Georgetown’s Town Clerk, Royston King said that the new by-laws for the controversial parking meter project were being redrafted and would be ready for the next Statutory Meeting on February 26.He was, at the time, responding to questions from Councillor Noelle Chow-Chee at Monday’s statutory meeting. “We have looked at the amendments of the contract and those amendments have been included in the contract and we will now go forward to sign off on the contract, since the amendments have already been adopted and Council agreed to them,” he stated.“With respect to the by-laws, those are being redrafted and that will come to the Council I’m sure if not at the next meeting, a special meeting for Council to review it and for us to go forward, but currently the by-laws are being redrafted,” King explained.The M&CC had entered into a contract with Smart City Solutions (SCS) Inc on May 13, 2016, for parking meters to be implemented in Georgetown, but following strenuous objections and intense protests from citizens, Central Government suspended the by-laws of the project.On January 23, 2017, Communities Minister Ronald Bulkan signed the by-laws that were approved at the December 13, 2016 Statutory Meeting of the Council. However, Bulkan was forced to suspend the by-laws some nine months ago.In February of last year, the New Building Society (NBS) challenged the by-laws governing the project and in December, Justice Naresh Harnanan ruled that the procedure used to bring the by-laws into effect was breached, resulting in them being invalid.A committee was previously set up on April 26, 2017 to review the project and its life ended on August 2, 2017. The Committee report made three recommendations – renegotiating the contract with SCS, scrapping the entire project or awaiting the outcome of the pending court cases.On September 7, 2017, Councillors vote 13:5:7 in favour of continuing the metered parking system with a renegotiated contract, which led to the formation of the renegotiating committee.The renegotiating committee was chaired by Councillor Peter and consisted of Councillors Chow-Chee (VC); Oscar Clark; Jameel Rasul; James Samuels; Heston Bostwick and Ivor Henry. The Mayor mandated that two members of the public also sit on the committee and Civil Engineer Owen Godfrey Edwards and Accountant Robin Hunte were selected.The renegotiation committee was tasked with engaging SCS with a view to renegotiating the terms of the agreement entered into between the parties and more specifically, to seek to take into account the concerns raised and addressed in the reports of the Special Committee in relation to costs, fines, enforcement, profit-sharing, areas, times and other factors identified in relation to the project and any other relevant actions, as the committee may, in its discretion, determine or as may be suggested by the general council. Upon completion of the negotiation period, the new committee would have to prepare a report.Following the renegotiation, SCS and the M&CC reached a new agreement under the controversial Parking Meter Project, which will now see persons paying $150 per hour and $800 for eight hours of parking in the city.Meanwhile, residents of the city would be issued with a restricted residential pass for free parking from 19:00h to 07:00h (7pm-7am) Monday to Friday, while parking would be free on Saturdays.All of those changes are expected to be reflected in the new contract and by-laws as the city gears towards re-implementing the controversial project later this year.
