There is a good chance you're reading this from the safety of your home. If you're like us, you've been practicing social distancing and have been stuck inside the four walls of your house for over a week now. There is also a good chance that you're incredibly bored.
What if I told you there was a way to get feedback on how you answer job interview questions by certified career coaches for FREE without ever having to leave your home?
Due to COVID-19 almost all job interviews will become virtual so you need to be prepared not only to answer questions virtually, but also make sure you're answering them correctly.
We get the need, which is why we are giving away FREE job interview answer critiques...
This will allow you to use the sound we created where we ask the interview question first. This will help make it feel more like an actual intervew
To make sure we see your video to give you feedback be sure to use the hashtags #WorkItDaily & #MockInterviewMarch
Every month we are going to unveil a new 'trend' for you to follow and participate in. This month we are going to be doing #MockInterviewMarch
What this means that any one of our TikTok followers can film themselves answering our interview questions and one of our career coaches will duet with your video to give you feedback on how you can improve!
Work It Daily Career Coach Ariella Coombs gave feedback to this video sent in by a viewer!
TikTok is the next big social media platform, but what if I told you that it can also be where you can grow your career?
That's right, we are giving away FREE Mock Job Interviews right on TikTok by our certified career coaches.
Interested? Here's how you can get your free interview critiques.....
Make sure to use our 'Original Sound' and the hashtags #WorkItDaily & #MockInterviewMarch.
This way we can make sure we find you!
We are SO EXCITED to be partnering with Starbucks for EMPLOYEE APPRECIATION DAY on MARCH 6th.
Check out how you (the manager!) can WIN $500 in Starbucks cards for your crew!
Watch the video above and learn how posting a pic of your team on LinkedIn* with the hashtags #WorkItDaily, #Contest & #StarbucksCardB2B (they are looking into another hashtag to use) can enter you to win.
Official rules and details are in the video! Head on over to StarbucksCardB2B.com and you can buy your team cards in bulk today!
*Only entries submitted on LinkedIn will be considered*
Contact us at support@workitdaily.com
When you think of Tiktok you probably envision someone lip syncing to a popular song or attempting to dance to the newest trend. But what if we told you that we will help you prepare for your next job interview for FREE?
Interested? Here's what you have to do...
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If you want any free career reviews, then you MUST be following us here on TikTok.
We aim to post 5X/Week so you should ALWAYS be getting new and relevant career advice.
Plus, you want to make sure you're following us for our trends!
What this means that any one of our TikTok followers can film themselves answering our interview questions and one of our career coaches will duet with your video to give you feedback on how you can improve! (Here is an example of what a duet looks like if you've never seen one before!)
If you want to participate, please film yourself on TikTok answering our weekly #MockInterviewMarch Question. You also MUST use our custom sound asking you these questions (just like a real interview!)
@work.it.daily We are giving away FREE mock job interviews right here on TikTok! ##WorkItDaily ##MockInterviewWednesday ##jobinterview ##jobtips ##jobinterviewready ##fyp ♬ Work It Daily Mock Interview Tell Me About yoursel - work.it.daily
We are giving away FREE mock job interviews right here on TikTok! ##WorkItDaily ##MockInterviewWednesday ##jobinterview ##jobtips ##jobinterviewready ##fyp
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You asked, she answered! J.T. took your toughest career questions and answered them in real-time! Didn't make it for the live show? No worries, you can still join the conversation and learn what you can do to grow your career in 2020!
JeNelle asks: "How do you apply for work Of state? CA to AZ!"
Marcella says:
"How to land a job in this competitive market. I send a lot of resumes and go to many job interviews and nothing? Please HELP!"
Daniel asks:
"How do you think recruiters can help motivate unemployed jobseekers?"
Mike asks:
"How do you handle overcoming a felony on your record that's over 10 years old?"
Badr asks:
'I am switching fields. How can I sell my story during an interview? I am completely convinced about my story and career path but the most important thing is convincing the recruiter."
Rosa asks:
"I've been using your strategies and the organization I want to work for is flying me across the country to interview. I'll be interviewing (4 interview panels - 9 people in each panel) What is your best advice to not get mentally exhausted?"
Renn asks:
"Well here's a question for you: how do you deal with Ageism?? I go To job interviews & during the interviews (yes, plural), I'll be told yes a have a job for you but I'm not going to hire you!"
John asks:
How far back should your resume go? 10 yrs? 15 yrs?
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I'm going to talk about a subject that's a little hard to discuss, but I'm asking you to power through and really listen to me. We're going to talk about the fact that a recession is coming. It's on the horizon.
It's not a question of "if", it's a question of "when." As a career coach, I get really, really worried about everybody in times like these. I've been through three market corrections in my lifetime.
First, when I was graduating from college, so I was a job seeker.
Second, I was in HR and recruiting back in the .com bust. I watched all that happen in Silicon Valley and beyond.
And then third, the big recession of 2008. This was when I started my career coaching practice and started this website because I was so worried about people and what I saw.
I know it's coming and I'm worried for two particular groups of people. The first are the millennials. The millennials have never worked through a recession. They grew up experiencing one, they saw their parents get stressed out, and maybe lose their jobs. However, they've never lived through a recession where a lot of their friends and maybe themselves are going to lose jobs.
It's not just a question of people losing jobs. There will be survivor's guilt as well. You feel that when you realize you kept your job and somebody else didn't. It's horrifying. Some of them are managers and it's going to be the first time they've had to let people go.
It's a very stressful thing, especially because we know millennials are super sensitive, super team-based. Those are wonderful qualities to have. But, it means the stress level and the emotional reaction to it is going to be even higher and that concerns me a lot.
I'm also worried about all of the more seasoned workers. Baby boomers and some of the older Gen Xers because we have so many people in the workforce right now. Over half of them are millennials who are younger and less expensive.
There's this kind of bell curve that you hit in your career and a lot of older workers are going to be pushed off the cliff of work relevance. This means they probably won't ever get another job that pays as much or as well.
It's just the law of supply and demand. When we have more people in the workforce who cost less, it drives the price down.
