand and grow in all directions. While some trends from 2014 will continue to play a major role in 2015 as well, we also see a couple of new trends taking shape that will likely impact the future of emplo yee referralsMetrics are going to exert greater influence on employee referral programs as organizations start tracking returns on their programs, using key metrics like cost per hire, applicant-to-hire ratio, time to fill, and ratio of participating employees to nicht participating employees. Employee referral programs will increasingly need to work toward achieving specific benchmark targets in order to be deemed useful by senior management.Metrics management is not possible without an automated, technology-driven employee referral program. Employee referral programs will move toward a more automated workflow process with minimal manual intervention, leading to smaller recruiting teams and more efficient referral program responses.Mobile is going to be bigfor referral programs in 2015. As thenumber of people accessing jobs and other services through handheld devices grows, referral programs will also become more mobile-friendly, with optimized websites and tools. Employees will be able to access referral programs through any device and use their devices to share job postings and refer candidates for open positions.Employee referral programs will also become moreefficient through automated matching technology that enables auto-matching of employee connections with available openings. Employees will only be expected to follow through with the results offeredby the auto-matching tools, reducing the time and effort needed to screen resumes. Modern-age employee referral tools like ZALPuse advanced algorithms to show the most relevant matches for open jobs.Social media will continue its dominance in 2015, and online networks will become virtual talent hubs.Organizations and employees alike will find it easier to contact potential candidates through social media.The growth in social media will also lead to a growth in employer-branding activities, with employees acting as brand ambassadors to spread positive word about their organizations.Proactive targeted-referra l mail will replace mass referral mail once and for all in 2015. As data tracking makes it possible to categorize employees into different referral capability levels, employees will be asked to refercandidatesbased on their ability to refer for specific skills and competencies.2015 will also see morecandidates approach employees working in specific organizations for referrals in order to get their foot inside the organization. Employees will be more sought-after than ever before as candidates look to get referred for the jobs they want.Referral programs will no longer limit themselves to employees, but will expand to include virtually anyone able to provide the organization with good candidates. By advertising open positions on social media and encouraging everyone to share these positions and refer anyone who might fit the role, organizations will draw out the best talent available in the market.Lastly, employee referral programs will move from standard response times to real-time feedback. Employees will receive instant feedback on the quality and fit of the candidates they refer. Employees will be asked to participate actively in the screening and interviewing processes to ensure that they have a realunderstanding of the kind of people that the organization is looking for.Employee referral programs are likely to become far more effective in 2015 as organizations start focusing efforts on inward sourcing, rather than seeking external partners for recruiting. Adopting one or more of these key trends in 2015 will help you make your sourcing process a competitive advantage for your company in the war for talent.

Alabama Students Win ASME Award at the Future Cities Finals

Alabama Students Win ASME Award at the Future Cities Finals Alabama Students Win ASME Award at the Future Cities Finals Alabama Students Win ASME Award at the Future City FinalsASME President-Elect J. Robert Sims (far left), ASME Past President Marc Goldsmith (second from left) and ASME President Madiha El Mehelmy Kotb (far right) with the kollektiv from the Academy for Science and Foreign Language, winners of the ASME Best Futuristic City Award.A team of middle-school students from the Academy for Science and Foreign Language in Huntsville, Ala., were awarded the ASME Best Futuristic City Award at the Future City Competition National Finals, which was during Engineers Week last month in Washington, D.C. ASME President-Elect J. Robert Sims (far left), ASME Past President Marc Goldsmith (second from left) and ASME President Madiha El Mehelmy Kotb (far right) with the team from the Academy for Science and Foreign Language, winners of the ASME Best Futuristic City Award.T he annual Future City Competition challenges sixth-, seventh- and eighth-graders, working with a teacher and an engineering mentor, to devise, design and build cities of the future. Using SimCity software to plan their cities, the students then build tabletop scale models of their concepts using recycled materials and present their ideas before a panel of judges at regional Future City Competitions held in January. Winners of the regional contests then advance to the National Finals in February.The ASME Best Futuristic City Award recognizes the use of futuristic engineering concepts into citys communications, energy, or transportation systems. The students from the Academy for Science and Foreign Language, who named their team the Geeksters, won the ASME award for their Future City entry Facil Mudando (Spanish for easy moving), where the communitys residents are shuttled around on high-speed monorails and freight is shipped using dirigibles or underground tube systems.For more infor mation on the Future City Competition, or to view the complete list of winners, visit http//futurecity.org/awards.