On Sunday evening the An Grianan Sheep Shearing Association played host to the 2015 Grianan Queen contest and the official launch of the upcoming International, All Ireland and Six Nations Sheep Shearing Championships.Entertainment at this glitzy event was supplied by Smalltalk and the highlight of the evening, the Grianan Queen contest, saw seven of Inishowen’s finest young women representing local pubs and businesses vie for the 2015 title. After a series of gruelling interviews, the judges awarded the accolade to Burnfoot’s own Arlene Arbuckle who was representing the Frontier bar, Bridgend.Arlene, the new Grianan Queen, will now be tasked with presenting the trophies to some of the world’s top shearers in the most prestigious competitions in the Sheep Shearing event which takes place on Saturday 30th and Sunday 31st May in the Grianan Estate, Burt.The organisers also took the opportunity to officially launch the Sheep Shearing Championships, a festival which promises to be Inishowen’s most memorable family entertainment event of the year.Visitors will be treated not only to a display of some of the world’s most impressive sheep shearing but to an array of family attractions including a fun fair, sheepdog trials, petting farm, gourmet food quarter including demonstrations by the inimitable Brian Mc Dermott, rural craft displays, traditional music and dancing, trade stands and a host of entertainment events too numerous to mention. Night time entertainment will be no less impressive with the one and only Mike Denver performing on Friday night, followed by the ever popular Jim Devine on Saturday night. A bar is available for each concert with dancing till late.In 2009, when this festival was last held in Burt, over 20,000 visitors made their way to the Grianan Estate from every art and part, both at home and abroad.This year’s event is even bigger and the Grianan Sheep Shearing Association is expecting it to be every bit as successful, raising the profile not only of the traditional art of sheep shearing but of the whole Inishowen peninsula, the jewel in Donegal’s crown.NEW QUEEN CROWNED AS INTERNATIONAL SHEEP SHEARING COMPETITION IS OFFICIALLY LAUNCHED was last modified: May 5th, 2015 by Mark ForkerShare this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window) Tags:BusinessFeaturesnews
THE DONEGAL County Board has released extra tickets for the All-Ireland final – but each club is getting just a handful each.The spare tickets are from the original allocation given to the county board from Croke Park.Each club has been given between five and seven extra tickets. With so many genuine fans unable to get tickets, it will surely spark another scramble for them tonight especially among clubs where tickets have already been given out.Clubs which still have to allocate tickets are expected to add the small number of extra tickets to their distribution lists.The shortage of tickets has sparked an unprecedented scramble for them.There is also considerable annoyance at the large number of terrace tickets sent to clubs by GAA HQ. Touts of course are cashing in; seeking payment of between 350 euro and 1,000 euro for tickets.The GAA has warned it will investigate any reported ticket touting. COUNTY BOARD RELEASES SMALL NUMBER OF EXTRA FINAL TICKETS was last modified: September 17th, 2014 by John2Share this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window) Tags:all-irelanddonegalextra ticketsKerrytickets
Donegal goalkeeping legend Packie Bonner is to pen his memoirs.Packie BonnerIn what promises to be a best-seller, the big Keadue man is to give a fascinating insight into life at both Celtic and the Republic of Ireland.Bonner, who signed for the Scottish giants in 1978, played a record 641 times for the team. Packie revealed “I felt the time was right to record some of my memories from that wonderful time, as well as looking back on my career as a whole.”Bonner, now 55, played under manager Jack Charlton and will always be remember for the part he played in Italia ’90.GOALKEEPING LEGEND PACKIE TO PEN BOOK TELLING ALL was last modified: June 22nd, 2015 by StephenShare this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window) Tags:bookdonegalKeaduememoirsPackie Bonner
