5 Surprising Reasons Your Job Application Isnt Getting a Response

5 Surprising Reasons Your Job Application Isnt Getting a Response Sending out resumes by the dozens, but not getting any calls from hiring managers? You could be a fantastic candidate, but it might be time to ask yourself if you’re inadvertently doing anything that keeps you from making the next round.  Here are 5 things you might not have considered that may be the reason your job application isn’t getting a response. 1. Online-Only ApplicationsThe vast majority of your queries and applications are through online sites and job boards. But did you know that nearly 80% of all job openings don’t ever make it online? Switch your focus to networking, and find a way to get internal recommendations for positions before they’re even advertised online.2. A Generic ResumeIf you’re not crafting every resume to specifically target the specific job you want, then you’re wasting your time. The extra time it takes to match the resume spec for spec to the job to which you are applying will always be worth it. This shows you’re serious and do your homework. Make it as easy as possible for the decision maker to call you in.3. Lack of KeywordsFor online applications especially, you need to be mindful of the keywords you should include to get past online tracking systems. If you don’t have the right keywords or phrases in your application, yours might never come up in the recruiter’s search.The best way to figure out what to include is to comb through the job posting itself and make sure to highlight, verbatim, the qualifications you have that match the job’s demands. When in doubt, include the obvious skills and strengths. You never know what a hiring manager might be searching for.4. Social Media OopsiesOften one of the final stages in sorting through applicants is a quick scan of their social media presence looking for red flags. Don’t give them any. Scrub your sites clean of anything inappropriate or offensive. But do make sure to have a presence- being totally u nfindable can backfire as well.5. Telling Your AgeWhether you are uncharacteristically young or old for the position in question, don’t disclose this information until you walk into the interview and can control their reaction. Don’t broadcast this information too early or risk being weeded out. (Despite age discrimination being totally illegal†¦)

