Top 10 International Companies for Remote Working for in 2017

Top 10 International Companies for Remote Working for in 2017 Are you bored of your current surroundings? Maybe you fancy venturing out of your comfort zone and considering working in a different country. But if the idea of working with new people and trying to manoeuvre your way around a new building fills you with dread, then you might like the sound of working from home in a new location or with the option to travel. Flexjobs  has listed the top 10 international companies to watch for remote jobs in 2017 and the good news is theyre all hiring! Brie Reynolds, Senior Career Specialist at Flexjobs says: These are the top 10 international companies because they were the internationally-headquartered companies that appeared on our list of the Top 100 Companies for Remote Jobs in 2017. Out of our database of 47,000 companies, those 100 companies posted the most remote jobs last year, and these 10 specific companies were the only ones in that Top 100 that are internationally-based. The remote jobs they posted last year run a huge range of job types, including employee and freelance jobs, full-time and part-time jobs, flexible schedule jobs, and of course, all remote-friendly jobs. As people seek more work experiences that allow them to move freely throughout the world, jobs posted by companies like these will be in higher demand. A report on employment trends by  the World Economic Forum called flexible work, one of the biggest drivers of transformation in the workplace. Technology has made it even more possible to comfortably and competently work from  a variety of locations and a number of companies have begun to embrace it. The Top 10: 1.  Allergan Where? The headquarters is based in Dublin, Ireland. What do they do: Theyre a global pharmaceutical company. Allergan develops, manufactures, and commercializes medical devices and biologic products. What kind of remote jobs do they offer: Medical Science Liaison officer,  Regional Pharmcovigilance Director or Business Development Manager. 2.  Appen Where? The headquarters are based in Chatswood, Australia. What do they do: They provide  search, text, and speech technologies, including voice recognition and social media services to a wide range of global clientele. What kind of remote jobs do they offer: Social Media Evaluator or Linguist Consultant. 3.  BCD Travel Where? The headquarters are based in Utrecht, Netherlands. What do they do: Theyre  a travel consultant company that helps individual travelers, procurement managers, and executives meet travel and leisure goals. What kind of remote jobs do they offer: Corporate Travel Consultant, Meeting Coordinator Groups, Director Global Business Solutions and Technology Strategy. 4.  Cactus Communications Where? The headquarters are based in Mumbai, India. What do they do: They provide  writing and editing services for clients in the academic, pharmaceutical, and medical device sectors. What kind of remote jobs do they offer: Freelance Writer, Chinese to English Translator. 5.  Eaton Where? The headquarters are based in Dublin, Ireland. What do they do: They are a global power management company specializing in energy-efficient solutions in electricity, mechanics, hydraulics, automotive, and hybrid power sectors, among others. What kind of remote jobs do they offer: Area Sales Manager, Sales Engineer, Director of Architecture. 6.  hibu Where? The headquarters are in Reading, United Kingdom. What do they do: They are  a digital marketing and advertising company specializing in website development and management, SEO, print and digital directories, and social media campaign management, among other services. What kind of remote jobs do they offer: Advertising Sales, Account Representative. 7.  Real Staffing Where: The headquarters are based in London, United Kingdom. What do they do: They provide staffing and recruitment solutions to the biotech, pharmaceutical, healthcare IT, and medical device sectors. What kind of remote jobs do they offer: Technical Writer, Biostatistician, Network Security Specialist. 8.  SAP Where: The headquarters are based in Walldorf, Germany. What do they do: They are an enterprise application software company, SAP specializes in business intelligence, analytics, sustainability, and innovation. What kind of remote jobs do they offer: Cloud Solution Architect, Senior Consultant, Customer Engagement Executive. 9.  VIPKID Where? The headquarters are based in Beijing, China. What do they do: They provide English language learning services, and offers the American elementary school experience to students in China. What kind of remote jobs do they offer: Online ESL Teacher. 10.  Worldpay Where? The headquarters are based in London, United Kingdom. What do they do: They provide global payment processing on-site, online, and via mobile devices. What kind of remote jobs do they offer: Financial Analyst, Account Executive, Sales Executive. Daniel Rosario, AVP of Editorial Talent Recruitment for Cactus Communications, says: Cactus Communications is a global company with clients in over 170 different countries. Our clients are busy authors and researchers who often have pressing needs for editing or translation. Working with editors and translators across the globe enables us to leverage the benefits of talent in different time zones, thereby ensuring that we can accommodate client needs round the clock. Moreover, it is imperative to provide our authors with the right subject area expertise. To do so, we literally go to the ends of the earth to find the best talent! Of course not every job is suitable for remote working but there are many that are. Most jobs offer the option of  flexible working,  which is quite easy to set up thanks to the advances in modern technology. But if you fancy a change of scenery then now more than ever is the best time to apply for those international opportunities.

