5 Secrets To Becoming A Satisfied Employee

There are many facets to every person’s life. Family, friends, finances, health, and leisure all take a slice of the pie. To be able to work efficiently, there must be a sense of balance between these aspects of an individual. If one or more of these is compromised, an employee will be incapable of functioning as a reliable member of the team and a useful unit of the company.

So what makes a happy employee? Metaphorically speaking, it’s about having the whole pie and not just slices of it. A person must be able to balance every part of his life so he will be more satisfied with his work. Below are the 5 secrets to becoming a happy employee.

1. Find a job with flexible hours.

One of the keys to employee satisfaction is flexibility of hours, not a rigid work 9 to 5 work schedule. And when you do find that perfect employer, listen to your body before deciding on the work hours. Do you work better in the morning, afternoon, or in the evening? Different people have different biorhythms or body clocks. Some are able to get up early in the morning and work their way to the afternoon. Others find it more relaxing to start their day in the afternoon. And then of course there are people who prefer to work at night.

Employers usually set “peak hours” under these circumstances so employees still get to collaborate amidst their varying schedules.

2. Work for a company that lets you choose your teams.

It’s not easy to work with a team you’re not comfortable with. A team whose members lack chemistry, communication, and empathy won’t be a productive one. A company should at least allow its employees to choose their teams because in the end, it will be for their benefit.

3. Go with employers that are open to ideas.

It’s no fun to work with an employer who only sees things his way. And a company that is restrictive is usually bound for failure. If you want a bright future in your career, choose employers that have a reputation for being open to creative ideas. Companies like these promote healthy environments where employees can openly talk about solutions and new projects to embark on. Innovation is key to the success of any business, which is why you should work for someone who is bold enough to embrace it.

4. Consider economic incentive.

Money matters. It pays the bills and lets you enjoy a couple more things. If you want to be happy with your job, you should be at least paid what you deserve. The right employer will offer you financial incentives based on your experience, skills, and potential for growth.

5. Find a balance between your work and personal life.

This is probably the toughest challenge any employee will have to face in order to be happy with his work. But it’s also the most important. Despite the long hours you work in the office, you have to spend quality time with your family and friends, invest in hobbies and leisurely activities, and reduce stressors that may interfere with your productivity at work.

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Famous Medical Assistants

If being famous is something that you have dreamt of ever since you could remember, becoming a medical assistant is probably not the right decision for you to make. This career is for individuals who are passionate about helping others get better and feel better, without expecting large amounts of recognition in return.

Of course, like all things, there are always exceptions to anything in this world, meaning that there have been various cases of medical assistants who loved their profession so passionately that they took advantage of their education in order to move further ahead in life.

Alphonse Laveran: Although this name is not very common, this exceptional human being was actually the person who figured out the causes of Malaria which was a very popular disease for many years world wide. Because of his beginnings in medical assistance, Alphonse Laveran later on became a doctor in France and won a Nobel Prize in his medical specialty-Physiology of Medicine.

Maria Montessori: Also from France, this ambitious young woman was a medical assistant in Florence, Italy for many years before becoming the very first female doctor in the country. Montessori is a very famous name for the Montessori education methods executed by this individual which is what she was primarily famous for-being an incredible educator for children and for adults with a passion for medicine.

Debbie Rowe: Maybe this name does not ring a bell at first… but does Michael Jackson? Debbie Rowe was part of Michael Jackson’s dermatologist’s team while she worked as the doctor’s medical assistant. It was because of this job that her and Michael Jackson actually met and created such a powerful friendship. Rowe actually became extremely famous when her and the iconic and legendary pop king tied the knot and married in 1996. Rowe also became famous by agreeing to carry the children she knew Mr. Jackson so passionately wished for.

John Snow: This British physician was one of the pioneers and very first specialists in what is known as epidemiology which is simply the scientific name for the study of the causes and behaviors of certain diseases within specific communities and populations. John Snow was also an incredible researcher and doctor specializing in the use of anesthesia and hygiene in medical surgeries and procedures. Before any of this incredible passion of his was even thought of, Dr. Snow actually began his career by becoming a medical assistant in the English town of Pateley Bridge.

Universal Vocational Institute aims to provide hands on training to our students, and to provide the industries of interest, skilled workers who are ready to engage in an in high demand careers. We are focused on preparing the student to promptly incorporate in the job market, training them in professional advancement, intellectual inquiry, and community engagement.

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Why Recruiters Are Their Own Worst Enemy!