John Lloyd Cruz a dashing guest at Vhong Navarro’s wedding UP clawed back from a 21 points down, 69-48, with Paul Desiderio capping off an 18-5 run that cut Adamson’s lead down to just eight, 74-66, with still five minutes left. The Falcons, however, responded with a 12-0 run near the end of the game to rebuild a 20-point lead, 86-66, with less than 30 seconds left in the fourth quarter.FEATURED STORIESSPORTSWATCH: Drones light up sky in final leg of SEA Games torch runSPORTSSEA Games: Philippines picks up 1st win in men’s water poloSPORTSMalditas save PH from shutoutAnd as the Falcons secured their semifinals spot, head coach Franz Pumaren said they had already settled into the reality that they are one step closer to their title aspiration.“Our mentality is Final Four mode already,” said Pumaren. “During this stretch, every game is a learning process for us, a learning experience for us.” “In the time that we made run, I didn’t call a timeout, for me that’s one way of trusting my players, one way of making them feel that they should rise above the challenge.”Sarr led the way for the Fal ons with a 25-point, 17-rebound double-double while Jerie Pingoy had 15 points, eight assists, six steals, and zero turnovers.Desiderio led the Fighting Maroons with 20 points while Javi Gomez de Liaño had 10 points and 10 boards.ADVERTISEMENT Don’t miss out on the latest news and information. Stronger peso trims PH debt value to P7.9 trillion Typhoon Kammuri accelerates, gains strength en route to PH Brace for potentially devastating typhoon approaching PH – NDRRMC Photo by Tristan Tamayo/INQUIRER.netAdamson University locked up the third seed after withstanding a late fightback by University of the Philippines, 86-70, in the UAAP Season 80 men’s basketball tournament Sunday at Smart Araneta Coliseum.The Soaring Falcons rose to 9-4 record while the Fighting Maroons dropped to fifth with a 5-7 record, a full game behind fourth seed Far Eastern University, which booted University of the East out earlier.ADVERTISEMENT Read Next LATEST STORIES QC cops nab robbery gang leader, cohort View comments CPP denies ‘Ka Diego’ arrest caused ‘mass panic’ among S. Tagalog NPA Tropical Depression ‘Quiel’ enters PAR PLAY LIST 03:47Tropical Depression ‘Quiel’ enters PAR00:50Trending Articles01:29DOH kicks off nationwide polio vaccination drive01:37Protesters burn down Iran consulate in Najaf01:47Panelo casts doubts on Robredo’s drug war ‘discoveries’01:29Police teams find crossbows, bows in HK university01:35Panelo suggests discounted SEA Games tickets for students02:49Robredo: True leaders perform well despite having ‘uninspiring’ boss02:42PH underwater hockey team aims to make waves in SEA Games MOST READ Japan ex-PM Nakasone who boosted ties with US dies at 101 For the complete collegiate sports coverage including scores, schedules and stories, visit Inquirer Varsity. Free tickets to Alab Pilipinas season opener Kammuri turning to super typhoon less likely but possible — Pagasa
Manchester City winger Raheem Sterling has welcomed the increased competition for places heralded by the signings of Leroy Sane and Spanish wide forward Nolito.Sterling, who was vilified by a section of his country’s fans after England’s dismal performance at the European Championship, seems a player reborn under new manager Pep Guardiola.The 21-year-old was named the Premier League’s player of the month for August with a goal and two assists in City’s first three matches and is confident his strong form will see him hold on to his starting place. (Also read: Guardiola’s City outclass Mourinho’s United in Manchester derby)”It raises any players’ game when there’s four or five players who can play your position,” Sterling told British media.”You always want to be on the pitch, not in the stands.”Sterling was substituted by Sane after an hour in the Manchester derby on Saturday and agreed the 20-year-old had impressed on his debut after shrugging off a hamstring injury.”Leroy’s come in and he’s a really good guy who I speak to a lot but obviously he plays the same position – hopefully we can both be on the pitch at the same time but we have to work hard and show why we deserve to be involved,” Sterling added. (Also read: Manchester City striker Sergio Aguero banned for three matches)The winger said he was happy to play in whatever position his coach asked him to after being switched from his favoured right flank to the left to accommodate Nolito. advertisement”My favourite position is on the left but I’m happy to play anywhere across the front three,” he said.”Since day one the manager has tried to up the team spirit. Last year we were all close but now we’re closer than ever.” (Also read: Pep Guardiola equals renewed energy for happy Raheem Sterling at Man City)City, who are top of the Premier League standings with four wins from four games, kick off their Champions League campaign against Germany’s Borussia Moenchengladbach later on Tuesday.
