Avoid These 5 Mistakes When NetworkingÂ

Avoid These 5 Mistakes When NetworkingWe all know how daunting networking can be. Its often the last thing we want to do going out to socialize when we could be on the couch with take-out and Netflix, having to sell ourselves in every conversation, having to get in front of the right people to make the right impression. But, it has to be done. And it should be done right. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) Here are 5 common networking pitfalls and how to avoid them.1. Dont get caught with your pants downEven if you make a last-minute decision to attend, make sure youre prepared. Dont forget your geschftlicher umgang cards. Dont go up to anyone uninformed. Spend 15 minutes before you hit the anlass making a game planwho youd like to introduce yourself to, what specifically youd like to accomplish, etc. Do some research into the people and companies youre likely to run into this will make for better conversations and youll come across as inte lligent and on top of your game. Pick your marks and take accurate, appropriate shots.2. Dont be unprofessionalYou dont need tomake a special hair appointment or show up in a cocktail dress to a casual after-work event, but you also shouldnt dress like a slob. Go no lower than business casual, and when in doubt, take your cues from coworkers or other contacts you know are also attending.Once youre there, act like a professional human. Dont dismiss people just because they dont look important. Dont go around collecting business cards as if you were trick-or-treating. Dont lieyoull always get caught. And make sure to have your elevator pitch practiced and ready to go. Theres nothing worse than being asked what youre looking for and having to reply Uh. Um. Work and stuff?3. Dont be naveAct like youve been to a networking event before. Dont expect a job from every decision-maker you happen to shake hands with. And make sure not to ask for too much from everyone you meet. This is where a little strategic planning can really come in handy. Plan your big asks before you go. Once youve made them, try torelax, act normally, and enjoy yourself. People are just people, after all.4. Dont be selfishNobody likes a party hog. Dont be the kind of networker who talks only about herself, thinks only about her needs, barges into conversations uninvited, and otherwise monopolizes everything and everyone. That goes for the shrimp puffs, too.5. Dont forget to follow upThis is perhaps the most important. If youve made good contact with anyone, make sure to send a polite follow-up email the following day. Or even a phone call, depending on your level of connection And if anyone does you any favorsi.e. puts you in touch with someone or agrees to circulate your resumemake sure to send a gracious thank you ASAP.

The 19 Gender Equality Superheroes of 2019

The 19 Gender Equality Superzu sichoes of 2019 Its been a particularly newsworthy past few years for workplace gender equality. What doesnt make headlines as often as it should, though, is the grassroots work that ordinary folks are doing to drive major change, at their companies and beyond. And we think that work is worth recognizing.Thats why we at Fairygodboss decided to identify 19 movers and shakers who made an impact by leading the push for gender parity at their workplaces in 2019. In order to qualify for nomination, ansicht individuals needed to have actively changed something at their place of work (or in the workplace at large) that helped advance the gender equality movement during the past year. After being scored against an impact rubric*, 19 of the nominees were ultimately determined to be ur Gender Equality Superheroes. And the contributions theyve made to earn that title run the gamut.Read on to see who made the list of top workplace gender equality changemakers in 20 19, and why.1. Beth WhitedExecutive Vice President and CHRO, Union Pacific RailroadWhited is attuned to the voice of her employees. In Union Pacifics 2018 employee engagement survey, Whited noticed a considerable decline in engagement for female employees compared to the previous year. To address this, Whited organized several diverse female employee focus groups. Out of these sessions and other benefit focus groups, Whited enhanced 2019 maternity benefits, introduced paternity benefits, and launched a partnership with Fairygodboss. Moreover, Whited partnered with the companys womens ERG to better understand how the company could support the work-life integration needs of women in operating roles. This partnership welches the impetus behind offering Milk Stork, a breast milk delivery service for business traveling moms. The new program allows employees to continue providing for their children without the added stress of getting the milk home. This approach will result in a complete overhaul of company benefits with several innovative changes for 2020 to further enhance Union Pacifics talent value proposition.Whited is a trailblazer in the rail industry. These changes will make Union Pacific mora attractive to not only women, but all job seekers looking to launch a career with Union Pacific. Polly Harris, AVP Workforce Services, Operations at Union Pacific Railroad2. Karen