Federal Jobs DO Pay More

Federal Jobs DO Pay MoreFederal Jobs DO Pay MoreFederal Jobs DO Pay MoreWell, the word is finally out. I had known this for quite some time anecdotally, and now the numbers are being reported to show that yes, federal workers are very well paid, and, in many cases, are better paid than their private sector counterparts.According to a recent article in which USATODAY analyzed data from the Bureau of Labor Statistics, 180 federal salaries were better than private sector levels. In contrast, only 36 private sector salaries exceeded federal pay.Add to that the fact that federal benefits averaged $40,785 per federal employee in 2008 vs. $9,882 per private worker, according to the Bureau of Economic Analysis.At a time when job news is grim, this development makes a $600 federal resume a good investment.Check out the USATODAY article to see specific job salary comparisons between private industry and the federal government. Visit the Bureau of Labor Statistics website to see find more sal ary data for your field.

Colleagues know how to push our buttons just like family does

Colleagues know how to push our buttons just like family doesColleagues know how to push our buttons just like family doesWe all know about work spouses, the extra close co-workers who can finish our sentences, empathize when were having a bad day, and share the best and worst part of our arbeitszimmer experience, but sometimes the work dynamic can start to mimic other elements of a family dynamic - and not always in a good way. Carolyn Thompson, Managing Principal of the Merito Group, puts it this way The bossy sibling will always be the bossy one. The martyr who relishes publicly sacrificing themselves on behalf of others will always do that and expect to be recognized for doing it. The people we grew up as are still with us in the workplace.If youve ever rolled your eyes at the infuriatingly oblivious attitude of the office brat, or wondered how youve suddenly been designated the office mom, it might be time to take a closer look at the potentially unwelcome family dynamic of you r professional life. A few years back, Anna Urnova, a student in an executive coaching and consulting program, wrote her masters thesis based on the premise that our family dynamics may affect our future group dynamics, specifically in the workplace. While Arnovas control group was hardly scientific she asked 10 executives to tell her about their most memorable work team experiences and childhood family story - she looked for parallels and themes in the data which showed the ways family system dynamics influenced the way unterstellung individuals then related to others in work teams.Family archetypes in the officeBut it isnt just theory. Even just by looking around, its easy to see how colleagues take on - or are assigned - family roles like the patriarch, the mother, the sibling rivals, and the black sheep.In 2014, Sonya Rhodes, PhD, and Susan Schneider, authors of The Alpha Woman Meets Her Match, wrote about the ways work relationships sometimes mimic family relationships A c olleague may bring out old feelings you had about your siblings. If youre an older child who is dutiful and has a notable opposition to colleagues who slack off like your younger siblings this is why.Many women in positions of authority, no matter their age or stage, can somehow almost be forced into the category of work mother - whether they want to fill that role or not. Its strange that grown adults with free will will see any woman in authority as a mother, but its also a testament to the power of those patterns formed in childhood.In their article Rhodes and Schneider explained it as the psychological theory of transference where, without realizing it, the female boss relates to her subordinates as the older sister, or mother. The reverse is very much true as well employees will project their feelings toward their mothers - whether they were nurturing or competitive - onto the most senior female in the office.The father figure in the officeSimilarly, men in the office are se en as fathers - and anyone with daddy issues, in the words of Forbes writer Jenna Goudreau - is likely to try to work them out on colleagues. As Goudreau writesMore often, however, the behavior is subtle and insidious. Weliky says her clients first notice their own negative emotional reactions. Many report feeling patronized by a managers tone of voice (like a pat on the head), noticeably cower in the bosss presence or consistently worry they will get in trouble.And this will ring familiar to many who have been baffled by office power dynamicsWeliky believes women are especially vulnerable to the father-daughter dynamic at work because of the way they were socialized and (still-present) gender stereotyping. More likely to be pleasers who seek approval from an authority figure, they may apologize too much, avoid eye contact, allow condescension or not verbally assert themselves. Two men, she says, are more likely to become buddies or lock horns in a power struggle.Its one thing if thats your choice, but what do you do when a family type role has been forced on you in the workplace - and youd like to break