Here are the Top 50 companies in America for new dads

Here are the Top 50 companies in America for new dadsHere are the Top 50 companies in America for new dadsBeing a new dad is stressful enough. Suddenly, every hour of your life is dedicated to keeping a helpless little human alive. Compounding that stress is the fact that you may not have enough hours to do this. Workplaces in America are notoriously unsupportive of fathers, discouraging them from taking paternal leave or taking their share of childcare duties. Dads complain that workplaces still expect them to put their jobs ahead of their children. But there are some companies who are doing it right.Fatherlys 2018 list of the best workplaces for new dads is a model of how other companies should be doing it.Surveying U.S. companies with mora than 1,000 employees, Fatherly analyzed thirteen different policies to determine its list, including weeks of paid leave, the availability of parents support group, fertility aid, adoption expenses, flextime, onsite childcare, childcare subsidy, backup childcare, sick days, student loan assistance, bereavement leave, ramp-back time, and elder care planning. The tech sector continues to be a pioneer for supporting working fathers. Out of the top 50 places surveyed, 40% of them were tech companies.The best workplaces helped working fathers at every stage of their life - as they raised toddlers and as they helped their aging parents. The top-ranked company, American Express, not only has an exceptional leave offering, but a program designed to encourage new fathers to take advantage of it and other programs intended to provide additional assistance, Fatherlys editor-in-chief Andrew Burmon told Ladders. Theres no shock here The companies that provide the best working environments for new parents are the companies that take great pains to do so.1. American ExpressBeyond offering 20 weeks of paid parental leave (The U.S. government still only offers you a grand total of 0), American Express is there to help you before the baby is even there with family planning assistance. Amex offers would-be parents a maximum benefit of $35,000 to finance fertility treatments, surrogacy, and adoption. Parents can take advantage of that perk twice, Fatherly reports.2. LenovoLenovo offers fathers eight weeks of paid paternity leave, but where it shines is in its flexibility. Where Lenovo really sets itself apart is in providing its employees with flex time and flexible leave to handle any sort of family emergency (as well as backup childcare through Bright Horizons), Fatherly reports.3. SpotifyWith a generous six-month parental leave policy for employees, Spotify sets itself apart for recognizing what studies already know when Dads are an active presence in their babys life, they are better fathers later in their life.4. EtsyHeadquartered in Brooklyn, New York, Etsy offers all full-time employees 26 weeks of paid parental leave. Although it lacks on-site childcare, it does provide assistance programs for adopting parents and parents of special needs children, in addition to unlimited sick leave for you to use if your child gets the flu.5. TwitterBeyond its 20 weeks of paid parental leave, the social media giant wants to hook up its employees with a parent discount. When new parents return to work, they are eligible to join a group called Twitter Parents, which provides support to all parents in the company and works with many partners to provide discount rates on goods and services specifically for moms and dads, Fatherly reports.6. Unilever North AmericaUnilever offers fewer weeks of paid parental leave than its contemporaries on this list with a total of eight weeks of paid parental leave. But it does excel at other benefits The company reimburses would-be parents for adoption-related expenses up to $7,000 per year and offers onsite childcare and backup dependent care, a massive boon to those with little ones, Fatherly reports.7. IBMDads, partners, and adoptive parents get up to 12 weeks of paid l eave that they can use in their childs first year.8. NetflixThe video streaming company offers a whopping 52 weeks of paid parental leave that parents can use at their discretion. But how many employees are taking advantage of this policy? We dont know. Its worth noting that Netflix does not offer statistics on how many people take advantage of its full offering, which is the sole reason that the company does not currently top out this list, Fatherly reports.9. DeloitteThe company recognizes