Plus-sized women face shocking discrimination from hiring managers

Plus-sized women face shocking discrimination from hiring managersHave you ever left a job interview feeling like the interviewer welches more focused on your appearance than your responses? Chances are you have and new research shows that if youre a woman, that gut feeling is quite rational. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) A new study from my company, Fairygodboss, asked 500 hiring professionals to look at images of 15 professional women of varied ages and races who had different hairstyles, body shapes, and attire. Respondents chose three adjectives (out of 11) to describe each woman and selected the women theyd be fruchtwein likely to hire.The responses revealed that appearance does play a significant role in how hiring professionals perceive women.The dataIn our survey, we first asked hiring managers to pick the top qualities they look for when assessing job candidates. The most frequently selected qualities were professionalism (ch osen by 68.28 percent of respondents), reliability (chosen by 60.69 percent), and leadership materie (chosen by 46.21 percent).The top hiring choice welches a young, Caucasian brunette. She was described as professional, confident, and friendly. While only one of these qualities overlaps with the three top-rated qualities among respondents, she was still the most likely to be hired.If a candidates appearance varied from this woman, she was less likely to be hired, regardless of whether or not she had the qualities hiring managers were looking for.Hiring managers were particularly harsh when judging the heaviest candidate. She was more likely than any other woman to be described as lazy (20 percent of respondents matched her with this adjective). Even though 44.8 percent said she was professional and 32.8 percent said she was reliable, just 15.2 percent said they would hire her over the other candidates. This placed her 14th of 15 for hireability.When shown an image of an older candi date, respondents ranked her sixth (out of 15) for professionalism, third for leadership ability, and first for reliability yet just 29.2 percent said they would hire her over other candidates.Women of color also seemed to be facing a strong bias. Respondents rated most of the women of color as more reliable and having more leadership ability than the Caucasian woman, but remarkably enough, they were all less likely to be hired.This is how the data breaks downThe Caucasian brunette was ratedProfessional 75.4 percent of respondentsReliable 19.6 percent of respondentsLeadership werkstoff 27.8 percent of respondentsWould be hired 60.0 percent of respondentsThe African-American woman was ratedProfessional 64.8 percent of respondentsReliable 29.8 percent of respondentsLeadership material 29.2 percent of respondentsWould be hired 45.6 percent of respondentsThe Asian woman was ratedProfessional 57.6 percent of respondentsReliable 37.0 percent of respondentsLeadership material 2 7.6 percent of respondentsWould be hired 31.4 percent of respondentsThe Hispanic woman was ratedProfessional 42.2 percent of respondentsReliable 19.6 percent of respondentsLeadership material 33.2 percent of respondentsWould be hired 26.6 percent of respondentsWhat this means for womenIts an unfortunate reality that you are still largely judged by how you look and dress. Hiring managers might perceive that you possess all of the qualities theyre looking for, but depending on your appearance, you still may not get the job. Since your age and race and to some extent your weight are out of your control, what can you do?In some situations, even the best interview responses might not overcome these biases. It is worth mentioning, however, that not all people share the saatkorn prejudices.Our data suggests that some hiring managers are less biased than others. For example, younger hiring professionals (between 25 and 34 years old) were more likely to hire the older candidate. Thirt y percent said theyd consider the older woman, while just 15.4 percent of respondents over age 54 would. This means that older job seekers shouldnt be afraid to apply for positions at up-and-coming companies that are largely led by young employees.Our research also shows that most women of color are more likely to be hired if their interviewer is of the same race. Both African-American and Asian respondents said they would hire the candidate of the same race.While you cannot choose the age or race of your interviewer, you can do research on companies to determine whether they prioritize diversity. Before interviewing, check review sites to see what current and former employees have to say about the organization in terms of inclusion.In the end, women are going to face unique and unfair obstacles during the job search. Hiring managers will look at them and make assumptions about who they are based on their appearance. But that doesnt mean theres nothing you can do to prove youre wort h hiring.About the authorGeorgene Huang is obsessed with improving the workplace for women. Shes the CEO and Co-founder of Fairygodboss, a marketplace where professional women looking for jobs, career advice and the inside scoop on companies meet employers who believe in gender equality. Previously she ran the enterprise business at Dow Jones and was a Managing Director at Bloomberg Ventures. She is a graduate of Cornell and Stanford Universities.