Let me give you three reasons

1. They overlook a majority of the suitable candidates.

2. They turn away many candidates by failing to give a proper response.

3. They tend to focus too much on the resume and fail to see the candidate as a human being.

Each of these, if done well, would not only help the recruiter find more suitable candidates, but would also make the job hunt a much more pleasant experience for the candidates. Yet, it is hardly done well!!

Why is it so? Are the recruiters paid their salary to push away potential superstars or make job-seekers’ life hell? That too, after all this process, a considerable percentage of new hires fail anyway!!

Not really, their aim isn’t much different from that of the candidate’s. A recruiter would want the best suitable candidate to fill the job; a job-seeker, on the other hand, would want to land the best suitable job. Not much of a conflict of interest here.

I have been recruiting candidates from multiple geographies for more than a decade now and have seen these mistakes happening multiple times, irrespective of the country. And yes, I have committed at least some of these mistakes too. Not that I’ve been repeating them, but yes, I’m guilty too.

Below are 4 steps that a recruiter could take to minimize these mistakes.

· Understand the real requirement very well, if the job description provided doesn’t reflect the actual need, change the JD. I do not mean “education qualification” or “years of experience” here, those are mere filters and many times irrelevant; understand what the hire would be required to do and what skills are required to perform it well.

· Understand the different combinations of skills/experience that are suitable; trust me, there is always more than one. Move beyond the typical “keyword” based approach; majority of the suitable candidates would not have explicitly listed out those keywords.

· Add some filtering questions if you choose to post your job in a portal. Don’t make the questions extensive; 4-5 questions relevant to the skills you are seeking are enough. Job seekers would need to answer these to complete the application process; this would decrease the number of applications, but would increase the relevance. Don’t overdo this, I’ve seen companies asking job seekers to fill out pages of info and it’s just plain insane.

· Remember, every candidate is a human being; it’s not only the technical skills that you are looking for, but the personality too. Majority of candidates fail not due to lack of technical skills, but their lack of interpersonal and motivational skills. A candidate with the best suited personality and somewhat lesser skills could many times do better than someone with excellent technical skills, but bad interpersonal skills.

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Employee Background Checks

Employers are no longer taking chances with the people they hire to work for them. Any company’s reputation relies on the staff members and the combination can determine the credibility the business has in the eyes of the public. Apart from this, the employees you hire can determine the productivity of your company and there is therefore the need to be sure that they are really who they say they are and they are indeed qualified for the job you are about to hand to them. It is for these reasons that companies now conduct background searches before hiring. But what do these searches really revolve around?

Job seeker’s identity

False identities cannot be ignored in modern times. There are people who impersonate others or come up with a false identity to land their dream jobs without having their past dug out. A background check however, can help truly identify the individual. This is a process that can be done through Social Security traces, working eligibility in the given state and global homeland security database searches. Special forms filled by the applicant can also easily help identify his true identity or catch any falsifications.

Job experience and education of the job seeker

Apart from scrutinizing the real identity of the job seeker, background job searchers can help verify that the individual attended the schools listed on the resume and attained the licenses and degrees he or she claims to have attained. Past work experience can also be verified during the searches. Potential employers actually have the chance to find out how satisfactory the job seeker’s work was with past employers in terms of performance. The searches can also reveal career advancements and previous salaries.

The legal and criminal history of the applicant

This is probably one of the things that many employers want to be very sure of before hiring new employees. They are important in making sure the employers know exactly the kind of person they are hiring, the risks and whether they are comfortable and ready to give them another take to life in their businesses. The searches will reveal information on driving records, civil lawsuits, sex offenses and federal, state of county convictions. Those with alcoholism or substance abuse problems can also be identified through alcohol and drug tests.

Job seeker’s financial data

Even though employee history on collection data and paid tax liens are protected, you can still get the financial information you need on your employee through the help of a consumer reporting agency. Getting a credit report can help you know about any a potential bankruptcy on the part of the employee even though discriminating as a result is forbidden.

Considering that all these can be revealed in a background check, it is advisable for job seekers to be honest with the information they give in their resumes. Any chance of giving false information can rob you of the chance to land a good job and give you a new chance to take life head on.

Job background checks can be of great help to employers on potential employees. They largely help in assuring them that the individuals they are about to hire are indeed suited for the job openings and the company at large.

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The Recruiting Revolution

The Recruiting Revolution simply recognizes that throwing technology at the age-old resume problem is not the right solution. The bigger the job aggregators and job marketplaces get, the less likely it becomes that the right person will be matched with the right job. Real world experience shows that screening and judging candidates according to resumes and similar information has the same success rate as a coin toss.