Freedom Caucus Definition and Membership

Freedom Caucus Definition and Membership The Freedom Caucus is a voting bloc of about  three dozen Republican members of the House of Representatives who are among the most ideologically conservative in Congress. Many of the Freedom Caucus members are veterans of the  Tea Party  movement that took root following the bank bailouts of the Great Recession and the election of Barack Obama as president in 2008. The chairman of the Freedom Caucus is U.S. Rep. Mark Meadows of North Carolina. The Freedom Caucus was formed in January 2015 by nine members whose mission is to â€Å"advance an agenda of limited, constitutional government in Congress.† It has also argued for a more decentralized power structure in the House, one that allows rank-and-file members a greater voice in deliberations. The mission of the Freedom Caucus reads: â€Å"The House Freedom Caucus gives a voice to countless Americans who feel that Washington does not represent them. We support open, accountable and limited government, the Constitution and the rule of law, and policies that promote the liberty, safety and prosperity of all Americans.† The coalition has been described as a splinter group of the Republican Study Committee, the conservative group that serves as a watchdog on the partys leadership in Congress. Founding Members of the Freedom Caucus The nine founding members of the Freedom Caucus are: Rep. Justin Amash of MichiganRep. Ron DeSantis of FloridaRep. John Fleming of LouisianaRep. Scott Garrett of New Jersey  Rep. Jim Jordan of OhioRep. Raà ºl Labrador of IdahoRep. Mark Meadows of North CarolinaRep. Mick Mulvaney of South Carolina  Rep. Matt Salmon of Arizona   Jordan was elected the first chairman of the Freedom Caucus.   Members of the Freedom Caucus The Freedom Caucus does not publicize a membership list. But the following House members have also been identified in various news reports as being members of or affiliated with the Freedom Caucus. Rep. Brian Babin of TexasRep. Andy Biggs of AlabamaRep. Rod Blum of IowaRep. David Brat of VirginiaRep. Jim Bridenstine of OklahomaRep. Mo Brooks of AlabamaRep. Ken Buck of ColoradoRep. Warren Davidson of OhioRep.  Scott DesJarlais of TennesseeRep. Jeff Duncan of South CarolinaRep. Trent Franks of ArizonaRep. Paul Gosar of AlabamRep.  Morgan Griffith of VirginiaRep.  Andy Harris of MarylandRep.  Jody Hice of GeorgiaRep. Darrell Issa of CaliforniaRep. Barry Loudermilk of Georgia  Rep. Alex Mooney of West VirginiaRep. Gary Palmer of AlabamaRep.  Steve Pearce of New MexicoRep.  Scott Perry of PennsylvaniaRep. Ted Poe of TexasRep. Bill Posey of FloridaRep. David Schweikert of AlabamaRep. Mark Sanford of South CarolinaRep. Joe Barton of TexasRep. Randy Weber of TexasRep. Ted Yoho of Florida Why the Small Freedom Caucus Is a Big Deal The Freedom Caucus represents but a small fraction of the 435-member House. But as a voting bloc, they hold sway over the House Republican Conference, which seeks support from at least 80 percent of its members for any move to be considered binding.   â€Å"Choosing their fights carefully, the Freedom Caucus has certainly made an impact since its formation,† wrote the Pew Research Center’s Drew DeSilver. DeSilver explained in 2015: â€Å"How does such a small group get to have such a big say? Simple arithmetic: Currently, Republicans have 247 seats in the House to 188 for the Democrats, which would seem to be a comfortable majority. But if the 36 (or more) Freedom Caucus members vote as a bloc against the GOP leadership’s wishes, their effective strength falls to 211 or fewer- that is, less than the majority needed to elect a new speaker, pass bills and conduct most other business.† While the makeup of the House has changed since then, the strategy remains the same: to maintain a solid caucus of ultraconservative members who can block action on legislation they oppose even if their own party, the Republicans, control the House. Role in John Boehner Resignation The Freedom Caucus rose to prominence during the battle over Ohio Republican John Boehner’s future as speaker of the House in 2015. The caucus was pushing Boehner to defund Planned Parenthood even if it meant forcing a government shutdown. Boehner, tired of the infighting, announced he would abandon the post and quit Congress altogether. One member of the Freedom Caucus even suggested to Roll Call that a motion to vacate the chair would pass if all of the Democrats were to vote in favor of ousting Boehner. â€Å"If the Democrats were to file a motion to vacate the chair and were to vote for that motion unanimously, there probably are 218 votes for it to succeed,† the unnamed member said. Many in the Freedom Caucus later supported Paul Ryan’s bid for speaker. Ryan was to become one of the youngest speakers of the House in modern history. Controversy A handful of Freedom Caucus members defected because they were unhappy with the group’s tactics, including its willingness to side with Democrats on votes that would undermine mainstream or moderate Republicans, including the effort to oust Boehner through a Vacate the Chair motion. U.S. Rep. Reid Ribble of Wisconsin quit after the leadership coup. â€Å"I was a member of the Freedom Caucus in the very beginning because we were focused on making process reforms to get every Member’s voice heard and advance conservative policy,† Ribble said in a written statement provided to CQ Roll Call. â€Å"When the Speaker resigned and they pivoted to focusing on the leadership race, I withdrew.† U.S. Rep. Tom McClintock of California quit the Freedom Caucus nine months after it formed because, he wrote, of its â€Å"willingness- indeed, an eagerness- to strip the House Republican majority of its ability to set the House agenda by combining with House Democrats on procedural motions.† â€Å"As a result, it has thwarted vital conservative policy objectives and unwittingly become Nancy Pelosi’s tactical ally,† he wrote, adding that the Freedom Caucus’ â€Å"many missteps have made it counterproductive to its stated goals.†

The Linked of Democracy and Reason Essay Example | Topics and Well Written Essays - 1250 words