that every family structure is different, and its 16 weeks of paid leave are purposefully gender- and generation-neutral. Any eligible professional may use the program to bond with a child through birth or adoption or to care for a spouse/domestic partner, parent, child and/or sibling with a serious health condition, the company states.The program has been popular with employees. I dont have children but I do have aging parents and I am very happy to see that included as an option for the future if needed, one employee shared.10. Bank of AmericaBeyond childcare subsidy, the company offers its 16 weeks ofpaid parental leave to both full-time and part-time working fathers. According to the company, an unusually high 96% of eligible male employees who welcome a new child take advantage of this benefit, which clearly speaks to a healthy work culture, Fatherly reports.- - - When parents do not have to worry about caring for their children, they can focus mora on their jobs. Beyond the top 10 places, the rest of the best workplaces also shared characteristics of a healthy work culture they were more likely to offer generous paid leave, childcare subsidy, flextime, support groups, and bereavement time.The top-rated companies tend to have policies and cultures that recognize the importance of parental leave and the importance of supporting fathers as they come back into work and over the course of their childrens lives, Vicki Shabo, Vice President for Workplace Policies and Str ategies at the National Partnership for Women Families, told Ladders. Although it is heartening and encouraging to see that these companies have adopted some best practices in supporting fathers at work, Im continually reminded that creating supportive workplace policies and culture needs to happen on a much larger scale.Here is Fatherlys complete 2018 list of the best workplaces for new dadsAmerican Express2017 Rank 3Number of Employees 20,000 in the United States, 32,000 globallyLenovo2017 Rank n/aNumber of Employees 4,338 in the United States, 50,000 globallySpotify2017 Rank 4Number of Employees 3,000Etsy2017 Rank 2Full-Time Employees 1,043Twitter2017 Rank 6Full-Time Employees 3,300Unilever North America2017 Rank n/aFull-Time Employees 7,851IBM2017 Rank 40Full-Time Employees 366,000Netflix2017 Rank 1Full-time employees 4,000Deloitte2017 Rank 10Full-Time Employees 55,608Bank of America2017 Rank 8Full-Time Employees 200,00Square, Inc.2017 Rank 11Full-Time Employees 2,438Lyft2017 R ank n/aNumber of Employees 2,600Pinterest2017 Rank 12Number of Employees 1,200Patagonia2017 Rank 9Number of Employees 1,550CA Technologies2017 Rank 14Number of Employees 5,675LinkedIn2017 Rank 37Number of Employees 11,800VMware2017 Rank 7Number of Employees 12,267NVIDIA2017 Rank 15Number of Employees 6,519NBA2017 Rank n/aNumber of Employees 1,500 globallyGenentech2017 Rank 22Number of Employees 15,000Microsoft2017 Rank 17Number of Employees 124,293 globallyeBay2017 Rank n/aNumber of Employees 14,100Facebook2017 Rank 5Number of Employees 37,666Airbnb2017 Rank 19Number of Employees 4,000+IKEA U.S.2017 Rank 45Number of Employees 18,838Johnson Johnson2017 Rank 21Number of Employees 134,000Prudential Financial2017 Rank n/aNumber of Employees 17,413Akamai Technologies2017 Rank n/aNumber of Employees 3,500 in the United States, 7,650 globallyHorizon Blue Cross Blue Shield of NJ2017 Rank n/aNumber of Employees 5,570Boston Scientific2017 Rank n/aNumber of Employees 14,142 in the United Stat es, 29,000 globallyBASF2017 Rank 23Number of Employees 18,200Google2017 Rank 32Number of Employees 72,000The PNC Financial Services Group2017 Rank n/aFull-Time Employees 53,000Ultimate Software2017 Rank n/aFull-Time Employees 4,200Mastercard2017 Rank 24Full-Time Employees 13,400Paypal2017 Rank 31Full-Time Employees 18,700Zillow Group2017 Rank 27Number of Employees 3,250SP Global2017 Rank n/aNumber of Employees 5,462 in the United StatesCooley LLP2017 Rank n/aNumber of Employees 1,770State Street Corporation2017 Rank 26Capital One2017 Rank 20Number of Employees 42,600 full-time, 1,100 part-timeOppenheimerFunds2017 Rank 48Number of Employees 1,956Lexmark International, Inc.2017 Rank n/aNumber of Employees 2,220Intel Cooperation2017 Rank 30Number of Employees 50,682 full-time3M2017 Rank 28Number of Employees 36,364RSM2017 Rank n/aFull-time Employees 9,550+Bain Company2017 Rank 33Number of Employees 8,000Booz Allen Hamilton2017 Rank n/aFull-Time Employees 24,750Dow Jones Company2017 R ank n/aFull-time employees 2,819Vanguard2017 Rank 41Full-time employees 15,745