IdenoGroup Vice President, Toyota Financial ServicesSince 2016, Karen has served as the executive sponsor for Toyotas largest business partnering group, Women Influencing and Impacting Toyota (WIIT), which includes 14 chapters across North America... As a female leader in a male-dominated industry, Karen is passionate about attracting and retaining more female talent for the automotive industry. Under Karens tenure, one of the key programs rolled out by WIIT has been SuccessShare, a sponsorship program dedicated to identifying and preparing high-performing female talent for future leadership roles at the company. While Toyota had a longstanding tradition of mentoring, it had never developed a formal sponsorship initiative aimed directly at building female leaders.Outside of her work with WIIT, Karens focus on gender equality also includes inspiring the next generation of talent. Karen is passionate about the promotion of financial literacy and STEM education for todays youth, particularly girls. Karen helps lead the companys annual Bring Girl Scouts to Work Day, which provides girls the opportunity to meet with female executives and be exposed to the variety of career tracks available at Toyota. Karen is also involved with Toyotas Asian Pacific Islander American Scholarship Fund (APIASF), which awards scholarships and paid internships to Asian Pacific Islander American (APIA) students as they pursue an education in STEM. Elizabeth Navarro, Employer Brand and Social Media Lead at Toyota North America3. Sara Wechter, CitiGlobal Head of Human Resurces, CitiSara served as head of talent and ran Citis diversity efforts for several years before she assumed responsibility as Citis Global Head of Human Resources in July 2018. Under Saras leadership, there is tremendous momentum behind efforts to increase diversity across the firm with a rigorous focus on outcomes. In 2018, Citi was the first financial institution to publicly disclose a pay equity gap in the U.S. and other markets and adjust compensation accordingly. Also in 2018, Citi shared publicly its representation goals for female talent multinationally and Black talent in the U.S., followed by disclosing Citis unadjusted or raw pay gap data in January 2019. Sara has championed this transparency, because it gives us credibility to admit where there is a problem. Viewing diversity as a business imperative, Sara, along with Citis senior management, has embedded these diversity goals alongside their business goals and are fostering an inclusive workplace environment for employees. Sara is a bold champi on of gender equality internally at Citi and beyond. Edward Skyler, Executive Vice President for Global Public Affairs at Citi4. Tony Colon, Cisco SystemsHead of CX Product Development, CiscoTony promoted diverse interview panels with equal gender representation in all panels. He also worked with Talent Acquisition to push for equal gender representation of female candidates in all candidate slates, regardless of market availability and type of role, including data scientists, software engineers, and engineering leaders where female candidates are far fewer. Lastly, he has sponsored several women inside and outside of Cisco, and hes made it a priority to listen to women to fully understand their challenges and be a person of power who can change the corporate experience for females in the future. Megan Withers,Business Operations Manager at Cisco5. Tracy StoneGlobal Leader Tech Women, Intuit InitiativeTracy Stones leadership, passion and commitment to women at Tracy has also led Int uits partnership with the Girls Who Code Summer Immersion program, in which Intuit hosts 20 high school girls each summer on campus for seven weeks to learn coding and get exposure to tech careers. Intuit has hosted the program for the past six summers, helping over 120 high school girls. And prior to joining Intuit, Tracy co-founded and was the Executive Director of a non-profit dedicated to increasing the number of girls exposed to STEM at the elementary and middle school level.Whether shes spearheading a new promotion process to encourage more women to submit themselves for promotions, implementing a global mentorship app, supporting Intuit Again, launching mid-career coaching programs, or organizing an all-day Summit to celebrate female technologists, Tracys impact is felt strongly across Intuit. Polina Selyutin, Senior Program Manager, Tech Women Intuit6. Parag KulkarniVice President of SaaS Engineering, NutanixParag heads the SaaS Engineering org at Nutanix. I have been part of this org within the company for over two years now. Around the time I joined as a fresh grad in 2017, Parag started the Womens Quarterly All Hands for all the women that work within his org. Initially, the initiative started out with eight women located in San Jose and today has grown to 30 women from San Jose and Bangalore. The aim of this initiative was to provide a space for women to discuss any issues or concerns, ranging from promotions to navigating conversations with coworkers to any events that hinder their ability to perform on their jobs, as well as identify and develop sustained solutions. Some of the results of this initiative are as followsSetting up a mentorship program