free of that unwelcome dynamic?One of Goudreaus sources says knowledge is powerHeres the way out Once you observe the patterns, they begin to loosen. Understand where they started. Then transform them.But theres a lot more to it.Getting out of your office role draw boundariesAmy Baxter M.D. a former emergency pediatrician and pain researcher, segued into the entrepreneurial life when she created Buzzy, a palm size pain blocker meant to numb the pain of a needle, especially for children. Dr. Baxter uses the work style she developed while working in the E.R. in her business life as well Keeping a clear work friendship barrier is really important is one of the ways she keeps things clear and professional at work. She expands by saying, you want to have a culture where you feel comfortable hanging out with each other outside the office, but not a web so you fee l responsible for catching each others out of the office drama. Dr. Baxter says as a woman in business, shes learned one particular lesson thats always stayed with her Never keep a jar of candy on your desk. Youre not there to feed them. Youre not there to give them treats when theyre feeling bad. Dr. Baxter explains that its a natural female thing to nurture, but theres a pleasure in keeping things professional and productive. (Part of that pleasure is not having to field emotional crises all the time).Dr. Baxter admits I think that because my leadership style in the company is similar in a trauma bay, I dont exude the warm, fuzzy, lets chat about it vibe. She explains that the only person she ever had to fire was someone who among other things, sought relationship advice which was out of the scope of a boss subject. When working with family, watch the dynamicsSometimes the family dynamic works though. Stephanie McTigue, the owner of CoFi Leathers, creates high fashion handbags and boots and keeps things all in the family. McTigue consults with her husband, in the guise of a financial advisor, her father (and former partner) as a leather consultant, her mother as a sales professional and her sister as a copywriter. McTigue uses her family rules as business rules. One struggle for McTigue was the idea of keeping emotions out of the boardroom When working with family members, everyone knows each others hot buttons, she said. We were all trying to have an equal say in the direction of the business and how to make it grow.For that reason, McTigue found it crucial for both family members and employees to define their individual roles. As to the notion of becoming the work mom, mother of two McTigue doesnt necessarily see it as a bad thing. I aim to help my kids identify their strengths in life. I support them in being independent, talking openly to me about issues, approaching me with their wants/desires in a constructive way, and implementing their strengths to t ackle what they are good at. I hope that I foster these same characteristics in my employees. She also provides positive feedback on a job well done and encourages her team to have a work/life balance.Employees are different, but theyre not children - even if some behave that wayThompson explains that even among adults in an office environment, some employees actually need more mothering and hand-holding, and some need less, but of course it depends on how hard theyre leaning on you to provide something that might not interest you.For women in the office, Forbes points out that if someone flips out over small, voreingestellt corrections or other day-to-day work that others take in stride, its worth examining whether parental patterns and the fear of earning love is shaping the employees behavior First, notice if your reactions are overblown. If you get very upset, panicky or teary over a bosss offhand comment, there may be real issues with your own father that need to be worked thr ough outside of the office. Weliky says that women who experienced absent or distant fathers may continue to seek approval from men or have lower levels of confidence later in life.She also says sibling rivalries and work ethics are visible in the office Some (employees) expect an award for coming to work every day on time and others are striving to win the sales contest. Every employee and every manager is different. And sometimes that means that even the reluctant office mom might need some cheering one Managers and executives need recognition, too. Just because they are the leaders doesnt mean they dont need a thank you or an attaboy once in a while.The key feature for managers and employees alike, however, is that its about finding your own balance and comfort zone. Remember that the office isnt family if only because everyone is there not out of love, but because they are getting paid to be there.Its especially important to make sure that people dont use managers as an emotiona l garbage can to unload all their frustrations constantly. That can wear down managers energy and time, and, after all, that kind of venting is what real family and friends are for. While its okay to mentor your employees, Dr. Baxter admits thats a different thing than being a constant listening ear to make someone feel better - aint got no time for that.