So, what’s the answer then? The right answer is the one that addresses the fact that employers would like to not have to advertise their jobs and job seekers would like to not have to search through job postings to find employment. Both wish for nothing more than to be magically connected with the perfect match of a job or employee. Can technology create this reality? Is it simply wishful thinking? A dream? Actually, no. It is the future of hiring and we see it emerging today in something called job matching.

To be effective, job matching must involve the true predictors of job success, which include both sides of the hiring equation: expertise, experience and knowledge on the one hand, and corporate culture match, personality, and motivation on the other. This means that job matching has to go beyond what the resume provides.

Big Data allows all of us to identify the right talent through all of the social media platforms and be able to tell (by data) who is the most qualified, who is looking, and when people are likely to make a change in employment. So, if everyone can identify the right talent quickly, where does that leave the recruitment industry?

We know that recruiters are not going away. The recruitment industry has just gotten lazy and now we are all a part of the new recruiting revolution. Recruiting will go back to the basics. The recruiters that will succeed will be the ones that have the two things we all had 20 years ago-a phone and the ability to cold call. A salesperson who relentlessly calls the right person.


  • 86% of active candidates use their smart phone to start a search.
  • 70% of candidates want to apply via mobile.
  • 55% want to upload a ‘resume’ to your career site.
  • 80% of organizations don’t have a mobile optimized career site and job postings.
  • Roughly 10,000 Baby Boomers will turn 65 today – and every day for the next 15 years!
  • College Grads will fall short by 20 Million by 2025!


(1) Recruiters must become gurus in their industry so that they become the ‘go-to guy’ for industry insights, information and hiring needs for prospective clients and candidates.

(2) They must be tech savvy and start using mobile as well as email for first contacts – always following up with meaningful phone calls.

(3) They must build long-term relationships with as many top talents in their industry as possible – allowing for just-in-time staffing solutions when the right job opening occurs.

(4) Recruiters must be relentless in building AND BEING ABLE to access their contact database – it represents your link to future $$.

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Human Resources Recruiter Job Overview

In order to gain a competitive advantage and fuel a company’s growth, there is a need for qualified and highly skilled professionals. To recruit such talent pool, HR recruiter plays the most important role in any organization. A Human Resources (HR) Recruiter is a person who is responsible for maintaining all levels of recruitment throughout the company. Furthermore, in order to make a career in this field, one needs to have:

  • At least a bachelor’s degree
  • Master’s degree in Human Resources
  • Knowledge of whole recruitment lifecycle
  • Know how of employment regulations
  • Excellent communication and interpersonal skills
  • Phone and interviewing skills
  • Professional approach
  • Ability to work under various situations
  • Time management skills
  • Project management and judgment skills
  • Strong decision-making skills
  • Ability to keep and manage confidential information

The job of an HR recruiter is to achieve the staffing goals of an organization. Recruitment process usually involves establishing recruiting needs according to the company’s plan, advising managers, building applicant sources, attracting and evaluating candidates. The HR recruiter is solely responsible for the outcomes of the recruitment process within an organization. The recruiter not only handles the recruitment process but also required to take care of the quality of the delivered candidates, timeliness of hiring and costs of the hiring process.

Some of the major roles and responsibilities of a Human Resources recruiter includes:

  • Find out and implement best recruiting practices
  • Coordinating with managers to determine the requirements for a particular job position
  • Build networks to find qualified and suitable candidates
  • Advertising positions through various known sources that will attract talents
  • Screen candidates resumes and job applications
  • Make sure that the personnel requirements for specific position is accomplished in a timely manner
  • Manage social media and professional networking sites to identify and source candidates
  • Perform reference checks
  • Conducting initial interviews, which includes telephonic and face to face interviews
  • Partner with other HR staff for planning various activities
  • Design recruitment strategy on an annual basis
  • Promoting company’s reputation

Job positions available and salary in HR recruiter field

Owing to the growing demand of quality workforce in assorted companies, the demand for HR recruiter is also on the rise. Different levels of HR recruiter jobs position exists in various companies, which include entry level job position to recruitment manager. Moreover, in this career path, one can also opt for other specialized job positions related to HR field such as Career development specialist, junior HR business partner, etc.

The average salary of an HR recruiter in India is in between INR 1, 80,000 to INR 2, 80, 000 per annum.

Final Words:

There is a huge scope for HR recruiters to grow in their respective field. With a good experience and knowledge of related aspects including how to communicate with various people on different positions, how to maintain a healthy relationship with the employees, etc., is surely the path towards the top positions in HR field.