It's very concerning to me that this is going to happen. I can't stop it from happening, but what I can do is coach people right now on the two things you need to be thinking about with respect to your presence in the workplace.
It's not just about your experience. The most senior person does not stay, the most experienced person does not stay in these situations. Trust me, I was in HR and recruiting. I have been through many reorganizations. I understand what goes on behind those closed doors; they're looking at two additional things about you as a professional.
They're looking at your personality, meaning, what are you like to work with? In times of stress, what is your personality? What gets revealed about you and how are you to collaborate with?
And finally, they look at your aptitude. What's your ability to adapt to change? How good are you at just rolling with it and making things happen and shifting gears? And, on top of all that, being experienced.
Companies are saying, "Okay, I have to build this new team. This new team is going to be made of the survivors. I need them to be able to get positive and motivated and be productive at the highest level. I'm going to need them to get along in these tough times."
That's why companies pay a lot of attention to your personality and your aptitude.
So what does that mean for you right now? Well, you need to do a gut check.
How has your attitude been in the workplace?
Those are the things you need to get honest about because a lot of times people forget, they just work in their job. "I don't have to have friends at the office, I just need to do my work." It's not enough. In times of change, you also need to be seen as somebody that they're going to want to work through the tough times with.
Make sure you're working on your career right now, not just in your job. If you aren't, and you get blindsided, it's going to be so hard emotionally to rebound.
Most importantly, if that does happen for you, please get support, get help immediately. Do not try to go it alone. We're all businesses-of-one.
We're in business for ourselves, but we shouldn't be by ourselves. That's why when sudden career curve balls happen, you need mentors, you need support, you need a community. Make sure you get that, too.
My advice to you is to do that gut check. Maybe sit down with your boss and talk a little bit about your contributions and what you can do to improve. Are you a good team player? What else can you do to add value?
If you're walking in with an attitude, you're frustrated. "They don't respect me. They don't recognize me enough." If you think you're hiding that attitude, you're not! That's mentally-noted for when times get tough.
Impress recruiters with your disruptive cover letter! Download your FREE cover letter samples now!
So, do a reality check, attitude check, gut check, and get in the game. Bring your best personality to work every day. Bring your best aptitude, your ability to change every day, and keep working on your experience. Make sure you're staying relevant!
I know this is a hard conversation to have, but it's important that you don't shy away from it! You've got to understand and know what to do because knowledge is power.
We have some great career quizzes here on discovering your workplace persona and your communication style! Learning how you add value to the workplace is crucial during this time.
We're all in this together. And, as we always say, if you want to win, you've got to Work It Daily!
Looking for a job? We can help! Join our career growth club today and get access to one-on-one career coaching, resume and cover letter reviews, online tutorials, and unlimited networking opportunities—all in your back pocket!
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The SeatGeek employee roster includes a classically-trained opera singer, a retired contender on the competitive eating circuit, and an all-American fencer, to name a few. Having such a unique and diverse workforce under one roof is something that SeatGeek takes pride in. Not only does it create a fun company culture, but it lends itself to endless ideas and perspectives
"It's great that people have different interests and backgrounds and can come together and work on awesome projects," says Jamie Sterrett, director of talent at SeatGeek.
The mobile-focused ticket platform has seen its fair share of growth over the last three years and employs just under 500 employees globally, which includes the company's headquarters in New York City and offices in the United Kingdom, Netherlands, Italy and Israel.
In order to encourage collaboration, networking, and foster an environment of diversity and inclusion, the company has both Employee Resource Groups (ERGs) and affinity groups. Sterrett says the ERGs are focused on empowering diverse groups across SeatGeek, while the affinity groups are focused around hobbies and shared interests such as fitness, food and board games.
"It's really important as we grow that people are able to find community within the workplace," Sterrett says. "The more you have that community, the more people will collaborate."
The company uses a number of long-standing traditions to bring the workforce together on a regular basis.
One example is the weekly company lunch. Each week a team presents during the lunch to update the company on projects they're working on. Sterrett says it's a great way to keep employees updated about what's going on at the company and to help them get to know co-workers they're not as familiar with.
"We're a people-focused organization...transparency and collaboration are important to us," Sterrett says.
The company also holds "ask anything" forums where employees are urged to ask company leadership questions about anything.
One newer SeatGeek tradition, breakfast-lunch-dinner, is a livestream conference between the offices in New York, Europe and Israel.
The online ticket selling industry has become a competitive one over the years and SeatGeek is always striving to be the industry leader. Sterrett says that competition, plus the ever-changing culture of the technology industry, makes working at SeatGeek appealing to a lot of people.
"We're trying to introduce a lot of that change and that's really exciting to people."
SeatGeek's platform puts the focus on the fan experience. Customers looking to purchase tickets to sporting events or concerts will not only see the ticket price, but they will get a "Deal Score" that indicates what type of value they are getting for the prices of tickets. Essentially, this tells customers whether or not they're overpaying for the tickets.
In recent years, SeatGeek has expanded its international offering and have become the primary ticket providers for the Dallas Cowboys and New Orleans Saints.
SeatGeek employees enjoy being a part of the ticket-selling industry.
"From a product and business standpoint the past couple years have been incredibly exciting. We are now official ticketing partners with some of the largest names in sports. It's not only helping us grow our business, but more importantly it's helping us provide a better experience to fans," one employee said in a Glassdoor review.
"SeatGeek is starting to disrupt the ticketing industry. It is exciting to be a part of a company that is truly focused on the customer. It is clear from top to bottom that we want to make it easier for the average person to see more events live," another employee wrote.
One of the most popular benefits at SeatGeek is the $120 monthly ticket stipend that can be used on an endless list of athletic events and concerts. Sterrett says that in addition to being popular, the perk also benefits the company because many employees will use it to go to events together, and it allows employees to suggest possible improvements.
The SeatGeek office is bright and open and features a large projection screen for the viewing of occasional sporting events.
Want to know what it's like to work at SeatGeek? Check out SeatGeek's careers page.