The Linked of Democracy and Reason - Essay Example Therefore, the idea of democracy and reason are tightly linked and inseparable, since they affect human life concurrently. This is because in life man has to reason in order to make choices, since there is freedom of choice (among other human rights). An individual who believes in democracy also believes in the existence and need for proper reason in the society. The connection between the two notions is displayed in various scenarios as explained below. The Theban Messenger selects the extreme way to address his point on democracy. He likes the manner his boss rules people and considers it the perfect way to lead. He asserts that Theseus practices despotism. However, Theseus explains him the kind of leadership on his land where every person regardless of the social status is accorded an opportunity to rule yearly and in succession (Euripides 2). Thus, the city is not ruled by one person but by different people on a yearly basis. After being informed of the type of leadership in Theb es, the Theban herald describes the leadership style of King Creon. One person rules the country at a time, and no one is allowed to campaign and issue promises in order to be elected. Moreover, Creon does not allow the citizens to be twisted or used to one’s advantage. ... Theseus responds to the claims by asserting that the master of the herald practices despotism since there are no laws to be applied by everyone apart from the ruler, thus there is no democracy (Euripides 2). However, when such laws are written down, everybody respects and follows them, thereby ensuring equal justice. Moreover, the tyrant leader feels jealous of the young people and even kills them for fear of challenging his rule. Moreover, Theseus seeks to know the benefit of parents toiling for their kids while the king later kills them, thus enjoying the toil of the parents. Consequently, how can parents keep their virgin daughters when a tyrant king can rape them whenever he likes. Moreover, he wonders at the logic of raising children when a parent cannot protect them from destruction by the king. He concludes by claiming that he would prefer death if his children were treated in a similar manner (Euripides 2). Even though he might be having correct assertions, the Theban Messeng er should acknowledge the existence several ways of dealing with the issues he has raised concerning the subjects of his boss. For instance, he claims that the subjects lack proper education, which can aid them in making proper judgments (Euripides 2). However, the king can assist them by ensuring that everyone is accorded free and compulsory education, thereby ensuring that they make proper judgments on governance and democracy in their land. Consequently, he asserts that the subjects normally come from work when they are tired due to the strenuous time at work and thus, cannot participate in voting for leaders. However, the situation can be rectified by declaring the voting day a public holiday. This will ensure

Humanities Essay Example | Topics and Well Written Essays - 1000 words - 10

Humanities - Essay Example Apparently, tale one and tale three exemplify the theme of search for power as characters in the tales strain to achieve power. Tale one’s storyteller was Panfillo. The story reflects back during 400 AD. The hidden message was to criticize the Roman Catholic Church as it was practicing unlawful acts against individuals who had not subscribed to the Roman Catholic religion. The story is about a wicked businessperson named Ser Cepparello, however, most people referred to him as Ciapelleto due to his delinquent behavior. Ciapelleto had travel to Burgundy for business purposes and a favor to his friend Musciatto Franzesi. Unfortunately, Ciapelleto falls ill during his stay at Burgundy. Luckily, the Florentile brothers took and housed him until he recovered. Ciapelleto took advantage of the Florentile brothers and lies to them about his story. Unknowingly, the Friar believed him and revered him as a saint. In the story, the teller explains how people unknowingly upraise the Roman Catholic Church without knowing the evil part of the church (Kuhns, 516). The author expresses the theme of power by delineating how individuals, regardless of their action, strain to achieve power. Ciapelleto represents the Roman Catholic Church. He explains that the Roman Catholic Church is an unjust church as the leaders subject the believers to lies in order to achieve power and authority. Tale three in the Decameron also demonstrates the theme of search for power. The author for tale three was Filomena. Filomena expressed the theme of search for power using the co-existence among the Jews, Medieval, Boccaccio, and the Renaissance authors. Filomena had experienced the relationship levels among the groups (Kuhns, 512). For this reason, he wanted to depict the actual image of the ties. Apparently, most individuals among the groups had little or no information concerning the

Write a discussion paper on green marketing is a fad Assignment

Write a discussion paper on green marketing is a fad - Assignment Example Some of the techniques and tools used by marketers were based upon the notion of fear and guilt. Apart from this the actual reasons as to why the consumers started to prefer such product is another important question to be answered. Despite its overall appeal, the green marketing is still considered as one of the hottest and debatable issues with advocates from both sides providing their own arguments in favor of each alternative. Over the period of time, it has been observed that green marketing as the primary sales pitch is on the decline and consumers are not actually giving more preferences to the products marketed by using green marketing tools and techniques. (J. Ottman 2011) This decline therefore does point out to the question of whether green marketing is a fad and will vanish over the period of time? This paper will therefore argue as to whether green marketing is a fad and will survive for long or not? Green marketing is relatively different from the traditional marketing because it is only limited to the marketing of products and services which are environment friendly and are targeted at a particular market. Green marketing as such therefore must two important criteria of improved environment as well as the customer satisfaction. (Ottman, Stafford and Hartman 2006) It is important to understand that no product or service has a zero impact on the environment however, it is generally accepted that those products and services which actually protect the environment by reducing or conserving the use of energy and other resources. It is therefore generally believed that the environment friendly products must improve the productivity of the natural resources and improve their competitiveness and life. It is therefore critical to accept that the green marketing pose a credible threat to the conventional marketing because it directly challenges the way products and their marketing were viewed in the past.