3 Bad Habits Successful Jobseekers Will Never Have

3 Bad Habits Successful Jobseekers Will Never Have3 Bad Habits Successful Jobseekers Will Never HaveINBOX Hi, Jewel. Im getting more than a little frustrated because I keep on getting interviews even 2nd interviews but time and again Im given some excuse about why I wasnt the person hired. How can I know what the problem is?Job search need not be an emotional roller coaster, with you constantly going 2 steps forward, but 1 step back. Interviews are great. Interviews that dont ultimately bring you around home base are frustrating.Lets talk about what you may be contributing to your own frustration, and, more importantly, how to fix itYour job search can and should actually just be a straight line that goes from Point A to Point B. Our new online job search training shows you exactly how to triple your responses, get off the emotional roller coaster, consistently get interviews, and turn those interviews into offers. Join us for The Perfect Job Game PlanYoull find out the simple, cle ar things you can do immediately to get off the long and winding road, and jump into the nicht weit davon entfernt sein lane. Make sure to register today.

5 Ways to Win More Freelance Writing Gigs

5 Ways to Win More Freelance Writing Gigs5 Ways to Win More Freelance Writing GigsYouve hung out your shingle as a copywriter and youre ready to live the freelance dream. All you need are a few more good clients, but how to reel them in? Here are five ways to stand out from the pack and attract more freelance writing gigs.1. Be more than just a writerMany clients think writing is a commodity they can purchase from the lowest bidder. The easy way to escape this mindset is to emphasize your unique attributes and skills. For example, Ive done a lot of work for the creative industry. That makes me much more valuable to designers because I understand the tools they use and common challenges they face. I can produce higher-quality work for them in less time because I already get it.Many copywriters are afraid to specialize because they worry about closing doors to other work. While thats true to a certain extent, its elend a big deal if you use it to pre-qualify clients. Build a specializa tion or two around markets that can provide you with the type of work that most interests you, and the jobs that get shut out will be the ones you didnt want in the first place. And dont worry, you can always add or change specializations later. Ive done it three times2. Be proactive and help your clients see the big pictureDont just write for your clients - think on their behalf. Listen to what theyre saying and make sure its reflected in the copy. Suggest solutions to problems before they occur. Look for other ways to make their lives easier. Embrace a customer-service mindset.These things sound simple, but if you do them youll outperform many writers who are content to do just enough to send an invoice and move on. Clients will love you for this - especially if theyve been burned by a lazy writer in the past - and will be more likely to recommend you to others with freelance writing gigs.While the goal here is to build your value and credibility rather than to sell more writin g work, you can sometimes do both. For example, I advised a client that her topic idea for a blog would work better as a series of three, and that we could later combine them into a white paper to drive subscriptions to her newsletter. She welches thrilled, and I got four assignments instead of one.BECOMING A FREELANCER? WORK WITH US3. Leverage your solo superpowersBeing a small player isnt a disadvantage, so dont try to pretend that youre a big creative agency with only one employee on the Team page of your website. You can do things some larger organizations cant (or dont), like providing personal attention, responding faster to market changes, and throwing in other human touches - like actually answering your phone.A few years ago I beat three creative agencies for an ongoing job by showing that I understood the clients highly specialized field. Im sure the agencies had several copywriters with similar expertise, but it was easier for me to convince the client because I was the only wordsmith they met face-to-face. Being the little guy is your competitive edge with clients like these, and Ive found that theyre some of the best people to work for.Dont overlook anotlageher value you can provide as a freelancer, which is offering your perspective as a trusted and objective resource. As I was writing the previous paragraph, my email lit up with this message from a regular client whos grappling with a new product launch Can you read this brochure copy and write a more consumer-friendly description? I think were too close to this to do it right.In my opinion, thats the power of small in a nutshell.4. Forge connections with other freelancersForming relationships with other freelancers makes good business sense at any stage of your writing career. Graphic designers are good matches because they regularly need copywriters and are quick to send repeat business to the ones they like working with. Design partners also expand what you can offer if a client needs more t han writing.Strange as it may seem, other copywriters can also send jobs your way. I have referral agreements with several colleagues who specialize in other fields. I send them about as many freelance writing jobs as I get in return, and we all come out looking great because we can still give clients a solution when were not able to provide it ourselves.Ive also stepped in temporarily for writers whove gotten too busy, gone on vacation, or taken time off for maternity leave. One fellow writer even offered to transfer a client relationship when she downsized her business. Im a firm believer that theres plenty of work for everyone, so it pays to think of other freelance writers as partners and colleagues, not competitors.SEARCH COPYWRITER JOBS5. Create a marketing plan and stick with itBuilding a thriving copywriting business takes time. Diligence, perseverance, confidence and ongoing self-promotion are your best allies. Whether youre just starting out or hitting a mid-career slump, keep making calls, sending out email newsletters and attending networking events. The freelance writing gigs are out there, and it will all pay off eventually if you do quality work and commit to building your brand.Think a freelancing career could be right for you? Read our post, What is Freelance? Myth Vs. Reality.Tom N. Tumbusch writes copy that creates action for creative professionals and green businesses.

