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5 Outdated Job Search Habits You Need to Drop Now

Posted By Julie McReynolds, Thursday, July 5, 2018
Updated: Tuesday, June 19, 2018

 5 Outdated Job Search Habits You Need to Drop Now


It’s late May, and you know what that means: a new wave of college grads will soon be ready for the workforce, armed with freshly-printed degrees and an arsenal of job-hunting advice from their parents, friends, and other loved ones.

But while your mom, dad, former babysitter and next-door neighbor have only the best intentions, their finding-a-job tips may not be the most up to date. Here are a few commonly shared pieces of advice you can go ahead and ignore.

1. Including an objective on your resume.

For many years, career counselors and resume-advice books instructed job hunters to start their resumes with an objective, or a sentence describing their career goals and the skills they have to contribute. But in 2018, resume objectives read as old-fashioned and unnecessary. Objectives essentially summarize the information already present on the resume, rendering them totally redundant. “Don’t worry about an objective - employers will skip over this, or worse, will screen your resume out based on an objective that is not a perfect match for the job they are hiring for.   Instead let your experience, skills and results-driven descriptions make the case for you,” advises Forbes contributor Trudy Steinfeld.

2. Dropping off a physical resume in-person.

If you get involved in career conversations with your parents, there’s a good chance that the phrase “pound the pavement” will come up at some point. They’ll tell you to get out there with a stack of printed resumes and hand them off to front-desk associates at the places you want to work, insisting that this in-person approach will get you valuable face time that could even lead to an on-the-spot interview.

This technique may have worked back in the 20th century, but these days, the vast majority of employers would rather receive applications digitally. Alison Green of Ask a Manager explains it like this: “Most companies include specific instructions about how they want you to apply, and it’s pretty unlikely that “in person” is included. Plus, many companies only accept resumes electronically because they get put into an electronic screening system. Third, this is unnecessarily gimmicky; save yourself the time, apply online, and if you’re a strong candidate, they’ll contact you.”

3. “Checking in” on your application.

Like insisting on dropping off a physical resume, calling or emailing businesses to “check in” about the status of your job application can sometimes be interpreted as a positive thing. Older friends and relatives might tell you that getting in touch after applying shows initiative and keeps you fresh in the hiring manager’s mind. But in truth, this behavior reads as naive and inconsiderate of the hiring manager’s time.

The career gurus at The Muse advise against this form of follow-up. “In general, let your resume and cover letter speak for themselves. If you have a killer application (or better yet, a company connection that you made through networking), you’ll have a great chance of catching the hiring manager’s eye without the pestering follow-up,” they recommend.

If you really want to touch base on your application, it’s fine to send a single follow-up email, especially if you’ve been called in to interview. But beyond that, more contact becomes overkill and ultimately hurts your chances.

4. Offering up your references unsolicited.

In older versions of resume-advice books, you’ll often see sample resumes presented with reference contact info printed at the bottom. Once a common practice, sending your references along with your resume actually does you a disservice. Employers with a good handle on hiring practices won’t ask for references until later in the process; if they’re using these conversations to gain valuable intel on you as an employee, it makes sense to wait until you’ve established mutual interest through a dialogue and an interview.

In a recent article, The Guardian offered another compelling argument for waiting to offer references: “There is also a good tactical reason not to supply references on your CV. As you move through the progressive stages of the recruitment process it is likely you will think of different people who could act as referees. If you have given this information already, it could become awkward to then say you would like someone else to be a referee instead. As in a game of poker, it’s best not to reveal your hand too early.”

5. Forgetting to tidy up your online presence.

Rather than an old-school habit to avoid, this one’s a new tactic you should immediately add to your job-hunting strategy. Past generations didn’t live in the Internet Age, so it makes sense that their job search advice doesn’t include any mentions of Google. But in the 21st century, we now know the importance of keeping tabs on your online presence, especially when you’re in the market for a new position.

According to The Muse, one in three employers have decided against moving forward with a candidate based on unsavory information they discovered during an internet search. To avoid a similar fate, be sure to Google yourself regularly, swap out any profile photos of you doing a keg stand, and manage your privacy settings.


This post was originally published by See the original post here.

Tags:  Career  Women  WomeninBusiness 

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What You Can Do in One Minute To Empower Women in the Workplace

Posted By Julie McReynolds, Thursday, May 31, 2018
Updated: Wednesday, May 23, 2018


What You Can Do in One Minute To Empower Women in the Workplace

By Fairygodboss

Anytime you change jobs, there’s a lot at stake. Beyond considering whether the role will be a good fit, there are (way too many) important questions to consider: what’s the culture like? Will you be judged for leaving at 6 p.m.? Can you occasionally work from home? And will you make as much money as men at the company?

