Front Desk Receptionist Cover Letter Sample - Algrim.co

Front Desk Receptionist Cover Letter Sample - Algrim.co Front Desk Receptionist Cover Letter Template Download our introductory letter layout in Word position. Moment download. No email required. Download Template

3 recommendations for narrowing the gender divide - Viewpoint - careers advice blog Viewpoint careers advice blog

3 recommendations for narrowing the gender divide - Viewpoint - careers advice blog Time and time again it has been proven that more diverse organisations not only outperform those which are less diverse, but are also most likely to attract and retain the most talented professionals. I’ve previously outlined the three  most impactful of these business benefits in this Viewpoint blog. In addition to these benefits of diversity, there’s also the positive link between women in the workplace and a country’s economic growth. Despite this, globally women are not paid or rewarded equal to their male colleagues and remain underrepresented in the workplace, as well as proportionally less represented in senior roles. Room for improvement When compiling the recently released Global Gender Diversity Report 2016, we spoke to over 11,500 women and men, asking their views on women in the world of work today. While the findings vary by country and by sector, we have discovered common themes and sometimes surprising results and have come up with some recommendations about what can be done by business leaders today to ensure that women continue to advance in their careers and achieve better representation at senior levels. Although we have seen less of a difference in the respective views and experiences between men and women, when compared to our 2015 Global Gender Diversity Report, our research shows that organisations can still do significantly more to narrow the gap of perception and experience. Business leaders hold the key to advancing women in the workplace and it’s they who have an opportunity and responsibility to continue to close the gender divide. Here are some of the issues that we have identified with our Global Gender Diversity Report and our suggestions for how they might be resolved: 1. Promote female ambition A shortage of female models is detrimental to womens ambition Women certainly have the ambition to move up in the workplace, but the number of women in senior positions is still low. While the gender of a line manager should have no impact on male or female employees, employers need to be aware of the effect that a male and female line manager can have on how employees feel about their perceived ability to self-promote their ambition and capabilities, their access to equal career opportunities and equal pay and reward. Our Report showed, the fact of a female line manager directly increases a woman’s perception of equal pay and equal career opportunities. Companies should therefore be aware of the importance of senior leaders and role models to female employees. Furthermore, as many senior roles are still typically male dominated, we can conclude that a shortage of female models is detrimental to women’s ambition. The Director-General of the CBI (of which Hays is a proud strategic partner), Carolyn Fairbairn, believes that we shouldn’t just be looking to the boardrooms for our female role models. “It’s important that we broaden the exam question and talk more widely about women as leaders. I believe this, not women on boards per se, is the real issue… There’s no doubt in my mind that developing more women leaders will make a real difference to the success of the UK economy, our productivity and the UK’s future place in the world,” said Carolyn recently. 2. Focus on employee self-promotion Men and women do not feel they have the opportunity to self-promote Developed European markets and the United States are lagging behind other nations when it comes to the opportunity to showcase female ambition in business. In Spain (32 per cent), the United States (47 per cent) and the UK (45 per cent) less than half of those women who responded think they have the opportunity to promote themselves or communicate their ambitions. Women in emerging markets feel much more confident in furthering their careers, such as Brazil (68 per cent) and Mexico (71 per cent). In fact globally, it should be noted that overall men and women across all sectors do not feel they have the opportunity to self-promote and communicate their ambitions. Employers need to make changes to internal processes to ensure opportunities are communicated and that those who wish to put themselves forward have sufficient opportunity to do so. Managers need to have more training so they are able to recognise and draw out the skills and ambitions of colleagues around them. If the majority of the workforce feels they cannot self-promote and communicate their ambitions this will have a negative effect on motivation and career satisfaction. Employers need to develop a clear career development plan for management levels and above and communicate these plans so that women are encouraged and supported in developing their careers. This will help ensure companies have a sustainable pipeline of talented and ambitious women moving into senior management/leadership roles. 3. Implement and communicate gender diversity policies 72 per cent said their organisations do not have gender diversity policies in place We see the actions of countries, cultures and companies contributing to the building of a more gender diverse workforce. The expectation of the adoption of best practice and the introduction of new and proposed legislation by governments, maintains pressure on companies to make changes. The implementation of gender diversity policies and initiatives, as well as government legislation will continue to position gender diversity as a front of mind necessity for businesses and thus play a part in helping to narrow the gender divide. Both women and men who work for organisations with gender diversity policies and practices in place, feel more positive about their ambition, pay and career opportunities. However, 72 per cent of respondents said that their organisations do not have policies in place or as employees they are not aware of these policies. Employers must ensure that they do have gender diversity policies in place and that when they do, the existence of these policies and the opportunities that they provide, are communicated effectively to employees in the organisation. There remains a significant difference in the opinions of men and women around the fact of gender linked issues in the workplace, which can be greatly resolved through more effective communication. 44 per cent of women think that equally capable male and female colleagues are not paid or rewarded in equal manner whereas only 22 per cent of men felt that this was the case. Additionally 45 per cent of women do not believe that the same career opportunities are available to all, regardless of gender compared to 23 per cent of men. This shows that, on the whole, men do not recognise that there is a gender diversity problem in the workplace. There is a slight improvement however when we compare the year-on-year results, so it does appear that more men are becoming more aware of the issues around equal pay and career opportunities. Men, especially those in management and leadership roles, do need to recognise that there is a significant difference between men and women’s perceptions around equal opportunity and on the back of this be moved to want to tackle these issues. Business leaders can greatly assist in helping to cascade this information. Without understanding and backing from male colleagues it will be much harder to work towards realising gender equality in the workplace. Going forward Employers need to recognise the commercial and societal benefits of a more gender diverse workforce and prioritise actions that will improve gender diversity, not just for their own advantage but for the benefit of their community and country going forward. In this increasingly competitive and globalised world, where many countries are struggling with considerable skills shortages, it’s important that businesses and countries are making the most of the resources already available to them â€" in the words of Carolyn Fairbairn, “Where better to look than in the ranks of our own talent?” I hope you found my post interesting and useful please see below for links to  other diversity related blogs which may be of  value  to you and your teams: Get the organisational culture right and the diversity will follow 4 business benefits of diversity Tales from the top: Gender Diversity Gender diversity: still a long way from equality Facing diversity More female leaders, please Hays Global Gender Diversity Report 2016 from Hays

