Infographic Flexible Career Options for Your Personality

Infographic Flexible Career Options for Your PersonalityInfographic Flexible Career Options for Your Personality416Did you ever have a job that just felt like a perfect fit for you? Chances are, you had a position that matched with many of the aspects of your personality. And in order for you to have a successful job search- and a long-lasting career that youll love- its a good idea for you to figure out what personality type you are and focus on those flexible career options.The infographic below- compiled by Truity Psychometrics, a provider of online personality and career assessments- details the four dimensions of personality type and ideal jobs for every type. There are four different personality types and four different styles. Check them out belowHeres an overview of the personality stylesEnergy StyleExtroverts- people who like working with people in a bustling environment.Introverts- people who like working independently or in small groups and in quiet spaces.Thinking StyleSe nsors- people who like working with concrete things, such as machines, people, or data.Intuitives- people who like working with abstract concepts, theories, and ideas.Values StyleThinkers- people who want work that uses their intelligence and allows them to excel.Feelers- people who want work that reflects their values and helps others.Life StyleJudgers- people who like organization and a neat workplace.Perceivers- those who like flexibility and dont mind some chaos and clutter.Here are the four types of personalitiesBased on these four styles represented on the infographic, choose which one from each category best reflects your personality and write down the corresponding letter. Once you have the four letters, you can see which career is best suited for you. Ultimately, there are four different job personality types. They arePragmatists (ESTJ, ISTJ, ESTP, ISTP)Pragmatists are people who enjoy logic and order. They prefer work that produces a physical result.Some careers in this fi eld include Accountant Office Manager Financial Advisor Computer Hardware Engineer.Caretakers (ESFJ, ISFJ, ESFP, ISFP)Caretakers like doing practical things that enhance other peoples lives.Some careers in this field include Social Worker Bookkeeper Nutritionist Elementary Teacher.Theorists (ENTJ, INTJ, ENTP, INTP)Theorists find pleasure in creating work that involves new ideas, creations, and inventions.Some careers in this field include Attorney Entrepreneur Real Estate Agent Software Developer.Empaths (ENFJ, INFJ, ENFP, INFP)Empaths are compassionate people who seek to improve peoples lives and make the world better.Some careers in this field include Writer Psychologist Preschool Teacher PR Specialist.Knowing what your personality type is can allow you to notlage simply find a job, but meaningful work that will keep you happy for a lifetime.Readers, which personality type are you? Are you looking for flexible career options that align with your personality? Let us know in the com ments

