• Acts of favoritism are considered illegal if the treatment is for a specific and protected characteristic, such as gender, age, race or religion.

• People tend to be subconsciously attracted to particular personality types, which can lead to favoritism.

• Favoritism is bad for a work environment because it builds animosity in other employees, creates an environment without room to grow, and decreases employee moral and creates a high turnover.

• When handing favoritism in your work environment you should examine the situation, work on your performance, speak with your boss or HR department, or seek a new position.

What Is Favoritism in the Workplace?

Reasons Favoritism Is Bad for a Professional Environment

1. Builds animosity in other employees. Watching a single employee with an average skill level receive extra benefits and promotions while their co-workers get nothing isn’t the type of environment that builds a passionate staff.

   Employees pick up on favoritism quickly, whether it’s in the form of simple remarks or more drastic actions. A team that’s filled with people who feel frustrated or cheated isn’t going to be productive.

2. Creates an environment without room to grow. When a person commits to a job, they’re often viewing it as a stepping stone towards career advancements down the line.

   When managers provide promotions to their favorite employees only, it limits the capacity of others. Employees who feel that their employer isn’t taking care of them or their career interests look to alternative options.

3. Decreases morale. Nobody wants to put in their hard work and effort for a job that doesn’t recognize them because of favoritism. It decreases motivation and morale quickly because it makes employees feel like they’re not working towards anything.

4. Increases employee turnover rates. After a while of being dissatisfied with their work environment, employees naturally seek new opportunities elsewhere. High turnover rates negatively impact a business because it takes a lot of money and time to keep filling open positions.

Examples of Favoritism in the Workplace

1. Receiving extra attention. While receiving the majority of a manager’s attention might not seem serious, it can limit other employees’ chances to improve. A company supervisor only has so much time on their hands.

   If they’re giving it all to one person on the team, it means a lot of other employees are being neglected.

2. Regular praising. Offering praise to an employee for a job well done is recommended to boost motivation and confidence. However, when this praise is only given to a single person on the team, it implies favoritism.

   Constructive feedback is given to every employee proportionate to their performance in a well-functioning work environment.

3. Being given extra privileges. Employee privileges, such as a flexible schedule or personal days off, are benefits that are outlined during an employee’s onboarding process.

   When certain employees are given more privileges than others with the same responsibilities, it’s interpreted as favoritism.

4. Excusing an employee’s poor performance. In addition to providing favorited employees with more opportunities, professional favoritism also comes in the form of pardoning poor performance due to bias.

   When a manager excuses a team member’s shoddy work, it puts the entire company in jeopardy of falling behind. Additionally, employees who meet their job responsibilities quickly get annoyed when they’re making up for a favorite’s lacking performance.

5. Unearned promotions. Promotions are hugely significant because they recognize employees for their achievements and contributions.

   When promotions are awarded to people based on favoritism instead of performance, it negatively impacts a business over time by decreasing overall employee motivation.

How to Handle Favoritism in the Workplace

1. Examine the situation. While it’s easy to jump to assumptions about a situation that you feel slighted in, take a moment to examine the circumstance at hand.

   It’s crucial to evaluate fully before taking action because it reflects negatively on an employee if they make a huff about their boss displaying favoritism, and it ends up being unfounded. Do some research into what constitutes favoritism, and decide if your experience matches these examples. Even if you find the favoritism you’re coming across is legal, your company can still handle it and improve the circumstance.

2. Work on your performance. It may seem ridiculous to respond to favoritism by working even harder on your work performance.

   However, being the best employee possible provides the evidence needed to strengthen a case for favoritism because it shows you’re doing everything right in your role without receiving the same opportunities for growth in return.

3. Speak to your boss. Once the problem has persisted past the point that you’re able to ignore it, it’s time to set up a meeting with the manager whose committing the offense.

   • Don’t use this discussion as a chance to attack your supervisor for displaying favoritism; instead, take the chance to gain clarity. Ask them why you didn’t receive a recent opportunity and how you can improve your performance to be considered in the future.

   • Once your manager has outlined the direction for how you can receive more opportunities for advancement in the future, it provides the information needed to improve in these areas.

   • Oftentimes, bringing their attention to your eagerness to take on new challenges inspires a manager enough to give you a chance. If they still display favoritism and ignore you for projects, you need to discuss the situation with a higher-up in the company.

4. Speak with your company’s Human Resources department. When you’ve tried to work with your boss to reach a conclusion that satisfies you both, but they’re still demonstrating favoritism towards other co-workers, consider speaking to your company’s Human Resources department.

   • An HR branch is responsible for handling employee affairs and acting as a neutral bridge between a company and its team.

   • Speaking with a member of the HR department helps diminish a favoritism situation by speaking further with the manager in question or even transferring you to be supervised by someone else.

   • An objective party, like a Human Resources representative, often has better luck with getting through to an unruly manager than an individual who works under them.

5. Seek a new position. While heading off in search of a new job is a last resort for frustrated employees, it is an option to consider.

   It’s a short-term headache to quit your role and begin the process of finding a new job, but it might be the best alternative if you’re uncomfortable at your current company because of favoritism. Finding a fair supervisor at a new job is often easier than trying to change a horrible boss.

When Does Favoritism Become Illegal?

• Gender

• Age

• Race

• Religion

Tips for Preventing Favoritism in the Workplace

1. Build a professional relationship with all employees. One of the reasons that favoritism occurs in the workplace is that managers only build a working relationship with one or a few team members.

   To steer clear of favoritism while managing a team, put in the effort to build a professional relationship with every employee. Speaking with someone for a few extra minutes might give you insight into common ground you share and the unique skills they possess.

2. Establish a system to evaluate employee success. Creating a system to evaluate every employee’s performance is an excellent way to manage favoritism in the workplace.

   Having a set rubric for the success milestones that an employee needs to meet eliminates the possibility that people are being rewarded unfairly.

3. Take employee feedback seriously. Employers collect constructive feedback from their employees because it shows them a different perspective. As a supervisor, your team might pick up on things you’re unaware of from your position.

   Consider employee feedback carefully and take action to remedy situations that people are uncomfortable with, like favoritism.

4. Speak out about favoritism if it’s witnessed. Sometimes it’s another co-worker who’s the culprit of the favoritism in your business.

   When you’re positive that you’re witnessing a co-worker demonstrate favoritism towards their team, it’s best to speak to them about it. This doesn’t have to be an accusatory meeting, but just let them know what you’ve been seeing. In situations where a manager isn’t conscious of their favoritism, bringing it to their awareness might solve a lot of difficulties.

Key Takeaways:

• Building rapport, or a positive relationship with other people, is helpful, especially with colleagues, customers, and job interviewers.

• Rapport with colleagues and customers can lead to a more productive professional life.

• Rapport requires you to be empathetic and self-aware.

• Rapport can provide learning opportunities and expand your network.

• Asking appropriate questions are great ways to build rapport.

What Is Rapport?

How To Build Rapport: Know Your Audience

• Colleagues. Building a rapport with your coworkers is helpful to your professional life.

• Customers. A rapport with customers makes interactions more productive.

• Interviewers. Building rapport during a job interview doesn’t guarantee an offer, however it can help show your soft skills and makes a good impression.

• Anyone. Building a rapport with anyone is an important skill that can come in handy in many different situations.

How to Establish Rapport With Colleagues

1. Get to know their basic information. Before you can boost a relationship with someone at work, you need to know all their basic information.

   This includes things like their name and preferred pronouns. Gathering this fundamental information about the people you work with demonstrates that you care about getting to know them.

2. Offer them help with a project or task. A productive work environment functions collaboratively. That sometimes means taking on tasks outside of your job description to lend a helping hand to a coworker.

   Not only does helping out a colleague with a task broaden your horizons and display reliability, but it also encourages rapport. Everyone can use a little assistance in their duties from time to time. Offering your effort to help a co-worker in need is a good way to get the ball rolling on building a relationship.

3. Ask questions about their life to discover commonalities. The vast majority of friendships are branched from discovering commonalities between two people.

   This rule still applies when networking with colleagues in a professional environment. Be inquisitive, without being pushy, about your co-worker’s life, hobbies, and background. After fielding them good questions, listen up to every detail of the answer they provide. Tossing them a question and then tuning out for the answer reads as inconsiderate. People are more interested in building rapport with people who engage in active listening with them.

4. Invite them to get together outside of work. The relationship can be strengthened even further once a base of rapport is formed with a colleague by inviting them to get together outside of work. The hangout doesn’t have to be a monumental event, but it should be somewhere other than the office.

   Examples of easy-going scenarios to invite a co-worker to include:

   • Out to lunch

   • Grabbing a coffee

   • Going for a hike

   • A show, concert, or sporting event

   Meeting with close co-workers outside of the workplace deepens the connection because you form more memories with them.

How to Build Rapport with Customers

1. Evaluate their priorities and cater to them. A successful salesperson’s ego, needs, and opinions melt into the background the moment they begin a customer interaction. They’re replaced by determining the priorities of the client and working towards fulfilling them in a way that leads them to make a purchase.

   To begin building rapport with a new customer, evaluate what’s important to them and what they’re looking to get out of the exchange.

2. Adapt to their personality and circumstance. Industries with firsthand customer contact handle a catalog of varying personality types and personal circumstances. One person is pleasant and goal-oriented, but the next is disengaged and unsure of what they want.

   The ability to adapt to any type of character that walks through the door improves the chances of establishing a solid rapport.

3. Maintain an optimistic attitude. When a disgruntled customer comes into your workplace to complain about a situation, it’s easy to tune out and simply wait for it all to be over. However, this doesn’t work towards solving their issue or improving the rapport between the two of you.

   Even when you’re handling a tough customer circumstance, it’s important to maintain an optimistic attitude to show them that you’re willing to work with them to find a solution.