Job Search Tip-Show Up on the Virtual Playground

Pursuit of employment Tip-Show Up on the Virtual Playground I experienced childhood in a gigantic high rise in Queens, NY. There were numerous children in the structure and there was a play area on the grounds of the high rise. The play area was a run down messthe swings were regularly broken, the slides were corroded, and the seats were brimming with splinters. However, for us, it didnt matter since that play area was the spot to be. We sorted out our own games and the gathering most loved was freeze tag. Consistently throughout the mid year months, the children in the structure would assemble in the play area after supper and play tag until 9pm or until it was too dull to even think about seeing different children, whichever started things out. Nobody made arrangements to meet in the parkno calls were made, no playdates setyou just appeared. Furthermore, everybody realized that each child would appear at the play area eventually.And this is the thing that I love about online life. I dont truly care pretty much all the chimes and whistlesthe applications, the tests, the surveys. What I love about online life instruments, especially Facebook and Twitter, is that when you invest energy there, in the end everybody appears. Furthermore, everybody is a piece of the discussion and part of the fun.Many of you likely have comparative recollections from your youth. The play area may have been your social scene, emotionally supportive network, and stress buster all folded into one. For grown-ups, I imagine that virtual networks can fill a comparable need. Also, on the off chance that you are a vocation searcher, there is a decent possibility that on the off chance that you appear on the virtual play area, you will discover other people who are a ton like you.In a few different ways, quest for new employment is a numbers game. You have to connect with numerous individuals before finding the one that can support you. Its sort of like a huge round of freeze tag. In the end, the opportune individual will go along and un-freeze you a nd you will by and by be running with the pack of children.