for women on this team. Parag set up the network such that the mentors are other women at director level positions at Nutanix.Setting up an events team which coordinates regular off sites and conducts activities on unconscious bias training.Yearly updates on the current demographics and initiatives c onducted by HR, leading to discussions on more inclusive hiring practicesThe SaaS Engineering team opened two positions as part of a returnship program for women. Both women were converted to full-time after 6 months. Revathi Anilkumar, Data Scientist at Nutanix7. Holly CamlinAssociate Director at CognizantHolly Camlin has been instrumental in planning and leading initiatives for Women Empowered (WE), Cognizants Business Resource Group (BRG) for women. The mission of WE is to elevate the experience of work for women and create impact for the business, with more than 20 WE rtlich groups in the U.S. Holly provides guidance, shares best practices with all WE regional groups and works with employee volunteers to launch new WE regional groups around the U.S. She plans monthly educational webinars for the WE community, developing themes, recruiting speakers, and managing webinar logistics. Holly has hosted 17 webinars this year, reaching more than 3000 attendees, with topics ranging from executive interviews and leadership development to breast cancer awareness.Holly also managed Cognizants global involvement in International Womens Day in 2019, securing a speaker, recruiting executive interviewees, planning webinars, and driving other activities throughout the week of International Womens Day. Additionally, this year Cognizant reached the milestone of employing 100,000 women around the world. Holly volunteered to lead Cognizants U.S. offices in planning the 100K women celebrations, managing logistics for 20 Cognizant locations.Because of Holly and her hard work and dedication, Cognizants WE program is truly beginning to achieve its mission of elevating the experience of work for women. Jennifer Green Godette, Diversity Inclusion Marketing at Cognizant8. Vijay AnandSVP Global Engineering, IntuitVijay is highly and deeply committed to supporting female technologists at Another important program Vijay has been involved in was the launch of the Intuit Again returnship program, a six-month internship designed for female technologists who are re-entering the workforce. The program was highly successful in India. Intuit has now hosted three programs for 30 women, with 75 percent of participants graduating to accept full-time jobs at Intuit or one of our partner organizations. The Intuit Again program also helped increase the percentage of women employed at Intuit India from 13% to 27% in just three years Polina Selyutin, Senior Program Manager, Tech Women Intuit9. Nicole SchefflerAmericas Partner Organization Engineering Strategy Planning Leader, CiscoBesides her leadership in engineering at Cisco, Nicole works outside of Cisco to be a true champion for gender equality for women in technology, which she backs with action. She has spent four years with a co-founder producing a podcast called Diva Tech Talk to highlight the careers of women in tech, can be found speaking to diverse audiences and on panels around this topic, and she works with many local organizations like the Michigan Council of Women in Technology as well as serving within Cisco globally as the social media lead for Women of Cisco. She is an inspiration to many in our hopes to inspire more girls to consider careers in tech and more women to stay in the field. Angela Hill, Security Practice Manager NuWave Technology Partners, Cisco10. Lareina YeeSenior Partner and Chief Diversity and Inclusion Officer, McKinsey CompanyLareina is a Senior Partner at McKinsey and Company and has consistently demonstrated her commitment to achieving gender equality in the workplace. For years, she has spearheaded McKinseys Women in the Workplace Study, which provides data-driven insights and concrete recommendations about how women can advance in the workplace. She has also recently been named McKinseys Chief Diversity and Inclusion Officer. On top of that, shes just a great leader, champion and mom. Julie Finn, Chief Mentor at the Working Mothers Mentor11. Niki KiddGeneral Man ager, GetaroundIts always been clear that Niki didnt simply want to install best practices for advancing gender equality at Getaround. Niki has been so successful because of her intense dedication and drive to study the current best practices, learn whats working today at other companies, and build something even better for the women at Getaround. Like many superheroes, Niki has a full-time day job running one of our largest U.S. markets. In her spare time, she is situation a new bar and a higher level of best practices for advancing gender equality in the workplace.Niki has also led the Sandpiper team to help attain and retain female talent at Getaround. Their key successes include creating the GalGetters Network, an initiative designed to create marketing partnership opportunities at the local level that pair Getaround with women-focused companies and organizations developing a menu of learning development trainings and sharing them company-wide creating an internal