4. Employ positive body language. Rapport isn’t only created from your spoken words. It’s also a product of an employee’s body language cues with customers.

   While you might be saying all the right things to form a connection with a client, your body’s nonverbal communication could be telling an entirely different story. Examples of positive body language include:

   • Sustaining eye-contact

   • Upright posture

   • A confident handshake

   • Unfolded arms

   • Smiling and nodding

How to Build Rapport in an Interview

1. Dress for the position. The first impression that an applicant makes in a job interview is with their attire. When you’re hoping to land your dream job, dress for the part. Research what wardrobe is appropriate in the role you’re going for and match that standard.

   While an outfit choice might be the last thing on your mind with an important interview looming, it still needs to be a consideration.

2. Use the interviewer’s name when appropriate. When you begin a job interview, the hiring manager introduces themselves to you using their name and title.

   If they haven’t done this, be sure to ask what they’d prefer to be called. Once you know their name, keep it in the back of your mind to slide in while answering their questions. Avoid overusing an interviewer’s name, but peppering it throughout the conversation a couple of times shows them that you paid attention. It also establishes rapport because you’re addressing them personally when replying.

3. Ask the right questions. An interviewer usually allows candidates to ask questions at the end of the discussion. Use this time wisely by asking the right questions to build rapport.

   The question portion of an interview is the perfect time to find out more about the interviewer and how they enjoy their role with the company. While your questions shouldn’t be overly personal, it’s okay to ask the hiring manager a little information about themselves. It’s a chance to stand out and build a connection beyond the sea of applicants they’ll meet.

4. Demonstrate glimpses of your personality. The pressure of a job interview makes some candidates’ brilliant personality slip through the cracks in an attempt to be the best option for hire.

   While professionalism is crucial to landing a position, it’s equally important to impress the interviewer with your unique character. Allow the hiring manager to see glimpses of your personality, beyond your professional persona, to strengthen rapport in the tight timing of an interview.

Tips for Building Rapport With Anyone

1. Tap into your empathy. Whether you’re trying to engage with a customer or attempting to ask a crush out on a date, it requires you to tap into your empathy. Empathy is a person’s ability to understand and relate to the way another is feeling.

   This is extremely useful when building rapport with anyone because it puts you in their shoes and gives you direction for where to steer the interaction.

2. Use small talk. When you want to build rapport with people around you, but you’re not sure how to go about it, using small talk is a great way to start.

   Small talk refers to surface-level conversation topics that allow casual banter to flow. It‘s a classic tool often used in the business world to build rapport.

3. Inquire about their life light-heartedly. Asking questions about the other party is the route to building rapport with them.

   People enjoy speaking about their lives and hobbies. Asking targeted, yet appropriate, questions in this area demonstrates an interest in who they are besides being your colleague, customer, or interviewer.

Examples of Questions to Ask for Rapport Building

1. Where are you from? This basic question establishes foundational information about the other person.

   It’s impersonal enough time to be on the level of small talk but gives you a lot of information about the other person. It’s a good question to use early in a conversation because other topics naturally arise, and commonalities can be found.

2. How long have you been working here? When you’re starting a new job or asking questions during an interview, this is a solid choice to begin an interaction. It sets a standard of understanding between two people but also acts as a springboard for many other questions.

3. Do you have any exciting plans this weekend? Asking a colleague or customer about their plans for the weekend brings the topic outside of a professional context. This inherently builds a deeper sense of rapport.

4. Can I help you with anything? Offering assistance to another person is a great way to kick off a positive interaction and build rapport. It paints you as a dependable individual and starts a conversation at the same time.

5. What’s your favorite section of the bookstore? This is a more interesting way of asking a co-worker what their favorite book is.

   Instead of forcing them into a corner of choosing a single favorite book, it lets them reside in an entire genre. This is a good inquiry to get to know the more intricate parts of someone at work.

6. How do you recharge after work? Everyone has their own routine for winding down after a stressful day of work. Asking a coworker about their way of recharging after work is a good way to segway into inviting them somewhere outside of the office.

Why Is Building Rapport Important?

1. Creates comfortability among a professional team. There’s an undeniable value to a team that functions well together. Teamwork leads to company productivity, innovative ideas, and an overall comfortable atmosphere.

   To reach this point of togetherness on a professional team, there must be some effort made by all parties to build up a rapport. Part of being an organized unit is knowing the other members of the team. It makes it easier to delegate tasks to the right person, encourages a free flow of communication, and establishes respect for one another.

2. You get to know impressive people in the field. There are always co-workers with a little more insight and experience than you have. Instead of being intimidated by the people at work who have more knowledge in the field, look at it as an opportunity.

   Getting to know high-performing employees at your job creates rapport with impressive people who might be able to help your career later on.

3. Gives the chance to learn from others. There’s a wealth of information at your disposal at work if you have the guts to start a conversation with those around you. Building rapport with people at work also comes with the chance to learn from them.

4. Exposes you to more business opportunities. Keeping your head down and sticking to only your assigned tasks is no way to get ahead at work. It limits opportunities and creates stagnation.

   No matter what field you’re in, there’s one way to guarantee exposure to more opportunities and further your career. It’s building rapport. You never know what incredible job opening or project opportunity that a co-worker could have in store down the line. Your name, skills, and potential linger in their minds years later because you focused on establishing rapport.

5. Improves interpersonal skills overall. Many situations benefit from having a series of handy transferable social skills in your back pocket. Building rapport at work requires interpersonal skills. Focusing on rapport as a priority at work inherently sharpens social skills overall for a variety of circumstances.

Re-Establishing Rapport

Key Takeaways:

• Taking initiative at work can lead to positive growth and benefits.

• Ways to take initiative include: offering solutions beyond the scope of your work, speaking up during meetings, and being willing to take on additional tasks.

• Make sure not to overextend yourself because this can lead to a negative impact.

• Taking initiative is a great way to build confidence and dependability.

• Be positive and empathetic when taking initiative.

17 Tips for How to Take Initiative at Work

1. Think about ways to improve the organization. Even the best companies manage to find ways to innovate and improve their productivity. This is true of your employer as well. Consider the ways that your organization or team could improve.

   Once you’ve gathered a list of realistic ways to innovate your company, think about how you’ll go about presenting these ideas to your team. You don’t need to formulate the entire plan, just the thought outline. Bringing up something simple, like finding a cheaper supplier for the same materials, might make a huge difference in your company.

2. Go the extra mile when completing projects. Work is stressful, and because of this fact, many employees cruise by for years just meeting the average expectations of their employers.

   While only meeting the bottom line of completing your work probably won’t get you fired, it also isn’t going to win you any promotions either. Going the extra mile when working on projects is an excellent way to take initiative. It shows a commitment to the job and reflects well on your work habits.

3. Speak up during meetings more. A lot of companies have meetings weekly or monthly as a designated time for employees to converse about what’s going on. Unfortunately, many employees stay quiet during team meetings. This is a squandered opportunity to speak up and take initiative.

   If you work in a company that doesn’t have periodic meetings to discuss as a team, reach out to a supervisor to schedule something. Even though you’re not presenting to the whole team, it’s the next best option to let your opinion be heard.

4. Ask questions. One of the best ways to take initiative at your job is to ask questions every chance you need to. Asking questions shows that you’re interested in improving and doing good work. You can’t advance from your position if you don’t know where you stand or what you can do to get better.

   Questions enhance clarity, which trickles down to bettering your personal skills and work quality.

5. Only put out work you’re proud of. When you first began your job, this tip was probably an inherent part of your work process. Over time, though, your drive to only turn in work that you’re 100% proud of becomes a little less intense.

   It’s a natural cycle that happens when someone settles into their professional role. However, an employee who takes initiative overcomes the lull of complacency when it comes to the quality of their work. Only attach your name to work that you’re proud of, no matter how small the task is.

6. Consider your future and career goals. Individuals who display initiative in their career are often thinking about objectives in the future and how to achieve them.

   Writing a detailed plan for defining and reaching your career goals makes accomplishing them more manageable because you’ve outlined the necessary steps.

7. Building rapport with co-workers. It’s important to build rapport with co-workers and act together as a team. The staff of a company needs to be able to function well together, even in jobs with competitive undertones.

   Building a relationship that’s more than a surface level with your co-workers helps improve the workplace dynamic. This shows an employer your initiative to improve the functioning of the team.

8. Request constructive feedback from supervisors. Another technique for showing your employer you mean business when it comes to growing your career is to request constructive feedback.

   Asking a supervisor for feedback about your skills and weak points indicates that you’re an employee who’s open to suggestions and ready to improve your performance. Put their input to good use after you’ve received suggestions from your colleagues. Consider the points they’ve raised and how you can go about tackling them one by one.

9. Pay attention at all times. You never know when a vital piece of information is going to be brought up in a meeting or a new opportunity will present itself briefly. To make sure you’re aware of everything happening at your organization and any opportunities for advancement, pay attention at all times.

   There’s nothing worse than messing up something in your control because you weren’t paying attention.

10. Always be prepared for the next opportunity. Your place of employment has a wealth of opportunities that can introduce themselves at any given point. Taking advantage of these occasions relies on catching them at the right moment and being ready to take them on.

    Keep yourself organized and prepared enough to pursue any professional opportunity when you get the chance. Preparedness demonstrates initiative and readiness for receiving more responsibility.

11. Adopt a team-centered mentality. A business achieves its success through the strength of its team. Always feeling like you need to compete with your co-workers creates a tense work environment that’s difficult to collaborate in.

    To avoid the uncomfortableness of being on a team that’s at odds with each other, adopt a team-player mentality. Even if there are a couple of people at work who you simply can’t stand, they’re a team member and an essential part of your company thriving.

12. Offer to help when you can. An employer notices when you go out of your way to offer help when you didn’t have to because it exhibits initiative. While you should never extend your services to help when you already have a full plate, making the generous offer when you can will impress a supervisor.