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8 Most Difficult Jobs In The World

Each person makes a contribution to the society. Some get paid while some don’t. Such contribution can be through a profession, job, or business. Even leading a county’s governance is a job. Managing one’s home and any social service is not reckoned here as they are of special nature and invaluable as well. Depending on the nature of work, jobs are generally classified as White-collared and Blue-collared jobs. When a job requires more of mind power, it is a white type; Doctor, Engineer and Manager are examples for this. Any work that requires physical strength is branded as the blue-collar type. Whatever the category, there are some jobs that involve greater risks and troubles. Based on the hardship involved, the following are the most difficult jobs in the world.

Driver: Driving any vehicle, including an airplane requires much concentration and care for the passengers on board. It becomes a burden when the machine develops snags or breaks down during a trip. Especially, the drivers of vehicles plying in the rough terrain and extreme weather conditions face more hardship.

Traffic Police: Managing and regulating the traffic flow is a horrible job. That too during the peak hours and in the busy crossroads, it warrants patience and presence of mind. In the event of any accident or any emergency, swift action is desired. A traffic regulator should not lose his cool in the hot summer and needs to be hot when a traveler violates the rules.

Sanitation job: The Persons engaged in sewerage cleaning, garbage disposal, butchery, and mortuary, need tolerance, health and courage. They indirectly contribute to the health and happiness of the society. Suspension of their work for even a day will make a town unlivable.

Military job: Men in uniform keep vigil amid the unfriendly terrain and climatic conditions to guard the national sovereignty. They sacrifice lives and forego the pleasures to protect the civilians’ freedom. For most of their life, they stay isolated from their kith and kin. Especially, when the exigency arises, even those who have went on leave have to report for the duty.

Mining: Those engaged in subterranean and submarine tunnelling and construction works, not only suffer from occupational hazards but risk their precious lives. In the event of landslides, earthquakes, and continental shifts, there is no foolproof system available to protect them.

Marketing: This is yet another job requiring tremendous patience and perseverance to achieve the expected results. Without travel, skillful communication, and repeated efforts, success in marketing is not possible. An executive of a drug company waited for over two hours as the doctor was busy in attending the patients.

Administration: This means shouldering responsibility for the growth and prosperity in a congenial way. People look at the power and perks of a country’s President or Prime Minister but never visualize their pains and efforts. Many administrators and executives have little time to relax or spend time on the self.

Graveyard keeper: For any onlooker, this job seems to be easy. Nevertheless, it demands great patience and skill to perform when many corpses are in a queue. The yard keeper bears the offending smoke from the crematorium and musters courage to confront the loneliness of night.

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Is 50 the New 30 in the Job Market?

A common fear of job seekers over the age of 40 is age discrimination. Will a younger, less experienced person, making less money, be the competition? We did some research to find out if those fears are warranted or all in your imagination.

The US Equal Employment Opportunity Commission states, “The Age Discrimination in Employment Act (ADEA) only forbids age discrimination against people who are age 40 or older. The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.” So while it may not be a comfort that the US Equal Employment Opportunity Commission considers 40 old, it does provide some protection.

The last study on the US work force and age was conducted in 2013 by the US Department of Labor. It showed the age group with the most employed workers in all industries was the 45-54 year old age bracket, the second highest employed age group was the 25-34 age group and third was 35 to 44 year olds. The median age of the US Worker was 42.4 years old.

There are a few areas that are an exception including the health care fields of: pharmaceutical manufacturing, scientific research and development services, hospitals and advertising. In these fields the majority of workers are a little younger at 35 to 44 years of age. The advertising industry and the people who work in hospitals are even younger, with a work forces majority of 35 to 44 years old. Since 2013 to 2015 all indications point towards this trend of an older work force being the new norm.

So is this good news? It appears by the data that being 40-50 is not an issue. In fact, your competition is more likely going to be someone in your own age bracket, or close to it. The question remains, do you have to worry about being hired at a lesser salary? On this front the news is not good, but it’s not good for everyone, young and old alike. A report from the Economic Policy Institute finds wages for the vast majority of American workers have been flat or falling for entry level and experienced workers. An article from Payscale backs this up “stating that in general salaries cap out after 40”.

Overall the workforce in the majority of industries is getting older in the US, while salaries remain stagnant and in some cases have dropped. So if you over the age of 40, your fears of age discrimination should lesson but do not expect to get any significant pay increase.

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A Career in The Field of Private Investigation

Private Investigators are in fact “freelance professional investigators” hired by individuals, companies and/or institutions in order to assist in legal proceedings, investigations and other “confidential” matters. Most commonly, a Private Investigator (a/k/a Private Detective) provides surveillance, conducts background checks, traces missing persons, undertakes investigative research and provides interviewing services to the general public, legal counsel and businesses alike.