mentorship pr ogram that allows employees to travel to different markets to learn best practices and share key learnings, as well as develop relationships with key leaders and addressing potential for bias in the hiring process by reviewing job postings, calibrating on candidate ratings, and developing SOPs for welcoming new hires to field offices. Brian Pogrund, Director of Markets North America at Getaround12. Jennifer Abman ScottVice President ofStrategic Partnerships, Society of Women EngineersJennifer Abman Scotts leadership of the STEM Reentry Task Force has resulted in more companies starting career reentry programs, and they have hired more professionals returning to work after a career break. Her work is making a measurable difference in the way companies engage with this primarily female talent pool. Carol Fishman Cohen, Chair and Co-founder of iRelaunch13. Nancy LaMonsManaging Principal, The Polyphony GroupNancy has implemented programs for gender equality to enhance the workplace. S ome of the programs include a womens leadership program which included a group mentoring program and a book club to address womens issues in the workplace she also influenced the push for allies to support Diversity Inclusion and implemented a new training program for the companys management team. In addition, she created the companys new purpose and guiding principles supporting diversity and implemented employee value proposition on the importance of bringing in new diverse talent into the organization. Myriam Holguin,Talent Acquisition Manager at BNSF Logistics14. Allison Griggs LeeChief People Officer, PersadoWithin months of starting at Persado, as the only woman in the C-Suite, Ali has been determined to uplift women at the company to increase the number of women in leadership positions. Shes founded a Persado Women resource group to bring women at the company together through talks and events. Shes created communication channels to share tips and advice for women. Most impor tantly, within months of starting, she reviewed all salaries and adjusted for market rate, ensuring fairness in pay. Were currently hiring top leadership positions, and shes gone above and beyond to ensure women are being interviewed and considered fairly. Daphney Etienne, Recruitment Marketing Internal Communications Manager at Persado15. Michelle BerlinSenior Vice President of People Culture, MINDBODYSince her arrival at MINDBODY three years ago, Michelle Berlin has consistently and effectively advanced the cause of gender equality in the workplace, not only through her own rapid advancement and promotion to top leadership of our People and Culture (HR) function, but also by consistently championing equality, diversity and inclusivity throughout the organization. In particular, Michelle has been a strong supporter of our MINDBODY Women in Technology and MINDBODY Pride affinity groups. Rick Stollmeyer, MINDBODY Co-Founder and CEO16. Sarabeth KnobelDiversity and Inclusion Program Manager, ON SemiconductorWhen I think of a superheroine,I think of Sarabeth because she provides impactful sources of inspiration and has positive descriptors like strong, brave, confident and motivated. By her being a leader for diversity and inclusion she stands up for morality, serving the community, and finding meaning out of adversity. Sarabeth has been a change agent at ON Semiconductor this past year since she started her new role at Diversity and Inclusion Program Manager. She is a committed advocate for the advancement of workforce diversity and a champion who helps foster an environment of workplace inclusion.17. Adrienne EdgarDirector of Talent Enablement, NutanixAdrienne Edgar is the inspirational leader of the Nutanix Webscale Women Program. Five years old, this high-impact program is led with a global charter designed for internal employees that provides creative opportunities for women to connect and collaborate together as well as develop professionally. As a directo r embedded in Engineering, Adrienne successfully leads and coordinates regional chapters of Webscale Women globally to provide female employees with social opportunities and support, customized training and networking within Nutanix. A seasoned mentor, Adrienne personally provides coaching and guidance which has helped many women on their career path, as well as very effectively advocating for women at Nutanix. The consistency and support of the program is a hallmark of Adriennes leadership and commitment to the women of Nutanix. Rebecca Leibovici, Senior Director of Engineering Enablement at Nutanix18. Kristy WallaceEllevate NetworkAt Ellevate, Kristy puts a big emphasis on living the values we preach and exemplifying the change we want to see in the world. This last year, Kristy was the leading voice in Ellevates release of two white papers on driving equality in the workplace brought together diverse voices and over 650 attendees at the Mobilize Women Summit and further refined t he Squads program, a peer professional development module that serves over 3,000 women every year. Through her leadership, Ellevate was recognized as Best for Workers and Best for Governance by B Corporation due to its inclusive practices and equitable initiatives in the