New Ideas Into Resume Writing Wiht Limited Work Experience Never Before Revealed

New Ideas Into Resume Writing Wiht Limited Work Experience Never Before Revealed Your experience should deal with every necessary qualification in the job announcement. Your experience for a cashier at Burger King isnt likely to aid you in getting work at an IT consulting firm. Your latest job ought to be written first and the jobs which you have done beforehand follows. Thus, when you sit down to compose your first resume, attempt to consider your prior jobs in a new light. New Questions About Resume Writing Wiht Limited Work Experience Do emphasize transferable abilities, especially once you do not have a lot of experience or planning to find a change in careers. If youre a career changer or have several years of experience, craft a highly effective overview to highlight your accomplishments and abilities. It is very important to be aware that you need to only add skills that are pertinent to the standort youre applying for. When youre crafting your resume objective, you should concentrate on particular abilities and experiences which are directly linked to the job. How to Find Resume Writing Wiht Limited Work Experience You might have a lot of accomplishments in various places on your career or company, therefore its important to choose those which will make your readers ooh as they read it. If you may add 2 or 3 to each experience, then you are going to demonstrate that youre a goal-oriented individual. If your experience is thin and you will need to center on relevant coursework, there are some tips you want to stay in mind. Now you need to know how to compose a resume with no experience thats compelling and distinctive, ideal for a high school resume or a beginners resume for teens. The Truth About Resume Writing Wiht Limited Work Experience Using work experiences may differ based on the work history an employee or an applicant has. Your work history shows potential employers what type of employee youre going to be. Once you receive a j ob, you barely have enough time to do laundry. Federal jobs often need you to have experience in a special type of work for some period of time. The Argument About Resume Writing Wiht Limited Work Experience Learning how to do a resume when do not have any work experience is a lot easier if its possible to demonstrate some seasonal or short-term work experience. One very significant part the work experience section is finding the perfect way to list your contributions to the business. Work experiences will supply the info needed by the clients regarding the jobs that youve already done and the business that youve been involved with. If youve got minimum work experience, you could consider leading off with your education, especially if its related to the position youre applying to.