We’ve all played the guessing game before, and felt extremely lucky — or terribly unlucky — a few months into a new role. But your job satisfaction shouldn’t hinge on luck, and fortunately, it no longer has to. Fairygodboss, the leading career community for women, by women, takes the guesswork out of the job search equation.

The site, founded in 2015 by former Dow Jones execs Georgene Huang and Romy Newman, provides women with a space to anonymously review their work experiences — specifically detailing their company’s culture, whether they believe their CEO supports gender diversity, what kind of parental leave benefits they have, how much they get paid, and whether their company is an overall supportive place for women to work.

By crowdsourcing information about how companies treat women, Fairygodboss equips female job seekers with the intel they need to make informed career decisions.

The best part? Whether or not you’re currently job searching, you can empower women in just one minute. Here’s how: visit Fairygodboss and leave a free, anonymous review about your job — or places you’ve worked in the past. By sharing your experience, you’ll help women everywhere.

Women who work at ADP, for instance, have written on Fairygodboss:

"I have been able to make more money, have more flexibility, and grow more as a person at ADP than I have at any other employer."

"I've been promoted three times in six years - there is definitely opportunity here! My work is challenging, rewarding, and fun. And, I feel that ADP has valued my contributions since day one. 5 stars!"

Join the movement, and be a Fairygodboss! Review your work experience — and get the inside scoop on how women feel about their jobs and companies — today!

This content was originally published by our partners at and can be found by going here.

Tags:  Business  Career  job  Jobs  women  WomeninBusiness  WomenSupportingWomen 

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The Real Reason Women Save Less For Retirement Than Men Is Too Typical

Posted By Julie McReynolds, Thursday, May 24, 2018
Updated: Wednesday, May 23, 2018


The Real Reason Women Save Less For Retirement Than Men Is Too Typical

By Annamarie Houlis

Some women save less than men on retirement, but a new study has looked at why that it is. The researchers explored the attitudes of women and men toward saving for retirement and found that more men identify saving for retirement a top priority, but it's not necessarily because women don't think it's important.

"Varying financial needs make it difficult for many men and women to build a retirement nest egg," Shane Bartling, senior consultant for Willis Towers Watson said in a prepared statement. "While our survey finds that women place a lower priority on saving for retirement than men do, we believe it’s a question of, 'Am I able to save for retirement?' rather than, 'Is it important to save for retirement?'"

The researchers surveyed 4,983 U.S. workers in July and August of 2017, and the results, compiled in the Willis Towers Watson 2017 Global Benefits Attitudes Survey, show that 60 percent of the men involved ranked saving for retirement as their top financial priority. In contrast, only 44 percent of the women surveyed said the same — that's because they had more pressing concerns, such as daily living costs (64 percent) and paying off debt (57 percent), even if they wanted to save for retirement first.

Daily living costs are perhaps more of a burden for more women than men, as women who work full time in the United States are still typically paid just 80 percent of what men are paid — that's a pay gap of 20 percent. And paying off debt is also a major concern for a lot of women, typically more so than for men, as student loan debt, for example, carries gendered implications. The gender pay gap, coupled with the fact that families save and spend more on sons’ educations than daughters’ educations, means that women with student loans tend to pay back their debts slower than their male counterparts.

Add to all that the fact that women have longer life expectancies than men, and that means that women usually have to save more than men, too.

One of the only commonalities that women and men share with regards to feelings on retirement is that they all have declining confidence in their retirement prospects. Fifty-seven percent still feel good about having enough financial resources to live comfortably for 15 years in retirement, but that number is down from 69 percent in 2015. Still just 39 percent of women are confident they’ll have enough resources to last 25 years into retirement, compared to 54 percent of men.

Interventions to ensure that women can make saving for retirement more of a priority might include further budgeting and debt management tools, and encouraging women toward higher default rates in their retirement plans, the researchers suggest.

But perhaps the issue is that we're always placing the burden on women to fix the burden they've already got on their shoulders. Might I add paying women fairly so they don't have to budget better or manage debt more than men, with which they're already tasked? 


AnnaMarie Houlis is a multimedia journalist and an adventure aficionado with a keen cultural curiosity and an affinity for solo travel. She's an editor by day and a travel blogger at by night.

This content was originally published by our partners at and can be found by going here.

Tags:  Finance  money  women 

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This Is What the Gender Pay Gap Looks Like Around the World

Posted By Julie McReynolds, Thursday, May 17, 2018
Updated: Wednesday, April 11, 2018

 This Is What the Gender Pay Gap Looks Like Around the World

By AnnaMarie Houlis

April 10 marked Equal Pay Day 2018, and women are still fighting the same battle they've been fighting for years.