13. Take on some extra work. This is another tip that’s only possible to do if you have enough room for it in your schedule. When you have some downtime at your position, it might be a good call to ask for some extra assignments.

    This kind of behavior tells your boss that you’re not going to sit around and wait for work to fall in your lap. You’re going to get up and seek it. When your manager is considering who to give more responsibility to in the future, they’ll remember this gesture of initiative.

14. Step up to solve problems when they arise. Problem-solving is an advantageous skill for employees to have, but it’s useless if you don’t share this information with your colleagues. Although nobody is thrilled at the idea of maneuvering problems and overcoming obstacles, it needs to happen eventually in any professional environment.

    Speaking up with suggestions for solutions to issues when they arise puts your abilities to problem-solve on display, which leaves a positive impression on your employer that you’re taking the initiative in a tough situation.

15. Act as a leader within the company. While you might be in an associate’s position now, there’s always the possibility of leadership in your career’s future. Start now by acting as an example and presenting leadership skills.

    Many companies prefer to promote supervisory positions from within, and demonstrating leadership characters early puts you in mind when these opportunities occur.

16. Improve your soft skills in your spare time. Taking it upon yourself to improve your career’s transferable skills shows an immense amount of initiative. An employee is rarely told they need to work on their interpersonal abilities or time management.

    It’s a realization and undertaking that they must explore themselves to become a better employee. Using your spare time to sharpen your soft skills improves your overall performance and demonstrates workplace initiative at the same time.

17. Stay positive. Co-workers are aware of and affected by the energy you bring to the workplace. Even though a professional environment has the potential to be stressful at times, staying positive is significant to how you’ll be perceived.

    An employee with a positive attitude is viewed as having a sense of initiative because they don’t get bogged down with the hassles of work and instead continue to get their job done.

The Definition of Taking Initiative at Work

Ways Taking Initiative at Work Can Help You

1. Helps you stand out from the competition. The professional world is competitive despite the field you work in. Even people in the most laid-back occupations need to make themselves stand out to gain traction in their careers.

   Taking initiative helps you shine among the competition because it shows that you’re willing to do whatever it takes to do the best work.

2. Builds confidence. Putting yourself out there as a capable employee who’s eager to take on difficult assignments builds confidence. It’s impossible to get better at your craft without taking a little calculated risk to improve.

   Volunteering for chances to showcase your skills with a solution-based mindset gives you practice, which eventually adds up to confidence.

3. Your employer sees you as dependable. Businesses want to fill their team with individuals who take initiative because it means that they won’t need to hold their hand through every small task.

   Taking the initiative of raising your hand to participate in projects or developing a long-term career plan demonstrates reliability to your employer. This means they’ll be able to trust you with more responsibility in the future.

4. It can improve your career. Taking initiative in the workplace can greatly advance your career over time. Stagnant employees who don’t take action to move upward in their company usually don’t.

   It’s the people who take charge of their career and insist on making the outcome they desire a reality who actually improve their professional position.

What Causes and How to Overcome a Lack of Initiative

• External factors. External factors are challenges within your work environment that prevent you from taking initiative. This could be a toxic work culture where initiative is not rewarded, where speaking up can lead to ideas being stolen or shot down. Other factors include a lack of infrastructure that allows you to work outside your job responsibilities. For example, although you may want to take initiative, your boss only wants you to work on a specific project and provides no means for you to expand outward.

• Internal factors. Internal factors are the challenges within you that prevent you from taking initiative. This can range from something as simple as ignorance to opportunities, to something more serious such as a mental health issue like chronic depression. Most people have internal factors get in the way of their initiative. A lack of confidence, an anxiety of being rejected, procrastination, or an inability to articulate goals can all result in little to no initiative being taken.

• Federal employer incentive programs such as the work opportunity tax credit and the federal bonding program encourage employers to hire felons.

• Individual organizations that provide resources for felons looking for jobs include Help for Felons, Jobs for Felons Hub, and HireFelons.org.

• The Fair Chance Business Pledge and Ban the Box are initiatives that work to make it easier for felons to get hired based on merit.

Federal Employer Incentive Programs

1. The work opportunity tax credit. The work opportunity tax credit is a government program that aims to lend a helping hand to marginalized job-seekers by giving employers who hire them a tax credit. The tax credit can be up to $9,600 per employee who meets the work opportunity requirements.

   The tax credit is provided for hiring people from particular groups, such as ex-felons, veterans, and individuals receiving government assistance. These groups are focused on because they each have significant challenges standing in the way of obtaining a job. For the employer to receive the tax credit incentive, the ex-offender must be hired as an employee by the time they complete their probation and parole or within a year of being released from prison.

2. The federal bonding program. This federal assistance program works by establishing agreed-upon insurance protection for employers when they hire individuals who could be considered risky.

   This helps find ex-felons, addicts, and people who haven’t had much work experience negotiate a place as an employee because it lessens the risk that they’ll cause harm to the business. The federal bonding program insures the business for up to $5,000 in damages for hiring an employee who comes from a risky background. In certain situations, reparations of up to $25,000 are supplied if requested by the employer. This insurance is provided at no cost to the employee or their employer. The federally provided insurance lasts for six months, at which point the employee continues work uninsured or the employer pays for extra months of insurance.

Individual Organizations Providing Support For Felons

1. HelpforFelons.org. Help for Felons is a website that provides a wealth of knowledge and support for individuals who have recently been released from prison. Their mission is to provide help to ex-offenders with assistance in all aspects of re-entry back into society.

   A lot of the resources on Help for Felons involves employment opportunities. This includes a job search tool that only shows felon-friendly options and lists the best career paths for individuals with a criminal background. In addition to career assistance and advice, Help for Felons also provides help in other hurdles they will likely face. This includes:

   • Felon-friendly housing resources

   • Food stamp information

   • Book recommendations for newly released felons

   • Loans and grants for felons

   • Legal information

2. JobsforFelonsHub.com. This organization provides similar help and resources that Help for Felons does, including a job board that posts felon-friendly jobs, housing, and legal information. However, it also presents additional information for employers interested in hiring a felon to work on their team.

   The Jobs for Felons Hub website features a blog that provides useful information for ex-convicts looking for employment. The topics covered mostly include articles about larger employers and whether they hire felons or not. If you’re interested in working with a specific retailer, such as Staples or Petco, their blog posts have a lot of information about their felon acceptance and other aspects of the hiring process.

3. HireFelons.org. Another option for a website that supplies extensive research and resources to help ex-convicts transition into a lucrative career is HireFelons.org. Once again, this website provides many similar tools to the two previous, but it also has some unique added elements.

   The HireFelons.org blog is extensive. It has more resources than most people would know what to do with. Their articles cover broad topics such as “200+ companies that hire felons in 2020” to more niche focuses like, “How far back do background checks go?”. A lot of the information they provide is an interesting read for anyone and is especially helpful for felons. Unlike some of the other resources, HireFelons.org also supplies educational support. A lot of their blog articles involve school and study-related topics. If you’re a felon who is curious about what options they have to go back to school, this is an excellent resource.

Movements to Help Felons Get Jobs

1. Fair Chance Business Pledge. Though a fairly new concept proposed in 2016 under the Obama-administration, the Fair Chance Business Pledge has done a lot of good for ex-felons in need of jobs.

   The pledge was initially put forth in an effort to supply second chances to Americans who need them, such as ex-offenders. It’s given weight to the concept of reformation by allowing inmates to leave prison and still have a chance at a career. It is a pledge that employers sign and take on to hire employees based on merit and not exclude applicants because of a criminal record. They agree to give any job applicant equal consideration regardless of background. In signing this pledge, the employers agree to treat employees who are ex-convicts the same way they would with any other employ. Once signing the Fair Chance Business Pledge, the company is added to a running list of other businesses who agreed to uphold the same behavior. The Fair Chance Business Pledge was created with the knowledge in mind that upwards of 70 million Americans have some sort of criminal record that makes it more difficult for them to get jobs, and they deserve a second chance. Requirements for employers signing the pledge include:

   • Promoting Fair Chance business practices (Delaying criminal history questions until the end of the hiring process, using accurate background checking systems, hosting Fair Chance job fairs, etc.)

   • Taking Action in the Community (Providing work supplies for individuals in need, supporting reentry programs, mentoring children with parents in prison)

2. Ban the Box. This initiative is named after its goal of removing the checkbox asking applicants if they have a criminal record from job applications. When companies do this, it gives candidates a fair shot at earning a job based on merit rather than immediately disqualifying them based on their criminal records.

   This initiative also limits when in the hiring process companies can ask about candidates’ criminal records and how far back in time their queries can go. Over 35 states and 150 cities and counties have adopted this hiring policy.

Examples of Businesses that Hire Felons in 2020

1. Goodwill

2. Hilton Hotels

3. Starbucks

4. Dollar Tree

5. General Electric

6. AMC Theatres

7. Best Western

8. AVIS Budget Car Rental

9. Blue Bell Ice Cream

10. United Airlines

11. Google

12. Allstate Insurance

13. Walmart

14. Delta Airlines

15. Stop Shop

16. ATT

17. The Coca-Cola Company

18. United Parcel Service

19. Knight Transportation

20. Amazon Warehouse

Tips for Felons Looking for a Job

1. Do research. The key to any successful job search is using research to your benefit. More information is available for free online about the hiring process, felon resources, and statewide job data than anyone could read in a single lifetime.

   Take advantage of the resources available to make yourself the best possible candidate for a job opening.

2. Be honest in the application process. It’s always important to be honest when you’re applying and interviewing for a job. However, this is crucial for ex-convicts looking for work because there are already negative presumptions that hinder their job-search efforts.

   If an employer finds out that you’ve been untruthful in your application or interview, there’s no way that they’ll look past a criminal background and hire you. Even though it’s intimidating to tell a potential employer that you have a felony on your record, it’s necessary to being perceived as an applicant with integrity and taking a step in a positive direction.