SeatGeek earned Work It Daily's Culture Champion Badge. Are you interested in having your business featured by Work It Daily? Learn more about Work It Daily's Champion Badge Program and get your business in front of job seekers looking for their next great job opportunity.
By the end of 2015, Power Home Remodeling Group was a growing company with a strong culture that had just been named as the best place to work for millennials by Fortune Magazine.
But Michael Hansen saw the potential for so much more.
Hansen served 7 years of active duty in the U.S. Marine Corps and had recently become a team leader at Power.
"I noticed our camaraderie [at Power] was the closest thing I found in corporate America that matched the Marine Corps," Hansen says.
Both Hansen and company leadership had wanted to start a veterans program for awhile and realized that with a strong company culture already in place, the time was finally right. In 2016, the exterior home remodeling company launched the Power Veterans Initiative.
Since that time, the results have been a success for the company and the workforce.
Hansen, founder of the Veterans Initiative and Power's national director of military affairs, says the goal of the initiative is to capture some of the best and brightest talent from the military to help Power scale and grow. He says the company is consistently growing at a rate of 20 percent annually and the Veterans Initiative is a large part of that.
"It's not a charity, it's not a philanthropic endeavor. This is a strategic business initiative because we're able to capture unique access to unique talent that we normally wouldn't get from our traditional talent pipeline," Hansen says.
Hansen says veterans are coachable, trainable, and adaptable—all skills that are essential to not only adapting to life at Power, but to ultimately succeeding and growing at Power.
Whether it's sales, marketing, or operations, veterans are succeeding across the board. Veterans are currently the top performers in sales in 10 out of 16 Power territories and veterans currently lead in every statistical category in customer development, according to Hansen.
"They got a breadth of work experience that's equally, if not ten times better, than some of the other applicants we're getting just because of the magnitude of leadership and responsibility they had to uphold in the military."
Employees with senior military experience have been a huge asset in Power's strategic planning efforts as far as scaling and logistics, as many have experience supervising and moving soldiers and equipment during military missions, skills that transfer well into Power's workforce, Hansen adds.
Power currently employs 225 veterans, which represents 8 percent of its workforce, and 13 percent of the company's new hires are veterans or military spouses.
Power's workforce is expected to double in the next five years and veterans and military spouses could make up 15 percent of that workforce, according to Hansen.
The company will also have better access to military talent through legislation that allows for internship and corporate fellowships for military personnel. Hansen says this will provide an opportunity for mid/senior-level military personnel to do three-month, government-paid fellowships with Power.
"We can use that three-month fellowship as a bridge to expose them to us and find a better position and customize a position for them with is," he says.
Veterans who are with the company for 90 days are eligible for a $3,000 signing bonus to help them with the transition to the job.
Outside of the Veterans Initiative, Power has a strong reputation nationwide for their focus on energy efficiency, sustainability, and solar and clean technology.
Hansen says Power is a "growth-minded organization" that's expanding across the country. The company is headquartered in Chester, Pennsylvania and has 16 satellite locations serving in 24 states.
"We're really just building the tracks across the country, so as new clean technologies continue to become available, we're trying to be the best interface for the consumer so they can be at almost net zero or producers of their own energy," he says.
The Veteran's Initiative has played a major role in the company's success and that success goes back into the initiative.
"By aligning our military program with a business strategy, we're actually able to propel our business and the propulsion of the business is allowing us to grow this initiative," Hansen says.
Hansen hopes other companies will follow Power's example and treat veteran initiatives as an essential part of their business plan, and not just a feel-good measure.
"As a veteran my goal is to show people what we're capable of and also tell other veterans of what they're capable of and I think because of that, not only are we changing the narrative about veterans across the country but we're changing the narrative about veterans to veteran themselves."
Power brings portions of its workforce together on a yearly basis during three company summits. One summit focuses on women, another focuses on diversity and inclusion, and the last one focuses on veterans. These summits include leadership training and team-bonding activities, according to Hansen.
Hansen says Power has a 12-person special events team that works to put together and promote company-bonding/community service events throughout Power's different territories. Power also ends each year with a company-wide retreat to Mexico.
"We really try to promote connecting people with each other and their communities and that over time across the aggregate of the company creates this very big groundswell of connection to community and connection to each other," he says.
Want to know what it's like to work at Power Home Remodeling Group? Check out their careers page.
Power earned Work It Daily's Leadership Champion Badge. Are you interested in having your business featured by Work It Daily? Learn more about Work It Daily's Champion Badge Program and get your business in front of job seekers looking for their next great job opportunity.
I want to take a minute to talk about the word "unemployed." If you're one of the more than 15 million Americans who is unemployed at the moment, I want you to listen up because I want you to stop using that word in your vocabulary from this day forward.
It is a negative word. It is a defeatist word. It sounds definitive and it drags you down and it impacts your job search.
Trust me, I know this to be true.
What I want you to do is to replace it with the term, "between positions" or "between jobs" because that's really what you are. I recently recorded a new video tutorial on the 10 New Career Rules for 2020 and I can tell you one of them is that, "EVERY job is temporary." In this day and age, people can have as many as nine careers in their lifetime with an average of three jobs in each one. Having gaps in employment is the new normal!
It is natural, normal, and common for people nowadays to have parts in their lives where they will be between jobs. It's just a fact! This means we shouldn't feel bad about it. It is what it is. And that's why I'd like to banish the word "unemployed" from your vocabulary. Let's never say that word again. If someone asks you what's up with your career, simply say you are between jobs.
But saying you're "between jobs" won't make your employment problems disappear.
Did you know the average job search in America is nine months? And that's in a good economy. Why does it take so long? Because most job seekers don't understand the new rules to career success and how they impact their job search.
If you want your time between jobs to be as short as possible, you need to educate yourself on the best way to ensure your skills are in demand. If you want to learn how to do that, check out my newest tutorial on the 10 new career rules.
We won't even mention it from this point forward. You are between jobs and busy learning what you need to do to speed up your job search. You can do this. Don't let your circumstances impact your mindset.
P.S. If you are between jobs, be sure to check out my YouTube video on the 3 words never to use in your profile headline as it relates to this same topic!