The Responsible Job Search

The Responsible Job SearchThe Responsible Job SearchWith the privileges of working come responsibilities that start even before you are hired.Working can be a real privilege. For one thing, its a great adventure.Every employee from the top to the bottom of a corporations org chart gets to be a part of the adventure - the daily challenge to create value, let people know about the value created and attempt to sell that value for a fair reimbursement. Its also a privilege to make a living, especially if its doing something you enjoy and about which you feel passionate.Like any privilege, work carries responsibilities that start even before you are hired. You are accountable for yur statements and actions on the job search. Practice a responsible job search, and you are more like to be rewarded in your work.Responsibility No. 1 Be HonestNothing ruins the adventure faster for everyone than when business people lie about their actual results. From Madoffian lies about billions of dollars to lying about an expense report, every act of dishonesty hurts the adventure. If we are not honest about the actual costs and profits of creating, absatzwirtschaft and selling value to customers and employers, the adventure has no integrity. Its just a game of make-believe. After a while, its no longer an adventure. Its more like a game of deception. Theres no privilege in being a part of that. (Its also illegal.)Responsibility No. 2 Be CompetentIf you say you can do a job, actually be capable of fulfilling that role. Lying about your skills and passions just to secure a paycheck hurts the organization and your long-term career. If you cant do a certain role and dont want to do the role, be willing to walk away from a great salary and keep searching for the role you can perform well.This doesnt mean you must be fully prepared on Day One. It does mean you require the capacity to do the job and the desire to develop the necessary skills to do it well.Make a list of your strengths (wh at you do well) and your passions (what energizes you). Look at the job opening, and ask yourself if you have the necessary skills and passions to eventually do the job at a very high level. This goes back to being honest.Responsibility No. 3 Be RealisticSetting unrealistic expectations almost became the status quo over the past decade. Companies would brag about expecting to achieve 20 percent annual growth in sales and profits every year. Didnt quite work out that way, did it?I would love for a business manager to say honestly, Our intent is to create the best value for customers that we possibly can with the hope that they will invest in that value for a good return on our investment. Same goes for the job seeker making promises to a hiring manager. Who really knows what that return on investment will be before it happens? Making wild predictions as though they were guaranteed to happen has done a lot more harm than good.Responsibility No. 4 Be PracticalYou know that whole deal a bout pie in the sky thinking. It became famous because there are no pies in the sky. From the dot-com explosion of 1999 to the supposedly infinite and never-ending growth of the stock market in 2006, we kept thinking that we could get something for nothing. It doesnt work that way, at least not for very long.Every day in your business career, stay practical. Keep going back to the basic questionsWho is my customer (employer)?What value can I create for that customer that will help him to achieve what he wants to achieve?How can I demonstrate the value that I can deliver to him?How can I convince him to invest in the value I have to offer?How can I deliver that value with exceptional quality?What is the right price for me to request for the value that I have to offer?Responsibility No. 5 Strive for ExcellenceThis is the mother of all business responsibilities. My definition of excellence is to do an activity as well as you can do it right now and keep searching for ways to do it bett er in the future. This is the ultimate responsibility that you have in your business career. There is no, Ive reached the mountaintop and can coast from here. The day to coast is the day after you retire. Of course, by then the great performers have such an engrained striving for excellence that they never really stop.Being a part of the Big Adventure of Business is extraordinarily exciting and rewarding in so many ways. However, the cost of playing is living up to your responsibilities.