5 Rules You Must Learn to Get Hired Today! - Personal Branding Blog - Stand Out In Your Career

5 ‘Rules’ You Must Learn to Get Hired Today! - Personal Branding Blog - Stand Out In Your Career Today’s job market is unlike any other in recent memory for most of us. Certainly it is for me. As I point out in “‘Headhunter’ Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever!,” there are all new “rules” in today’s hiring “game”â€"and that’s precisely how you must look at getting hired in today’s job market, as a “game”â€"and what may have worked, say, just a few years ago to land a new job no longer works, in many cases. The major thesis in “‘Headhunter’ Hiring Secrets,” of course, is that the “rules” of the “hiring game” have changed . . . Forever! In the book I examine the entire job market and the many new rules that are operative in it. Then, I share hundreds of “secrets” that I have successfully used for nearly a decade to effectively work around these new rules and help hundreds of job candidates land their dream jobsâ€"even during the Great Recession. The intent of the book was (and is!) to show job seekers whom I can’t personally help how they can, in effect, become their own “headhunters.” In this blog, I am going to examine five new rules that are quite common in today’s job market and then show you how you can effectively work around them to get where you want to goâ€"to land your dream job in 2012! New ‘rule’ #1 the hiring process is designed to exclude you as a candidate This is one of the best-kept, least-understood and most under-appreciated aspects of the job hunting process today. Contrary to what youâ€"and the overwhelming majority of other job seekersâ€"quite probably think and believe, companies are not looking for reasons to hire you! The truth of the matter is, hiring companies today are looking for reasons not to hire you, i.e., for reasons to exclude you from the candidate pool! Maybe they decide they don’t like the look of your résumé. They might categorize you as a “job hopper.” Or, maybe they call you up and, if you don’t have a professional greeting on your voice mail, they simply assume that you probably aren’t all that professional, either. Or perhaps they don’t like what they see/read about you on your Facebook ® page. Why do hiring managers and the companies they represent treat today’s job candidates in such an arbitrary, capricious manner? The short answer? Because they can! With literally hundreds, and sometimes even thousands, of candidates for virtually any open positions in today’s job market, besieged hiring managers usually have one principal goal in mind: To winnow the number of candidates down to a manageable number as quickly and as efficiently as possible. Unfair? You bet! Still, that’s the way the hiring game is played today, and if you are going to “play” in this game, then you had first better learn how not to lose. “Headhunter” Hiring Secret: If you are losing on offense in a game, oftentimes upping your defensive game can turn the tide, and that certainly can be a winning strategy in the hiring game. While your competitors, i.e., other job seekers, are making the same mistakes over and over again, make sure you are not making these mistakes. After all, that’s what the whole personal branding  concept  is all about, isn’t it? Making sure that, in comparison to other candidates, you appear to be flawless, or at least virtually flawless. And it’s really all in the details. Here are just a few areas to concentrate on during your job search: While others may not even think about the importance of having a professional voice mail greeting, make sure you do! Make sure you know the  importance of using an email address that actually works with today’s computer-read screening software systems. Make sure you format your résumé in such a way that it invites  being read, not challenges a hiring manager to “plow” through it. Learn how to properly construct your LinkedIn ®  profile, your Facebook ® page. Ensure that all written communications involved in your job search are error-free!  New ‘rule’ #2 â€" HR is the new ‘black hole’ Human Resources was one of the  hardest hit employee groups during the Great Recession. (“Hey, we are not hiring so why do we need all of these HR folks?!”) As a result, and as hiring is once again picking up, HR simply can’t handle the increased volume of candidates until they themselves increase their own numbers. Thus, more often than not, a résumé submitted to a company’s job opening actually has little chance of being reviewed by a real, live person. (In the recruiting industry, HR these days  is referred to as “the new  black hole.”) Generally, a computer scans the résumé looking for key words. If the right words are there, you may get a call. If not, you are excluded (see “Rule #1”)â€"even though you may actually be the best candidate! Humans can overlay judgment on your résumé, computers can’t. But seldom anymore does a human being ever lay eyes on a résumé submitted online. “Headhunter” Hiring Secret: There are powerful ways to brand yourself as unique and get around the online application process. Companies want you to believe that the only way to get hired is to apply to their positions online. Actually, nothing could be further from the truth. Here is what you should do: Go   ahead and apply online, in order to play the HR game. Then, go around the HR process and position yourself, in parallel, directly with the hiring manager, by launching a direct mail campaign (click  on this link to learn more). Today, this single tactic is one of the strongest in a job hunter’s arsenal during the job hunt.  