In 2016, women who worked full time in the United States were typically paid just 80 percent of what men were paid — that's a pay gap of 20 percent. While the gap has gotten smaller since the 1970s as more women seek higher education and enter the workforce, the rate of change between 1960 and 2016 means that American women are still not expected to reach pay equity with men until 2059. In fact, the progress started slowing down in 2001 and has even somewhat stalled over the years — if it continues to lose momentum, women might not actually reach pay equity until 2119.

In 2017, the United States moved down four spots to no. 49 in its World Economic Forum (WEF) ranking compared to 2016. It recorded some improvement on the Economic Opportunity and Participation subindex—in particular due to a smaller gender gap on the wage equality for similar work indicator—but experienced a decline overall and has only closed nearly 72 percent of its total gender gap, a decrease of just two percent since 2015.

And it's not only women in the United States who aren't afforded the same salaries as their male counterparts. A 2017 report from the United Nations Population Fund, called The State of World Population 2017, found that no country was left untouched by sexism and discrimination when it came to women in the workplace. Women earn 23 percent less than men around the world, the study found. In fact, the average pay for women globally is $12,000, compared with $21,000 for men, which means that women around the world will not earn as much as men for 217 years, according to the WEF).

Gender equality is the fifth out of 17 sustainable development goals agreed upon by 193 countries under the 1994 Programme of Action, with the deadline of 2030. Closing the pay gap could add an extra $1,750 billion to the GDP of the United States, $250 billion to the GDP of Britain and $2.5 trillion to China's GDP. But there's a lot of work to be done.

Here's what the gender gap looks like around the world today in the top 10 countries thus far, according to the World Economic Forum's Global Gender Gap Report. Because even they have room for significant improvement.

1. Iceland

Countries should really be looking to Iceland, which has recently become the first country to make it illegal to pay men more than women. Iceland introduced the legislation on Jan. 1, which imposes fines on any company or government agency with over 25 staff members without a government certificate demonstrating pay inequality. The legislation didn't come as too much of a surprise: Iceland is the world's most gender-equal country, according to the WEF. It takes the top spot in the WEF report for the ninth year in a row, closing more than 87 percent of its overall gender gap. But, that said, Iceland dropped out of the global top 10 on Economic Participation and Opportunity due to a small increase of its gender gap in the number of women among legislators, senior officials and managers.

2. Norway

Norway took second place in 2017, closing more than 83 percent of its overall gender gap. It continues a multi-year steady improvement on its gender gap in the number of women among legislators, senior officials and managers, but 2017 saw slowing progress on its previous improvements in wage equality for similar work. It also recorded a slight decrease in the share of women in ministerial positions, moving down one spot on the Political Empowerment subindex to fourth, globally.

3. Finland

Finland took third place in 2017, closing more than 82 percent of its overall gender gap. But it dropped three spots on Political Empowerment, re-opening its previously fully-closed gender gap in the number of women in ministerial positions while narrowing its gender gap in the number of women in parliament. It has, however, fully closed its gender gap on Educational Attainment.

4. Rwanda

Rwanda has steadily closed 82 percent of its overall gender gap, mostly due to continued progress on its Economic Participation and Opportunity subindex score, on the back of improved parity in estimated earned income and, particularly, a significant narrowing of its gender gap in the number of women in ministerial positions. It's also the country with the highest share of female parliamentarians in the world (61 percent), so it advanced five spots on the Political Empowerment subindex, where it now ranks third globally.

5. Sweden

After continuously maintaining its overall Index ranking for eight years in a row, Sweden moved from fourth to fifth place in 2017. But the country has closed more than 81 percent of its overall gender gap, and it maintains a strong position on the Economic Participation and Opportunity subindex (thanks to progress on the wage equality for similar work indicator).

6. Nicaragua

Nicaragua saw a big increase in its overall Index score and rose four places, to sixth place in 2017. It's closed more than 81 percent of its overall gender gap and remains the best performer in the Latin America and the Caribbean region for the sixth year running. The latest rise is primarily because of its significant improvement in gender parity on the estimated earned income indicator, for which the country entered the top 10 for the first time.

7. Slovenia 

Slovenia moveed up a spot due to improvements on the Economic Participation and Opportunity subindex and increased parity in the number of legislators, senior officials and managers. And, with 80 percent of its overall gender gap closed, it remains the strongest performing country in Eastern Europe and Central Asia. It is also one of the fastest-improving countries in the world thus far.

8. Ireland

Ireland has closed 79 percent of its overall gender gap, it fully closed gender gap on Educational Attainment from last year, and it also sees an increase in gender parity in the number of legislators, senior officials and managers. But it has seen a decrease in gender parity in the number of women in ministerial positions.

