How to Let A Candidate Go - Spark Hire

How to Let A Candidate Go - Spark HireLetting a candidate know they didnt get the job can be a dreaded and stressful situation for many recruiters. However, it is a common courtesy which canleid be ignored in todays world of social media. As Social Media Today notes, it is very easy for people to share their experiences and perception of a company or recruiter online today. The last thing you want is a lot of people dishing out negative feedback on your business simply because they never heard back from you after an interview.The 2 Types of CandidatesDuring the interview process, there are two different types of candidates. There are candidates whose resumes are passed over due to lack of skill or experience and candidates who are contacted for further consideration. This means there are two different approaches to letting a candidate go, depending on which type of candidate you are dealing with.Candidates leid ContactedWhen it comes to the candidates who do not have the required ski lls to receive a phone call, simply sending them an email notification is okay. The email should address them by name, thanking them for their interest in your company and position, but letting them know that they were not selected to move forward in the interview process. This email should be short, simple, and to the point.Candidates Who Have InterviewedOn the other hand, when it comes to candidates who have had a phone interview or face to face interview, that is another story. These are the candidates you have fostered a relationship with, as Smart Recruiters points out. You will need to pick up the phone and let these candidates know that they were not selected. You can let them know of any feedback or reasons they were not selected, but be careful with the way you phrase things and make sure that it is not anything that could be considered discriminatory or unfair to the candidate.Keep It PositiveAs Social Media Today states, keep the conversation positive, thanking the candid ate for their interest, wishing them luck in their job search, and asking them if it is okay to keep their information on file for future opportunities. However, Social Media Today also mentions that you should only reference keeping their information on file if the candidate is someone you would consider for future opportunities. If not, it is better to not get their hopes up.How do you let a candidate go when they are not selected? Please share your tips in the comments below.Image bloomua/Bigstock.com

Career Options for Dance Majors

Career Options for Dance MajorsCareer Options for Dance MajorsUnless your child was dancing Swan Lake at age 7 and doing summer camp at ABT as a tween, you might think that a dance major is a direct path to unemployment. Contrary to those arts major misconceptions, many career paths and jobs are open to dance majors, whether theyre into ballet, hip-hop, or Tommy Tune. Dance majors bring a wealth of workplace skills besides pointe work and jazz hands. The very nature of their training translates to strong communication and non-verbal skills, problem-solving skills, and teamwork. Theyre organized, detail oriented, and highly disciplined, and they know the art of dance extensively. Performance is an obvious career path for dance majors, and the list of arts organizations that hire dancers goes far beyond New Yorks Lincoln Center or the Bellagio in Vegas. Every arena of the entertainment world, from MTV music videos to cruise lines and theme parks, employs dancers. A quarter of the danc e-related jobs are in choreography- an area that the U.S. Bureau of Labor Statistics expects to see grow by 3 percent from 2016 to 2026- which is fueled by pop culture interest in music and dance. Some dancers go into a specialized field of choreography to become dance notators, recording and preserving choreography and repertoire for the future using Benesh or Laban notation methods, which take special training. Some dance majors leverage their knowledge of the art world to work in arts management or arts administration, running operations, finance, or the marketing arms of existing arts organizations. They may manage other dancers or performers, handle the press, or build and run websites for dance or arts organizations. Arts administration jobs typically require bachelors degrees, whereas performance jobs value experience and training over diplomas however, getting an internship or degree in fine arts (e.g., bachelors or masters of fine arts degree) from a respected performing a rts school not only increases a dancers skills and experiencebut is also invaluable in networking. Dance is not a field that commands large salaries. Arts organizations are typically nonprofits, and wages reflect that. For performing arts company dancers, the U.S. Bureau of Labor Statistics put the zentralwert salary at $16.96 per hour in 2017and noted that dancers had a high on-the-job injury rate and a brief performing career. Professional dance companies offer slightly better wages.Choreographersearn an average hourly wage of $23.28. Want all these tips wrapped up in a tidy Top 15 Jobs for Dance Majors list? Here you go Dancer in a major arts organizations, such as a ballet company, opera house, or musical theater companyChoreographer for those same organizationsNotator to preserve the choreography and repertoire for those companiesDancer at a large-scale theme park, Las Vegas production, or smaller production on a cruise lineDancer for music videos and commercialsChoreographer, trainer, or coach for music videosMarketing and public relations for a dance companyWeb design and social media management for a dance company Grant writing, development, and finance for arts organizationsArtist management and representationArts facilities operationsSpecial events planner for a ballet company or arts organizationDance teacher at a dance studio or schoolDance or movement therapistSports trainer or Pilates instructor