How Technology is Changing the Recruiting Landscape

How Technology is Changing the Recruiting Landscape How Technology is Changing the Recruiting Landscape How Technology is Changing the Recruiting Landscape Rossheim, Senior Contributing Writer While the standards of an elegantly composed activity postingremain generally steady, enlisting innovation is quickly changing their dispersion model. With that fast development, enrollment specialists who arent focusing run the hazard falling a long ways behind, and rapidly. The sourcing piece has changed massively with online turns of events, says Irina Shamaeva, a collaborate with Brain Gain Recruiting. Enrollment specialists who comprehend web based sourcing are in front of the opposition. What key changes are driving internet sourcing and selecting as we enter the second decade of the 21st century? Heres a once-over of some key turns of events and enlisting systems. Directed Advertising Boosts Job Postings One late advancement in online enrollment is the utilization of coordinated presentation promoting advances (on-line media) to put work postings before more employment candidates.These ads are produced progressively and consequently disseminated to a focused on crowd across many sites. Conduct target systems use treat based focusing to take a gander at practices that exhibit an enthusiasm for a specific vocation, says Joran Lawrence, senior item chief for Career Ad Network (CAN),which gathers this unknown information. Our clients need to address a select crowd, says Lawrence. On the off chance that they post a nursing work, they dont need to get before all of the68 Million Americans that Career Ad Network comes to, however simply those individuals in the focused on area who have an enthusiasm for nursing. The promotion is introduced to significant searchers on whatever site theyre on, from specifically related destinations like Salary.com to topographically arranged locales like Yellowpages.com. This focused on publicizing broadens the compass of the activity posting and can bait competitors who arent effectively searching for a vacant situation on an occupation board. As opposed to putting away considerable time and cash to design a promoting effort, plan advertisements, and purchase media, the business just joins to have the focused on advertisement produced from their employment opportunity. Typically focused on advertisements have demonstrated powerful in expanding perspectives on work postings. Profession Ad Networkon averageincreases perspectives on connected occupation postings by 40 percent to 100 percent for an advertisement that runs for 30 days. What does the future hold for focused promoting as an enlisting instrument? As we utilize semantic inquiry to help work searchers, we will utilize metaphysics [categorization] to make vocation promoting all the more remarkable, Lawrence says. Arriving at Mobile-Savvy Candidates Another advancement in work posting dissemination is the reception of cell phones to get to the Internet, including the blast of Apple and Android gadgets that currently offer sensibly estimated 3G data.These gadgets are driving social changes in todays at any point associated workforce. Taking into account this versatile crowd is another approach to expand the scope of occupation postings for selection representatives hoping to source competitors in the prime of their professions. Employment looking is very value-based, says Vasu Nagalingam, senior item chief for Consumer at Monster. Occupation searchers ordinarily visit work sheets at visit stretches for new openings. The portable adroit crowd is finding their cell phone to be the ideal channel for this kind of conduct. Nagalingam sees Internet-associated cell phones as changing searcher conduct. Supporting these progressions is basic to keeping up a sound up-and-comer pipeline. made its activity looking for application for Apples iPhone and the iPodtouch to assist businesses with arriving at these sagacious competitors. The developing workforce is a well known gathering of portable Internet clients, says Nagalingam. Businesses who need to focus on this emanant workforce should survey their enrollment designs and join portable enlistment procedures to expand their selecting productivity. Why Search Engines are frequently Fickle While devoted enlistment apparatuses keep on propelling, a few enrollment specialists despite everything endeavor to outfit the ever-propelling intensity of universally useful web crawlers to source up-and-comers from each side of the Internet. Be that as it may, theres a catch. The refinement of these web crawlers, the tremendous information base behind them, just as the continually changing standards of positioning among web search tools all convolute their utilization for specialty applications, for example, the enrollment procedure. General web crawlers stay hard for enrollment specialists, in light of the fact that theyre terrified of grammar, says Shamaeva. Web index punctuation is somewhat similar to English yet you need to comprehend web crawler programming, which utilizes exceptionally complex calculations. It feels overpowering for some enrollment specialists. Indeed, even as the greater part of the broadly useful web crawlers of the mid 2000s fall by the wayside, the triumphant survivors all have their confinements for enrollment specialists. Bing is inadequately recorded, and Google is presently obstructing most of cutting edge look, since it thinks youre a robot, says Shamaeva. In the interim, spearheading semantic hunt innovations like Power Resume Search guarantee to ease modern ventures of resume databases. Its time for enrollment specialists to begin fusing the new semantic pursuit apparatuses into their methodologies, Shamaeva says. Meeting Candidates Wherever They Are, Online As experts invest perpetually energy with more web assets, numerous businesses are applying a combination model of web based sourcing that unites numerous Internet classifications, from social mediato work sheets. Applicants particularly individuals from the millennial age hope to get some answers concerning openings at a given boss, anyplace they happen to be on the web. You need to speak to every one of those understudies who are attempting to make sense of how to hang out in a serious market, says Holly Paul, US enrolling pioneer at PricewaterhouseCoopers. Competitors have revealed to us they need us to be on Facebook, and to give a person to contact. Also, those applicants have specific assumptions regarding the exhibition of quest for new employment media, paying little heed to the stage. They accept data will be kept current, for instance. Firms needing to arrive at versatile applicants should refresh them much of the time on the status of their requests for employment, on the grounds that that is the persona of the portable client, says Nagalingam.