HR and Line Managers Management Essay

HR and Line Managers Management Essay It is pertinent to start this essay by attempting to define the role and relevance of HR Managers and line managers in an organization.  human resource management is a management function that enables managers to train ,recruit select and develop the members of an organization (Aswathappa, k,2007). HR managers are managers responsible for delivery of basic HRM services such as recruiting, hiring, training, organizational development, coaching, employee relation, communication, leadership, advice, salary and benefits, team building of staffs within an organization including the well-being of people and relationship between management and employees (Susan, H, 2012).On the other hand, line managers are managers that are responsible for the administrative management of individuals, direct management of staffs within an organization and the supervision and discipline of their employees and performance appraisal (John ,F ,2012)  .It must also be noted that line managers have the power to influence the employees behavior (cascio,2008;cited in faisal et al ,2011). Apparently, there is a distinction between the responsibilities of a HR manager and that of a Line manager. While the former serves to engage labour, the latter deals with labour. However, there is a compelling need for Interaction between the HR mangers and line managers.   Interaction between the HR mangers and line managers The need for interaction between the HR manager and the line manager cannot be overemphasized. It is very essential within an organization and a research carried out by Stockton Borough Council (2011) showed that there is an existing culture of both managers working together to address people management responsibilities. The research also showed that line managers were ready to take up more responsibities to deal with poor staff performance without direct access to HR support and going through the required training on the task like conflict management.   For an organization to be fit for current and future challenges, Line managers have to be involved in the development and review of HR policies (Liz,F. 2012). Furthermore, mark et al (2012) pointed out that the establishment of corporate agility and its basic cultural responsibilities require a close and adequate interaction between the HR manager and line manager. HR sets up new policies and systems but the line manager is responsible for the application of these practices and policies. Technically, the  HRM proposes while the line manager disposes (Armstrong ,M ,2012) In view of the above, it is safe to conclude that for a high level of organizational performance to be achieved, there has to be a structured implementation of these policies. The onus lie on the line manager to implement thus he occupies a very important position in the organizational structure (Michael , A ,2012). MacDonald, L (2012) argued that in small businesses without a HR specialist, the line managers can take up the responsibility of recruiting and management of staff. Even in larger businesses where there is a HR specialist or department to oversee the employee management policies and practices, the line manager still plays a major role in the implementation of HR initiatives.   In addition, Mayhew, R.(2012) pointed out that the HR and   line manager interact together to handle and execute certain activities such as department staffing, workforce strategy, performance management, and conflict management in the organization. The main reason why both managers work together is because they share a common interest of ensuring that the company is successful. The line manager thus becomes very effective in the tactical aspect of HR while the HR manager has more time to focus and work on the strategic aspect of HR management (Mayhew, R,2012).   The ultimate goal is that the interaction between the HR manager and the line manager brings in the concept of HR business partnering.   According to Ulrich, D Brokebank ,B. (2008) the concept of HR business partnering is for HR professionals to collaborate with line managers or business leaders to achieve a common objective ,specifically in the designation and implementation of HR systems and processes that support strategic business and in restructuring of business strategy and transformation of the HR.However, there has been an overlap of power between the HR and the line manager. It has been established that the operational aspect of HR management is the reason behind the relationship among the two managers. Some models such as the three legged stool model and the four-role model which operate together under the same principles was invented by Dave Ulrich. It has helped to explain the HR business partnering and the interaction between HR managers and line managers (ken,2011). Furthermore, notwithstanding that the HR department is totally responsible for the HRM activities,  line managers share same responsibilities. Line managers have the power to influence the employees behavior which is the reason for the HR-line manager relationship. Truss and Gratton (1994) pointed out that line managers play a crucial role in coordinating the resources that enable an organization achieve its goal. In other words, it is absolutely necessary for a line manager to understand how HR practices and procedures are conducted so as to ensure a successful implementation of HR in an organization.   (Huchison and Purcell, 2003; cited in Faisal et al, 2011). In addition, line managers are dependent on the HR managers for assistance in knowledge sharing and facilitation and for this to be achieved there has to be series of work relationships between the both of them (Macneil ,2003;cited in faisal,2011). line managers can also achieve full integration of the HR into a companys real work through working in partnernership with the HR therefore leaving the HR totally responsible for the delivery of organizational excellence (Ulrich, 2008) .The HR is way too big and important to be left just for the specialist therefore it is required of the line manager to take up a role on development of peoples performance they have to manage (hearty and morley,1995;cited in Faisal et al ,2012). According to Ulrich, D. Brokebank ,B.