A common question I get from job seekers on LinkedIn is: "What is the best way for employers to notice your LinkedIn profile and how should it be set up?"
Well, the answer is pretty simple.
Optimizing your LinkedIn profile so it matches the search criteria of recruiters is the most important first step for beginners. Here's why.
Recruiters search on LinkedIn for candidates by conducting keyword searches based on skill sets. They choose and use the skill set definitions you find in the "Skills & Endorsements" section of your LinkedIn profile.
Their initial searches are pretty basic. They put in a couple of the key skill sets the hiring manager said are must-haves for the job, add a location, and then LinkedIn's search technology goes through and finds all people who have the most amount of keywords in their profiles with those skill sets in that location and ranks them.
Now, LinkedIn's search algorithm takes in a few other things like how much traffic your profile gets (aka how many people are already visiting your profile), and how many followers or connections you have. There are other factors, but the overriding one is your skill sets because it's your relevance to the job.
If you don't know how to optimize your LinkedIn profile to make sure the right skill sets are in the right place, and if you haven't figured out what the 5 or 10 key skill sets are that recruiters are constantly using to search for the type of position you want, then you are getting bypassed by recruiters because they aren't seeing your profile. It's not being included in their search results!
You'll know when you've properly optimized your LinkedIn profile for keywords because you will see a lot more views on your profile. And, the more views you get on your profile, the higher up you land in a recruiter's search results.
It's just like internet searching and SEO. That's how you get employers to find your LinkedIn.
The takeaway? Optimizing your profile with the right keywords is the secret to getting found by recruiters. If you want to be found, you've got to give them the right data in your profile!
Employees at Toast, or Toasters as they are referred to at work, have a lot to be excited about.
Toast, Inc., headquartered in Boston, is a cloud-based restaurant software company that provides restaurants with a management and point of sale system. Toast's services are currently in high demand, which means endless growth opportunities for current Toasters and numerous job opportunities for prospective Toasters.
Toast is not afraid to boast about its company culture. Toasters work hard in a fast-paced environment, so having a company with a strong culture is one way to show appreciation for those efforts, according to Employer Brand Manager Natalie Audelo.
"What you see at Toast is authentic," says Audelo. "It's real, not just talk."
Two major components of that culture are the phrases "bring your full self to work" and "no ego."
Toasters are a diverse group with many talents and are encouraged to be themselves in the workplace, while the "no ego" mantra is observed from the top-down.
Executives at the company don't sit behind glass windows and are often seen interacting with Toasters, says Audelo. "We treat everyone here with the same level of respect...you have to check your ego at the door." Audelo says Toasters also have a real appreciation for the work they do in helping restaurant owners run their businesses more efficiently. "There's a real cool component to the technology and the impact it has on our customers."
Employees seem to appreciate the company's mission and culture.
"The opportunity that we have to become the leader in the restaurant [point of sale] industry is the kind that you're lucky to see even once in your career. It remains a privilege to work alongside the incredibly talented team here," one employee wrote in a Glassdoor.com review.
"The culture and environment is excellent. Everyone is happy to be here, and gives their all everyday - not because they are forced to, but because they believe in this company's mission and the product we sell. It's truly something to get behind," another employee wrote.
"Work hard, play hard" is a phrase that sometimes gets thrown around when employees describe the culture at Toast. Audelo says having that type of culture is a way to keep Toast's growing workforce connected.
The company holds fun gatherings, such as open-mic nights and seasonal celebrations. Toasters recently enjoyed great food and drinks from local customers at their annual Oktoasterfest celebration. Smaller teams within Toast will also schedule gatherings to do fun activities outside of work, such as bowling or cooking classes.
"It's easy to become siloed as you grow," Audelo says. "But, what helps companies scale well is staying connected to everyone and what they're doing....these events really humanize that."
Toasters showcase some of these fun activities on the Life at Toast Instagram page.
Toast also puts an emphasis on employee recognition and strong internal communication. Peer-nominated "Toastie Awards" are a way Toasters can nominate each other for good work. Quarterly winners receive stock, an amazon gift card, and dinner with company executives, Audelo says.
Another way employees are recognized is through the company's popular internal Slack channel "Appreciate," where Toasters can leave messages of appreciation for each other.
There are a number of examples of Toasters starting with the company in one role and advancing into another or changing directions within the company.
"We put a big emphasis on growing our people," Audelo says. "Especially since our hiring is only going to continue to accelerate."
To foster employee growth and learning, employees are given a $1,200 professional development stipend to use on books, conferences or any type of course or program related to career growth.
Additional benefits available to employees include unlimited vacation time and flex hours, a wellness stipend that can be used on any type of personal wellness activity (gym, spa, acupuncture, mental health, etc.), and on their five-year anniversary employees are given a one-month paid sabbatical to use as they please.
Toast has doubled in size in the last year and currently employs 2,400 people and shows no signs of slowing.
In addition to its headquarters in Boston,Toast also has offices in Omaha, Chicago, Portland (Oregon) and Dublin, Ireland.
Want to know what it's like to work at Toast? Check out Toast's careers page.
Toast earned Work It Daily's Culture Champion Badge. Are you interested in having your business featured by Work It Daily? Learn more about Work It Daily's Champion Badge Program and get your business in front of job seekers looking for their next great job opportunity.
Drift is the fastest-growing technology company in Boston, but it remains committed to fostering a company culture of openness and teamwork.
On the surface, that may not seem like an easy task for the conversational marketing platform that has gone from 82 employees to 300 in 18 months, and could be up to 475 employees by the end of 2020.
But, when you hire the right people, the culture often follows suit, according to Dena Upton, vice president of people at Drift. Upton says, in a competitive environment where there sometimes seems to be an "arms race" among companies for the best benefits and perks, Drift's employees remain the company's biggest perk.
"They believe in the product, they believe in being disruptive in marketing," Upton says. "They're excited about what we're doing."
Upton says a big part of having the right kind of company culture is hiring people who will buy into the company's eight leadership principles. For those who buy in, the opportunities for growth and success are unlimited.