9. New Zealand

New Zealand has maintained its position from 2016, and has closed 79 percent of its overall gender gap. The country rose four spots on the Political Empowerment subindex, with increased gender parity in ministerial positions and parliamentarians. But, that said, it is yet to fully re-close its Educational Attainment gender gap, which was re-opened last year for the first time since 2008.

10. The Philippines 

The Philippines has closed 79 pecent of its overall gender gap, but moved from the highest performer in the East Asia and the Pacific region to second place after New Zealand. That's largely because of its worsening performance on the wage equality for similar work indicator, dropping from seventh to 21st place.


This content was originally posted by our partners at and can be found by going here.

Tags:  Career  women  WomeninBusiness 

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Before You Forget, Women Are Not Granted Equal Rights under the Constitution

Posted By Julie McReynolds, Thursday, May 10, 2018
Updated: Wednesday, April 11, 2018


 Before You Forget, Women Are Not Granted Equal Rights under the Constitution

By AnnaMarie Houlis


2017 was quite a year, especially for women around the world (and universe). In retrospect, Peggy Whitson — the first woman to command the International Space Station — broke the U.S. record for the most cumulative days spent in orbit. A royal decree lifted the ban on women driving in Saudi Arabia. The voices of workplace sexual harassment victims across the U.S. were finally heard via campaigns like #MeToo and #TimesUp. And studies show that women have moved into more leadership roles across all industries, including the male-dominated Silicon Valley with companies as big as PayPal.

But there is so much more to be done. In particular: Women still need to be granted equality under the law within the U.S. Constitution. Because, yup, an Equal Rights Amendment (ERA) is still a thing.

Initially the ERA was supported by republicans very strongly and was even in the republican party platform. It was overwhelmingly passed in 1971 in both the U.S. House and the U.S. Senate. The proposed ban on discrimination based on sex read, “Equality of rights under the law shall not be denied or abridged by the United States or by any State on account of sex.”  

It had a deadline by which 38 states needed to ratify it. It was ratified in only 35 states by the deadline. And, thus, designated equality for women failed to become a Constitutional protection.

"Many people who followed the struggle over the ERA believed — rightly in my view — that the Amendment would have been ratified by 1975 or 1976 had it not been for Phyllis Schlafly's early and effective effort to organize potential opponents," political scientist, Jane J. Mansbridge wrote in her book Why We Lost the ERA.

In 1980, support for the ERA was removed from the republican party platform. Flash forward to 2018, and we still don't have equal rights for women spelled out in the Constitution.

Enter: The Human Campaign, "an effort to get the ERA passed and ratified by 2020 — the 100th anniversary of the 19th amendment, which gave women the right to vote." The campaign believes that, 100 years after women got the right to vote, it's about time that every protection that men enjoy in the Constitution be applied to women, as well.

"There are strong indications that those charged with interpreting the Constitution as it is written don't believe that women are protected," writes Katie Packer Beeson, who is behind the campaign. "Supreme Court Justice Ruth Bader Ginsberg recently indicated that 'We the People' meant something very different during our country's formative years than we expect it to mean today. She said, 'If there is one amendment to add to the Constitution, it would be the ERA. I'd like to tell my granddaughters that they live in a country where men and women are actually of equal stature.'"

Supreme Court Justice Antonin Scalia had also said in September 2010: "Certainly the Constitution does not require discrimination on the basis of sex. The only issue is whether it prohibits it. It doesn't."

While Ginsberg and Scalia didn't agree on much during their years on the Supreme Court, they'd always agreed that protection for women in the Constitution is not expressly provided. Today, activist and Actress Lina Esco, democratic operative Johanna Maska (President Obama's campaigns and White House), and republican operative Katie Packer Beeson (Mitt Romney's Deputy Campaign Manager) are behind the new campaign.

Their goals are simple: "Passing a Constitutional Amendment is designed to be difficult. It must have broad bipartisan support. The campaign won’t start in Hollywood or Washington. Instead it will start with uniting people across the U.S.," the campaign reads.

They will build a grassroots campaign employing the best of research, polling, infrastructure, and engagement, and unite unlikely parties engaging them in a discussion of equality. They'll use oxygen and momentum of #MeToo and Time Is Now, but collaborate with republicans and men to shift from the individual conversation to the institutional conversation — how we really bring about change for women. And they'll ratify the ERA by 2020, the 100 year anniversary of women’s right to vote. A new coalition, new tactics and a new outcome. The fiscal sponsor is Hopewell Fund, a 501c3, and all donations are tax deductible to the full extent of the law.

By 2020, the ERA should grant women equal rights in the Constitution because it's long overdue.


This content was originally published by our partners at and can be found by going here.

Tags:  genderequality  leadership  women  WomeninBusiness 

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