Live Nation Internships and the Career Opportunities

Live Nation Internships and the Career OpportunitiesLive Nation Internships and the Career OpportunitiesLive Nation is a live-events company focused on concert promotions. It was formed as a spin-off of Clear Channel Communications, which then merged with Ticketmaster in 2010 to become Live Nation Entertainment. Live Nation promotes over 22,000 events annually with total attendance exceeding 50 mio which is more than the NBA, NFL, and NHL combined. In 2007 Live Nation founded a new music division, Live Nation Artists, to enable them to sign on recording artists, such as Madonna, Shakira, and U2 to long term contracts and acting as promoters for their tours. Another Live Nation company, Front Line, is the worlds top management company, representing over 250 artists. In 2006 Live Nation also acquired the House of Blues, which includes 13 live performance venues around the country. Internships and Career Opportunities As the worlds largest live entertainment company, Live Nation off ers a wide spectrum of internship and career opportunities at a broad number of locations, both domestic and abroad. They offer a fast pace, a fun atmosphere, and a passion for music and entertainment. As a global and growing business, they offer a world of opportunities for interns and employee to expand their skills and to develop their future careers. The range of opportunities is also varied, ranging from creative design and absatzwirtschaft services to utilizing the latest technology in developing advanced ticketing technologies. Intern Qualifications Must be able to receive academic credit from their college or university prior to starting the assignmentMust be enrolled in a Bachelors/Masters program at an accredited college or universityMust be a Junior or Senior in collegeApplicants must be pursuing a degree in Music Industry, Marketing, Entertainment/Sales or relatedReliable transportation necessaryThe ability to conduct yourself in a professional matter at all timesEve nings, weekends and holidays may be required Locations Chicago, IL Dallas, TX Houston, TX Raleigh, NC Cambridge, MA Wallingford, CT Bristow, VA Atlanta, GA West Palm Beach, FL Hollywood, CA other locations around the United States, Canada, and the world.

Job Hunting during Semester Break for College Students

Job Hunting during Semester Break for College Students Job Hunting during Semester Break for College Students It can be very challenging for college students to find the time to job search during the semester. After all, they are busy with academics, athletics, co-curricular activities, volunteer work, internships,  and a busy campus social life. In addition, for students who want to work  summer  or  post-graduate jobs  in locations far  from their campuses, it is hard to travel to these places to network and/or interview during a busy semester. Therefore, the semester break can be an ideal time to ramp up the job search. Students are not busy taking classes during this time, so they have a chance to take the steps needed to land a good summer or post-grad job. So, what can students (often with the help of families) do to capitalize on this window of opportunity? Here are ten tips for how best to job search during the semester break. How to Use the Semester Break for Job Hunting 1. Target Locations Where You Would Like to WorkIt can be fun to think about where youd like to spend your summer or start your career. Once you have a location of interest,  search for job openings  in that location and apply to as many opportunities as possible. If the location is far from your school, let employers know that you are available during break for an interview or even an informal meeting (if they are not yet conducting formal interviews). This strategy will be particularly important if you will be abroad during the semester and not available to meet with employers during that time. 2. Find Companies Youd Like to Work ForSince many jobs will not yet be advertised, it is  equally important to identify employers in fields of interest even if you havent seen any job advertisements from them. You can use  local chambers of commerce  and employer directories as well as a variety of  other resources  to research companies in your field. 3. Connect With EmployersOnce you find companies you are interested in, send a  letter of interest  and  resume  or even visit some local organizations and inquire about summer or entry-level opportunities. Traveling to check out new locations can be exciting. Think about family and friends in those areas who might allow you to stay with them for a couple of days while you conduct your meetings. 4. Build a Career NetworkSemester break is an ideal time to reach out to contacts in locations, fields, and organizations of interest. Use  informational interviews  to ask them for advice about your search, information about their field, and suggestions about jobs and internships. These meetings can often lead to job referrals and are a critical piece of any summer or entry-level job search. 5. Tap Your ConnectionsAsk your  college career  and/or  alumni office  for a list of contacts in fields and geographic areas of interest. Parents can help by pulling together a list of family contacts to approach for informational interviews. Send a  letter  via email or old-fashioned snail mail to these people telling them a little about what you are up to in your life and include a request for an informational consult or referrals to any of their contacts in areas of interest. If the letter is to a family contact, include a current photo â€" old folks love to see how youve grown! 6. Attend Holiday GatheringsTake advantage of any  holiday gatherings  to talk about your situation and ask for advice and referrals. You will be amazed at how helpful these family friendlies can be with  your job search! 7. Set Up a Job ShadowIf you identify any people eager to help, consider asking them if you could  shadow  them or a colleague over break. A shadow experience will give you great insight into the field and the opportunity to meet and make a favorable impression with lots of people on the inside of that organization. 8. Attend Job FairsCheck to see if there are any  job fairs  in your area over break and attend if possible. Ask your college career office as well as local chambers of commerce for suggestions for local or popular fairs. 9. Use Social MediaUse the break to create or update a  LinkedIn profile, search for a  networking group for your college, and/or ask your career or alumni office for suggestions. Identify industry groups for fields of interest and join them if they are open to students. Reach out to people in these groups and ask if you might meet with them for an informational consultation to learn more about their field. 10. Target Spring Campus RecruitersIdentify employers who will be visiting  your campus to recruit  this upcoming spring, then compose drafts of  cover letters  and revise your  resume  in anticipation of their visit. Professionals in your colleges career services office will often be available during break to critique your letters from a distance. If you spend a couple of hours each day over break carrying out these types of activities, you will still have time to decompress. Youll also relieve some of the pressure of the upcoming spring job search.