Tuesday, we kicked off Day 1 of the 3rd annual Glassdoor Summit in San Francisco where we tackled the topic “Transforming Through Transparency.” Speaking to approximately 700 attendees and nearly 8,000 people live streaming from 13 countries, Glassdoor co-founder CEO Robert Hohman introduced the day with a rousing speech about the power of transparency, both in terms of attracting top talent and thriving as a company.“Transparency is the ability to understand; it’s the ability to be open and honest about what we know and expect. Transparency is the new normal,” said Hohman. “With that transparency comes a tremendous responsibility, but with it also comes an enormous opportunity.” Transparency equals a creative and strategic opportunity to have more control over the growth of your business and the culture of your company.And, he said, candidates are watch. According to Glassdoor research, 62 percent of candidates feel better about a company that responds to reviews on Glassdoor. 70% are more likely to apply when employer brand is managed and 90% find employer perspective useful in job search.Furthermore, transparency and a positive company culture will improve your bottom line. Glassdoor research shows that it all starts with the company’s culture and work environment, as well as how managers engage staff and promote the corporate brand. Why? Because when staff is engaged and believes in their company’s vision, they perform better. Better performance results in higher earnings and profit margins, which boosts employee morale. It’s a win-win.With the groundwork laid for creating a transparent company culture, a series of a dozen talent acquisition experts took the stage and spoke in breakout sessions about a variety of cutting-edge topics.Feeling left out? Well, don’t. We’ve got a recap. Here’s what you missed on Day 1 of the Glassdoor Summit:1. “Trust your people.”Chief of HR Operations of Nestlé Purina Steve Degnan stepped in for president Nina Leigh Krueger who came down with a cold. Despite the last minute pitch hit, Degnan scored a home run as he discussed how Nestle Purina tackles prickly reviews from employees on Glassdoor and how the 100+ year-old company has embraced transparency. His advice to HR leaders? Trust. Trust your leader. Trust your people. Trust your teams.2. “Don’t assume your C Suite has the best ideas on culture.”Katie Burke, the VP of Culture and Experience at Hubspot turned up the energy to offer attendees 8 key ways to make culture a business priority. Instead of a top-down method of creating a viable company culture, Burke shared that the C Suite’s expertise only goes so far. With laughs from the audience, Burke cut to the point, “Executives don’t usually have the best ideas for what to do with culture.” She shared an example from HubSpot where a normal employee wanted to promote community at work so he started Waffle Wednesdays where he and a group of colleagues made waffles for coworkers to help them get over hump day. “Acting on employee-generated ideas is one of the greatest ways to scale culture.”[Related: Tune in for Day 2 of the Glassdoor Summit by Streaming the Event Live! Click to Join]3. Invite employees to participate and promote your brand their way.Speaking on the topic of the “Role of Social Advocacy In Diversity and Inclusion Recruiting,” Lisa Smith-Strother, Global Head of Employer Branding & Diversity Talent Attraction at Ericsson, used tangible examples of how a brand crafted a strategic digital campaign “Ericsson Sees the Real You” to increase diversity, promote company culture, and redefine their brand. Her big takeaway? “Be innovative, take chances and allow employees to participate and promote your brand in their own voice”4. #MyFirstJobWho doesn’t love a career journey testimonial? Those of us at Glassdoor love hear about executives’ first jobs. Uber’s Head of Talent Brand Andrew Levy kicked off his working career at the age of 14 as a box breaker. Yep, he broke-down cardboard boxes to earn money as a teen. Nestle Purina’s Steve Degnan started his professional career as an ordinance officer in the U.S. Army, including 3 years in the Federal Republic of Germany in a Pershing II Missile Brigade. GD Summit host Lars Schmidt worked at Publix Super Market in South Florida bagging groceries, where he started on his 14th birthday at the behest of his father. And Glassdoor CEO Robert Hohman’s first job was baling hay. Cue Drake’s “Started From the Bottom.”5. Get crazy, creative and confident about company culture.Industry know-it-all William Tincup did not disappoint as host of a crazy rapid fire Q&A around employer branding and recruiting. Macy Andrews, Director, Culture and Global Talent Brand at Cisco; Tom Gimbel, Founder and CEO at LaSalle Network; Ed Nathanson, Founder at Red Pill Talent; and Leela Srinivasan, CMO at Lever, all scrambled to answer questions on the fly. No prep, no corporate comms speak, just honest and hilarious insights. Our favorite question of the session? “What if my CEO is an asshole?” Tom Gimble’s response, “Leave.”6. Ask the expert.During the breakout sessions, attendees had the unique opportunity to get experts to weigh in on their