How To Help New Hires Get Settled In Quickly - Spark Hire

How To Help New Hires Get Settled In Quickly - Spark HireHR departments are tasked with a lot of things around the office. They have to monitor employee performance and satisfaction. They need to ensure organizational development is, well, developing nicely. They act as a go-to source for regulatory concerns, compliance issues and so forth. And one of the most important roles they serve is to act as a segue for new hires to get situated and familiar with their job.But what about HR management thats tasked with overseeing a company of 1,000+ employees? Or what about HR managers who work in a fast-rising company where new hires are being brought on by the handful? How can they enact new hire training methods while keeping in line with the rest of their duties?Going from the job interview to their own cubiclethat parts done. Lets look at what you need to do from here on out to help make new hires feel welcomed and ready to take on the day.Get Together The Necessary DocumentsPaperwork. P aperwork. And more paperwork. Every new process, every new employee brought on board needs to go through it. Sometimes its only a few pages of contact information and benefits packages. Other times there are packets upon packets of information to shovel in front of them. The key is to not stress the new hire out. Dont overwhelm them with too much at once.And if youre seeing a lot of instances where new employees are being bogged down by too much paperwork, only to be followed up with even more training documents, then you might want to consider thisEnsure The New Hire Training Methods WorkNothings worse than having one employee scoff at how newbie training is long or dull and distracts them from getting to know their way around the office. HR is tasked with ensuring every new hire that comes along has both the time and appropriate resources to be educated on company culture, workplace compliance and policies, whether they need specific department training, etc.By putting each employ ee through a marathon training session, youre compromising their ability to fully retain everything. And how you decipher which training session is right for whom is another key. Your new accountant doesnt need to be bored to tears with a packaged training video or lesson that covers sales lessons and creative brainstorming. They just need the regulatory training videos and courses, safety lessons and leadership segments.Shorten the training, but make it efficient. There are many eLearning options out there that help address that.fruchtwein ImportantMake Them Feel WelcomedMost new employees Ive come across have seemed timid for the first couple of weeks, or longer. Heck, I was so nervous and shy around new coworkers and management, that it really took a while to get around to meeting everyone. And I regretted that. There was absolutely nothing wrong with any of my coworkers, but I was never really given a full day for just introductions I had to jump right into the fire and complete a project.And as HR managers, you must take great strides to ensure new hires are given their chance to meet everyone, understand basic principles of the company and just generally feel welcomed.Heres a basic checklist of things to help that along the wayHave their desk prepped and ready. Sounds juvenile, but youd be amazed at how long it takes some new hires to get everything they need.Spend the entire first day, maybe two, just roaming around the office, meeting other coworkers in their department, as well as everyone around the office. Show them everything they need. Rather than waste time locking them in a room full of documents and project meetings, get them invested in the company culture first.Send out a Welcome email, making sure every employee is on board with that email, too. Its a simple gesture that goes a long way. Whether youre 1,000 strong or barely shy of 20 employees, its all about investing in employee happiness and acceptance from the get-go.Let them know your do ors always open. Thats an obvious trait for most any HR manager, but employees still need to be aware.But in the end, however you guide new hires to your team, just remember that todays job environment is much more different than it was 10, 20 years ago. Retaining top talent is becoming harder every year because what drives employees, what really keeps them happy at work is ever-changing. All those old-hat incentives to make them stay are wearing thin. Millennial workersarentstaying at a job for more than 3 years, and itisntbecause theyre dissatisfied with their job they want a new challenge.How you develop and define a company culture is just as important today. You never know, a happy, unified and creative workplace that challenges employees to push themselves to innovate may be just the ticket to retaining your top performers. And every top performer starts off as a new hire.Are you doing everything you can to help get your new hires settled in? Do you reevaluate your training pr ocess to make it more efficient and enjoyable over time? Offer up some answers to these question in the comments belowIMAGE Courtesy of Flickr by Victor1558About the Author Kyle OBrien is a Community Manager for an eLearning company, ej4, which provide streamlined e-learning training videos for businesses to help establish new employee behaviors and increase knowledge in the workplace. Kyle has been a frequent author on a range of topics concerning HR, business leadership, employee motivation and other similar topics for a series of business blogs.

Rebuilding Your Network