(2011)The three- legged model is based on three basic components viz: the HR shared services ,HR centres of excellence and the HR business partners. This model helps to assign and explain the roles of the HR specialist, line mangers. It gives reasons and shows how the business partnering play a role in restructuring of the HR (ken,2011). Furthermore, the HR shared services is a single large unit responsible for handling all routine transactional services that include payroll, provision of corporate services and advices based on employee relations across the organizations, absence monitoring and the recruitment and routine administration (mark et al,2010). Centre of excellence involves a team of HR professionals that have a deep knowledge on the leading-edge HR solutions. The major role is the use of the HR innovations to give businesses a competitive advantage and HR business partners which involves the HR professionals working together with the line managers to steer and influence strategy and its implementation (cipd, 2011). Integration of the business and HR strategies According to Briggs and Keogh (2001) the integration of business and HR strategies is the key tool in achieving business excellence. A previous study by the Aberdeen group (2009) has shown that the best way that organizations and businesses can overcome economic instability and dilemma caused by the economic downturn is by the HR executives collaborating closely with the business managers to understand business success criteria by aligning their human capital management priorities with the overall business objectives and goals. This study also pointed out that the HR has to collaborate with business managers to be able to determine the appropriate HR strategy needed for a strong and effective business outcome (Fabugais, C ,2011) . A case study on McDonalds has shown that high quality products require quality people to produce, design and deliver them and, therefore for a business like McDonalds that offers a large element of personal service to maintain its reputation it has to focus more on HRM in terms of recruiting high quality employees and have the ability to train and retain its staffs (The times 100.2012). McDonalds has been one of the largest and fastest growing global restaurant with their success directly linked to the their ability to implement HR practices in terms of recruitment and training policies designed specifically to attract, identify, develop and retain high number of staffs needed for the business. Customer satisfaction can be linked to the effectiveness, attitudes and abilities of employees to provide those services that attract and satisfy customers (The times 100.2012). According to Sung, J. and Ashton ,D (2002) high performance work practices is one of the HR strategies implemented in businesses that has brought positive and organizational outcomes. This HR strategy is categorized into three different components viz: the high employee involvement practices which is focused on encouraging communication and trust between employees through quality circles; self-directed teams and by giving them access to the company information followed by the human resource practices (HRP) that involves a highly sophisticated processes of recruitment of employees, work mentoring and design and performance appraisals. It also involves the reward and commitment which is focused on facilitating greater commitment of the employees in the organization by providing the employees rewards such as profit sharing, performance related pay, job rotation and family friendly policies (sung, J and Ashton,D.,2002). A survey result on the correlation between the level of HPWP adoption and organizational outcomes by HPWP bundles has shown that the correlation of the three bundles of HPWP working together is positively linked to organizational outcomes and leads to the improvement of organizational performance through the motivation, satisfaction and commitment of staffs, provision of effective communication, teamwork while the correlation of the two bundles the HR and reward and commitment helps in creating a good sense of job security (sung, J and Ashton, D, 2002). Previous case studies derived from samples of companies included in the Sun Times   100 best companies to work for 2004 have demonstrated a good practice in a range of HPWPs and benefits of implementing HRWPs in organizations.   A case study on the Bacardi martini UK which is a successful company known to be a leader and inventor of ready to drink market with the business strategy of managing change and innovation through value based and people culture is a classical example. This company has remained successful through the implementation of HPWPs by creating a series of organizational values to guide, communicate and reward behavior appropriate to team performance. It is not in doubt that a strict adherence to these practices has provided the company with an agile team leading to overall improvements and success of the company. This is evident in improvement of production process efficiency of the company to 4.4 million pounds per year. There was an increment in the service level in warehousing and distribution from 85% to 97% . There was also a reduction of line filler changeover time from 4 hours to 75mins. Elimination of overstock with no failure in delivery on customer order. Reduction in pallet holding from 1.2 million to 457000k pounds and a reduction in the production line packer hangover time from 110minutes to 60 minutes policies (sung, J and Ashton,D.,2002). At this juncture, it is pertinent to acknowledge that PACT is an acronym for productivity, accountability, creativity and teamwork. PACT is another HR strategy implemented in the Bacardi martini UK company which has shaped and organized the processes of recruitment in the company .The strategy is to access the competence of the companies employees in line with the PACT values of the company (sung, J and Ashton,D.,2002).   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   Furthermore, a case study on the I -study a digital media agency that has successfully achieved a turnover of 12.3 million pounds and gained the credit and gotten an award in five years as being one of the most innovative digital media company in UK, the companys business strategy is focused on spotting new products and finding out a new approach and building a new industry. The success of this company is fully linked to the implementation of the HR strategies, by the company using the work redesign to remove hierarchy and encourage participation, creativity, communication and a collaborative teamwork and recruitment of effective employees based on personal attributes necessary to win over new business (sung, J and Ashton, D., 2002). Conclusion So far the studies on HRM strategies have shown that its very necessary and important for a business aiming to grow business growth, and the Intergration of the HR strategies into businesses enables business to increase their performance and productivity ,the HR practices play important in every aspect of business that helps in achieving this success ,thus the reward and recognition is directly linked to the motivation of employees which can be linked to a high level of their productivity in the organization, also in terms of training ,the training ,development outsourcing of the right staffs, helps in achieving business success aswell.it will be recommended that every organization wanting to increase the performance of their staffs and productivity should implement both the strategic and operation aspects of the HRM which is where hiring of the a professional HR managers and the line managers play an important role to properly manage these activities in an organization.