Those principles are:
Upton says Drift is clear about their expectations and they want employees who are up for the challenge. The company's founders also put a lot of focus on having a diverse workforce.
"If you're coming to Drift, you're looking to make an investment in yourself and challenge yourself every day," Upton says. "Drift is a place where you can constantly reinvent yourself."
Employees who buy into the company's leadership principles seem to enjoy the challenge.
"I've been continuously pushed outside of my comfort zone, provided unprecedented learning opportunities, and more than anything, I've been empowered to make Drift a better place," one employee wrote in a Glassdoor review. "While it hasn't always been easy, it has been truly rewarding."
"The leadership principles the company strives towards are truly inspiring, and having a solid understanding of what they are and how you can implement them in your current role leaves you with a very clear understanding of how you can level up within Drift," another employee wrote on Glassdoor.
As Drift continues to grow, "extreme transparency" remains at the center of its culture. Upton says that decisions made by the company's top executives are quickly shared with everyone.
The company also promotes transparency with their two weekly meetings, Monday Metrics and Show & Tell, which happens every Friday.
At the Monday meeting, Drift executives go over key metrics of the business, and the different teams within the company discuss what they're focusing on for the week, while Friday's Show & Tell is a relaxed way to revisit the goals of the week and discuss what was accomplished.
Upton says the meetings are a way to bring the entire company together and make sure employees are invested in the company, even as it continues to grow.
"We want it to still feel like a small company, even if it's 300 people."
One of the most popular perks of working at Drift is the company book club, where employees can choose from a large list of books to order from each month. Upton says the company is a big fan of reading and the club is an opportunity for employees to quench their thirst for knowledge and be entertained. Employees can also gain additional knowledge through Drift's "Seeking Wisdom" podcasts and through the company's speakers series, where notable people in the profession share their experiences.
A daily perk offered by the company is catered lunch. Upton says employees aren't obligated to eat at work, but the company offers the benefit so employees have one less thing to worry about during the day.
Drift also offers sabbaticals to employees every three years. The sabbatical is a paid month off and the only requirement is that those who take the sabbatical share their experience with the team when they return. Upton says some employees have used the sabbatical to travel to India, motorcycle through Vietnam, and some have just taken "staycations" at home.
"It's a time to reflect and invest in yourself," she says.
Drift has offices in Boston, San Francisco, Seattle, and will soon open an office in Tampa. The company continues to grow and is on the lookout for new talent.
Want to know what it's like to work at Drift? Check out Drift's careers page.
Drift earned Work It Daily's Culture Champion Badge. Are you interested in having your business featured by Work It Daily? Learn more about Work It Daily's Champion Badge Program and get your business in front of job seekers looking for their next great job opportunity.
When it comes to caring about employees, Malouf believes that actions speak louder than words.
The Utah-based bedding and furniture manufacturer honors that belief by offering a strong benefits package to not only make Malouf an attractive place for new talent, but to build camaraderie among current employees, making them want to stay with the company over the long-term.
Malouf covers 100% of the health insurance premiums (medical, dental, and vision) for employees and their families, including non-married partners. The company also offers a $35,000 life insurance policy, long-term disability, and a fully vested 401(k).
"We are all about caring for our employees and that runs on a deeper level," said Malouf Employee Experience Manager Matt Vance. "Our appreciation for our employees is very real and we put our money where our mouth is."
Vance explains that an employee's well-being goes beyond just medical benefits. For example, Malouf offers significant product discounts where an employee can buy a $3,500 mattress for less than $1,000.
"We want our people to sleep well," Vance said, noting that a well-rested employee is a happy employee.
Malouf's focus on employee well-being also includes free salon services once a month, weekly yoga, and an on-site gym with a basketball court.
Vance said the company uses data analytics and employee engagement surveys to constantly keep its pulse on employee needs, feedback, and concerns. Vance noted that research shows companies that rank high for employee satisfaction perform better on the stock market than S&P 500 companies.
"Happy employees are more productive and loyal and they provide better service to customers," Vance said.
Malouf's robust benefits package currently has a perfect 5.0 rating on Glassdoor.
"The benefits at Malouf are unmatched!" one reviewer wrote on Glassdoor.
"The insurance premiums are covered 100% for employee and family, the perks are unbelievable," another reviewer wrote. "Hands down Malouf takes excellent care of their employees."
Making sure that employees are well-fed is also a major priority at Malouf as employees will often eat a gourmet, farm-to-table lunch together in the Malouf kitchen. The company has an in-house culinary team, grows produce from its garden, and makes its own bread, according to Vance. As an example of the kitchen's gourmet food offerings, one of the company's most popular meals is a paper fish dish made from Hawaiian sea bass.
"Everything is knock your socks off good," Vance said. "It's next level for sure."
Employees agree.
"Lunchtime is the best—there is no restaurant in town that can compete with our delicious and healthy lunches," said a Malouf employee on Glassdoor.
Lunches are catered at Malouf's distribution centers where the economy of scale does not justify an in-house kitchen facility. Including healthy food options for all employees at all sites is a goal, according to Vance.
The company also likes to bring the workforce together and show appreciation by throwing parties. Malouf recently held a family-friendly carnival complete with animal shows at its summer gathering. The company has previously held casino nights and celebrations around Halloween and Cinco de Mayo. They also throw a large Christmas party in Salt Lake City every year.
"Our company events really build the culture here and help employees get to know each other. We work hard to know everyone's name and that creates a family-like atmosphere and builds a lot of mutual respect across departments," a Malouf employee said on Glassdoor.
Giving back is another major focus at Malouf, according to Vance. Malouf recently became a Benefit Corporation to reinforce sustainability initiatives and is focused on fighting human trafficking through the Malouf Foundation, where a portion of every Malouf purchase goes to supporting the foundation's efforts.
Employees are encouraged to volunteer through the company's charitable time-off program.
"We feel fortunate and confident in how we treat our employees and what we're able to achieve in our industry and in society," Vance said.
Vance credited the company's founder, Sam Malouf, for his humble approach that sets the tone for the company's focus on its employees and charitable endeavors.