Rebuilding Your NetworkRebuilding Your NetworkAs the economy warms up, mora of your contacts are on the move - and going places that could be right for you. How do you tighten a network thats gone slack?People have a bad habit of letting their networks go stale when they land new positions. Theyll certainly stay in touch during the job search after all, networking is a great way of finding new opportunities. But once theyre back on the job, they drop the active networking that helped them land it in the first place.LinkedIn, Facebook and other business networks offer some ongoing connection, but they dont provide personal touch and top-of-mind awareness of an active career tribe. Thats why I coach all clients in transition leid only to build an effective tribe but to manage it actively - because you never know when the next shoe will drop or the next opportunity will arise.In the current recession, your network may have gone cold on its own. With more of your colleagues unemployed and fewer able to help their networks advance, many people stopped trying to network and lost touch. As the economy rebounds, job seekers will have to rekindle those relationships, too.Job seekers often tell me they feel awkward reconnecting with former colleagues, coworkers and mentors they havent contacted since their last job hunt. Of course, I can slap them on the hands and say, Naughty, naughty. You didnt keep yourself connected the way you should have but that doesnt solve their dilemma. Therefore, lets snuff out guilt - which, if kept alive, will ruin any efforts to reconnect anyway.Here are a few effective ways to re-ignite a group of friends and business relationships.1. Admit you lost touchIts weirder not to acknowledge the rhinoceros head in the room than to acknowledge it - so dont gloss over the fact that you havent reached out in ages. Chances are, the person on the other end of the line is just like you most people dont keep their career tribes active and vibrant. T herefore, begin by stating the obvious but in an Everyman kind of wayGosh, its been ages. I dont know if youre like me, but I get so busy with all thats going on with work and family that staying in touch with people that matter to me takes a back burner. Its not right, and I intend to correct that moving forward because, as we both know, relationships are everything.2. Dont make it all about YOUYes, you are connecting with your contact now because youre looking for clients or a job. However, the worst thing you can do is immediately jump into what you want or need from him. Instead, you need to rebuild the relationship by demonstrating interest in him.So, is now a good time to talk, or could we bestattungs a coffee? How are you? Whats been going on in your world? How are the kids/husband/pets/projects? Draw on your knowledge of your contact to get him talking about himself and what hes up to. Getting your contact to tell you stories about his life, career and exploits builds relati onship equity.3. Have a research projectAt some point, the point of your call will come up naturally. I would offer it up before youre asked. But my No. 1 rule in career transition is, The best way to get a job is not to look for oneSounds ironic, but youll always get further meeting more people faster when you connect based on reasons other than your need for a job. So create something worthwhile on which your contact could advise you other than your resume or job search. Are there new developments at the cutting edge of your industry about which she may have thoughts? Which players in your field do you want information about? Your inquiry doesnt need to be formal nevertheless, it does need to feel like youre researching a topic, not prospecting for jobs.I recently helped a social-network newbie set up her first profile on LinkedIn, which created a built-in opportunity to network in the name of research. The woman used her position as a LinkedIn newbie to reconnect with her contact s and ask them how they used the service. Once in touch and talking, she parlayed the connection into some greater research projects in her industry. For her, networking was the research project.4. Wait to be askedPeople arent stupid. You need never flat out say to them, Im looking for a job. If you have a solid reason to call for their opinions and advice, youre building relationship equity. After all, everyone wants to feel like the expert, and people love to give advice. If youve handled the first three steps gracefully, the person on the other end will probably ask, So, are you in the market? Thats what you want them asking you. This gives you the opening you need to reply, Oh, well, yes, one reason I have the space to reconnect with helpful folks like you is because I was recently downsized. But I want to make a smart move this time, which is why Im focused on researching these issues. Of course, if you know others you think I should speak to, Id be grateful if you can direct m e to them.This more subtle approach will generally net you a more open and willing connection than if you tried to say hello after five years and immediately asked for job-search help. Re-establishing relationships based on warmth and mutual interest is far more comfortable and effective than requesting job leads. The power of relationships can truly amaze you if you use them wisely. And their benefit is never one sided. The advice, input and connections your contacts offer you today will always benefit them eventually. The universe reciprocates but you gotta get out there and make your contributions. Taking the first step to reconnect is a big contribution.