3. Consider going back to school. Having a degree or certification in a particular skill only helps your chances of landing a job. It makes you a more competitive candidate, and your resume stands out due to your qualifications.

   While going back to school to pursue a career after incarceration isn’t an option for everyone, you may be surprised to find how many educational opportunities there are for individuals in this situation.

4. Apply to many positions. While the general advice for applying to jobs is to be picky and only send a resume to positions that completely match your ideal position, this isn’t effective for a person with a criminal record.

   Instead, try to get an application out to as many positions as possible to improve your odds of hearing back. It’s always better to have more options when you’re looking for a professional position as a felon.

5. Have a positive attitude. Perhaps the best piece of advice to take in as an ex-offender looking for a job is to maintain a positive attitude. Although the process towards reentry and attaining a paid position can be bleak at times, there’s something worth working towards. Stick with it and remember that there’s a job opportunity out there for you.

Government Programs That Help Felons Get Jobs FAQ

1. What government jobs can felons get?

   Felons can get most government jobs that don’t deal with firearms or require a security clearance. Felons are banned from handling or working with firearms and ammunition, so government jobs that deal with these are off the table.

   Positions that require a security clearance require a clean background check, so felons are automatically disqualified from those as well.

   Outside of these restrictions, felons can apply for any government job they want to and can often get entry-level positions with relative ease, especially if they don’t involve working directly with the public.

   For example, the government needs plenty of drivers, warehouse workers, clerks, administrative assistants, and maintenance technicians in almost all its locations and branches, and felons can often fill these roles.

   Some felons can’t work for the government at all. Those who commit treason, for example, are banned from ever working for the federal government, and some have to wait for a certain amount of time before they can apply for a government job.

   In addition, felons have to pass a suitability check to work for the government. This investigates whether or not they have shown upstanding character and conduct recently, where they’re at in their rehabilitation process, and whether or not the crimes they were convicted of conflict with the type of job they’re applying for.

2. What is the best way to get a job with a felony?

   The best way to get a job with a felony is to do thorough research and apply to as many positions as possible. There are many programs and companies that make it possible for felons to get jobs. It just might take some digging to find them.

   Once you do, it’s a good idea to apply for as many positions as possible. Even if you aren’t perfectly qualified or they aren’t your dream job, the most important thing is to get your foot in the door and begin building some solid work experience so that then you can try to move into a job that you are excited about.

   It may be tempting to stretch the truth about your qualifications or downplay your past, but resist that temptation when you are applying. Being truthful only runs the risk of missing out on a job opportunity, but lying will guarantee it.

   If you lie even a little, you’ll be found out at some point, and when you are, you’ll be immediately discounted as a candidate (or fired, if you somehow got hired). Worse, you’ll likely miss out on future job opportunities because you’ll have to explain what went wrong to future hiring managers if someone else didn’t already.

   If you don’t get a job right away because of your history and qualifications, just keep working at it, putting your best foot forward while still being truthful.

3. Can you get a federal job with a felony?

   You can get a federal job with a felony. Like any job, though, you’ll have to show that they have been and are going to work hard and have the skills required for the job.

   In addition, even though you won’t be asked about your criminal history until further into the job application process, you will have to explain your conviction and your efforts toward rehabilitation before you can officially be hired.

   This is a part of the background check process, and hiring officials won’t necessarily immediately discount you based on your past criminal activity, but they will have to take into account whether or not your past crimes conflict with the position you’re applying for.

   For example, if someone was convicted of a financial crime, the government will be less likely to hire them for a position as treasurer. That doesn’t mean that they can’t get a job in a different governmental role, though. It just depends on the individual and the situation.

   There are some restrictions on felons working in government to be aware of as you apply for positions. For example, some laws keep felons from working in government for a certain number of years.

   Similarly, felons who have committed treason are permanently banned from working in the federal government, and people convicted of a misdemeanor or felony are prohibited from working with firearms or ammunition in any way. In addition, some positions that deal with national security can’t hire felons.

   Before you take the time to apply for a federal job, make sure you’re aware of these restrictions and whether or not they apply to you.

4. Are there any grants for felons?

   Yes, there are grants for felons. Felons qualify for a variety of grants from both government programs and privately run organizations.

   If a felon wants to start a business, go back to school, or conduct social or scientific research, they can apply for grants just like anyone else can. Some organizations like Inmates to Entrepreneurs specifically work with people with criminal records to help them start businesses, while others are available to anyone, felon or not.

   Local, state, and federal governments offer grants like this, and private funding platforms such as Kickstarter and GoFundMe provide opportunities to anyone to raise money. Other programs such as PELL Grants for Education have specific programs for felons and inmates, so check into those as well.

   When raising funds or applying for a grant of any kind for a business you’re starting, it’s important to make sure your idea or proposal is as solid as possible. Show funders that you know what you’re talking about and that you’ve already put in the work with the money you do have.

   The grant application process can also be complicated, so be sure to do thorough research or ask someone with more experience for help making sure you meet all of the application requirements.

   Far more people apply for grants than can receive money, so organizations seek reasons to disqualify applicants. To avoid being discounted on a technicality, make sure you read all of the application instructions extremely carefully and follow them to the letter.

5. Can felons get SBA grants?

   Yes, felons can get SBA grants. The U.S. Small Business Administration offers several grants and small business loans, disaster assistance, and investment capital that felons can receive.

   There aren’t programs specifically designed for felons, but felons are allowed to apply the same as anyone else, and a criminal record won’t prevent you from getting a grant.

   The SBA grants can’t be used to start or expand a business, but they can be used for other small business expenses such as COVID-19 relief, exporting, and research and development. In addition, the SBA offers funding for certain types of organizations that support and assist entrepreneurs and small business owners.

   This grant program, like many others, is complex, so carve out a good amount of time to do your research before you apply. There are even online guides to help you sort through all of the criteria and gather what you need to present to the SBA to be considered.

   The goal of the SBA is to help out organizations that are adding to and strengthening the economy, so once you get your business or organization up and running, one of these grants could be a great way to keep it going.

• Online test scorers usually work on a seasonal schedule to grade exams or essays using a given rubric to determine scores.

• Some companies or roles require a specific degree or knowledge of the subject area they will be working with, but online test scoring can generally be a good side job or way of earning extra money.

• Working as an online text scorer is usually done remotely and on a freelance basis, allowing you the flexibility to decide your own hours.

What Does an Online Test Scorer Do?

Requirements to Become an Online Test Scorer

• Attention to detail

• Organization

• Ability to take direction and use feedback

• Collaboration

• Problem-solving

Where to Find an Online Test Scoring Job

1. Pearson. Pearson is one of the most well known educational organizations. They are responsible for formatting the SAT, which largely determines a high school student’s chances of getting into college. Pearson hires remote workers to help with scoring, in addition to other opportunities for educators such as test development, writing, and design.

   Requirements. Pearson is fairly picky when it comes to their requirements for job eligibility. To be a test scorer, you need at least a bachelor’s degree, experience with teaching a high school English course, and be residing in the United States at the time of hire.

2. Write Score. Write Score is a company that uses the help of remote test scorers to assess student writing on tests. They hire on a seasonal schedule, beginning mid-summer, and start training in student writing analysis soon after that in preparation for a new school year. This is an excellent option for individuals who have a background in English or writing.

   Requirements. Candidates looking to word for Write Score must have at least a two-year college degree and will be expected to pass a test before being onboarded as an official scorer.

3. Educational Testing Services (ETS). ETS is the biggest name in the game of test scoring. Their employees participate in grading some of the country’s most major standardized tests, such as the SAT and the GRE. Since it’s such a well-known company in the educational realm, they often hire many online test scorers to help out, but the requirements can be stringent.

   Requirements. The requirements to become a test scorer for ETS can vary depending on the exam you’ll be working on. For some tests, scorers need to have at least a master’s degree, and for others, a bachelor’s degree will suffice. Additionally, scoring certain exams will require prior teaching experience and foreign language fluency.

4. Measurement Incorporated. Measurement, Inc. hires employees to remotely grade exams in many different subjects, including English, math, science, and foreign languages. Test scorers are hired on a contract basis for each testing project they work on. Their busiest season for test scorers is between March and June.

   Requirements. Unlike some of the other companies that hire for online test scoring positions, Measurement Incorporated only requires applicants to hold a bachelor’s degree from an accredited university in any subject. However, they do have a more intensive onboarding process, including the completion of a successful interview and attending mandatory training before beginning work.

5. ACT. The ACT is a standardized exam given to high school students to evaluate how ready they are for college. The board of the test hires readers to score the writing section of the test all year round.

   Requirements. To be considered for a position scoring tests online with ACT, you must have a bachelor’s degree in any subject and be an American citizen. They also prefer that their applicants have current experience teaching English, specifically to junior and senior students, but it is not absolutely required.

Other Online Jobs for Educators and Teachers

1. Online tutoring. More students have been pushed online to fulfill their education, and a lot of them could use some extra tutoring help on the side to help them with this transition. Tutoring is an expansive opportunity for teachers who want to make some extra money online because it offers a lot of freedom to work how they want to.

   There are a lot of choices that come with getting a job as an online tutor. You can decide whether you want to work for a larger corporation or start your own virtual tutoring business. You can also focus on test preparation, writing skills, or any other subject that’s interesting to you. Companies who hire online tutors include:

   • Kaplan

   • Crimson Education

   • Wyzant

2. Become an online teacher. For candidates who have a decent amount of time to dedicate to their online job and thoroughly enjoy the tasks of being a teacher, you can move this profession online. In the past, virtual teachers were employed to help teach home-schooled students. The demand for these virtual teachers has increased dramatically since many students have moved their education online.