The psychological hack that can help you save more money

The psychological hack that can help you save more money The psychological hack that can help you save more money “Bank of Dad” is a weekly column which seeks to answer questions about how to  manage money  when you have a family. Want to ask about  college savings accounts,  mortgage hacks, or how to be a little bit  better with money?  Submit a question to Bankofdad@fatherly.com. Want advice on what stocks are safe bets? Ask your broker. And then tell us. We’d love to know.  â€œI suck at  saving money. I don’t buy luxurious stuff or make decisions that put my family in jeopardy, but I am bad at, say, not buying coffee out every morning or packing my lunch. I put some money away but should put more away. We’re about to have a kid, so I want to get better. Our finances aren’t bad but they need to improve. My buddy mentioned financial psychology to me. What is it and is there any worth in looking into it? ” - Chris L., Kissimmee, FLIt’s one thing to identify areas that you need to work on in your  financial life.  But actually changing bad habits that may have been there for year s? That’s something altogether different. The latter is where financial psychology comes into play. The idea is to help individuals not only create worthwhile goals for managing  money, but overcome the mental obstacles that tend to trip them up along the way. It’s not all that different from someone trying to lose weight. How many people do you know who have found it hard to shed pounds over an extended period of time? It’s not that they don’t know  what  to do. In fact, that might be the easiest part. It’s that, for whatever reason, they simply can’t achieve the desired result.Some are trying to apply that same thinking to the world of  personal finance.  The idea has certainly been catching on in recent years. Today, there are a handful of organizations that train advisors on how to recognize the attitudes and behaviors that prevent clients from reaching their goals. Does that mean you’ll be asked to lay on the couch and talk about your relationship with your mother the next time you visit a financial planner?Not quite, says Dr. Bradley Klontz, who co-founded the  Financial Psychology Institute  in 2002. “We’re not training financial advisors to be therapists by any stretch of the imagination,” says Klontz. “What we are doing is equipping them with the theory to understand their clients’ behaviors.”How might this work in real life? Klontz offered me the example of an advisor who’s trying to get their client to create a will but is hitting resistance. In that case, the planner might try to steer the conversation in a way that gets at the root issue behind their caginess.Of course, you can use the basic precepts behind financial psychology without necessarily working one-on-one with an advisor who’s certified through FPI or another like-minded organization (Kansas State University’s financial therapy program and the Kinder Institute of Life Planning, for example, meld these two disciplines as well).Here’s a strategy that applies to your particular pitfall. When it comes to building up your  savings, Klontz is a proponent of making your goal as tangible â€" and as personal â€" as possible. So if you’re creating an  emergency savings account  for your new family, he suggests actually naming it after your child.Perhaps it becomes “Jamie’s Security Fund” or the like â€" something that emotionally links each transaction with your son or daughter’s welfare. Suddenly pulling money out of the account to eat out or sip venti macchiatos five days a week becomes a whole lot harder. If you really want to eliminate temptations,  automating your contributions  doesn’t hurt either.Klontz points to a 2017 double-blind study that he spearheaded as evidence that these emotional attachments really work. One randomly assigned group of participants was given a fairly standard lecture about building up their savings. The other group was told to bring in a nostalgic item and was prompted to talk about how their savings goals related to that item. In other words, they explored the reasons  why  they were putting money away.After three weeks, both groups managed to increase their savings level. But the uptick was three times greater for those who took the emotion-based appro ach.“When you develop excitement about what you want, it’s really easy to pass on these things that have no meaning to you,” says Klontz. “But you really need to engage that emotional part of your brain.”I can tell you from experience that saving and  investing  doesn’t get an easier once there’s a new mouth to feed. If ever there was a time to address your financial stumbling blocks, this is it. Congratulations on your exciting news.This article was originally published on Fatherly.