Duke Players in NBA :: essays research papers

Mike Krzyzweski has sent the most players to the NBA in the past 15 years. As a matter of fact he has 15 ex-Blue Devils in the NBA. Danny Ferry was the first his players to graduate to the NBA. In 1989 he was drafted by the Los Angeles Clippers, and in 2003 helped the San Antonio Spurs win a NBA title. Christian Laettner was second in line, he was drafted 3rd overall by the Minnesota Timberwolves in 1992, and recently retired in 2005 with the Miami Heat. Laettner wasn?t the only player from the 1992 championship team to branch off into the NBA Grant Hill came right behind him in 1994, when he became the 3rd overall pick in the NBA draft, after being drafted by the Detroit Pistons he was traded to the Orlando Magic, and still plays with them. In 1999 Coach K sent out his 1st, number one overall pick, when Elton Brand was drafted by the Chicago Bulls. Brand was traded to the Los Angeles Clippers in 2001, and is considered one of the NBA?s best players. In 2001 Shane Battier won the C ollege Player of the Year award, he also earned the 6th overall pick in the draft by the Memphis Grizzlies, he now plays for the Houston Rockets. Carlos Boozer is the first 2nd round selection of Coach K?s 15 NBA players. He was chosen 35th overall by the Cleveland Cavaliers, he now plays for the Utah Jazz, and is one of the leagues top international players. Mike Dunleavy is one of three players from Duke to be chosen 3rd overall. In 2002 the Golden State Warriors selected, he currently plays with the Indiana Pacers. Dunleavy wasn?t the only player to depart from Duke in 2002, Jay Williams was his partner, going right before Dunleavy, and being the 2nd overall pick, for the Chicago Bulls. Chris Duhon became the second player to join Boozer in being a 2nd round selection in 2004 by the Chicago Bulls. Dahntay Jones is the only player who made it to the NBA that didn?t play his entire collegiate career with Duke. His childhood friend Jay Williams encouraged him to join the team after he had already been playing at Rutgers University. He was selected 20th overall in 2003 by the Boston Celtics, he presently plays with the Memphis Grizzlies. Along with teammate Elton Brand, Corey Maggette is also notable as one of the first Duke players under Coach K to leave before the end of his athletic eligibility.