The top companies hiring in July 2018

The top companies hiring in July 2018 by Michael Cheary Looking for love this summer? Put the swimsuit down… Whether it’s a renewed sense of national pride (AKA the World Cup/Wimbledon/all of the sports), or round the clock reality TV, there’s a lot to love about July. Especially if you’re a jobseeker. In fact, some of the UK’s biggest brands are searching for staff right now â€" so there’s never been a better time to branch out and find your perfect positon.Well, at least after the football has finished.To help you find your new team, here are five of the top companies hiring in July:Calvin Klein Some people defy labels. Other people define them.Calvin Klein is undoubtedly one of those brands. Founded by the eponymous designer and childhood friend Barry K. Schwartz, their innovative products and cutting-edge marketing campaigns have pretty much set the standard throughout the fashion industry for well over 50 years.Which is a pretty big leap for a business whose first collection was a line of ‘yout hful, understated coats’.The likes of Justin Bieber, Kate Moss, Rita Ora and Kendall Jenner have all donned the famous initials during their career. But it’s not just models and fashion icons they recruit for.All throughout July they’re on the lookout for Store Managers, Assistant Managers and Marketing Execs to join the team.Interested in working for one of the world’s biggest fashion brands? Just sick of paying full-price for some underwear that actually fits?Apply now.Location:  Throughout the UKView all jobs with Calvin Klein hereEstée Lauder Time for a career cleanse? Try Estée Lauder.The Manhattan-based skincare and makeup manufacturer practically helped invent the modern beauty industry â€" going from stocking only four products when they launched back in 1946, to putting together a portfolio of thousands.Aside from Estée Lauder themselves, their stable of brands includes Clinique, Bobbi Brown, Michael Kors, Mac, and many more. And, perhaps unsurprisingly, it takes quite a lot of staff to help things run smoothly.Jobs available in July include Area Managers, Merchandisers, Analysts, Administrators, and Designers. Not only will you get to work for a creative and forward thinking employer, you’ll also be working for one with good causes and CSR close to their heart.Their Look Good Feel Better (LGFB) campaign, for example, was set up to combat the visible side-effects of cancer treatment â€" helping thousands of women around the world rebuild their confidence.Also, did we mention that staff get up to 60% discount across all Estée Lauder products?Beautiful…Location:  Throughout the UKView all jobs with Estée Lauder hereGrosvenor Casinos If you’re searching for a new start this month, you’re in luck.Part of the Rank Group, the UKs leading gaming company, Grosvenor Casinos have been delivering excitement and first-class experiences to their customers for over 45 years.The UK-based chain now operate 55 casinos across the UK, helping bring their unique brand of gaming to more than a million people every year whether in-house, or online. And if you’re looking for a new job in July, their jobs might just be worth taking a gamble on.Always wanted to deal blackjack? Why not. Want to be part of the bar staff? Grosvenor have got you covered. Ready to finally realise your dream of becoming the next great Commis Chef? Yep, surprisingly, they’ve got those roles too.The best part? No previous experience is needed for most of their roles. Just excellent interpersonal skills, an upbeat personality, and some decent maths for aspiring croupiers.N.B. To avoid disappointment, we recommend not taking your poker face to the interview. Location:  Throughout the UKView all jobs with Grovesnor Casino hereLidl Fact: Lidl is the fastest-growing grocery chain in the UK.Fact: They have more than 700 stores up and down the country.Fact: They’re also pretty good when it comes to careers.Employing more than 20,000 people up and down the c ountry, and consistently ranked as one of the UK’s top graduate employers, careers don’t get a much better start than they do at Lidl.They’re always looking for ambitious, motivated people to help make their stores, goods and shopping experience better than ever. So whether you want to work in retail, admin or even media, they’ve got a role out there for everyone.So, what’s in it for you? Well, aside from discounts on their award-winning range of wines and saving on your spuds, Lidl staff get everything from great salaries and bonuses through to free cinema tickets, family days out, company cars (for some graduate roles), and even money off holidays.Sound like something you’d be interested in? Every Lidl helps…Location:  Throughout the UKView all jobs with Lidl hereWe Buy Any Car Let’s face it, who doesn’t want to be more Schofield?We Buy Any Car certainly do. And when they’re not busy selling five-door family cars for the masses and setting the public up with r easonably priced sedans, they strive to be more like the lovely Phillip in every way including his personal philosophy (leave it) that ‘every second counts’.And that mantra applies to your career as much as it does to your car.They’re recruiting for Branch Managers to fill positions everywhere from Bristol International Airport to Inverness. No previous management experience is necessary to apply â€" just the drive and ambition it takes to succeed, and a full UK driving licence.And yes, that means you’ll be driving cars. A lot of cars. And get paid for it.Think you’ve got what it takes? Enter your CV now at WeBuyAnyCar.com.(Admit it: you sang that last line, didn’t you?)Location:  Throughout the UKView all jobs with We Buy Any Car hereReady to love Mondays?  View all of our current vacancies now.