What You Need to Know About the Future of the Job Search

What You Need to Know About the Future of the Job SearchWhat You Need to Know About the Future of the Job Search Searching for a new job and finding the right person for a role is undeniably a task within itself for job seekers and talent acquisition professionals alike.From writing a compelling resume to nailing an interview and tracking candidates to securing an offer, theres quite a deal of heavy lifting involved for all parties.Even more, the advent of new technologies continues to redefine the job search landscape and talent industry. Every day, the ecosystem gradually evolves as candidate and employer demands continue to shift.The future of the job search is still on the horizon, but a few things are for sure. People can expect trends like artificial intelligence, online personas and mobile applications to continue to transform our world. It would be amiss to not acknowledge the emergence of artificial intelligence in the hiring and job search space . Automati on is already making waves today with chatbots, screenings, applicant tracking systems and intelligent interviews. As employers continue to use machine learning to refine their recruitment process to find the perfect candidate, job seekers will have to rise to the challenge of adapting to emerging technologies. Candidates will have to become more comfortable with interacting with machines, from writing bot-friendly resumes to speaking to them throughout the hiring process.While technology will enable efficiency within the hiring process by freeing up the time to complete mundane tasks, candidates and recruiters can also await more opportunities for face time and meaningful relationships. AI will never replace human recruiters in our industry, but it will enable recruiters to spend more human time with candidates, said Denis Edwards, Kforce Chief Information Officer.Now more than ever, job seekers are treating the job search like a shopping experience, using an average of 16 to 18 sources when looking for a job . Theyre doing their due diligence to make informed decisions with prospective employers. Even more so, candidates are increasingly becoming aware of an employers brand and reputation. The job search of the future will continue to see this trend, with job hunters seeking out more content to learn about companies and their open positions. Peer review sites like Glassdoor and social media platforms will be used to gather an insiders perspective within a company and how employees perceive an organization.Companies with a competitive advantage are sharing compelling content (not just posting jobs) that adds value - including why working at their organization is different than working at similar companies, which helps guide a candidates decision to apply or accept an offer, said Allison Kruse, Kforce Director of Content & Social Media.Online brand awareness and management will be critical for employers and recruiters who wish to attract active and pas sive candidates. For any organization looking to attract talent, the job seekers trust will be the ultimate goal.On a similar note, branding and online reputation will be equally as important for candidates searching for a job.Gone are the days of requested references validating your professionalism and skill sets being enough for prospective employers. We now live in a digital world where a job seekers online presence is just as important as the coveted resume. Theres a growing desire among employers to experience candidates in 3D - on paper, in person and online. Theyre Googling your name and will be for the foreseeable future. Candidates who want to land a job in the future will have to create the digital footprint employers want to see.Job seekers should optimize their professional brand by showcasing commitment to their work, highlighting professional achievements, curating industry content and more.Your professional brand plays a pivotal role in your career. Regardless of if you are currently looking for a new job or not, it is important to strategically design and actively manage your digital persona , Kruse said.In recent years, millennials entered the workforce and demanded job flexibility, career paths and stewardship . Currently entering the market is richtung Z - individuals born during the mid-90s to the early millennia. This generation now desires job stability in contrast to millennial job hopping.Emerging workers will likely seek roles that are practical, staple and in high demand across various industries like health care, technology and finance. In turn, employers should prepare to offer training and development opportunities to foster career growth to attract future job seekers. In fact, 7 out of 10 people say that training and development opportunities influence their decision to stay with a company. Managers must ensure that there is an investment strategy aligned to training and development priorities. This can come through resources such as enhanced learning management and enablement tools, data analytics, surveys and more, said Ashley Ehlinger, Kforce Director of Training and Development.With the onset of the digital age, mobile devices continue to rise in popularity. The trend has created a new phenomenon thats only expected to grow - applying to jobs on the go . Nearly 79 percent of millennials use their phones to apply to jobs, with Gen Xers trailing behind at 73 percent and Baby Boomers at 57.2 percent.Mobile apply jobs allow job seekers to save time by conveniently and quickly applying to jobs within minutes on their highly-accessible smartphones. Free mobile apps like Dropbox and Google Drive are excellent choices for candidates to store their resume to apply on the go easily. Downloading job apps and creating profiles also assists candidates in making the job application process as easy as one click.Ultimately, the convenience of mobile platforms should encourage employers, recruiters an d candidates to think mobile-first and consider how they can use mobile platforms to improve efficiencies in the application and hiring process. In the future to come, job seekers and hiring professionals can anticipate technology to continue to revolutionize the job hunt and improve productivity. From chatbots to online branding and more, itll be up to professionals to take advantage of emerging tools to continue to grow throughout the employment journey and stay ahead of the competition.

This guy just quit in solidarity with female coworker over boys club at FEMA

This guy just quit in solidarity with female coworker over boys club at FEMAThis guy just quit in solidarity with female coworker over boys club at FEMAWhen you see your coworker get mistreated, what can you do to show them youre on their side? Some show solidarity by speaking up when it happens, while others complain privately. One government employee decided to go one step further and make a stand by walking out - for good.In an act of solidarity for his coworker, the male press secretary for the Federal Emergency Management, Paul McKellips, said that he was quitting because FEMAs front geschftszimmer was a boys club that was excluding the former head of external affairs, Susan Phalen, from meetings. McKellips stepped down on February 12, following Phalens resignation earlier in the month. McKellips said that FEMA was preventing Phalen from doing her job as a public affairs officer.When the front office shut her out, you effectively shut me out as well, McKellips wrote in his two-p age resignation letter obtained by POLITICO. No matter how hard or how often she asked for a seat at the table, she was neither invited to strategic planning meetings nor given access to leadership.McKellips went on to directly accuse FEMA of a gender disparity I observed firsthand that Phalen was unable to penetrate the boys club in your front office. Female executives are not treated the same way as their male counterparts at FEMA.FEMA said that it was not commenting on the case specifically, but noted that our agency is committed to fostering a culture of inclusion and respect, promoting a culture that embraces diversity and allowing all employees the opportunity to achieve their full potential. We reject any assertion to the contrary.How to show solidarity with coworkersResearch shows that McKellips is not the only person in the workplace witnessing abuse. Its a pervasive problem in many offices. A recent study found that 81% of U.S. employees said they either had been bullied o r witnessed it happening to a coworker.Joining forces with your vulnerable colleague, like McKellips did, is one research-backed strategy proven to work against bullying bosses. A study in the Academy of Management Journal found that when coworkers team up, they have more leverage to confront bullying managers. The study calls this strategy coalition formation, noting that, The leader may rely on a specific follower in the team for key performance outcomes (e.g., sales promotion). If the focal follower is able to convince a highly valued follower to form a united, coordinated front against the leader, the leader may view the focal follower as a single-unit with the valued follower.If youre a valued worker, you can show solidarity by showing that your skills are contingent on the positive treatment of your bullied coworker. You are signaling if they go, you go.Directly linking your resignation to a toxic work culture is one extreme way to provide documented proof to your bullied coll eague that they are not alone. You saw it too. When you quit in solidarity with your coworker, you are throwing up a white flag, but you are waving it proudly for all to see.