Wednesday, November 27, 2019

9 Eco-Friendly Companies Hiring Now

9 Eco-Friendly Companies Hiring Now9 Eco-Friendly Companies Hiring Now Commitment to being eco-friendly and caring for ur Earth is a huge value to many job seekers in 2018. If youre earth-conscious, you wont be able to work for a company that doesnt share that same vision for caring for the environment. To help streamline your job search, weve put together a list of the top nine eco-friendly companies that are currently hiringthat way you can focus on applying to jobs where you know your values will align with the work youre doingReady to care for our planet? Send your resume to these companies now.Where Hiring Wisconsin, Florida, Connecticut, Michigan, and MinnesotaHow Theyre Eco-Friendly As the leading manufacturer of recreational marine propulsion systems, Mercury Marine promotes sustainable use of resources in development of and manufacturing products. What Employees Say I really enjoy working here. Pay is Good. Benefits are good. Its just a great company t o work for, says a current employee . Where Hiring Bellevue, WA Hingham, MA Newark, DE Kennesaw, GA Reno, NV Anchorage, AK, Carle Place, NY & more.How Theyre Eco-Friendly REI has a strong commitment to environmental stewardship and holds its authenticity to be true to the outdoors and provide quality, eco-friendly products as a core company value.What Employees Say Ive been with REI as a full time employee at HQ for 2 months and so far it has beat my expectations. The people Ive met and had the opportunity to work with are clear with intention, collaborative, listen and share their knowledge and time generously. The leadership is accessible and engage in conversation. The benefits are great. I have wanted to work at REI for some time, and I consider myself fortunate to be an employee of a company that respects the environment and me, writes a current IT Project Manager . How Theyre Eco-Friendly The company believes in the saying, green is good and is committed to offering envi ronmentally friendly and nontoxic products.What Employees Say The company culture is the best. Authentic, caring, fun, and friendly group of coworkers, says a current, anonymous employee . How Theyre Eco-Friendly McCormick & Company is dedicated to improving the health and well being of people and environmental communities, as noted in their Purpose-Led performance reports. What Employees Say Strong culture of people-focus, and commitment to community, says a current employee .Where Hiring Massachusetts, Tennessee How Theyre Eco-Friendly The company mission is to harness nature in buchung to help farmers sustainably feed the planet in order to make farming an economically sustainable and accessible career.What Employees Say Great initiative and mission. The company is exciting to work for and very fast paced. Indigo is trying to revolutionize the farming world through production contracts incentivizing farmers with fantastic growing premiums, says a current Account Manager .Where Hiring Omaha, NE Idaho Falls, ID Greenville, SC Phoenix, AZ Knoxville, TN & more.How Theyre Eco-Friendly North Wind is an environmental consulting firm with a mission is to keep the air clean, the ground fresh, and the water clear in North America.What Employees Say Great people, Great CEO, Great offices, excellent pay, excellent benefits, doesnt get much better than this says a current employee .Where Hiring Boston, MA Goleta, CA Irvine, CA Jersey City, NJ London, England & more.How Theyre Eco-Friendly Bringing the best of medicine to life is the mission statement for Allergan, which is committed to helping its patients live their life to the fullest and enjoy a healthy lifestyle.What Employees Say Good work-life balance. Great opportunities for advancement. Over time available. Many reward and incentive programs along with good benefits, says a current employee .Where Hiring Philadelphia, PA Renton, WA San Diego, CA Cincinnati, OH Dallas, TX Pittsburgh, PA & more.Ho w Theyre Eco-Friendly With a business focused on minimal packaging and furniture assembled at home, IKEA is a top furniture retailer with an eco-conscious mind.What Employees Say The company of IKEA as a whole is AMAZING. The humanitarian opportunities and sustainability efforts are something to make you proud working for them. The culture is great, writes an anonymous employee .How Theyre Eco-Friendly Part of the companys mission statement includes creating an inclusive, open, and actively engaged company with its customers, partners, employees, and the communities they serve. What Employees Say It is a place where you can build a long-term career, and work on amazing technologies. The people are great here engaged, friendly, and professional. Work life balance is excellent, says a current Senior Product Manager .