biggest strategy and operations questions. For example, Seth Wear, Senior Manager Talent Acquisition at Rockwell Collins, fielded questions around recruitment metrics and how HR professionals should be using data analytics to get the most out of their hiring processes. Small business professionals and one-man HR teams posed over 20 questions to Wear as he pinpointed the best tools to use, how to calculate cost per hire and attract the best talent.7. How Did Uber Built an EVP from Scratch? With Data, In-House, and A Whole Lot of ScrappinessOne of the most popular breakout sessions came from one of the most popular startups to hit the scene in years: Uber. Head of Talent Brand Andrew Levy invited hundreds of attendees to see the secret employee sauce of Uber, namely their employee value proposition. “We’re making cities safer, smarter and more connected. And we’re doing it on a global scale,” he said about one of Uber’s EVP pillar. But how do they do it? “We reject the status quo, and we’re relentless in our pursuit of the most creative solution. We’re breaking new ground. It takes both big swings and precise strokes, effort, and expertise.” Internal surveys of Uber corporate staffers revealed that employees are natural recruiters and brutally honest internally. So what? Levy says use insights from employees to create the employee value proposition. What you think is the reason behind why employees love your company may not be so. Ask them, listen to them, create a culture for them.8. Listen up.“The essence of a great recruiting conversation is listening,” said Lars Schmidt, co-founder HR Open Source and founder of Amplify Talent. While on a break from his hosting duties, Schmidt raved about the Ericsson presentation from Smith-Strother and Katie Burke’s prevention. However, he also wanted to drive home a key point off stage: Recruiters must listen to a candidate’s needs and wants before pitching them on the role.9. CHRO = The CMO of PeopleWill the CMO of People be the next role companies have to hire? According to Peter Navin, the former CHRO at DocuSign, it just might be. Talking about the “Future of HR Leaders” Navin offered insight into what the future of recruiting looks like and how the recruiting trends will affect the HR org chart. The goal of a CHRO is to build a high-performing, great place to work. How? Data-driven story telling. Navin’s takeaway: “When you build a great story you have an incredible advantage at the top of the funnel.”[Related: Tune in for Day 2 of the Glassdoor Summit by Streaming the Event Live! Click to Join]10. Find clarity in “Mutual Purpose”Ask yourself and your team, “How are your recruiters measured? How is the employer branding function measured? Where do our goals overlap?” These are the first steps to creating a mutually beneficial EVP according to Brandy Ellis, Talent Marketing Strategist, MaxPoint. With a great illustration of fishing using a tackle box to land a big fish, or ideal candidate, Ellis did a fabulous job in her breakout session entitled “Teach Recruiters to Fish with an Employer Brand Tackle Box.” Attendees scored a great, free EVP template following the Q&A.11. “Be you.”“If you do what everyone else does, nobody cares,” said Ed Nathanson, founder of Red Pill Talent, on the employer branding panel. “Do something that will resonate with the audience you want to attract and do it in the way that is absolutely genuine. You have to be okay with people hating it, because some will. But be genuine.”Tune in for Day 2 of the Glassdoor Summit by Streaming the Event Live! Click Here to Join.
Also on Glassdoor: It’s performance review time and whether you’re feeling anxious or confident about the process, there is always that chance that you’ll disagree with your manager’s assessment of your work. And this isn’t unique to junior or mid-level employees. Performance reviews are held throughout the hierarchy of an organization, from the C-suite on down, and no matter what position an employee holds, there’s still the chance that he or she could be rated as “underperforming” or “failed to meet expectations.”However, what happens if an employee disagrees with their review? Is there anything that someone could do to remedy an inaccurate or unfair evaluation? Or is an employee’s fate sealed once a manager clicks “submit”?We turned to career and executive coach Kate O’Sullivan to get expert advice on what steps employees can take if they disagree or dispute aspects of their review.Step #1: Set Emotions Aside & Be Objective“Ask yourself these 4 questions to move forward from a disappointing review,” says O’Sullivan.Which aspects of this review are true and are things that I should really work on?How can I get other perspectives to help me understand the feedback I’ve received?Am I on the same page with my boss about my expectations going forward so that this doesn’t happen again?How will I be measured on my success and what is my process for checking in with my boss frequently so that by the next review there is not doubt we’re on the same page about my performance?Step #2: Follow Up on the Review“When you get a negative review — especially if it comes as a surprise — a very