10 Things to Omit from Resumes

10 Things to Omit from Resumes 10 Things to Omit from Resumes 1.Your PhotoThis one is a minefield, so Ill keep it simple. In the U.S. and UK, do elend include a photo in your resumes in other countries, check with local experts. Why? Looks are not relevant to your abilities as an employee. Also, photos on resumes put employers in an awkward spot, as if they choose to reject a candidate with a photo resume, the candidate will have more circumstantial evidence to support them if they were to make a claim of discrimination against the employer based on some aspect of their appearance. Many employers will discard the resume without looking at it or even have a policy of rejecting resumes with photos to avoid this risk.2. HobbiesUnless your interest and hobbies are relevant to the job, e.g. you are a marathon runner joining a sports footwear manufacturer, leave it off. Space on a resume is at premium, so exclude irrelevant hobbies and save the space for pertinent information3. Gaps in w ork history of less than a yearGenerally, gaps in work history will reflect badly on your application. While there may be valid reasons for the gap, the tendency is to think the worst, e.g. the candidate is unemployable or unwilling to work, neither of which is attractive to a potential employer.For short gaps of less than a year, write a resume so the employment dates only reference the year and not the month and this will hide the gap. See the example below. If you had a six-month work gap in 2009 then it wouldnt show on this CVSales Specialist, ABC Corporation2009 2012Sales Trainee, DCE Corporation2007 2009This approach is just designed to get you past the first screening hurdle. If you are asked about your employment dates at vorstellungsgesprch, then tell the truth4. Negative comments about your last employer, colleagues or bossNot only should these negative comments be excluded from the resume, they should also be excluded from your cover letter and interview process. If you cast aspersions on former colleagues it can make you look like someone who likes to apportion blame and who does not take personal responsibility for managing relationships and resolving problems. This practice will not reflect well.5. Every job you have ever hadExperienced employees need only focus in on the last 15 years of their career, as this is where the recruiters attention will be directed. The earlier part of your career can be summarized and heavily abridged (ideally in a list format) with one line per job showing employer name, job title and dates. This will make your resume more focused, shorter and, therefore, far more palatable to the reader.6. Age and graduation datesA quarter of the cases filed to the U.S. Equal Employment Opportunity Commission are age related, so we can assume that age discrimination is still prevalent in the US today. Therefore, to minimize your chance of being unfairly discriminated against for age, do not indicate your age on your resume. Also, do not include your graduation dates, as it can make it easy for employers to deduce your age using this information.7. Salary expectations/previous salaryAvoid including salary expectations on your resume. If your salary expectations are too high, you can be seen as too expensive by the employer and could be rejected on that fundament alone before you have the chance to say you might have negotiated. Also, if your salary expectations are too low, recruiters can think you are desperate, and unemployable, which can put question marks around your application. If you are asked to include salary expectations in your application, then do one of three things in responseSay, salary expectations in line with advertised ratesGive a broad salary rangeSay, salary is negotiableAdopting one of these approaches will mean that you dont show your hand too early.8. Less than professional email addressesPlayful email addresses like crazyjim3email.com or happysamemail.com are great for socializing wi th friends, but can come across as unprofessional when used for a job application, meaning an employer may be less likely to respond. Dont use them for job applications.Setup a formal email address likej.brownemail.com orsarah.bloggsemail.comand use this as it is far more professional.Also, never use joint addresses like PeterandJaneemail.com or thebrownsemail.com as recruiters emails are private and intended for the candidate only, which means they may be reluctant to contact you on that address.9. Personal information, such as marital status, children, religion, and/or disabilityIts illegal for employers to ask you about this information so you do not need to include it.10. Too many densely worded paragraphsJob descriptions should be broken down into responsibilities and achievements with each section being written in bullet points, and not paragraphs. Its much easier to scan and more penetrative.Master the art of closing deals and making placements. Take our Recruiter Certificati on Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.