New ‘rule’ #3 â€" some online job postings aren’t all they appear to be  Generally, the job descriptions you read online are only half the story, and many times, not even the most important half of the story. Hiring managers themselves almost always know precisely what they are looking for in a candidate. But sometimes, when this information is communicated to Human Resources, something gets “lost” in the “translation” when a job description is prepared. You, as a potential candidate, read the job description and think, “Hey, I fit that. I am the perfect candidate.” And indeed you may, at least ostensibly! You might even get an interview by HR, but then you could just as easily end up not being the successful candidate and never really know why! It could be something as ridiculously simple as your not ever having been made aware of “the three things” (requested by the hiring manager) on the interviewer’s checklist. Why? Because these “three things” were never communicated to potential candidates or included in the online posting! “Headhunter” Hiring Secret: Network inside the hiring company to learn what makes both the company and the hiring manager “tick.” Learn what the “hidden criteria” may be for any given jobâ€"before submitting an application for a position. (Click here to learn more about the approach to take to accomplish this.) New ‘rule’ #4 the interview ‘process’ is seldom a process Candidates invited in for interviews are oftentimes subjected to interviewers who are ill prepared for the interview. Off-the-wall, irrelevant questions are asked, or virtually the same question (or type of question) is asked over and over again. And just when you think things went well, you are invited back for yet another round of interviews. (As a “headhunter,” I call this “death by interview.”) Unfortunately, even among some of the “best” companies in the world, the overall corporate interview process is, more often than not, considerably more whimsical and directionless than it is scientific and integrated. “Headhunter” Hiring Secret: By learning to use the technique I have dubbed “leading the witness,” you can literally take control of the interviewâ€"without becoming overbearing or boorish. (Click here to learn more about this technique.) New ‘rule’ #5 â€" cast ‘shadows on the wall’ and, again, you’re excluded! If you have ever watched any type of criminal TV show or movie (and who hasn’t?!), you are undoubtedly quite familiar with the so-called Miranda warning read to alleged wrongdoers: “You have the right to remain silent. Anything you say can and will be used against you. . . .”  All too often candidates, in the spirit of wanting to be completely open and honest, share way too much information during a job interview. While I certainly don’t advocate lying or being dishonest, I do strongly advise against “baring your soul” during an interview. If you do this, you could easily end up casting “shadows” of the interviewer’s/hiring manager’s office wall. These “shadows” consist of mentioning anything that could cause the interviewer’s/hiring manager’s “antenna” to suddenly perk up. Let me give you an example of how this can work (true story, by the way). A hiring manager interviewing one of my firm’s candidates remarked, as he rubbed his shoulder, “Boy, I need to get some surgery done on this shoulder. It continues to bother me.” The candidate himself had a bad knee, and in trying to relate as well as be empathetic, responded, “Yes, I know what you mean. One of these days I need some knee surgery too.” Needless to say, the candidate wasn’t hired. The candidate cast a “shadow on the wall.” The hiring manager later told me over the phone that he had several concerns: “How long will he be out if he does indeed have surgery?” “What other medical issues does this person possibly have?” “How much money will he end up costing the company?” “Headhunter” Hiring Secret: First, be aware of the necessity for avoiding casting “shadows on the wall” during interviews! (Many, if not most, job seekers are not!) Then, take any steps necessary not to cast “shadow on the wall” by anticipating questions you may be asked during an interview and by practicing “safe” answers to such questions. Unfortunately perhaps, rarely in today’s job market is it the best candidate who is ultimately hired for the job. Usually, it is the safest candidate! Study after study indicates that many currently employed people are looking to make a job change as the market improves. That means the competitive playing field will become even larger and more challenging than it is today. So, if you intend to be among those landing their dream jobs this year, it is even more vitally important that you strongly brand yourself as being different from and better than the “average” job seeker. Learning the new “rules” of the hiring “game,” and then using “secrets” such as I’ve suggested in this blog to work around and/or within the confines of these new rules will certainly get you headed in the right direction. Guaranteed. Author: Skip Freeman is the author of “Headhunter” Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever! and is the President and Chief Executive Officer of The HTW Group (Hire to Win), an Atlanta, GA, Metropolitan Area Executive Search Firm. Specializing in the placement of sales, engineering, manufacturing and RD professionals, he has developed powerful techniques that help companies hire the best and help the best get hired.