   This is also an excellent area to focus on if you want to work with adult learners who may need to accomplish studies through their computer. Companies who hire online teachers include:

   • Connections Academy

   • PalFish

   • K12

3. Teaching English as a second language. Teaching English online to international students can be an extremely rewarding position that pays you well for your time and effort. Many companies want to create a bridge between native English speaking teachers with students from around the world. These platforms have their own rules, regulations, and requirements, but overall it’s a great way to teach students a valuable skill from your computer.

   Companies who hire online English teachers include:

   • VIPKid

   • Cambly

   • DaDa

4. Curriculum developer. For candidates who have significant experience teaching in a classroom and designing a curriculum, you may be able to put this skill to use for an online job. Remote curriculum developers are in high demand, especially with a lot of classes becoming virtual in 2020.

   Curriculum developer jobs are offered directly from the companies instead of functioning on a platform where you can find multiple jobs. Job search websites like Zippia can help you track down job opportunities in curriculum development.

5. Create an online course. If you’re the kind of person who likes to get a lot of work done at once and then relax, then creating an online course might be the right move for you. Many people, teachers and not, have developed their own courses in their areas of expertise to help educate a student base online.

   Creating an online course is unique from some of the other online jobs on this list because it’s a way to generate passive income. You put work into developing the course’s contents and structure, but then you don’t have to do much more besides waiting for people to sign up and learn. Platforms where you can create an online course include:

   • Teachable

   • Thinkific

   • LearnWorlds

6. Work as a writing coach. For candidates who specialize in teaching English and writing, becoming an online writing coach is a great side job. Many people struggle with writing and will hire professionals who can give them guidance in this department. A writing coach’s responsibilities can vary from doing some simple editing to developing writing skills with lessons.

   Most people who pursue a side gig as a remote writing coach will create their own freelance business to attract clients and establish longstanding relationships. If you prefer to work for a bigger company or don’t have the time to dedicate to creating your own brand, you still have options. There are many writing coach positions job listings on career websites, and smaller jobs available for beginners on freelancing platforms like Upwork.

Online Test Scoring Jobs FAQ

• How much do online test scoring jobs pay?

  Online test scoring jobs tend to pay around $10-$15 an hour. This can vary based on your education and experience, and some companies also offer bonus incentives.

• Is it hard to be an online test scorer?

  No, it is not hard to be an online test scorer. In certain cases, you may need specific knowledge or training, but you will be given a rubric to use in your scoring.

• What is an online test scoring job like compared with an online tutoring job?

  Online tutors work directly with students, while online test scorers work independently. As an online tutor, your role may involve scheduling video calls and working interactively with students.

• Succession planning ensures that every leadership role in a company has someone ready to step in when the current leader leaves.

• Succession planning requires understanding the company’s values and key leadership positions, identifying its high-performing employees, and developing its next generation of leaders.

• Succession planning makes personnel transitions easier and cheaper and improves employee morale.

What Is Succession Planning?

6 Steps for How to Create a Succession Plan

1. Understand the values of the company. The company values must first be outlined to identify employees that would make good leaders in the future. The qualities that a business holds close are the types of characteristics they should look for in a successor.

   Filling leadership roles with an individual whose management style doesn’t align with the company culture usually doesn’t end positively.

2. Define the key leadership positions within the company. Once a company’s core values and systems have been established, the next step in creating a succession plan is deciding which positions are the most crucial to functioning.

   While every employee in an organization serves a purpose, certain management positions need to be filled for a company to maintain its daily operations.

3. Develop a barometer of employee performance. Creating a measurement for impressive employee performance helps to calculate who is showing the most potential for future leadership roles. The barometer for success may differ between industries.

   For example, in a sales position, a successful employee could be deemed from the amount of money they’ve brought in. Alternatively, a customer service representative might be evaluated based on the amount of positive client feedback they receive. Figure out a way to measure employee performance effectively in the company’s field.

4. Identify top talent. With a way to determine which employees are excelling, it becomes simple to identify the top talent within the company.

   Keep track of which staff members are consistently improving their work and performance results. These are the employees to focus on during succession planning.

5. Assist in leadership development for the next generation. The final step to set the beginnings of succession planning in motion is working with the high-potential employees to assist in career development.

   Even if an employee shows promising signs of becoming a new CEO one day, they still need guidance to reach this potential. After identifying key roles and high-performing employees, The central focus of succession planning is developing their skills to take on more responsibility down the line.

6. Reevaluate over time. An individual could seem like they’d be the perfect successor for a leadership role in an organization initially, but that might not continue to be the case over time.

   Monitor employees who are being considered during succession planning to see how their career development is coming along. If an employee is showing little signs of overall leadership progress, reevaluation of the succession plan is required.

Tips for Creating an Effective Succession Plan

1. Get to know employees well. The basis of effective succession planning is identifying which employees would fit the best in a particular high-ranking role. The only way to choose the right person for a crucial leadership job is to get to know each and every employee well.

   Even if there are certain individuals that you’ve already ruled out in your mind, give them an objective chance. You never know which employee might surprise you with their leadership potential.

2. Invest in training for promising employees. After a few candidates with a high potential for leadership roles in the future have been identified, put some effort into getting them ready for the task.

   While investing in the extended training of people who already work for a company might sound redundant, it’s a great way to strengthen a succession plan. Although a candidate shows a lot of traits of a strong leader, they’ll still require the development to get there.

3. Communicate with potential employees when considering them for leadership. Once potential successors have been identified for a position that’s soon opening up, it’s important to communicate this interest with the employee that’s being strongly considered.

   Discuss the possibility of them taking on a position with more responsibility and power. This helps all parties be prepared for a smooth transition when the time comes. This honest communication should be practiced with all employees to make sure everyone is on the same page.

4. Embrace mentoring. There’s nobody who knows the ins and outs of a high-stakes position like the person who has been working in it for years.

   Using a system of mentoring between senior employees and the younger generation is a great way to funnel important information about the role to the people who could take it over one day.

5. Pay attention to diversity. Succession planning is a great opportunity to diversify your company’s work environment. By identifying talented, qualified people who come from a variety of backgrounds to take part in your succession plan, you’ll set up your company for success in the long run.

   You shouldn’t make someone who is a terrible employee a leader just because they bring some diversity to the table, but if you notice that your leaders are all alike, look for other pools of candidates you could draw from to add some different perspectives and skills to the mix.

6. Don’t rush it. The process of building up an effective succession plan doesn’t happen overnight. It could take years before ideal successors are identified and prepared to take on a new role.

   It’s always better to remain patient for the perfect fit while succession planning, rather than rushing into a decision with the wrong candidate for the position.

7. Be flexible. There is no singular way to create an effective succession plan. It works a little differently for every unique business and industry. With this in mind, it’s important to be flexible during every stage of the succession process. There is always the potential for even long-term plans to change.

   Having an open mind about succession planning helps ease a process that would otherwise be stressful.

The Importance of Succession Planning

The Benefits of Succession Planning

1. Avoids difficulties during unexpected departures. The stress can be felt by every member of an organization when an unexpected loss of an important team member occurs. It’s palpable.

   Luckily, implementing a succession planning system avoids piling on any additional panic because there’s already a promising individual in mind to fill the role.

2. Decreases the time of having a missing spot on the team. A company that doesn’t take time to consider its current talent pool ahead of time is likely to face a persistent hole in its workforce.

   Losing even a single staff member in a leadership role has detrimental effects on a team’s overall productivity. The longer an empty seat lingers, the more of an expense it takes on the company.

3. Reduces hiring expenses. As opposed to searching for candidates externally, looking into a company’s current staff dramatically reduces hiring expenses.

   While hiring a person might not seem like a monumental task, it can take a lot of time to find the right fit. Succession planning eliminates the costs of embarking on a hiring process from scratch.

4. Provides career development for high-potential employees. The most skilled employees look for a professional environment where they can grow. They want to devote their time and energy to a position that’s going to further their career.

   When a company actively participates in succession planning, it shows its staff that they want to provide this advancement for them.

5. Improves employee satisfaction and retention. Every time an employee decides to pick up and leave because they’re not satisfied with their job, it costs their employer a boatload of money in finding their replacement. One way to effectively improve employee retention is by increasing their satisfaction.

   Succession planning helps elevate these two aspects because it exhibits an environment that supports its employee’s career growth.

6. Reassures company shareholders. When a company goes through a transition in leadership, shareholders often sell their stock in the company. However, this is less likely to happen when the new leader has been well-trained and is already respected when they move into their new role.

   Having a well-communicated succession plan also helps assuage shareholders’ fears and increase their confidence in the company’s future under a new leader.

Key Takeaways:

• Clerical skills involve proficiency in daily tasks and they promote administrative efficiency.

• Important clerical skills include: communication, organization, critical thinking, and time management.

• Observing others with clerical skills or finding a mentor are great ways to improve your skills.

• You can highlight your clerical skills under the skills or experience sections of your resume.

• It is always better to show how your clerical skills were put to use with quantifiable results.

What Are Clerical Skills?

Types of Clerical Skills

1. Verbal and written communication skills. When working on an administrative team, it’s extremely helpful to have verbal and written communication skills. You deal with many people and situations on a daily basis in office jobs. Being able to clearly communicate with co-workers, supervisors, and clients alike is a must.

   Most jobs require at least strong verbal communication. In administrative positions, written communication is equally important. A lot of your interactions will be via a written message. Strengths in clarity and conciseness through written communication can make you a better team member and employee.

   Examples of verbal and written communications include:

   • Confidence

   • Active listening

   • Presentation

   • Proper grammar and spelling

   • Negotiation

   • Sociability

   • Openness for discussion

   • Appropriate formatting for emails

   • Awareness of tone

   • Patience

   • Cooperation

2. Computer skills. Administrative employers are often interested in hiring candidates with basic computer skills. This can be anything from typing speed to the knowledge of data entry. Don’t let that intimidate you, though.