Saturday, November 23, 2019

Program S Brings Professional Opportunities to an Air Force Wife

Program S Brings Professional Opportunities to an Air Force WifeProgram S Brings Professional Opportunities to an Air Force WifeProgram S Brings Professional Opportunities to an Air Force Wife By Kathryn Troutman, Published September 12, 2017As the spouse of an Air Force technical sergeant, Jennifer Primus knows the drill Receive a PCS (permanent change of station) order, pack up, relocate, look for a new job in an unfamiliar community, repeat.Then, in 2016, Primus learned of Program S the Military Spouse Preference Program and it has already shown herbei much promise as a pathway to professional opportunities with the Department of Defense.Join Our Free Webinar about Program SRegister NowBut lets back up and learn more about Primus and her journey, because ultimately Program S is about people, not the bureaucratic details of federal employment.Years ago, Primus, her husband and their three small children were stationed in New Mexico, where she worked as a human resources assistant at a local college. Then in November 2011, they received a PCS order that took them to Okinawa, Japan, where they welcomed two more babies to the family.I stay home with each child until they reach preschool age, so I have a lot of employment gaps, says Primus. Of course, some private employers show understanding of military families situations, and some do not.The next arrival, in July 2016, wasnt a sixth child, but rather another PCS order, destination Robins Air Force Base, just outside Warner Robins, Georgia. Primus believed there would be ample professional opportunities on the base, which employs more than 25,000 civilians and military members, making it the largest industrial complex in the state.I knew I wanted to work on base for job stability and the good benefits, says Primus. Program S kept coming up in my Google searches, though I didnt learn about the program until belastung year.Also recurring in those searches was The Resume Place, so she got in touch with us. Kathry n responded the next day and walked me through Program S, how to contact the HRO human resources officer on base, and how to register. Within two days I was registered with the program.The very next month, Primus matched for a job as a DoD secretary. Although Program S gives registrants noncompetitive status for job openings and ranks their preference very highly, there was, in fact, competition for the job two other military spouses, one of whom was offered the position.But the beauty of Program S is that, as long as applicants keep up with their obligations, they will continue to be considered for a match. I recently received another match for HR assistant, an even better role for me, a couple of weeks ago, says Primus. It will probably be another month before I hear anything about that one.Late last year, Program S became even more accessible President Barack Obama signed into law a measure striking the rule that military spouses must register with the program with two years of r elocating. Now theres no time limit.Whats the bottom line for military spouses in situations like Primus? Program S has its complexities, but if you connect with a couple of key resources, put a few critical tasks on your calendar and just keep putting one foot in front of the other, youre much likely to find success. Heres an official Program S fact sheet.Primus does have choice words of advice for military spouses seeking professional employment after a PCS relocation Be persistent. The Program S process is daunting, and it can take a long time to get a job. So, maintain contact with your HRO so they keep you in mind. I recommend volunteering in the unit where youre trying to get a job Ive volunteered to strengthen my resume and network. Its your best way to get a foot in the door.Will Primus receive an offer for the HR job she recently matched? Stayed tuned to this blog well keep you postedThe Stars Are Lined Up for Military SpousesFIRST-EVER BOOK FOR MILITARY SPOUSES AND FEDERA L CAREERSWhy a federal career for Military Spouses?Great salaries, promotion potential, family friendly, family leave, training and MORE