Endear Yourself to the Buyer - Personal Branding Blog - Stand Out In Your Career

Endear Yourself to the Buyer - Personal Branding Blog - Stand Out In Your Career Nobody likes to be a nobody, but unfortunately, that’s what you are at the beginning of the job search process, provided you’ve just joined the ranks of those in transition. Those who are the decision makers about your future do not initially know anything about you, so you have the chance to impress them, and you want to make darn sure it’s a very good impression. So, how are you going to positively influence hiring managers, human resources folks, and recruiters? To start with, record brief greetings on both your answering machine at home and your mobile phone, and project a clear, mature, businesslike, and overall positive message. Your children are cute, I’m sure, but leave their greetings for sharing with family and friends and not potential employers. Next, get into the habit of answering your phone professionally. Answering with “Hello, this is John Doe,” with a friendly and inviting tone of voice, is best. Get into that habit even if you think you can identify the person via caller ID. Don’t make exceptions to the rule, because you’ll be sorry if you didn’t answer properly when it’s someone you really want to impress. You also want to make sure your e-mail address is nothing less than professional. An address like bigmama@yahoo.com or anything cute or sexy could be detrimental to that first impression. Your next opportunity to create the right image is via your résumé. This is probably the single most important document you’ll be evaluated by, and it will determine whether the hiring folks want to invite you to an interview or not. Remember that the first impression is a lasting impression. This is an extremely critical stage because résumé readers typically review large numbers of résumés, and having only one opening to fill, their intention at this point is to reduce the number of résumés to three to five final candidates for interviewing. In fact, this process of reviewing the résumé is divided into two parts. The resume reader’s objective is to eliminate résumés that clearly seem to lack something. It might be something as simple as an unattractive appearance, improper use of language or grammar, lengthiness, overly detailed experience, or a lack of accomplishments. On one hand, many résumés contain listings of job duties as described in job descriptions and not actual accomplishments. The résumé reviewer expects to read about accomplishments on the job. If your résumé doesn’t pass this 10- to 30-second scan, it’s likely that it will be set aside and never resurface again. Unfortunately, you’ll never find out that that was the caseâ€"except by the lack of any next steps. On the other hand, if your résumé passes this first-blush review, it will be read thoroughly, along with another 10 or 12 others, and will be ranked on a competitive basis. Probably only three to five candidates will be called in for face-to-face interviews. With that decision, you move on to the next stage in the job search process, in which you have to get ready for the final test, which is to convince the hiring manager and others interviewing you that you are their ideal candidate. Good luck. Author: Alex Freund  is a career and interviewing coach known as the “landing expert” for publishing his 80 page list of job-search networking groups via his web site  http://www.landingexpert.com/. He is prominent in a number of job-search networking groups; makes frequent public presentations, he does workshops on resumes and LinkedIn, teaches a career development seminar and publishes his blog focused on job seekers. Alex worked at Fortune 100 companies headquarters managing many and large departments. He has extensive experience at interviewing people for jobs and is considered an expert in preparing people for interviews. Alex    is a Cornell University grad, lived on three continents and speaks five languages.