The Dirty Truth About Areas of Expertise Resume

The Dirty Truth About Areas of Expertise Resume The Little-Known Secrets to Areas of Expertise Resume So show a possible employer that youre prepared to put money into their company for many years to come. Possessing a current resume will arrive in handy should you get in a position in which you need or want a new job straight away. Since each work opportunity differs, the resume you use for every single application ought to be marginally different. If you are searching for Resume Ielts Writing Template youve come to the correct location. Bear in mind that employers will also have a look at your LinkedIn profile. Employers value workers that are flexible and ready to juggle numerous tasks simultaneously. Employers want to realize that you have what it requires to be successful at work. They want to know that they can trust workers to handle a project down to the last detail. Below are a few tips about how to proceed so that you can receive the job that you desire. Sites inc luding LinkedIn have made it a lot easier to find job openings and connect with those who might be prepared to offer you a referral. If youre looking for Mba Resume Sample Harvard youve come to the correct spot. The Foolproof Areas of Expertise Resume Strategy Naturally, your security and supervisory experience also needs to be found in the summary part of your resume. A good deal of security guard jobs need a drivers license, and that means you certainly want to include that should you have one. Finally, dont neglect to emphasize the simple fact that youve got a security guard license, especially if its an armed security guard license. A resume sample is provided below which will be beneficial that you make an impressive and convincing resume. Submitting a resume to reveal youre a valuable education leader is important to securing interviews. First up, youll need to visit the Crowdfire program. The Advantages of Areas of Expertise Resume Usage of effectual titles ought to be considered. Next ensure use of good resume keywords. Use the web to your benefit. The standard of emotions determines the standard of succeeding in landing great jobs Selecting the most effective words to spell out your experience can earn a substantial impact for a prospective employer. Being a great communicator is the main quality of a leader. Youve heard of the ability of networking, and its correct, when you set your feelers out, you may be surprised by the results. You cant just trick the ATS into believing youre the ideal applicant since you included a lot of keywords on your resume. There are some quite specific requirements for formatting your resume when itll be reviewed by means of an ATS. The range of its activity may also be extended to the degree of an internet designer. Just take a peek at our list of guides and resume examples for particular professions. A comprehension of the processes and tools is vital, but be sure you also understand when to delegat e the job. You will get a resume expert Perhaps your skill set is totally different. The Pain of Areas of Expertise Resume Irrespective of the path, becoming a master teacher demands focused attention and expertise in a wide array of pedagogical abilities and content improvement. Technical skills are either something youve got or you dont, but theyre always something which you are able to learn. Technology might be one approach to fill the gap. The first thing which you ought to do is purchase a Happily Hitched Wedding Planner. When it has to do with your resume, its mit niveau to periodically revisit and refresh that, even when you arent on the lookout for a new job at that moment. Even if its going to be your very first job say youre nonetheless in highschool and searching for a single thing half time to aid put fuel in your automobile. If its your very first job, and not too formal, you could have considered trying one thing quite straightforward.