Is Your Resume Unintentionally Unprofessional

Is Your Resume Unintentionally Unprofessional Is Your Resume Unintentionally Unprofessional

10 Questions Job Candidates Should Never Answer

10 Questions Job Candidates Should Never Answer 10 Questions Job Candidates Should Never Answer In the United States, there are employment laws in place enforced by the U.S. Equal Employment Opportunity Commission; a federal agency that administers and enforces civil rights laws against workplace discrimination. This does not stop employers from misbehaving during the hiring process. If you are a job candidate and hear one of these 10 questions, you don’t have to answer. 1. What religion/Church/faith do you belong to? Unless you are a faith-based organization, this question will potentially lead to discrimination on the basis of religion. Therefore, it is no good. Interviewers should be focusing on your skills in an interview. Your faith has nothing to do with your ability to perform a job. 2. Will you need health insurance? First, everyone needs health insurance. The company is allowed to tell the job candidate that a position does not offer benefits,. But they are not allowed to ask if the job candidate needs it or ask about a job candidate’s health. The question itself can is an attempt to pry into a job candidates medical history. It could eventually lead to disability discrimination. 3. Do you have any disabilities? Thisquestion is the more direct version of question #2. The Americans With Disabilities Act protects job candidates from disability discrimination. Asking this question can be seen as an attempt to discriminate. 4. We went to the same college. What year did you graduate? Watch for the questions in which someone can do some basic math and figure out your age with the answer, for example by knowing the year you graduated. Typically, students get their Bachelors between 22 to 24 years-old. Age Discrimination will become a new hot topic in the next ten years as people in the workforce retire later than ever before. Avoid all questions that can give hints as to your real age. 5. You have a beautiful accent. Where were you born? Regardless of everything going on in the US today, and the crackdown on undocumented workers, companies are not allowed to discriminate based on national origin. Thisproblem is not just a US problem. Anywhere you go in this world you come across people in countries who discriminate against others for various reasons. 6. Any crazy interview question with no real answer or purpose The purpose of interviews is to evaluate job candidates and their skills for performing jobs. Questions like, “What would you do if a penguin walked in front of the door?” have no real answer. Some, but not all, crazy interview questions do not evaluate the job candidates ability to perform a job. Therefore, the question can be considered a form of discrimination; using questions that cannot be answered to get rid of job candidates. 7. Tell me about your kids. You may be ok with answering this as a proud father or mother. But the employer is trying to find out if your kids will affect productivity on the job. You cannot discriminate against people for being parents or the number of children they chose to have. 8. Are you married? This question may lead to an employer discriminating based on marital status. Being married or a parent has nothing to do with a person’s ability to perform tasks. It may not seem like a big deal if you are happily married, but shallow-minded employers who believe “married people are less devoted to the job or less productive.” It is also a question that can lead to the accidental disclosure of religious faith. 9. How old are you? Employers are allowed to ask if you are older than 18. But they cannot ask your age. The question can is as an attempt to age discriminate. 10. Were you ever arrested? The US is a country with a legal system that believes in “innocent until proven guilty.” Employers are allowed to ask if you had been convicted of a felony (proven guilty). However, the company cannot ask if you had ever been arrested (innocent until). So, it is illegal for employers to ask this question. Final notes Every job candidate is allowed to fully disclose answers to questions that may lead to discrimination. But the job candidate will assume every consequence in doing so. Given we now work in a global economy, if you are hired in the USA and your company is based in another country, you should investigate if the EEOC is still able to protect you. Research the employment laws of the company overseas. You might not have the discrimination protection you receive in the USA.