natural reaction is to fight against it either by arguing directly or by immediately making plans to leave your job or company,” says O’Sullivan. “However, there are a few steps it is wise to take before making any major decisions.”Instead of conjuring up the reasons behind the review or dissecting every comment and rating, get more insight. “Set up a follow-up meeting with them, explaining that you were surprised by your review and you would like to discuss further. In the meeting, ask for examples of the weaknesses they brought up, and come prepared with your own examples and talking points. Try to keep an open mind in this discussion— shutting down or getting defensive will make it much more difficult to have an open and productive dialogue.”Step #3: Get Advice From OthersIf you disagree with your manager’s interpretation of your work product or performance, it’s important to get advice from varying viewpoints and colleagues. “Don’t just ask people who really like you or think similarly — they are likely to give you an answer that feels good but perhaps not one that helps you recognize your blind spots,” warns O’Sullivan.“Ask some others who were involved on the project or piece of work — what was their assessment of how you handled it? Would they be willing to get involved in the conversation? There is often a middle ground that can be reached by getting additional viewpoints at the table. You might find that in fact you do have some blind spots or things you could have approached differently, and your boss will likely find that they were missing some key information as well.”Step #4: Don’t Rush to ActionFight the urge to retaliate or react to your performance review the same day, or even the same week, as it was given. Allow yourself time to process both the review, your self-assessment, the follow-up conversation and the inputs of others.“The information gather stage could take a few days or a few weeks depending on how easily it is for you to connect with several people,” says O’Sullivan. “The most important point is to give yourself time to calm down emotionally so that you can see your options in the situation rationally, and to get a variety of viewpoints so you can step back and see the bigger picture.”Step #5: If Needed, Speak to HROnce you’ve gone through the above steps, it’s not out of the question to seek a professional opinion. “If [you] think a review is severely incorrect or based on false information, it would be wise to get either your boss’s superior and/or HR involved, depending on who your resources are within your company,” says O’Sullivan. While large companies will undoubtedly have a human resources department, smaller companies may not. Nevertheless, do some digging to see who is the right person at your office. “If you have HR you can go to, they can often be a helpful resource to help you sort through things more objectively, and they can suggest process improvements to ensure that performance reviews are conducted fairly and accurately in the future.”Step #6: Consider Your FutureUse all the information you’ve gathered to feel empowered and to take steps to advocate for yourself. In some instances, that’s evaluating how you communicate with your boss to ensure a better review and more aligned expectations. On the other hand, this could be the time you consider a new opportunity at another company.Step #7: Plan For Your Next ReviewWhether you decide to change companies or are motivated to continue in your current role, performance review time will come again and O’Sullivan advises that you be read. “By the time you get a review that you disagree with, you’re already behind the ball. Your focus should be on preparing for your next review to avoid this kind of miscommunication happening again.”The key to any manager-employee relationship is clear expectations. “Have explicit conversations with your boss about what is expected of you— what do those deliverables look like, how will you be able to measure when success is achieved? Then make sure that this conversation is documented somehow so you can reference it if need be. A simple email recap after a conversation with your boss can do wonders to make sure you understand each other. Then you have to make sure you connect with your boss regularly to check in on your progress. It’s very easy to get caught up in the day-to-day work and let check-ins slide off the calendar. But it’s in your best interest to make sure that these happen regularly. That said, make it as easy for your boss as possible by coming prepared. Print off your expectations email, come with a self-assessment, and have examples at the ready for discussion. By giving your boss information to react to, rather than walking in and asking a general, “How am I doing?” you’re much more likely to get a detailed and targeted response, and you’re shifting the conversation to facts rather than relying on the memory of someone who likely has hundreds of things on their mind.” 10 Big Mistakes New Managers Make & How to Avoid Them