How to Increase Your Recruiter ROI - Spark Hire

How to Increase Your Recruiter ROI - Spark HireAs a hiring manager, its important to spend your budget wisely. When investing in recruitment services, there are 4 things that you can do in order to ensure you are seeing the most ROI from your recruiter. Provide a Thorough Job DescriptionThis one seems like a no-brainer, but it is often overlooked or sloppily done.Before you provide your recruiter with the job description, be sure that you have reviewed the description. Make sure that the description is detailed and includes all of the key job duties and requirements. If something is not included, add it within the description.A detailed job description will help the recruiter to create the best job advertisement for the opening. It will also help the recruiter to better explain the position requirements and details to qualified candidates.Communicate Verbally and OftenWhile a clear job description is important, do not think it replaces actual conversation.In the beginning of the proc ess, before the recruiter even departures searching for candidates, you should have a verbal conversation first about the position and your expectations.During this initial conversation, it is smart for you and the recruiter to schedule an ongoing weekly conversation to discuss the candidate search, candidates submitted or interviewed, as well as any potential changes in the job description or need.In person communication is always preferred, but when this is not possible, dont forget about video chats. Video will provide the face-to-face interaction that a simple phone call will lack.No matter how you communicate with your recruiter, any form of verbal communication is key. Email and text is extremely lacking when it comes to understanding any stucks in the candidate search or addressing feedback with detail.Give clear FeedbackWhile it is important to communicate frequently with your recruiter, if you are not giving clear feedback on candidates you arent doing yourself any favors.W hen you have your weekly conversation with the recruiter, it is important that you provide detailed feedback regarding any candidates submitted or interviewed in the previous week (if you have not already done so). This feedback is key in helping your recruiter to adjust any candidate searches or pre-screens in order to ensure that you are getting the most qualified candidates.Hold your Recruiter AccountableRecruiting is a service and just like any service, you want to make sure you are receiving the top quality you are investing in. Hold your recruiter accountable during the candidate search. If your recruiter is not submitting candidates within the timeframe discussed or if the candidates do not match up with the job description and what was discussed, call your recruiter out on thisIf you want to get top quality service from your recruiter, you need to expect this and make sure the recruiter understands your expectations. An expert recruiter will have this same expectation for he r own work and will hold herself accountable to providing you the best candidates possible. However, if you notice that your recruiter is not meeting expectations, it is important to address this. If there is no improvement, perhaps it is time for you to start shopping for a new recruiter.How do you make sure you are getting the most ROI from your recruiter? Please share your tips in the comments below.

Your Leadership Experience Isn#8217;t as Important as You Think It Is, Young Graduate