Malouf started as a two-person operation in 2003 and has grown to 450 employees currently. Vance said the company expects to be up to 1,000 employees in the next 3-5 years and will have a new office that can fit up to 1,200. In addition to its main office in Logan, Utah, Malouf has distribution centers in North Carolina, Texas, and Ohio.
Want to know what it's like to work at Malouf? Check out Malouf's careers page.
Malouf earned Work It Daily's Benefits Champion Badge. Are you interested in having your business featured by Work It Daily? Learn more about Work It Daily's Champion Badge Program and get your business in front of job seekers looking for their next great job opportunity.
Staying active at work can be a real challenge. It's easy to get sidetracked with projects and meetings, and not even realize you've been sitting for a couple (or more!) hours. So, how can busy professionals be more active during the work day?
Thankfully, there are a few simple ways you can change your daily routine so that it is more active and you are less sedentary. We all know how important it is to be active throughout the day so we are expending energy, moving our joints, working our muscles, and staying flexible. With that in mind, here are four tips to be more active at work today!
View this post on Instagram A post shared by Work It Daily (@workitdailyinsta) on Nov 19, 2019 at 10:02am PST
A post shared by Work It Daily (@workitdailyinsta) on Nov 19, 2019 at 10:02am PST
Our first tip is to have something to track your steps and calorie burn throughout the day. You can use an Apple Watch, a Fitbit, or just a pedometer so that you have something monitoring your activity level and telling you that you're moving enough.
Plus, it feels like a real accomplishment when you know you've met your goal of 10,000 or 20,000 steps!
It's all about squeezing more activity into what you already do. When you're running errands or going to work, for example, instead of looking for one of the closest parking spots, try to park as far from the door as possible (if it's safe!).
Just think how many more steps you'll walk if you do this all day long!
Our next tip is stairs, stairs, stairs. Wherever you are—at work or at home—always take the stairs.
It may take you a little longer, and you may be out of breath at the top, but it's worth it. Taking the stairs is so beneficial to your overall health and cardiovascular system. Make it a goal to take the stairs at least once a day, if not two, three, or four times.
Start now, and see how much easier it is to walk up the stairs in a month's time.
Lastly, try adding some type of activity to activities you already do.
For example, we all go to the bathroom. So, before or after every visit to the bathroom, do something. Whether it's squats, lunges, push ups, or another body weight resistance exercise, you'll be sure to get moving if you make it a goal to do so!
We hope this motivates you to add a little more activity to your busy workday. If you don't have time to go to the gym, you can still incorporate physical activity into your existing daily routine.
Over time, making these small changes to your daily routine will make a big difference!
Like what you learned today? Be sure to follow Amber on Instagram at @AccentuateWellness, or like her Facebook page to discover more fun workouts, healthy recipes, and helpful lifestyle tips!
Note: Individuals should always speak to their physician before making any significant dietary or lifestyle changes.
Over the last few years, I've had the opportunity to conduct several job interviews for openings at our company.
Interviewing can actually be pretty fun, especially when you're on the other side of the table! However, I know how stressful it can be when you're the one in the hot seat as an eager job candidate.
Emotions are high, nervous are in play, and there's so much information you need to remember. It can be tough!
And, because I know how difficult it can be to be in that position, I want to share some major red flags I've encountered when interviewing candidates.
I know there's a lot to remember, but there are some things you should NEVER say during a job interview. So, if you've got an interview coming up, make sure you review these phrases before you hop on the phone or walk into the office.
Even if the job you're applying for isn't something you can really see yourself doing for the long-term, don't volunteer that information to your interviewer. You might have big career aspirations, but it's important to focus on the job you're interviewing for now, no matter how entry-level.
By telling your interviewer that you're essentially uncommitted to the job, you can sabotage your chances of landing the gig. Think about it from the employer's perspective: Why would a company want to invest in, hire, and train someone who is already planning on leaving before he or she even gets the job offer?
Second, you might not realize how much growth potential this role has and whether or not it might transform into something that excites you. Every dream job starts somewhere. So, why kill the opportunity before you give it a chance?
Typically, at the end of interviews, we ask our job candidates if they have any questions for us. We EXPECT questions.
The candidate should be looking to learn as much as he or she can about the role, company, and team. It's just as much for his or her benefit as it is for the employer.
Also, don't just want until the end of the interview to ask questions. An interview should be a two-way conversation. So, ask questions throughout the interview to emphasize your interest, curiosity, and listening skills.
Psst! Want a free job interview cheat-sheet? Head here to get yours today!
You should be able to find basic information about the company by doing a simple Google search.
While it's very important to ask questions during a job interview, it's just as important to ask the RIGHT questions; questions that show you've done your homework, but want to dig deeper.
Asking questions you could (and frankly should) have the answers to beforehand (like what the company does, when it started, why it started, etc.) isn't going to make you look very good.
Learning about what you'll be paid and what benefits you'll receive as an employee is something you'll want to understand down the line, but please don't bring this up during your first interview.
This information will be revealed and/or mapped out for you as you get closer to a job offer. If you ask questions like this one too soon, though, you risk looking like you're only in it for the money and kickbacks. Employers know these things are important to job candidates, obviously, but if you start focusing on it too early in the process, it can be a huge turn off.
Again, think about it from the employer's point of view: If you're taking this job solely for the money and/or benefits, who's to say you won't up and leave when a better offer comes along? What's keeping you at the company other than the extras?
Instead, focus on why you want to work at this particular job at this specific company. The other stuff will come up later.
This is a similar question to #3. If you feel like you need to ask what kinds of skill sets are required for this role, you didn't read the job description carefully enough. That information should be all over the job posting and you should be prepared to show examples of how your experience will be valuable.
If the job description was a little vague, though, ask more targeted questions about the role. For example, "What does the typical day look like for this employee?" or "What kinds of projects would I be working on specifically and how would they add value to the company?"
Questions like these will allow you to get more clues on the role AND give you a deeper understanding of what you're expected to accomplish as an employee.
A job interview can be scary, yes, but if you go in prepared, it's actually pretty exciting. When you understand the employer's side of things, it's easier to frame your thoughts and questions.