   In the age of the internet, we all have more computer skills than we realize. If there are computer skills that you don’t feel comfortable with yet, you can always use the internet as a resource for learning more.

   Examples of basic computer skills include:

   • Experience with video-chatting software (Zoom, Skype, Etc.)

   • Social media

   • Excel spreadsheets

   • Knowledge of word processors (Microsoft Office, Google Docs, etc.)

   • Programming languages

   • Database software

   • Email and calendars

3. Attention to detail. One of the top skills for administrative teams is attention to detail. Being detail-oriented means that you’re focused and execute your responsibilities expertly.

   Employers look for this quality in applicants because it ensures quality work will get done every time. Attention to detail can also be helpful in noticing possible issues before they arise and getting ahead of them.

   Detail-oriented skills include:

   • Being clear on expectation

   • Proofreading

   • Asking relevant questions

   • Planning ahead

   • Organization

   • Critical thinking

   • Noticing possible obstacles ahead of time

4. Organization. Organization is essential in an office position. Having an organized team increases productivity and quality of work. Administrative organization goes beyond keeping your space tidy and calendar up to date.

   In this field, you’ll often be responsible for organizing documents and private client information. Keeping an ordered system of this information is very important for convenience and privacy.

   Organizational skills include:

   • Planning

   • Prioritization

   • Documentation

   • Setting appointments

   • Filing systems

   • Adhering to a schedule

   • Decision-making

   • Attention to detail

   • Keeping records

   • Time-management

5. Simple mathematical knowledge. While an office job probably isn’t going to require you to do calculus, employers need to know you’re quick on your feet when it comes to basic math.

   A lot of administrative work can involve juggling a lot of numbers. The ability to do simple math can allow you to use spreadsheets more effectively and do daily tasks faster.

   Examples of simple mathematical skills include:

   • Addition

   • Subtraction

   • Division

   • Percentages

   • Converting fractions

   • Decimals

6. Critical thinking. In an office setting, much like any other job, issues tend to arise. This doesn’t negatively reflect on a team’s work skills. It’s a part of life.

   However, your ability to assess and deal with these issues can greatly improve your work performance. This ability is called critical thinking skills. Recruiters look for applicants with strong critical thinking because they want employees who are prepared to productively deal with unforeseen circumstances. Examples of critical thinking skills include:

   • Identifying problems early

   • Analyzing the best course of action

   • Strong communication

   • Creating detailed plans for success

   • Asking relevant questions

   • Recognizing patterns

   • Flexibility

   • Creative-thinking

   • Prediction

7. Time management. A typical administrative position runs on a 9-5 schedule. What you do with these eight hours daily determines the quality of employee you are.

   In an office job, you’ll often be handling many responsibilities throughout the day. Managing your work time well allows you to break down bigger jobs into more digestible missions. Time management makes it possible to adhere to a busy administrative schedule and turn in your work on time.

   Examples of time management skills include:

   • Setting realistic goals

   • Problem-solving

   • Strategy

   • Multitasking

   • Sticking to a schedule

   • Creating outlines

   • Meeting deadlines

   • Evaluating your performance

8. Flexibility. Being a flexible employee is helpful in many different industries, but can be especially impactful when applying for administrative jobs. Flexibility refers to your ability to adapt to change or unexpected circumstances with a positive attitude.

   Flexible people are motivated by challenges and open to learning, as opposed to frustrated by them. This is a valuable quality to employers, especially in today’s world.

   Examples of flexibility skills include:

   • Assessing situations rationally

   • Self-awareness

   • Stress-management

   • Optimism

   • Creativity

   • Critical-thinking

   • Analytical skills

   • Openness

Additional Clerical Skills

• Customer service

• Teamwork

• Dependability

• Interpersonal skills

• Typing

• Data entry

• Fluency in multiple languages

• Reading comprehension

• Scheduling

• Conflict resolution

• Multitasking

How to Improve Your Clerical Skills

• Find a mentor. Mentors are great for improving your skills with everyday tasks. When you’re not sure how to go about something, or you feel like there’s a more efficient or effective way to do something, a mentor can provide actionable answers.

• Observe others. If you see someone performing a clerical task in an interesting way, pay attention to what they’re doing. If you want a full tutorial, ask if they’d be willing to take some time to show you their process.

• Take classes. Online courses have never been so readily available. There are classes on everything from Excel to Python, so no matter what clerical hard skill you’re trying to master, you can find a course. Paid courses might offer certifications, but even watching a good YouTube channel can be an effective way to up your game.

• Ask for feedback. Be open to constructive criticism and actively invite it. Ask people where you could improve you email etiquette, your typing accuracy, your memo copy, or whatever you’re looking to improve. Seek out ways to get better at whatever tasks your company really values.

How to Include Clerical Skills on Your Resume

Resume Examples Highlighting Clerical Skills

Cover Letter Example With Clerical Skills

Frequently Asked Questions

1. What are general clerical skills?

General clerical skills include communication, organization, and administration. To perform these skills you must be comfortable with tasks such as data entry, filing, answering phone calls, scheduling, note taking, and assisting others in their tasks.

2. How can I improve my clerical skills?

Practice is the best way to improve your clerical skills. Many clerical tasks have the ability to be practiced and improved. For example, you can practice typing or data entry on software programs designed to repeat the use of your skills over and over again as if you were in an office setting.

3. What are clerical skills to put on a resume?

Place clerical skills that are relevant to the job description on your resume. Read the job description carefully and make sure your clerical skills reflect the responsibilities of the position. When you include your skills in the experience section, make sure you provide quantifiable achievements that show your skills in action.

Skills Based Articles
• Soft Skills
  • Most Common Skills
  • What Are Soft Skills?
  • What Are Leadership Skills?
  • What Are What Are Hybrid Skills?
  • What Are Teamwork Skills?
  • What Are Communication Skills?
  • What Are Organizational Skills?
  • What Are Personal Skills?
  • What Are Interpersonal Skills?
  • What Are Decision Making Skills?
  • What Are Negotiation Skills?
  • What Are Creative Thinking Skills?
  • How To Multitask
  • What Are Adaptability Skills?
  • What Are Internal Analysis?
  • What Are Multitasking Skills?
  • What Is Professional Networking?
  • What Is Nonverbal Communication?
  • What Are Critical Thinking Skills?
  • Presentation Skills
  • What Is Accountability?
  • What Is Emotional Intelligence?
  • Verbal Communication Skills
• Hard Skills
  • What Are Hard Skills?
  • What Are Technical Skills?
  • What Are What Are Life Skills?
  • What Are Social Media Skills Resume?
  • What Are Administrative Skills?
  • What Are Analytical Skills?
  • What Are Research Skills?
  • What Are Microsoft Office Skills?
  • What Are Transferable Skills?
  • What Are Clerical Skills?
  • What Are Computer Skills?
  • What Are Core Competencies?
  • What Are Collaboration Skills?
  • What Are Conflict Resolution Skills?
  • What Are Mathematical Skills?
  • How To Delegate
• Desired Traits
  • What Are Skills Employers Look For?
  • What Are Inductive Reasoning?
  • What Are Problem Solving Skills?
  • What Are Active Listening Skills?
  • What Are Management Skills?
  • What Are Attention To Detail?
  • What Are Detail Oriented Skills?
  • What Are Domain Knowledge?
  • What Is Professionalism?
  • What Are Rhetorical Skills?
  • What Is Integrity?
  • What Are Persuasion Skills?
  • How To Start A Conversation
  • How To Write A Conclusion For A Research Paper
  • Team Player
  • Visual Learner
  • Aptitude
  • High Income Skills
  • The Most Important Professional Skills
• Specific Skills
  • What Is Figurative Language?
  • What Are Rhetorical Strategies?
  • What Is a Subject Matter Expert and What Do They Do?
  • What Is A Differentiation Strategy
  • What Is Job Order Costing
  • What Is Situational Analysis
  • Plan Of Action
  • Report Format
  • Law Of Diminishing Marginal Returns
  • Administrative Duties
  • Giving A Presentation
  • Organizational Behavior Management
  • Deductive Reasoning
  • Reflective Listening
]]> https://www.zippia.com/advice/when-can-you-start-2/ Thu, 28 Jul 2022 17:18:42 +0000 https://www.zippia.com/advice/?p=27711
In This Article   
Skip to section
• How To Answer “When You Can Start?”
• Example Answers to “When Can You Start?”
• Why Interviewers Ask This
• Tips for Answering This Interview Question
• Sign Up For More Advice and Jobs
Show More
The objective of any job interview is to eventually find a candidate who can start working in the open position. An applicant who seems to check every box that a hiring manager is looking for also needs to be available to start within the company’s deadlines. This leads to most interviewees eventually hearing the question “when can you start?” We will go over how to answer this question, provide example answers, and give tips to help come up with the best answer. Key Takeaways:

• When answering this question its important to consider your current employment status, ask questions about when works best for the company, and be honest about your situation.

• It’s important not to sound too eager when answering this questions and you should provide a general timeline for when you can start.

• Avoid giving too many details about your life and what things are coming up.



How To Answer “When You Can Start?”

It’s understandable to be a little wary of the question “when can you start?” in an interview. A lot of an interview is about trying to put your best foot forward and make the right impression.

1. Consider your current unemployment status. Being unemployed puts you in a difficult position mentally and financially. The endeavor of finding a new position can feel like a race to the finish line.

   • In this situation, a candidate might feel pressured to give a hasty answer in an effort to demonstrate an eagerness to start.

   • While it’s attractive to a potential employer that you’re passionate about the position and want to start soon, avoid giving the impression that you’re standing on your last leg and absolutely need the job.

   • Simply state that you’re available to start immediately, without begging to start right away. Remain easygoing while communicating this clearly.

2. Consider your current employment status. There are numerous reasons why a person who is currently employed goes looking for a new role.