Active vs. Passive Candidates Who Will Be Your Next Hire

Active vs. Passive Candidates Who Will Be Your Next Hire For recruiters, it can be a daily struggle to find the best talent. Separating ready to switch job seekers from active job seekers is the basic principle from which any hiring process begins. It is generally accepted that passive candidates are the more qualified talents out there, whose hiring requires a lot of effort for recruiters, and greater costs for the employer. Despite this, you would think that they bring more benefits to the employer in the future.  In fact, the situation is not as straightforward as it seems. Where are they coming from? The concept of  ready to switch appeared relatively recently, with the advent of this term in special software for recruiters, platforms, and services for TA. Often these programs mark candidate profiles with such notations that it is easier for the recruiter to navigate through a huge amount of data and to determine the candidate in a separate hiring pool. The essence of these concepts is very similar to the widely used term head-hunting. The main difference is precisely in the needs of the recruiter. It is used when they are looking for certain skills and don’t want to waste their time placing ads that unsuitable candidates would apply to, when a certain position is rather confidential and they don’t want to list it publicly on the market. How are they defined and where do they hide? When we turn to what defines those that are ready to switch, the activity of the candidate in his/her social networks and resume placement services is important. If the candidate makes changes to his profile or slightly cleans and orders it, then he/she can be indexed as ready to switch. He/she is also considered a passive candidate, but with a greater prospect of changing the job. A passive candidate is employed, but not currently looking for a new opportunity. Including the 15% of professionals who are tiptoers above, this group accounts for 75% of the workforce. Such candidates are more difficult to find, and they hide more carefully. The experienced recruiters know where to look: Analyze the frequency of the switching more carefully. It is believed that the candidate who changes the job with a certain periodicity (once in 1-3 years) after one expiration of this term will look for new opportunities. Candidates who have been working in one position for more than 4 years and have not yet received the promotion. The qualified candidates are hiding in fast developing start-ups. If the company has received investment, its employees are likely to work hard to get this profit and are not yet ready for global workload increases. They can become your potential talents. According to iCIMS’ research, 42% of employees would leave their position due to limited future growth or opportunity for promotion within their company. Employee benefits and compensation packages come in at a close second with 34%. Whos the best candidate? In an Indeed survey conducted by The Polling Company, 85% of employers agreed that highly skilled, in-demand workers are now the ones keeping an eye out for new employment opportunities. The benefit to a passive candidate is that, since they are not looking for a new opportunity, they probably won’t be interviewing with anyone else. With 60% of the workforce not looking for a new job, but willing to discuss a new opportunity. On the other hand, 51% of recruiters and 70% of talent acquisition leaders agree that active candidates have better motivational drive than passive candidates. As for active candidates, today nobody is surprised that someone who graduated from university three years ago has already worked for 4 different companies. Try to look at candidates with the bigger picture perspective. Nevertheless, active candidates have one big advantage their intentions are clear. They most likely will not ask for a salary 20% higher than at their previous job, because they focus on the average market price. In addition, their main motivation is to get a new job, while passive candidates can disrupt the deal in the last stages because they are motivated more by assessing their value on the market than by switching to a new company. Each recruiter must determine his own tactics to fight for the loyalty of the candidate, which is determined by systems like ready to switch or to give an opportunity to active candidates to allow them to prove themselves in a new position. Maybe they will become your new rock stars! About the author:  Mariia Shymanska has achieved customer success at SignalHire Talent Acquisition Platform with an interest in blogging about recruitment, social media recruiting, candidate sourcing. Curious to create educational content to help recruiters of small businesses, tech companies, startups, non-profits learning how to hire the best talent with the help of the BigData technologies.