workplace.Nazli Tamer, intern at Ellevate Network19. Bonnie McGuireSenior Account Manager, Dell TechnologiesBonnie leads national advocacy efforts for Dells Pride ERG for LGBTQ employees. Part of her work regarding gender equality advancement in the workplace includes education around gender itself (including transgender non-binary discussions). She has organized Lobby Days three years in a row (in partnership with Government Affairs) where groups of employees visit state capitols to learn about the legislative process and actively fight against legislation which directly goes against the values Dell upholds. Bonnie has shared her best practices around Lobby Days and other employee advocacy measures with other Fort une 1000 companies at conferences in Seattle and Dallas.Bonnie also helped coordinate Dells participation in National Voter Registration Day in monat des herbstbeginns 2019 where they increased their participation from three locations in 2018 to 11 U.S. sites and saw almost 400 new voter registrations Bonnie believes corporations should encourage their employees to be civically engaged, including running for local office.Impact RubricRATING SYSTEM1 point = Individual has done something that meets expectations for trying to advance gender equality in the workplace2 points = Individual has done something that meets expectations for advancing gender equality in the workplace3 points = Individual has done something that exceeds expectations for advancing gender equality in the workplace4 points = Individual has done something that exceeds expectations for advancing gender equality in the workplace and has also worked to improve diversity and inclusion overall5 points = Individual has ma de a major change in the workforce or in their organization that completely revamps the way their company approaches gender equality, diversity and inclusionBONUS POINTS1 point = Individual and/or their company have previously showcased their commitment to advancing gender equality in the workforce2 points = Individual and/or their company currently partners with FGB, showcasing their commitment to advancing gender equality in the workplace--

What Sending Resume Email Is - and What it Is Not

What Sending Resume emaillele Is - and What it Is Not If youd prefer to include merely a normal emaille signature, make sure that you include your complete name, email and telephone number. Be cautious regarding the time you decide to send your resume email. Even in the event that you craft the ideal email to send a resume, its still true that you require a killer cover letter. Your resume email must be short and sweet. In any event, youve met your objective of getting your resume before an actual individual. An additional tip, always remember to produce your whole job application relevant and specific to the job that youre attempting to land. When it isnt formatted correctly, you might be passing up the work prospect. There are many places on the net where you are able to get at no cost. Type of Sending Resume schmelzglas When youve written your outstanding cover letter providing more info on your expertise and the way it is related to the job which youre applying for, its very important to format it correctly before sending it to any recruiters. Dont let a deadline keep you from applying. When youre asking for work, you need to always send a resume and cover letter. Youre asking for a particular job. Then its likely that you might wind up excluding some important places and which include other people who are not that needed. Inside actual, locating a guide letter is more tough, together with many situations an origin a huge quantity of anxiety. Each time someone questions people to have a reference mail for those children, you may use the specific letter reference words in order to saving time on the job. Sending Resume Email - the Story You might not know the hiring manager, but you probably know somebody who does. You might believe you learn how to email a resume to a possible employer. Do you should write or update a resume to submit an application for work. If youre qualified for the job, do it. Choosing Sending Resume Email Is S imple Recruiters are a few of the most visible professionals on the internet today and following up with them via email or on social media after putting in an application for a work opening, may also be an effective method to enhance the likelihood you will obtain a response from the corporation. The informational interview is a small lost art form. Specifically, resume writing is among the most searched topics on the web. If You Read Nothing Else Today, Read This Report on Sending Resume Email Open the attachment so youre confident you attached the proper file in the correct format, and that it opens correctly. You could also attempt to discover the name and title of someone to whom you will be mailing your application. In case you decide you need or will need to incorporate a cover letter, it is possible to either post the text directly in the email or attach it like a second file as well as your resume. A follow-up letter to the menschengerecht Resources contact should inc orporate the job title in the topic line and the very first line or a couple of the message itself.