   • Whether you want a position with more responsibility, are moving to a new city, or are just unsatisfied with your job right now, there’s a process for handling departure from your post. This involves giving proper notice, performing any closing responsibilities, and assisting in the transition.

   • A candidate who is currently employed but interviewing for another position should be honest about their availability to start. Most companies are familiar with the professional courtesies of voluntary employee termination and willing to work around these timelines for the right candidate.

   • Needing a couple of weeks to finish your responsibilities at your previous job won’t count you out of the running for a new position. However, leaving a negative impression on your former employer after hastily quitting could squander an opportunity.

3. Consider what the company needs. Candidates who aren’t constrained by notice or unemployment pressures might not be as sure about when they want to start working at their new job.

   • When you don’t have a specific date in mind, or secretly want some extra time without having to go to work, it can be helpful to throw the question back to the interviewer. As the employer’s representative, they have a clear deadline in mind that the position needs to be filled by.

   • Asking the interviewer when they want you to begin working implores them to share more information with you. Based on these additional details, you can decide if that date sounds doable or if you need a little more (or less) time before starting a new position.

4. You need to move for the position. Relocation is a reality for a lot of job situations. Moving to a new city for a job opportunity involves a lot more change than the average professional transition. This requires special attention in a job interview when you’re asked “when can you start?”

   • Some relocations are only a few towns over, but others may mean uprooting to an entirely different continent. This takes time.

   • Be honest about your abilities to start by a certain date and explain the reasoning behind this decision. A little extra time to accommodate a smooth transition won’t get in the way of you’re the best person for the position.

Example Answers to “When Can You Start?”

Getting a clear picture of how to adequately answer “when can you start?” can only be done through a thorough examination of an interviewee’s circumstances. However, taking a look at some good examples never hurts. Read through the following impressive example answers for various situations, and use them as a blueprint for forming your own response.

1. Example Answer 1: Response From an Unemployed Candidate

   “I can make myself available to start as soon as next week if offered the position. I’m open to working with you to figure out the best time for me to start.”

   Why it works: This answer is short and sweet. It demonstrates that the candidate is up for starting soon without painting them as desperate.

2. Example Answer 2: Response From an Employed Candidate

   “I would be absolutely thrilled if I received a job offer with your company. However, I’m still working with my current employer and would need to extend them the courtesy of a two-week notice. After finishing up my responsibilities there, I would be able to start working with your company around the 1st March. Does this line up with what you’re looking for?”

   Why it works: An employer wants to hire someone who is going to act professionally in the role. This answer demonstrates a person who does just that.

   It accounts for the candidate’s previous job and explains the reason for needing a couple of extra weeks before starting. It also gives the interviewer direct information to use for recruiting purposes.

3. Example Answer 3: Response From a Candidate Who Doesn’t Know Exactly When They Want to Start

   “When would you need me to start by? I have flexibility in my schedule and would be willing to work within the organization’s requirements.”

   Why it works: An interviewee who isn’t sure when they want to start working at their new job is best served by returning the question to the hiring manager.

   It gives them more information about the needs of the potential employer and allows them to make the best choice for how to respond. This answer works because it demonstrates the candidate’s willingness to work with the company to figure out the best start date if hired.

4. Example Answer 4: Response From a Candidate Who Needs to Relocate

   “I am currently living in Houston and would need to relocate to Dallas to begin working in this position. While I’m willing to move for this position, it’s going to take some time. I would need about two months to prepare before I actually begin working. That would put my start date around the beginning of May. Does that work for you?”

   Why it works: This answer works well because it gives enough background information for the interviewer to understand the circumstances. They’re explaining why they need a decent amount of time to facilitate the relocation and give a defined timeline for when they’ll be available.

What to avoid saying:

Every interview question receives answers that fall on a spectrum from incredible to awful. Below are a few ways not to answer an interviewer when they ask about your potential start date:

1. “I can start right now!”

   Why this doesn’t work: Many candidates mistakenly think that giving a cutesy answer along the lines of being able to start right away or tomorrow leaves a positive impression on the interviewer.

   In reality, this response comes off as overrated and lazy. It shows that the candidate didn’t take any real time to look over their availability and doesn’t give the interviewer any useful information.

2. “I’ll start whenever I can, I really need this job.”

   Why this doesn’t work: This answer is another no-go because it portrays the candidate as desperate for the position. Desperation is never a good look for a job candidate to have. It makes you look like a professional that absolutely nobody else wanted to hire, to the point that you’re getting antsy.

   Instead of practically begging to be offered the position, give a response that makes you appear cool and confident.

3. “I don’t know when I can start. I have to look at my schedule.”

   Why this doesn’t work: It’s a big problem if a candidate tells an interviewer that they don’t know when they can start and have to check their schedule. Gathering this knowledge should have been done before ever walking into an interview.

   The lack of planning shows that the candidate isn’t very prepared. This won’t help your chances of landing the job you’re interviewing for.

Why Interviewers Ask This

There are a few reasons why an interviewer asks about a candidate’s availability and potential start date, beyond being completely positive that they’re going to hire them.

• In addition to gathering an accurate applicant profile, start dates are brought up to further assess their preparedness on the subject. A candidate who stumbles over their answer shows that they haven’t thought much about it.

• An interviewer also asks for information about availability to see how they’ll handle the transition away from a former employer. While many job-seekers are unemployed, some are currently working but seeking a new opportunity.

• In this case, the way a candidate intends to act during their departure tells the hiring manager a lot about how they’ll behave if hired.

Tips for Answering This Interview Question

• Don’t lie. While this tip might sound obvious, it’s a crucial one. Many candidates get into an interview and succumb to lying about certain details because they feel insecure about the truth or think it’ll get them eliminated from the running of the position.

  Be honest about when you’re available to start. Most employers are willing to work with a candidate, as long as they’re truthful about their circumstances.

• Provide a broad timeline. Remember that when an interviewer asks “when can you start?” it’s not a formal job offer. This means that it’s okay to not be exact with your start date.

  Give a general timeline that you’d be able to get work within, but don’t get caught up in the details. That comes later when you’re officially offered the job.

• Avoid giving too many details. The interviewer doesn’t want to know every detail of your life. If you have some things coming up in the near future, instead of going into detail about all of it, try saying something along the lines of “I have to double check the specifics of my current engagements, but I am eager to start as soon as possible.”

• Don’t assume you have the job. Just because they are asking when you can start doesn’t always mean you are hired. This is usually a step or two before the hiring process.

• Be prepared for possible follow-up questions. An interviewer usually asks a candidate when they’d be available to start towards the end of an interview, but there are still a few questions that might follow.

  Be prepared for other common questions that come towards the end of an interview, such as:

  • What are your goals?

  • Is there anything else I need to know?

  • What do you know about our company?

  • Where else are you interviewing?

  • Do you have any questions for me?

]]> https://www.zippia.com/advice/linkedin-summary/ Thu, 28 Jul 2022 08:56:21 +0000 https://www.zippia.com/advice/?p=25296
In This Article   
Skip to section
• How to Write a LinkedIn Profile Summary
• Examples of LinkedIn Profile Summaries and Why They Work
• Tips For Writing A LinkedIn Profile Summary
• What Is a LinkedIn Profile Summary?
• Why Is Writing a LinkedIn Profile Summary Important?
• Sign Up For More Advice and Jobs
Show More
While it may feel unnecessary with all the other information on your profile, your LinkedIn profile summary is your professional introduction to an audience that can help you improve and further your career. Because of the importance of a solid LinkedIn profile summary, we’ve put together some instructions on how to write one, some example summaries to use for inspiration, and some more information on what LinkedIn profile summaries are and why they’re important. Key Takeaways

• Your LinkedIn profile summary should include your current job, your strengths and accomplishments, and a call to action.

• Let your personality shine through in your summary by telling stories, sharing about your personal life, and being creative in your writing.

• Use your LinkedIn profile summary to explain what you do and why you do it.



How to Write a LinkedIn Profile Summary

1. Decide on first or third person. The first decision you have to make when it comes to your LinkedIn profile summary is if you want to write in the first or third person. Either choice is appropriate for a profile summary since it should have a more informal tone.

   Deciding to use the third person establishes your profile as more of a professional brand. Using a first-person voice can give your summary a more conversational tone. For almost all job-seekers, we recommend the first person voice (“I” instead of “he/she/they”) — unless you’re a major celebrity, folks reading your profile know that you’re the one who wrote it.

2. Decide what action do you want the reader to take. Before writing a word of your LinkedIn summary, you need to decide your profile’s goal. A freelancer who wants to attract clients to work for will handle their profile completely differently than a business that wants to attract sales.

   Think about what action you want the reader of your summary to take once they’ve digested the information.

3. State your current role and company. Initiate the reader into your summary by stating your professional responsibilities and the company you work for, if applicable. You don’t necessarily have to make this the first sentence of your summary because you’ll likely want to use something catchier than just your job title.

   However, make sure the reader understands your job by the time they finish reading your LinkedIn profile summary.

4. Highlight strengths and accomplishments. You want your LinkedIn profile summary to impress the reader. You don’t want to simply reiterate your resume. Instead, focus on your most significant accomplishments and skills that make you stand out from the crowd.

   When discussing your achievements and skills, be as specific as possible. Include statistics or other empirical proof of your abilities when possible to strengthen your summary.

5. Get creative and let your personality shine through. Someone who comes to your LinkedIn profile to read your summary will most likely be more interested in your character than your professional history. Use your LinkedIn summary as a creative platform to express who you are beyond your career and make people want to work with you in the future.

The Structure of a LinkedIn Profile Summary

LinkedIn profile summaries follow a pretty straightforward and easily replicable format. Here’s a three-step breakdown that almost all winning LinkedIn profiles incorporate:

1. A catchy opening line. It’s critical to start out with something more interesting than “My name is X and I work at Y as a Z.” Yawn. Instead, consider what aspects of your career would interest people, how you’re different than others in your field, a compelling story about how you got into the business, etc., etc.