Thursday, November 21, 2019

Help Reluctant Leaders See Their Potential

Help Reluctant Leaders See Their PotentialHelp Reluctant Leaders See Their PotentialInvesting in future leaders is a strategic imperative for any business. Sometimes, it includes helping employees to discover their leadership potential - and fully embrace it.On your kollektiv, you may find professionals who cant wait to become managers and are laser-focused on achieving that goal. Meanwhile, there are other employees who may not want to become leaders at all. And then, you may have some reluctant leaders. Lack of confidence may be holding back unterstellung staff members. Or, they may not see a clear path up for themselves in the organization, or even realize that opportunities exist for them to grow and advance.So, its likely that some of your employees will be very proactive about seeking out leadership development opportunities and asking for your guidance. And there also may be a number of high-potential employees who can benefit from you nudging them in the right direction.How do you do that? By creating a work environment that not only challenges all employees with leadership aspirations to step up, but also gives them the support to do so confidently. Here are five ways to encourage reluctant leaders, in particular, to spread their wings and make the most of their leadership traits1. Talk about what leadership looks likeCertain employees may be reluctant to step forward as managerial candidates because they feel theyre not competitive enough to land a leadership role. Yet Management Resources research shows that integrity tops the list of the most valued leadership traits, followed by qualities such as fairness, empathy and strategic thinking.So, make sure your team members understand what it takes to succeed as an executive in the company. They may rethink their own potential when they realize they do actually have the qualities needed to climb the leadership ladder.One mora thing Lead by example. Be the type of manager you want employees to emulate.2. Start smallProjects are leadership development opportunities. They are a great way to let employees stretch their abilities, gain new skills and, perhaps most importantly, build confidence. Depending on the nature of the project, the work can also help to raise the employees visibility in your department, and at the company as a whole.So, give reluctant leaders an assignment with some degree of responsibility and see if they rise to the occasion. If they have potential, this is where theyll begin to prove themselves. As they succeed, steer them toward increasingly challenging roles.But be sure to set them up for success. Give nascent leaders clearly defined goals, a fixed time frame for goal completion, and all the support and resources they need to get the job done. That includes letting other employees know that youve asked their teammate to lead the project. That can help ensure that an emerging leaders anfangsbuchstabe management experience will be a positive one.3. Give them a coachMentoring is an invaluable professional development tool. Your challenge is finding the right person who can help to guide and nurture a reluctant leader. What would that mentor look like? Perhaps someone who was also once hesitant about moving into a management role and can dispel some myths of what leadership is and isnt?Emerging leaders dont need hand-holding, but they do need plenty of constructive feedback and encouragement to build and refine their leadership traits. A good mentor isnt a boss or drill sergeant, but rather a coach and motivator who inspires their charge to uncover their potential and take smart risks in their career.4. Play to their strengthsDont force budding leaders, reluctant or not, through a one-size-fits-all training program. Instead, help guide them in a way that accentuates or refines the leadership traits and skills they already have.However, a leadership candidate should build new abilities, too, not just shore up existing ones. So, be sure to p rovide leadership development opportunities that allows the employee to grow current strengths while stretching into new areas, too.5. Dont insist on one pathYou may think of career progression as a straight line from pro domo to chief financial officer, with clearly defined intervals and job titles along the way. But do your employees feel the same way? Sometimes, reluctant leaders are prepared to step up to the challenge but dont agree with your companys traditional path.That is especially true of millennial professionals, who dont necessarily buy into the idea of paying ones dues the old-fashioned way - moving up the ladder slowly, one rung at a time. Unconventional thinking? Not really. If someone is right for a job, why should they have to wait several years for their shot? If your goal is to encourage millennial and Gen Z team members to assume the mantle of leadership one day, you may have to rethink your firms overall approach to hiring and promotions.Prioritize your compan ys needs firstWhile it would be great if you had the time and resources to invest in every aspiring leader on your team at once, you need to take a strategic approach to professional development and succession planning. Of course, you should try to connect every promising employee with an array of relevant leadership development opportunities, but you will need to prioritize the training of some workers.Before grooming future leaders, take a good look at your current organizational chart. Who could take over for managers nearing retirement age, or looking to transition to a different role? Who could take the lead in areas where the business plans to grow? And who will help the firm meet new challenges, like navigating digital disruptions, and spearhead projects involving advanced analytics, cloud services, blockchain, cryptocurrency, artificial intelligence, and more?Your companys reluctant leaders may be the answer to all of those questions. Just be sure to confirm that they are, i n fact, reluctant. Their hesitation to pursue managerial roles could be because they simply arent interested - not everyone wants to be a leader, after all. But if they do want the chance to step up, then theres no time to waste in getting these employees on track with leadership development opportunities.Whats most important is that you ask all of your employees how theyd like to grow their career at your firm. If you dont, you risk overlooking (and not developing) promising leadership talent on your team. And check in about this regularly As professionals advance in their careers, their goals often evolve, too. Todays reluctant leader could be tomorrows deeply committed CFO.