Could you use more interview help? If so, Work It Daily can help, starting today!
When you join our career growth club, you'll get help with interview prep, as well as cover letter, resume, and LinkedIn help. Plus, you'll get to network with like-minded professionals in your industry who will keep you accountable and motivated.
So, what do you think? Head here to learn how we can help transform your career!
The New Year is approaching quickly as this working year comes to an end. Since many professionals are anticipating holiday vacations, itʼs understandable why thoughts of work performance tend to enter a bit of a Twilight Zone. Weʼre on your side—who wants to spend time brainstorming ideas on year-end performances when good food, paid time off, and cheerful festivities are on the way?
Itʼs easy to get stuck in a holiday slump, but weʼre here to tell you why finishing your work year on a good note is more important than you think. Weʼve taken the guesswork out of creating an easy plan for you to follow that will ensure youʼll look back at your previous year with a sense of accomplishment and satisfaction.
Take 30 minutes to reflect back on your working year.
Quality is more important than quantity here. Even if your list only includes two bullet points, add them to your resume. Try to hone in on how you can quantify these experiences and present them to others as a business-of-one.
Example: I lead a marketing project that increased sales in my department.
Example quantified: I lead a 150-people marketing project that increased sales by 35% in my department.
Which one sounds more impressive?
Why it matters: Even if youʼre not actively searching for new opportunities, having a descriptive timeline of your work achievements as they occur will help you achieve career success. How?
While resumes are important, your digital presence may play a bigger role in your employability than you think. So be sure to hop on to your digital profiles to see what translates over. Is your LinkedIn profile missing key information about your skills and expertise that you mastered this year?
Or are you planning on making a career transition and if so, do your social media profiles display any inappropriate information or photos publicly? Update them.
Why it matters: Many employers use the ease of social networks to learn more about you as a person and a professional BEFORE they initiate interviews. Please donʼt underestimate the power of soft skills, because what you lack in experience, you can make up for with the right attitude. Basically, any qualities youʼd rather not have advertised (like dressing up as beer bottle for Halloween) should be audited. In essence, what does your personal brand say about you? What do you want it to say?
Letʼs reiterate here—even if you arenʼt in the job market, there may be an employer who is searching for you. This individual may have been referred to you by a mutual colleague or friend and could be interested in offering you a new opportunity. This position could equate to better benefits, more experience, or a higher salary. Itʼs about preparing yourself for what is possible rather than just focusing on today.
Are there any charity or volunteer initiatives being held at your workplace? Find a way to get involved. Many times companies will match your donations dollar-for-dollar, up to thousands, per employee, per year. If youʼre unable to contribute financially, see if you can contribute to a company sponsored food drive or donation project.
Why it matters: Work culture can destroy or build a companyʼs reputation. So whether or not youʼve noticed, employers are pretty savvy at smelling out the rotten eggs of a bunch. If you have a negative attitude, chances are someone has talked about it. By opting in to participate in positive work activities that foster teamwork and a sense of community, your soft skills are being strengthened.
Take a moment to ask yourself what you want to achieve both personally and professionally. Many times, our personal goals can either overlap or compete with our professional goals. The key to reaching any of them often requires networking.
Example 1: You want more work life flexibility to focus on your family but your job does not allow for any flex or work from home options. Now, there is a competition between your personal needs and work responsibilities. How can you move into a position that supports remote work?
By making a connection with someone who works for a remote company thatʼs on your career bucket list. By focusing on building relationships with others and asking key questions like:
Example 2: Iʼm interested in transitioning from the customer relations department to marketing.
Why it matters: Many working professionals consume themselves with only the technical requirements of their next career move. In reality, job searching and career success is about having wonderful people skills. After all, isnʼt it easier to work with someone you actually like being around?
At Work It Daily, we understand how difficult it can be to navigate your career alone, especially around the holidays. We provide many resources for individuals in any career path to lead their professional success. We also firmly believe that asking for help is never a sign of weakness, itʼs a path to greatness. If you want to win, you have to work it daily.
So, what do you say? Do YOU have what it takes to be a part of our career growth club?
Quite simply, proper office etiquette refers to an unwritten code employees should follow in order to be successful in the workplace. It's a set of norms widely accepted as appropriate behavior.
Office etiquette may include having good manners and being courteous of others, as well as using workplace technology in a suitable manner. Here are a few tips for good office etiquette:
If the dress code is business casual, make sure you clarify what is and isn't appropriate. Business casual has become the norm for many employers, but many people are still unclear on what this means.
For some, it means khakis and polo shirts, casual pants, casual dresses, and so on. Some companies have a business casual policy that excludes jeans or open-toed shoes. Some companies have one dress code when you're working in the office and another when you're meeting with clients.
The generally accepted rule is to dress like the client or one step above, but double-check with your supervisor. Another common saying is "dress for the job you want." This is good advice. If you're dressing like your manager or the people in the next hierarchical level of the company, you're probably appropriate for the workplace.
When we were children, "please" and "thank you" were referred to as "magic words" that were to be used when we were asking for something and then, in turn, receiving something. Although we've all outgrown the reminders from our parents, these words have certainly not lost their enchantment. In fact, these words are so important almost every language has some equivalent with similar meaning.
Please and thank you still have a prominent place in the business world and you should use them at every opportunity. By using common courtesies, you demonstrate you respect the people with whom you're dealing. Even if you don't work in a customer service job, keep an attitude of customer service. Your colleagues and, more importantly, your superiors, will begin to realize you're a go-to person if you're almost always pleasant.
In many workplaces and career fields, there is an expectation you will work with other people on projects during the course of your employment. It's sometimes tough to get along with varying personalities and that's precisely why clear communication is so important. Part of office etiquette is working well with others and communicating effectively. Take time to listen to other people's points of view. You may not always agree, but it's likely you can learn something new by being open to other perspectives and respectful of other people's opinions. Here are a few additional office etiquette tips to encourage positive working relationships:
Proper office etiquette isn't hard to learn, but it's a skill you should constantly practice and improve upon throughout your entire career.