Your Leadership Experience Isn8217t as Important as You Think It Is, Young Graduate Your Leadership Experience Isn8217t as Important as You Think It Is, Young Graduate A friend called me recently with a question I was not expecting. He asked, Why is it that all the resumes I get from recent college graduates are packed with their leadership experience? I dont care about that. I want to know what they can really do for my company, work-wise. What are their skills?To give a little context, my friend is a hiring manager who employs engineers. He would never hire someone right out of college to manage other employees at his company. Hes looking for entry-level workers. Hes searching for engineers. After a new hire proves themselves, they might be promoted to management in a few years, but not right away.Recent Grads Emphasize Leadership Experience Too MuchWhat my friend is seeing doesnt just showup on a couple of resumes here or there. Its a consistent theme hes noticed across resumes fromall recent graduates. And apparently, other hiring managers are seeing the saatkorn trend.For example, if acandidatetook a manufacturing course, they might state that they were the team captain of their work group, rather than what they manufactured. The hiring manager wants to know what tangible engineering skills they gained, rather than who they led.It seems there may be a disconnect betweenthe expectations of some recent graduates and the expectations of hiring managers. Some young professionals believe they will be in management roles immediately upon graduating. Although some people begin managing sooner than others, it rarely happens right away. Its not clear exactly where recent grads flawed expectations are coming from, whether theyre learning them in college or somewhere else.Showcase All Your Skills Not Just Your Leadership ExperienceDont get me wrong. Leadership skills are important. Young professionals should continue to step up and volunteer when opportunities bec ome available. Leadershipexperience helps you buildwork skills, and it is a nice addition to your resume.But, when it comes to finding a job, a young professional shouldnt assume theyll be a manager right away.Onyour resume, its a good idea tohighlight your leadership experience, but you also need to showcase your nitty-gritty skills. As an entry-level worker, what do you have to offer? List specific computer programs you know, or other industry-specific skills youve learned. If you talk about a project you worked on, talk about what you accomplished and what you learned.If youre still in school, try to get an internship or two. Even if its unpaid, a real corporate or nonprofit internship can make all the difference when it comes to landinga full-time job. Dont assume that a job as a restaurant server will make sense to your post-graduate corporate employer. Pursue opportunities that will enhance your future career. Even if those opportunities are low-paying (or no-paying) right now ,they can lead to a more impressive resume and possibly a better job later on down the line.Unfortunately, a college degree alone doesnt guarantee you a full-time job. At many places, its little more than a minimum requirement. Its what you do with the degree, before and after graduation, that matters. Be willing to roll up your sleeves andget real-world experience. Hiring managers will respect you that much more.A version of this article originally appeared on The Memphis Daily News.

Legal Technologies Professionals Need to Know About

Legal Technologies Professionals Need to Know AboutLegal Technologies Professionals Need to Know AboutNew legal technologies have radically transformed law firms in recent years. At the same time tech has improved the services firms can offer their clients, it has also had an effect on the skills your legal professionals need - and will need.In particular, weve seen increased demand for clerks and paralegals with experience working with electronically discoverable material. Robert Halfs new report, Jobs and AI Anxiety, explores the impact of digital change in the legal field, finding that technology is spurring the use of project teams assembled for eDiscovery and litigation kooperation initiatives.As standard practices and procedures within the field evolve, legal professionals are more dependent than ever on technology. To succeed, legal organizations need proactive managing attorneys, paralegals and legal administrators who are aware of the opportunities and challenges presented by technology.Make sure youre prepared to lead your team into the future by understanding and knowing how to leverage the following five legal technologies1. Cloud-based servicesMost people have at least heard of the cloud or cloud computing, which refers to digital services delivered primarily over the internet instead of running on a local network, such as legal practice management systems like Clio and Rocket Matter.Cloud technology solves several problems for legal managers and their firms. One is the issue of costly in-house data storage, including information that must be retained due to legal holds. Cloud storage providers offer secure, scalable solutions at a reasonable cost. Additionally, unterstellung applications make it easier for you and your teams to collaborate remotely.2. CybersecurityFifty-nine percent of chief legal officers and general counsel polled in the Legal Future Law Office 2020 report said data breaches were a top concern, with 22 percent reporting having a breach in the past two years. Cybersecurity threats are continually evolving, requiring adaptable and up-to-date security procedures. This means legal administrators need to keep cybersecurity in mind at all times, regardless of how small a transition to a new process may seem. The most vulnerable part of any IT system is the user. Be certain your staff follow a strict security protocol, from selecting strong passwords to ensuring the physical security of their devices.START HIRING NOW3. AnalyticsAnalytics - or the science of finding patterns in data - is key in an age when legal professionals have access to massive stores of knowledge and statistics. Firms now regularly rely on legal technologies like Westlaw Edge and Lexis Analytics to examine data such as a judges record or the profile of opposing counsel. This makes it possible to form a data-driven litigation strategy by identifying the approach with the highest probability of success.You may want to consider cultivating an in-house analytics team or engaging outside experts to help you deal with the ever-growing quantities of data related to each case.4. Internet of Things (IoT)The IoT refers to the growing network of smart devices all around us that talk to each other and interact without the need for philanthropisch involvement. They range from wearables and webcams to industrial monitoring equipment, which produces data lakes - a vast amount of raw data that is stored until needed.Because much of this information may constitute EDI during eDiscovery, your firm will need the ability to retain and process it. This is where leaders will find that an analytics capacity is essential, as its impossible to deal with this quantity of data using traditional techniques. Legal administrators will also benefit from having a general understanding of how the IoT works so you can instruct teams on where to look for relevant data.5. Artificial intelligence (AI)Although AI is already making waves in legal organiz ations, the technology is still in the early stages of development. Natural language processing is a branch of AI that focuses on turning unstructured data - such as piles of handwritten documents - into structured formats that can be stored electronically and analyzed. Likewise, machine learning, an application of AI, can take data and learn from it without human intervention. Contract review, for example, is an area where machine learning is widely used to automate jobs previously performed by legal teams.Stay abreast of legal technologiesIn the coming years, the pace of technology-related change is only going to accelerate. If you are a managing partner, paralegal or legal administrator, you should keep up with emerging trends in all of these technologies so you can identify ways to incorporate them into the firms operations and train others on your teams. When implemented properly, advances in legal technologies can help you improve the services you offer clients while lowerin g costs.