Resume Communications Skills - What You Should Be Thinking About When Writing Your Resume

Resume Communications Skills - What You Should Be Thinking About When Writing Your ResumeResume communications skills are a very important part of creating an effective resume. They are often neglected and under valued by employers and are among the most critical parts of your resume to show an employer that you know what you are doing and that you have the ability to communicate with a prospective employer in a language they understand. Because of this, a lot of companies leave these skills off of their resumes until they can find an opening. But, should you leave them off of your resume until it is needed?While writing a resume is a key part of a job search, it's also important to make sure you have as much information as possible to back up what you write on your resume. This information includes but is not limited to your education, work experience, and even your hobbies. These are all things that will be used when determining how qualified you are for the position you're looking for. It's crucial that you understand what these things are, so that you can apply them to your resume when it comes time to write it.This means that you should spend the time writing your resume, as well as learning about resume communications skills. A lot of times, people that do not have any kind of prior experience in writing resumes will not put a lot of thought into it. But, if you plan on applying for jobs, you need to put more time and effort into creating your resume.One very important component of a resume is the use of visuals. Many people think that using photos on their resumes is a great idea, but it's not really necessary. The truth is that even if you have a photograph on your resume, that does not mean that employers will read it or care about it. You have to do more than just have a photo on your resume; you have to make it stand out.This is why writing a compelling cover letter is so important, because it will be your way of making your resume stand out from the rest of the crowd. A powerful resume is not going to be written by one person, but rather by several people coming together and coming up with a single coherent message. If you have several professionals coming together to create your resume, you are going to have a great chance to show that you know what you are doing and that you can communicate effectively.But, before you can begin to create a good resume, you need to learn about resume communications skills. These are skills that you cannot simply guess about. By taking the time to learn about how to use resumes effectively, you can ensure that your resume is going to get you the interview that you want.When you learn how to communicate effectively, you will be able to show that you have no problem communicating with potential employers. You will be able to demonstrate that you are a team player, and will be able to use your skills in your current position, as well as in the role you are seeking. Resume communications skills ar e very important when it comes to being successful at job searching.So, next time you are writing your resume, think about the skills that you have developed through your education, work history, and hobbies to help show you have excellent communication skills. These are skills that you can build upon to improve your chances of landing the job that you desire. Use the skills that you have learned in college and in the workplace and then apply them to your resume to ensure that you get the interview that you want.