Though overly highlighted by television and movies, the career of a Private Investigator is often stressful, sometimes dangerous, and, assuredly “irregular” when placed in context of the “normal 9 to 5” work ethic.

While most aspects of Private Investigation (PI) present no inherent danger or risk when searching public records, pre-trial preparation for civil actions, computer crime investigations, etc., other aspects of Private Investigation may well involve some level / degree of danger and risk when involved in an assignment or case of employee theft, undercover investigation, process serving, marital investigations, surveillance and bodyguard services.

In comparison to many other professions, PI is a relatively uncomplicated career in which to enter, regardless of age or present / past employment experience. The “novice” will most probably commence his / her PI career as a “field investigator” within the framework of an Investigation Agency or under the tutelage of an experienced Investigator.

A highly comprehensive course in PI is recognized as one of the most complete, detailed and practical online courses in this subject area worldwide. Professionally created and presented in order to both educate and prepare those who possess an interest in pursuing a Private Investigation career, it has become the “global course of choice”.

An ideal PI training course points out, it is here, in the “formative years”, that the novice will combine “beginner’s luck” with common sense and “street smarts” in order to gain optimum professional results. The desired abilities of “thinking on one’s feet”, “looking over your shoulder”, and, developing the ability to create immediate and creative responses if “caught in the middle of an undercover assignment task” will be readily achieved.

Those individuals seeking a “mid-life career change” (as well as those with specific experience in law enforcement, security and/or intelligence) will as well find that the field of Private Investigation provides an excellent “next step” in their professional goals. Older, more “mature” individuals also bring substantial “life-experience” in understanding human problems and motives, as well as having theretofore developed the important abilities to deal with varying, often unpredictable circumstances, and, a wide range of experience and knowledge concerning many professional and technical matters of “life in general”.

3 Things Thought Leaders Need To Do To Win Business Today

If you’re an author, speaker or thought leader you’ve managed to navigate your way into the somewhat choppy waters of the content business. You make your money by monetizing your work. You may do that through traditional means such as speaking or writing (although as most of us know very few thought leaders make any sort of real money from the writing side of their business) or you may do so by leveraging your content in more robust ways such as assessment tools, organizational diagnostics, licensing, video enabled training, etc. Regardless of how you are currently deploying your work there are three things to take into account in order to win in the marketplace.

3 Things Thought Leaders Need to do to Win Business Today

1. Be easy to work with
The world is getting more complex every day. Your client does not have the time or energy to decipher why your work is valuable and how it will be of benefit to their organization. Being easy means two things actually.

Operational ease is the first. Are you easy to work with? Are you contracts concise? Are you requirements a complex? Make it easy for the client to work with you and interact with your company at every touch point every time. I’m shocked at how difficult the simple things like scheduling a call or a meeting are with far too many thought leaders.

The second element of being easy is relative to your content. Complex models may score points in the world of academia but if you can’t clearly articulate what you do and how it works you are burdening the buyer with a cognitive load that they certainly did not sign up for. Think of Google’s home page, think of your favorite Apple device. Simple, intuitive, logical and easy to understand and use.

2. Create a degree of urgency
Now that you’ve done some tweaking to be easier to work with, realize the next challenge is to instill a sense of urgency in prospects and clients. Far too many authors and thought leaders have created great content that are “nice to haves” as opposed to “must haves”. People are busier today than ever before and the cadence of business is not going to slow down anytime soon. How do you ensure that your initiative winds up at the top of someone’s to do list? Instill a sense of urgency into the process.

First: Make yourself and your organization somewhat scarce (i.e. – we only take on x number of clients a year, or projects that are incredibly interesting to us from a research perspective).
Second: Tie what you do to an initiative or business objective that is a priority for your client and is getting “favored nation” status currently.
Without a degree of urgency it is far too easy for you to languish and not get the green light.

3. Know who owns it
Today, decisions are not typically made by one individual at an enterprise level. We live in an age where the lines are blurred. Is that a marketing initiative or a technology roll out? Hmmm, both. Great let’s get both of the decision makers involved. Is it an HR issue or a strategic business initiative? Is it a talent development problem or is it a sales problem? Given that more and more people are getting involved in the decision making process at most organizations it’s important to understand who owns your project? Whose budget does it come from and who will benefit the most by working with you? It’s key to establish clarity around ownership as early and as often in the process as you can.

I’d suggest you take a step back and do an analysis of your organization from an ease, urgency and ownership perspective to see where you can tighten things up so that you can win more business, more often in less time then you have been.