14 ways youre accidentally mom-shaming your friends

14 ways youre accidentally mom-shaming yur friends14 ways youre accidentally mom-shaming your friendsAs parents living in a world where social media runs rampant, we all have felt like we were beingjudged by someone else. Weve all experienced the condescending, passive-aggressive comments to your Facebook post that screams youre doing it all wrong It feels awful.I would venture to say that *most* moms dont shame each other intentionally. We all know that it takes a village. And without our village, we would be totally lost some days. When I see moms shame each other, it hurts my heart. We are all in this crazy parenting thing together. We should be lifting each other up, empowering our fellow women, giving them support and sharing love. Ultimately, that is what we do with our friends. Let them know we have been there, and that we know its hard.Or so we think. But even with the best intentions at heart, there are times we shame our friends, and we dont even realize we are doing it. He re are 14 things you might actually be doing that shame your mom friends. Cut them out of your vocabulary or your social habits, and youll be better at lifting up the women around you.1. Saying I would never let my kid eat If youre having a meal with your friend and they order the mac n cheese for their toddler bite your tongue. What you choose tofeed your kidsis your choice. If they want to feed their kids pasta and chicken dinosaurs forlunch, thats THEIR choice. And they dont need you weighing in on it.2. Expressing that you couldnt ever leave your kids with a stranger.If your friend goes off to work every day and youre a stay at home mom, its best to keep any negative thoughts on babysitters or daycares to yourself. Its a hard job staying home with kids, but its also hard to leave them. And they likely dont do so without putting a lot of thought and consideration into their childs well-being. Dont make them feel any more guilt than they already do.3. Asking if they are done havi ng kids.This is one I have heard from a lot of friends. As if they didnt have enough faith in my ability to parent the kids I already had, it would be best if I stopped while I welches ahead. And whether I had thought of having anotlageher child or not, it still stung.4. Commenting on the state of their home.Making a comment or joke about a toddler tornado or a kids food smeared on the table might be meant as light-hearted. But instead, you could be offending your friend by insinuating their neglect ofhousehold responsibilities. If they have a messy house, they know it. Comments (even light ones) arent necessary.5. Bad mouthing their spouse or partners parenting abilities.If you think their spouse should be stepping it up dont say it. Its not your place. Nor do they want to hear how amazing your supportive, helpful, and hands-on hubby is if theres isnt. Remember, thats their partner in life. And if push comes to shove, they will likely choose him or her every time.6. Acting like an expert because your kid had a similar episode or issue.Not all two kids are made the same, just like no two parenting issues come with the exact same solution. Even if your child had an identical experience to your friends child, leave it to the parents or the professionals to figure out their solution. Be a listening ear, and thats it.7. Giving a breast is best talk.Literally,everyoneknows thatbreastmilk has amazing health benefits. But that doesnt mean that breastfeeding is for everyone. Some moms cant breastfeed because of medications, illness, breast issues, or latch issues. Or, they simply just dont WANT to. Its their baby, and their choice.8. Downplaying theirmiscarriage.I never know the right thing to say in sad situations, so I tend to say less than I should in fear of saying too much and hurting someone. A loss is painful. No words ever make it better, but some words can make it worse. Be careful not to diminish yourfriends losswhen they need you most.9. Handing out unsolic ited childsleep advice.If someone didnt ask you about sleep training, dont give them your fool-proof method on how to sleep train your kids in 5 simple steps. Tired moms just want their problem to be heard, not fixed. Listen and empathize. And offer to pick up the coffee next time.10. Pretending to be super mom.If your friend is expressing being overwhelmed, exhausted, or just not in love with motherhood at the moment, its best not to start proclaiming your undying love for all things that made you a mom. They dont want to feel alone in their feelings, and they definitely have enough guilt as it is.11. Claiming your kid is perfect in every way.When a friend shares a problem they are experiencing with their child, the last thing they want to hear is that other kids dont behave like this. Making them feel like their kid isnt normal (when most likely their kid is perfectly normal) is not only offensive, its hurtful. Moms have enoughanxietyabout their ability to parent. Lets not make th em think they are missing some huge red flag when it comes to their childs behavior.12. Telling them what the experts say.We all know parenting doesnt come with a handbook. And every single child does not fit a mold (although either of those would be very nice indeed). Years ago, my childs pediatrician told me to have my baby sleep in a car seat when he had a stuffy nose and was having trouble sleeping through the night. Now, its highly advised NOT to do this because it can dangerously cut off their airway. So, just because the experts say so, doesnt mean its right for that individual child. Stop making your friends feel like they are doing something wrong or arent providing their kids with the best possible care because of something you read in a book.13. Judging other moms before you know what kind of mom they are.I have been guilty of this myself. I have a perpetual case of putting my foot in my mouth. Once I made a joke about the PTA moms during the first week of school drop off only to find out the mom I was talking to was the room mom for my childs class. Oops. Be careful.14. Claiming their child is behind according to the milestones they should have hit.All kids hit important milestones at different times. Telling your friend that their child is behind is going to cause some serious panic in them, and some serious concerns about their parenting. Unless you are genuinely concerned for your friends child, let the parents and the doctors handle their developmental progress.Its one thing to be shamed by a stranger in a mom group online. Its another realm of hurt to be shamed by your own friend. Luckily, you can keep an eye out for ansicht actions and remember some things are better left unsaid.A version of this post previously appeared onFairygodboss, the largest career community that helps women get the inside scoop on pay, corporate culture, benefits, and work flexibility. Founded in 2015, Fairygodboss offers company ratings, job listings, discussion boar ds, and career advice.