Needs some additional assistance with the job search process? Work It Daily can help!
Join our career growth club today and have access to one-on-one coaching and tutorials that can help you in every step of your job search.
Your resume is the first thing that hiring managers will see when you apply for a job—no wonder writing it can be so intimidating! A teaching resume is especially unique because of the variety of teaching positions available and the specialized skills, certifications, and credentials that are needed to qualify for each position.
So, whether you are a first-year kindergarten teacher or a seasoned online college professor, here are three resume tips for a teaching resume that will surely put you at the head of the class.
First thing's first—tell the hiring managers who you are and what you stand for. This should be your sales pitch explaining why you are the best fit for the teaching position. In the past, resumes started with an objective that stated the position you were seeking; however, this does not tell the hiring managers why they should choose you over the other applicants. To make your resume stand out, start with a professional headline or summary of no more than three sentences that highlights your experience, credentials, and teaching philosophy.
Some examples of a strong professional summary:
Every teaching position is unique, so be sure to read the job description carefully. Pay attention to the keywords used in the description and try to include them in your resume. Then list your skills and expertise that meet the specific requirements and desirables for that position. Skills are not qualities like "go-getter" or "problem-solver"; they are specific, specialized techniques, actions, and strategies that you can do.
For example, if you would be working with a large class of active five-year-olds, it would be important to have strong class management and behavioral intervention skills. If you are applying for a computer science teaching position, it would be essential to know the latest coding languages and advantageous to have some experience in video game development.
If you don't have specific skills to fit that exact position, you can include general skills for effective teaching such as "student engagement" or "team-building."
After you list your relevant skills and expertise, the next section should highlight achievements from your work history. These should not include mundane duties or day-to-day responsibilities such as grading papers or lesson planning. Instead, they should be measurable and quantifiable as hiring managers want to see results and data. So instead of saying "helped my students succeed" you could say:
Your achievements should be listed under each relevant teaching position that you've held over the past ten years, usually in chronological order, although you may choose to put it in order of relevance if your resume has some gaps in employment. If you are new to teaching, you should highlight any work or volunteer experience that helped you develop the skills you need to be an effective teacher. If you were a student teacher, you can describe the skills and knowledge you gained during your practicum.
One aspect that makes a teaching position unique is that you usually need a certification to teach each age group and content. Therefore, do not forget to include your education and credentials! You can also include any additional certifications or coursework that is relevant to the position such as technology training or proficiency in another language.
Just like any resume, a teaching resume should be professional, organized, and easy to read. It should be concise and include relevant skills and achievements in one to two pages. Be sure to proofread your resume for typos and errors in spelling, grammar, and punctuation. It's a good idea to have an extra set of eyes, so ask a family member, friend, or colleague to have a look. Also, don't forget to write a personalized cover letter addressed to the hiring managers that grabs their attention by showing your personal interest in their school. Once you've landed an interview, prepare by writing down your answers to some common teaching interview questions such as "What is your teaching philosophy?" (See an example teaching resume here).
Good teachers do their homework so they can ace the interview process and score a job!
Looking for a job? We can help! Join our career growth club today!
These days, more and more workers are paying attention to the benefits offered at their potential workplace.
Employees are looking at things like flex time, paid paternity leave, and unlimited paid time off when considering where to work.
Another benefit people are looking for? A pet-friendly office!
According to the American Veterinary Medical Association, pet ownership is on the rise in the United States. That means more people in the workforce are having to balance pet ownership with their work life. To help balance this out, more workers are looking to take their pets to work.
There are arguments to be made against having pets in the office. However, there are a lot of benefits as well.
If you're debating whether or not to make your office pet friendly, or work for a pet-friendly office, take the time to consider these five benefits.
According to a study from Nationwide and the Human Animal Bond Research Institute, a whopping 90% of employees in pet-friendly workplaces feel highly connected to their company's mission, fully engaged with their work, and are willing to recommend their employer to others.
To put that in perspective, less than 65% of employees at non-pet-friendly workplaces felt the same way, according to the study.
So not only would you have adorable animals roaming around your office—you'd have more engaged employees, too!
This study also revealed that 88% of employees who work for a pet-friendly company plan to stay in their roles within the company for the next year, compared to 73% of people who work at non-pet-friendly places.
On top of that, 72% of people who work for a pet-friendly company would turn down a job offer with another business for similar pay. In contrast, only 44% of people who work in non-pet-friendly workplaces said the same.
According to the study, 88% of employees working for a pet-friendly company would recommend their company to others, whereas only 51% of those who work in non-pet-friendly workplaces would do the same.
The better reputation you get as an employer, the better! A pet-friendly policy would definitely grab the attention of talent.
This study also revealed that 91% of employees who work for a pet-friendly company feel the company supports their physical health and wellness, compared to 59% who work in non-pet-friendly workplaces.
This makes sense. If you cater to your employees' requests (like allowing their pets in the office,) they'll feel valued.
A final (but interesting!) finding from this study shows that 85% of people who work for a pet-friendly company said they rarely miss a day of work for well-being or recuperation, compared to 77% who work in non-pet-friendly workplaces.
When deciding whether or not to make your office pet friendly (or to work for a pet-friendly office), you must consider both the benefits and the cons. However, if you're looking to make your office stand out, having this benefit will definitely give you leverage.
Do you want help finding a job at a pet-friendly company? Work It Daily can help!
When you join our career growth club, you join a community that's dedicated to leveling up their career game and landing the jobs they deserve. We'll help you land a job, then teach you how to thrive in it.
Interested? Awesome! Head here to learn more.
Your career story is a collection of experiences you've had that you've sorted through, labeled, and strung together to make sense of your career. Many people don't realize how their career story is impacting their ability to succeed. In this video, J.T. discusses how assessing your career story and editing it as needed can help catapult your career.
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All of us have had experiences in our careers that we labeled "good" or "bad." The problem with this is it limits our future career decisions. The truth is, we should never interpret an experience as "bad" because we miss out on using it to our advantage. In this video, J.T. O'Donnell explains why you need to stop labeling past experiences as negative so you can unlock the full potential of your future.