There are rules What rules -

There are rules What rules -As part of my job I frequently research what my competition is doing and what other career experts have to say. I would love to think were all like-minded but I suppose today I got my first real reality check. I welches going along in my glory thinking with my experience I have the answers to it all when I abruptly found out that something I had developed was inconsistent with another writers standards. Said writer has a Ph.D in Career Management and a laundry list of other credentials to go with it. Once I got over my natural pangs of rejection any human feels when such an event occurs I frantically began my research. Being the researcher that I am I wanted to know what about my work was inconsistent with this extremely educated and seemingly overqualified writer (on paper at least). What I discovered was there are no rules only guidelinesI frequently find myself frustrated by the large amounts of misinformation out there on the net today about resume wri ting and interview coaching. Everyone has an opinion and thinks they are the expert. What I judge an expert by is not only their credentials but their real world experience and results.So how do you know if the information youre reading is right or wrong. Well, first off there are no rules. I heard this from an amazing part in the resume writing industry, in fact I read it from her book Expert Resumes for Managers and Executives. Her name is Wendy Enelow. She is what I aspire to be as a resume writer in my career. I can only hope to create for my career what she has for hers. When I first read this statement I said, you must be kidding No rules? That is insane But what I have come to realize is there really are no rules and it is all a guessing game. But whose guess hits the target the closest? This is what sets us all apart.Personally, I believe writers and companies that employ former hiring managers, recruiters, top decisions makers, and human resources experts have the advantag e. While resume writing training, courses, and books can teach you everything you could ever want to know about the craft what they cant give you is real world experience on the playing field reviewing thousands of resumes and deciding who gets the interview and whose resumeswill goin file 13.I think having a background in Human Resources Management and recruiting is what sets us apart and gives us the lead on the playing field. I know what hiring managers are looking for because Ive been there and done it for the past ten years. And while there are no set rules, there are general guidelines that anyone should follow when crafting a resume. I know what sets me apart as a writer and business owner but have you thought about what sets you apart as a job seeker? What can you offer a company that no one else can?Answer that question and you are well on your way to creating your personal and professional brand, and developing a killer resume.

4 Ways to Improve Your Companys Culture Fast

4 Ways to Improve Your Companys Culture Fast Building company culture is hard. Its an ongoing process that takes time and a well-considered approach to build your organization into the type of company you want it to be (and that your employees want to work for, too).But what if you dont have that time? What if your company is at an inflection point, approaching a crisis of culture? Maybe you need to boost company morale because you know its low, and youre worried that employees are going to fly. Maybe youve heard from other members of your leadership team that people dont have interest in sticking around for the long haul the way they once did.Of course, a quick fix is never a substitute for a real investment in your companys culture. But if you need to make ASAP changes, here are some things that you can do starting today that can really make a difference.1. Offer real flexibility.Many companies, especially startups, often talk about the flexibility that their culture offers employe es. Sometimes, though, workers can find a gulf between the kind of latitude that they imagined and what theyre actually granted once they arrive.Yes, you have a geschftsleben to runand some work truly does need to be done in office. But a major culture-killer for many employees is the feeling of being tethered to their desks, especially when they believe that they perform certain duties more effectively from home. Not only do 86% of employees say theyre most productive when they work alone, but two-thirds of managers see more productivity from their teams when they offer the flexibility of remote work.These work-from-home statistics are eye-opening. Broaden your remote work policy, and you might see surprising returns right away to benefit your culture.2. abflug listening (and dont stop).You cant know what to fix within your company culture if you dont know whats broken in the first place. The best place to figure it out? Ask your team.And listen closely.You might have low-lift, hig h-impact opportunities to improve your culture. You might sense common themes among the requests they make, or the issues that they mention. Theyll probably identify some larger areas of work, too. But the first step is allowing them to submit their feedback, and actively demonstrating that youre listening. Then, the next is creating actionable implementation plans that you share with them for first phases of changes.Part of creating a real cultural change in your company, though, is proving that youre committed to listening. Schedule another feedback session ASAP so your staffers have something concrete to look forward to. Also, consider putting other mechanisms in place, such as Bloom, Pomello, or TINYpulse, which solicit ongoing cultural feedback. Or, try the good old suggestion boxjust try to keep as anonymous as possible so employees feel comfortable.3. Cater to female staffers.Its much harder to be a woman in the workplace than a manthats not a secret anyones trying to keep. B ig strides, such as fixing wage gaps, maternity policies, or even building safe spaces for lactation, are time-consuming (but necessary) culture builders. There are faster fixes you can implement now, though.Adding amenities to womens restrooms including sanitary products that your female staffers might have to leave the building for or spend their own money on can make employees feel cared for. Similarly, nursing mothers carry many products back and forth with them. Offer somewhere secure and private for them to store personal belongings so they dont have to lug bulky supplies with them.A healthy work culture means all people in all life stages are not only accepted, but welcome.4. Mind the details.The little things make the biggest difference. And a lot of little things add up, fast.Ask your employees What one small change would make your day that much better? Maybe you dont realize it, but that fully stocked snack closet that youre so proud of never has a single healthy snack in it. Or, perhaps, youre diligent about taking care of vegetarians and vegans during team outings, but not as mindful of the non-drinkers. It could be that one of the engineers would prefer one more floating day at home during the week to get to her work.Give them some examples of the kind of changes for which youre looking. Some of these changes might be able to be implemented quickly, and can improve morale faster than you even thought. Plus, seeing a leader who responds to requestsno matter how smalldemonstrates that you care about their needs on the entire spectrum.Though building a great company culture is a long term project that youll want to dedicate time and resources to, there are a few things you can do today that can make for a better tomorrow for all of your employees. Though they may seem small, little perks can go a long way in keeping your team motivated and engaged.--Meredith Wood is the Editor-in-Chief at Fundera, an online marketplace for small business loans that m atches business owners with the best funding providers for their business. Specializing in financial advice for small business owners, Meredith is a current and past contributor to Yahoo, Amex OPEN Forum, Fox Business, SCORE, AllBusiness and more.