Career v. Family - Can You Have It All

Career v. Family - Can You Have It All Recently I became a first-time mom to a 28-week preemie who is thankfully (now 9 weeks later) out of the hospital intensive care.  He’s with my husband and I and though it was hard to be separated from him for so long, we are just now getting to know what it’s like to be working parents.Since were both entrepreneurs, our plan has always been to share childcare responsibilities.  We want to be hands-on parents seeing the daily growth and development of our son. However,  less than a week into this new reality and already its a challenge to find time for everything.Career versus Family can you really have it all?  Ive coached working parents for years and the first step I take them through is to soul search and clarify what having it all means.  We talk about the natural shift in priorities that occurs when you have a child and how its okay to have an identity crisis of sorts as you start to measure success by more than just salary and title.If youre unsure about what you reall y want, start with the end in mind.  Fast forward to your 80th birthday what will you look back on and be most proud of hours spent at the office or time spent playing with your child?  Theres no right answer and though others may have their opinions, ultimately the best choice is the one that makes you happy.Given your example, will your child learn that work is a chore or a means to fulfillment? Children take cues from their parents about what role work plays in their lives.  So with my clients we also talk about one of the biggest work life myths that you have to sacrifice your dreams because you have a family to think about.  It doesnt have to be an either-or choice.  My Mom decided to have it all by making a career change at age 28 AFTER having 3 kids.  I watched her go through medical school and graduate to become a well-respected physician in our community. By doing so, she showed me its never too late to change careers and find great success.  (Of course she didnt have to miss out on becoming a grandmother either!)Forget the mommy wars let’s have some productive conversation.  Would you go after your dream job even though you had a family to think about or would you put your dreams on the back burner?  Do you feel its a daily struggle of career versus family? Is sacrifice a good thing? Comment here and weigh in on my SIRIUSXM SHOW Fridays at 4p ET/1pm PT (Call in # 1-866-675-6675). This week, hear work/life advice from special guest Emmy-award winning actress Patricia Heaton (Debra from Everybody Loves Raymond fame). Talk about someone who has it all Patricia has a thriving career and 4 sons!Mildred Vermont â€" Being a full-time mother is one of the highest salaried jobs since the payment is pure love.

Summary Sunday What You Need To Know About Job Search

Summary Sunday What You Need To Know About Job Search There are lots of things you may not know about job search. Live and learn, right? Well, I dont think you want to learn by trial and error because you may miss out on the one opportunity you really want. Each week I sum up the best articles I find and reshare them here. I do the time-consuming work so you dont have to. Youll find help for job interviews, applying for jobs, getting past the ATS, social media horror stories and networking and conversation tips. INTERVIEWING 3 Questions Top Candidates Ask In A Job Interview   by Adunola Adeshola | Forbes Technically, you should have many questions you plan to ask during the job interview, but these three are always great to include. Youll also learn why you want to ask these questions. How to Negotiate Salary: 37 Tips You Need to Know The Muse Did you know:  only 37% of people always negotiate salaries and 18% never do. -Salary.com But most employers expect you to negotiate. So put aside your fears and get comfortable with the idea of asking for morewhatever. JOB SEARCH Should I reapply for a job if I didn’t even get an interview? by Nick Corcodolis, Ask The Headhunter | PBS NewsHour So you really want to work for a company and your first application got rejected. Heres what you can do! NETWORKING The Hidden Networking Gap Between Men and Women by  Lisa Rabasca Roepe | Fast Company Fast Company writes, According to new study [by the Journal of Human Relations], women often hesitate to ask for help because they don’t want to “exploit” their network and they’re too modest. Sound familiar? This article includes six tips to help women network better. A shoutout to Hung Lee and his Recruiting Brainfood newsletter for this article. ATS Two ATS Myths That Are Hurting Your Resume Results by Marie Zimenoff, CEO, Career Thought Leaders Consortium The more you understand how ATS work, the better you will be at getting through the screening. This is a great companion to this article I wrote on LinkedIn  17 Things You Need To Know About ATS (and how to get past it) SOCIAL MEDIA 8 Times Candidates Didn’t Get Hired Because of Something They Put on Social Media by Stav Ziv | The Muse I dont want to scare you away from using social media to network and promote your personal brand but, you do need to see these stories.   The moral of these stories clean up your social media. CAREER The Dying Art of Conversation: My Interview with Author and Speaker Celeste Headlee by Farnam Street Celeste Headlee may not be a name you are familiar with, but trust me, you will want to read her tips to help improve your conversational skills and meaningfully connect with others. (This is also a podcast in case you are interested in listening.) FYI, Celeste is an opera singer, has a TED talk and has written a book on having conversations. IN CASE YOU MISSED IT How to Brand Yourself on Instagram for Career Success | US News World Report On Careers