Customize this Franchise Owner Resume

Customize this Franchise Owner ResumeCustomize this Franchise Owner ResumeYour resume is a key element when youre seeking to become a verkaufskonzession owner. It lets you show off your successes as an entrepreneur and team leader so that the company can make a determination as to whether youd make them proud.Make sure you include all previous franchise and business ownership experience on your resume while communicating your motivation to succeed. You also should provide any professional certifications and legal qualifications to enhance your prospects.Review the franchise owner resume below to see how to format your own document and what types of experiences and previous employment to highlight. Create this Resume James Jensen56 Fire Access RoadHigh Point, NC 27260(111)-372-4306j.jensentmail.comObjectiveTo secure a position as a Franchise Owner in well-established business firm whereby leadership and team building skills can be utilized to assist with the growth of the business. S ummary of QualificationsSuperb customer service skillsProficiency in using MS Office Applications (Word, Excel, Outlook)Flexible, motivated, and enthusiasticAbility to identify business and market trendsProfessional ExperienceFranchise Owner, January 2007- PresentThe Franchise Company, auf gehts Angeles, CA ResponsibilitiesEnsured and checked the profitability of the business by operating within established guidelines and requirements for sales growth, food cost, labor, and controllable costs. Coordinated and implemented current operations game plans and company initiatives and store marketing in a profitable and timely manner. Conducted and provided proper staffing of the business with qualified personnel. Conducted and facilitated trainings and development of the business personnel. Ensured and checked all required programs, reports and legal documents are accurate and complete. Store Manager, May 2004- December 2006Firehouse Subs, Indianapolis, IN ResponsibilitiesMaintained and o btained a safe and secure work and dining environment.Acted and served as general manager supporting its duties and responsibilities. Maintained and obtained awareness and participation in community affairs to take advantage of sales and public relations opportunities.Ordered and obtained restaurant equipment in full working order.Analyzed business trends and developed plans for success.EducationMasters Degree in geschftliches miteinander Management, 2004Yale UniversityBachelors Degree in Business Management, 2002Yale University Customize ResumeMore Sample ResumesForklift Operator Resume Franchise Owner Resume Fraud Analyst ResumeFraud Investigator Resume Front Desk Manager Resume GIS Specialist Resume