3 Easy Ways To Network Over Age 50 That Really Work

3 Easy Ways To Network Over Age 50 That Really Work3 Easy Ways To Network Over Age 50 That Really WorkWouldnt it feel great to land a job today as smoothly as you did 20 years ago? You know, back when you networked your way into everything, showed a few people your resume when they asked for it, and went on a handful of interviews? So what happened to good, old-fashioned networking? We have the Internet now, which seems like it would make networking easier, but the reality is all the Internet does is put you smack dab in the middle of 98% of the exact people who are competing against you for the saatkorn job you want. The other problem with the Internet is it makes you way too comfortable. As in, sitting in your bedroom watching CNN or Fox while letting your fingers do the walking around LinkedIn and Glassdoor. You also cant comfortably rely on the Internet putting you on the fast track to where you want to go. But you also cant comfortably rely on the networking approaches you used in the past.I say a big must, then, if you need to land a job over age 50, is to get uncomfortable. The competition is only getting stiffer, you (and everybody) are only getting older, and the stakes (translation your salary) should only be getting higher. All those elements being the case, now is the time to get out of your comfort zone. I know nobody wants to do that, but nobody wants to be job searching for a year and a day either. So lets talk about 3 simple ways to network over age 50 that actually work, so you can land the job you want.Cast A Wide Net (Just Not The Way You Think)Typically, casting a wide net has to do with applying for several (too many) different job titles, under the belief that you can adapt to practically anything. Thats another imposter job search strategy to address on another day. Casting a wide net when it comes to networking, though, means blanketing literally everyone you know EVERYONE.Just like how weight loss experts say people who keep a food dia ry lose more weight, start writing a log of everyone you come into contact with when you pass out of your front door every single person. Then look at your log and think about who you run into regularly. Your networking contacts need not be limited to people you know from work.The conversations you begin can be casual. Dont stir up anxiety in your own mind trying to figure out how to ask the mail carrier if he knows the VP of IBM. Be normal. Be natural. Be social.You Know More People Than You Think You KnowExpand your definition of know to include know of. And more importantly, think of the reverse more people know of you than you even realize especially if youre in a church or social club. Consider yourself as knowing those people even if you havent had a conversation with them yet. You know them simply by virtue of being in the same community.These are not strangers. Leverage those people. People are naturally happy to be of help. After helping, they walk away feeling good. They do not turn around and say, Gee, Steve looked really desperate. I cant believe he asked me about a job. Most people do not think negatively to that degree.Share And Share AlikeWhat seems to work for other people just isnt working for me. Im networking, but the people Im coming into contact with are not decision makers, and theyre literally half my age.Networking doesnt work when youre either in front of the wrong crowds, or saying the wrong (translation totally unspecific) thing. Your goal is not to network with other jobseekers, necessarily youre all in the same boat. Your objective needs to be to network with a purpose.When you do have a conversation, instead of keeping things general and worried about asking for too much or looking desperate, think about what to say that is both not long-winded and specific.It takes all of 2 sentences to tell people what you want. Ive been in technology sales for the last 10 years, so ideally Id like to come on board with a company like Salesfor ce, McAfee, or Adobe. If you know someone at the VP level there, that would be helpful. Clear and concise. There are any number of situations in which people say they wanted to help, but didnt know what to do. So here you have an opportunity to tell them exactly what you need. Use the language above to turn your networking into a vehicle that drives you towards not just whomever thats how you end up only meeting people who are half your age and cant help you, but towards relevant people who can impact the decision to hire you.Job search can take the average person 22 weeks or more. And if youre over age 50, tack on 20% more time to that. But you dont have to be average. And theres no way your job search has to take anywhere near that long. Find out the 5 Secrets Smart Jobseekers Age 50+ Know That Make The Job Search EASY See how candidates age 52, 56, and 59 all got hired in less than 6 weeks. Learn, so you can do the same thing.