3.4★ Maintenance Worker- Relief/Temp Clinical Support Options Northampton, MA 4.5★ 23 hours ago 23h 3.6★ 23 hours ago 23h Sr. VP_CFO and Administrative Services Spire Credit Union Falcon Heights, Ramsey, MN Retail Store Manager Plow and Hearth, LLC Moosic, PA 23 hours ago 23h Adolescent Substance Abuse Therapist – Jeffersonville *Sign on Bonus LifeSpring Health Systems Jeffersonville, IN 23 hours ago 23h 3.2★ 3.4★ 23 hours ago 23h CNA – Certified Nursing Assistant Interim HealthCare Ogden, UT 2.9★ 2.6★ Restaurant Manager Cracker Barrel Tewksbury, MA Browse Open Jobs Masters Level Outpatient Therapist Kaleidoscope Family Solutions Inc Millsboro, DE 3.2★ 3.6★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 3.7★ 23 hours ago 23h Speech/Language Pathologist CCC/CF Community Rehab Associates Lake Worth, FL Line Cooks Red Robin Clackamas, OR A new year is upon us. While many Americans make weight loss resolutions, promises to quit this bad habit or that nagging behavior, the ball drop also presents the opportunity to score a new job. However, in true new year fashion, resist the urge to carry over old behaviors. New year, new job search strategies.Studies show that approximately 50 percent of people search for a new job at the top of the year. That’s millions of people looking at millions of job openings on Glassdoor. Here’s some good news: It’s totally a job seeker’s market right now. Companies are hiring—and with the right skills and a little help with the presentation, you can land yourself the perfect job.Glassdoor’s Editorial Director Amy Elisa Jackson teamed up with Skillcrush’s “Hit Refresh” podcast to give you all of the tools to land a job in the new year. That’s right. All of the new job search strategies for 2018 to find the job that fits your life.“Land the Damn Job” is the ultimate job seeker’s podcast episode. We dig into the nitty-gritty of finding a job from personal branding to resume editing to interview prep and even salary negotiation.Skillcrush is an interactive online learning community that gives total tech newbies the tools to make major career changes. Together, we’re here to demystify technology and help you completely transform your career. Even better, we believe that learning digital skills should be entertaining, delightful, and approachable.Here are a few tips to get you started!1. Pay attention to your social media presence. Recruiters and hiring managers will be looking at your resume, of course—but they also want to see complementary online content, too, such as your LinkedIn profile and online resume. In fact, one recruiter told Glassdoor she likes to see attachments, project work, videos, or blogs, too. Read More: The Printed Resume vs. The Online Profile: Why You Still Need Both2. Highlight your transferable skills. You want to show off why you’re right for a particular role. But you also want to make clear why you’re right for any role, we’ve heard recruiters say. So, when it comes to your resume and cover letter, focus on the skills and experience you have that would make you an ideal candidate anywhere. Then, in an interview, be ready to share how you’ll relay those skills in the new role. Read More: Ask a Resume Writer: How Do I Showcase Transferable Skills?3. Use your words. And more specifically, use the right words. Applicant tracking systems scan resumes in search of keywords, and throw out any that don’t contain them before they have the chance to be seen by human eyes. So how can you game the tech? It’s easy. Read the job description for the job you’re applying—then see how those words stack up against similar job postings. Words that repeat across mulRead Morele listings belong on your resume—preferably at the top, as well as in context. Read More: 13 Must-Have Words to Include In Your Resume4. Tell a compelling story in your cover letter. You don’t want to simply repeat what’s on your resume when you write your cover letter. Rather, you want to dig a little deeper, answering questions a potential employer might ask such as: what makes this company your go-to choice, and why is this company special to you? Answer the questions in as much detail as possible to stand out from the crowd. Read More: Ask a Resume Writer: How Can I Show Culture Fit?5. Catch your resume mistakes. It’s not enough to run a simple spell check on your resume. You’ll need to employ some special editing tactics—such as reading your resume backwards and asking a friend to proofread for you—in order to catch every mistake on the page. There’s even editing software specifically for resumes. If you allow an error to sneak in, you are sending the employer a (totally unintended and incorrect) message that you are sloppy and don’t care about your work. Read More: 6 Resume Mistakes To Avoid At All Costs6. Prepare for an interview before you get it. You won’t be caught off guard by an interview question if you’ve studied the common questions asked by recruiters and managers alike. Plus, knowing your responses in advance will keep you cool, calm, and collected during the interview—confidence any employer will be pleased to see. Read More: Read These Brain Teaser Interview QuestionsDownload the Glassdoor + Skillcrush Guide for all of the tips! 23 hours ago 23h Diesel Mechanic – Experienced Clarke Power Services, Inc. Jackson, MS See More Jobs