8 Tips for Dealing With That Extra Annoying Co-worker

8 Tips for Dealing With That Extra Annoying Co-worker8 Tips for Dealing With That Extra Annoying Co-workerWhether its the copywriter who incessantly talks to you about her family drama or the account executive who steals food from the company fridge, weve all dealt with annoying co-workers in the office at some point or another. Of course, colleagues who drive you crazy also pose a harte nuss How do you deal with them without leaving a bad impression?Have no fear, because weve searched the great depths of the web to find the best resources on handling those pesky people in the office. Youll be a work relationships master in no time.Trust me, youre not alone Here are the 15 most annoying co-workers ever (and, shocker Everyone deals with them). (LinkedIn)Building on that, there are definitely ways to handle each individual infuriating co-worker case its not one-size-fits-all. (DailyWorth)If youre worried that youre the only person dealing with a frustrating colleague, dont be research found that one in eight people leave a job due to incivility. (Entrepreneur)Its easy to reach a breaking point with loud, gossipy colleagues, so drown them out with these five awesome apps. (Fast Company)Sometimes when youre dealing with an obnoxious gruppe member, its best to find a bigger enemy. (Inc.)If youre dealing with a perpetually late co-worker, heres the fix youve always been waiting for the Whisky Rule. (Lifehacker)Obviously, its easy to be annoyed with other people, but its also important to take a step back and think about what irritating office habits you have that drive others crazy. (Forbes)All in all, look on the bright side Your co-worker isnt as awful as David Thorne. (Elite Daily)Need more help dealing with annoyances in the office? Check out some of our suggestionsHow to Deal Handling the Impossible Co-Worker13 Types of Co-workers We Could Seriously Do WithoutHow to Handle the Co-worker Who Just Doesnt Get ItPhoto of upset office workers courtesy of Shutterstock .

6 Communication Tips That Will Make You a Better Leader

6 Communication Tips That Will Make You a Better Leader 6 Communication Tips That Will Make You a Better Leader Article by Dan ScalcoWhether you manage employees, coordinate a team of volunteers, serve on a board, or are in charge of juggling your familys schedule, your leadership skills hinge on your ability to communicate effectively with others. Here are six communication tipsthat will make you a better leader, improve your relationships with other people, and boost your teams productivity and morale1. Know YourselfAll good communication starts from a distribution policy of self-awareness. When youre communicating with other people, you need to be aware of your inner monologue. You dont want to take out your bad mood on someone else. Its also important to know what youre hoping to achieve from a given interaction so you can tailor your message accordingly.2. Know Your AudienceThe best communication occurs when you understand the rolle youre speaking to. Knowing your audiences mo tivations, learning styles, and preferred communication methods allows you to adapt your message to make it more effective for the context. Making a personal connection facilitates empathy, puts people at ease, and builds trust.Just one caveat In order to be effective, personal connections need to be genuine, not exploitative.3. Be Direct, Specific, and ClearClear communication increases the likelihood that people will comprehend your message and take whatever action you may be asking of them. Its better to over-explain something than to leave room for misunderstanding.Whenever youre delivering an assignment or asking for assistance from someone, focus on providing simple, actionable, and specific instructions. Its helpful to prepare your thoughts in advance so you can communicate all the relevant details. Dont end a conversation until youre sure the other person understands your objectives and how to achieve them. Deliver instructions in a friendly, open way so the other person kno ws they can approach you with follow-up questions.4. Pay Attention to Nonverbal CommunicationPlenty of research suggests nonverbal communication is just as important as what a person says, if noteven more important. Facial expressions, hand gestures, posture, and eye contact all play a major role in affirming or undermining your message.Whenever youre talking with someone, try to be aware of both your own body language and the body language of your conversation partner. In particular, pay attention to whether your body language aligns with what youre saying this will help you to be a more trustworthy communicator and make youseem more self-assured.5. Listen More Than You SpeakOne of the best ways to encourage open and honest communication within a group is to model active listening. When someone is speaking to you, really listen to what theyre saying. Ask follow-up questions to demonstrate that youre paying attention and to make sure there are no miscommunications. Keep an open mind and focus on thoughtfully responding to what people say instead of immediately reacting.This practice builds rapport and understanding between the communicating parties.6. Be Positive and RespectfulTo cultivate loyalty and boost team performance, prioritize transparent, fair, and respectful communication within the group. Dont hold your position over other people or use coercion or fear as motivators. Instead, focus on bringing an honest, positive, and ego-less attitude to every situation that arises. Serving as a cheerleader instead of an autocrat helps maintain morale and can even facilitate creativity and effective problem-solving.Each of the above tips represents an ongoing practice. You wont master them in a day or even a year. Instead, youll need to commit to practicing these strategies for life. The more you implement these skills, the more theyll start to feel like second nature and the more your leadership abilities will benefit.A version of this article originally appear ed on SUCCESS.com.Dan Scalco is the founder and director of marketing at Digitalux, a digital marketing agency located in Hoboken, New Jersey. Throughout his career, he has helped hundreds of businesses save time, increase leads, and maximize sales. Connect with him on LinkedIn.