   There are countless ways to be interesting while still keeping things professionally relevant. We recommend a judgment-free brainstorming session where you spit out as many opening lines as you can think of (even if they sound ridiculous and silly). Chances are, you’ll find a gem in there somewhere. You don’t have to have one single opening line, either. Sometimes a quick series of short sentences to start things off can also be rhetorically effective.

2. An engaging and descriptive body section. The body of your summary is where you want to use keywords relevant to your field, describe your passions, accomplishments, etc.

   You can think of this section as your elevator pitch — 100 or so words on why you’re awesome and love doing what you do. Don’t worry about going overly “cover letter” with this part — not everything has to be totally job-related. Anything that shows how your mind works and gets people interested in talking to you is valuable stuff here.

3. Invite an action. What action you want the reader to take depends on your goals (more on that below), but it’s always good to finish things off by giving the reader something to do (if they want).

   If you’re at a loss or you have no specific goals with your LinkedIn page currently, a standard closer like “Message me to chat more about XYZ” is perfectly fine.

Examples of LinkedIn Profile Summaries and Why They Work

Example #1 – Real Estate Agent

Finding a house is one of the most stressful and incredible experiences that a person can have. Without the right person to guide you through the process of finding and securing a home, you can end up somewhere that you don’t want to call home. Brianna Clarkson is the real estate agent for you if you aren’t satisfied with anything less than the perfect home. In a career that spans over a decade, Brianna has helped over 250 home buyers find their forever place. When she’s not helping people’s home and interior features dreams come true, Brianna enjoys rock climbing with her fiancé and going for runs with her dog, Bones.

Why It Works: Briana’s LinkedIn profile summary works because it draws the audience into what she has to say by providing them with what they want: to find the perfect home. She focuses most of her profile summary on what the reader can get out of the relationship because she wants to build a clientele and makes note of her accomplishments in the industry to demonstrate proof of her experience

Example #2 – Social Media Manager

I became a social media manager because I love organizing a brand’s image to bring them to their full potential. I enjoy using analytic tools to help you build your brand on social media and improve your overall business growth. While there are a lot of social media managers out there, here are a few reasons why I think I’m the one you need.

• My primary goal is to help you and your business reach its full potential

• My former clients have seen sales profit margins improve by 3%

• I’ve worked with major corporations to assist in building an online presence

• Graduated in 2014 bachelor’s degree in business management

• I have experience with various platforms like Twitter, Instagram, and Snapchat

• I’m always open to learning more

Why It Works: This LinkedIn summary example uses a bullet point list structure to explain their skills and experience in the social media industry, similar to a resume format. This approach works because it makes it clear what the important points are. The reader doesn’t have to go looking through paragraphs for examples of their abilities because they’ve already been outlined. This LinkedIn summary is also on the short side but still hits all the information they need to get across.

Example #3 – English Language Teacher

When I was 19, I knew that I had a passion for two things: language and connecting with people. I decided to travel to Japan to get my TEFL certificate and teach 4th-grade students how to speak English. The experience was more than I can explain, so let’s just say, incredible. As I got older and gained more experience, I knew that I wanted to bring my teaching skills to adult English learners from different countries. Since then, I’ve been working to bring top-notch conversational English lessons to people around the world. In addition to the in-person classroom, I established an online English school called “James Teaches English,” where students can virtually learn through lesson plans designed by yours truly. The course has had over 2,500 downloads in the past two years. I continue to work as an international English teacher for the same reasons that initially inspired me when I was 19: language and people.

Why It Works: This example of a LinkedIn summary goes for a first-person voice, and it gives the writing a more casual tone. It works because the writer describes their professional life succinctly and in a way that makes the reader connect with their story. Within the timeline approach taken with this summary, the writer still manages to describe their accomplishments and brand themselves in a distinct way that illustrates their passion for the field.

Example #4 – Administrative Assistant

Adam Darren is an administrative assistant with seven years of experience. He currently works for a property management company called Allhomes Property Management, where he is responsible for the majority of clerical tasks around the office. Adam has been recognized for his outstanding performance in the form of two promotions over the course of the past three years. In his spare time, Adam enjoys biking and takes place in a county-wide triathlon every year. Skills: Time management, Microsoft, Quickbooks, Calendar Management, Communication

Why It Works: Adam’s profile summary is the shortest on the list of examples, but it still provides enough details to inform the reader about his professional experience. This LinkedIn bio works because it’s extremely straightforward. Sometimes, an employer isn’t looking for the most creative profile, but the one who is the most direct. Adam also adds a little bit of character to his summary by including the ending about how he enjoys spending his free time.

Example #5 – Therapist

The first thing that anyone says when describing me is, “Erin loves her work!”. I’m not only good at providing my patients with mental clarity or a listening ear in times of need, but I also enjoy doing it. I’ve been working as a therapist for the past twelve years. In that time, I’ve gained invaluable skills in communication, understanding, and patience that I bring to every session. I specialize in helping people in their teenage years cope with grief, anxiety, and the hard parts of becoming an adult. I choose to work with teenagers because I believe that they need someone to confide in without judgment more than any other age group. It’s a unique time in a young person’s life, and I aim to help them through it. I’m motivated by creating a comfortable place for my clients in my practice, and knowing that I’m helping just one person makes my career choices worth it. I currently live in Portland, Oregon with my human family of three and my dog family of two.

Why It Works: Erin’s LinkedIn summary is more personal and confident. It feels like a conversation over coffee with an old friend, which is a strong way to tackle creating a profile summary. It works because the main focus is her passion for her job. This sentiment will resonate with both clients looking for a therapist who will put their needs first and an employer looking for a candidate who cares deeply about their job.

Tips For Writing A LinkedIn Profile Summary

1. Be yourself. The most important part of creating a LinkedIn profile summary is being yourself. A summary description that sounds too rigid or gives the impression that you’re trying to be something you’re not will make readers less likely to believe anything you have to say.

   Don’t just state the boring facts that come along with your job. Readers of your profile should be attracted by both your professional expertise and your personality.

2. Consider keywords. When hiring managers for competitive jobs are looking to fill an open position on their team, they search for applicants using keywords.

   Keywords are words and phrases that are used as search terms to find a specific result. You don’t need to get into the nitty-gritty of search engine optimization to succeed, but consider what keywords would be most beneficial for bringing traffic to your profile.

3. Be concise. Although LinkedIn offers its users up to 2,000 words to create their summary, you may not need to make yours that long. Professionals with a long history and lots of accomplishments to discuss should feel free to use as much space as they need, but overall, it’s best to keep your profile summary concise.

   If you decide to make a longer summary, put the most crucial information you want to convey early. Unless a reader is completely engrossed in your summary, they probably won’t keep reading past the first few paragraphs, so make sure they walk away with the crucial details.

4. Think about proof. It’s not 100% necessary, but adding a bit of evidence to your profile summary can be really effective for certain readers. This can range from including certifications from accredited bodies in your field to including a link to your professional portfolio.

   Social proof is also great for certain roles. Some examples include a quote from a former client/colleague, a link to an article where you were quoted as an expert, or awards you’ve received from your past employers or organizations in your industry/field. Anything that says “other people agree — I really am awesome.”

5. Tell a story. Stories grab readers’ attention and help them remember you. You don’t need to launch into a pages-long epic about the first time you fed a baby bird and how it inspired you to become a veterinarian, but a quick sentence or two about it will stick in people’s minds.

   Show people what you’re passionate about and why, don’t just tell them.

6. Proofread. Even if you aren’t a professional writer, your LinkedIn summary needs to be error-free. Hiring managers will be distracted by typos and will get the impression you’re sloppy in your work, which they don’t want in an employee.

   If you aren’t confident in your grammatical skills, have someone who is good in that area read over your summary for you. Or, run it through an online grammar checking program to make sure you don’t have any glaring errors.

What Is a LinkedIn Profile Summary?

A profile summary on LinkedIn functions as your professional bio for your page. It’s a brief synopsis of your work experience, job title, and relevant skills A good profile summary will also showcase your unique personality to attract clients or land a job. After reading your LinkedIn summary, a potential employer or client should have a clear picture of your career, why you do it, and perhaps most important, why you’re good at it. The profile summary acts as a preview into a particular person’s career.

Why Is Writing a LinkedIn Profile Summary Important?

There are millions of profiles on LinkedIn, and a lot of those people are probably submitting resumes for the same positions that you are. A strong profile summary is critical because it draws a reader into your page and informs them about what you have to offer. Put yourself in the position of a company whose hiring for an open position. They review an overwhelming amount of applications, resumes, and LinkedIn profiles. There needs to be a reason that they remember your name among all the other applicants. A well-crafted LinkedIn profile summary will grab their attention and give them the information they need quickly to know that you’re a good candidate and help you get a job that you applied for online. Even though it may be challenging to write a LinkedIn profile summary, view it as an opportunity to connect with professionals in your field instead of a task.
Articles In Finding A Job Guide
• Process
  • How Long Does It Take To Find A Job
  • How To Find Internships
  • How Many Internships Should I Apply To
  • Networking Email
  • Foreign Service Exam
  • Working Abroad
  • Organize Your Job Search
  • How To Find A Second Job
  • How To Get A Job In A New City
  • Fun Facts About Me
  • Job Search Burnout
  • How Old Do You Have To Be To Work?
  • Job Review Sites
  • How To Become A Freelancer
• Picture
  • Getting a Headshot
  • Professional Portfolio
  • Professional Photo
• Choose A Career
  • Career Choices
  • Self Assessment
  • Job Outlook Definition
  • Careers With Animals
  • Career Aptitude Test
  • Career Test
  • Personality Tests
  • How To Find A Job You Love
  • I Don't Know What Job I Want
  • Career Change At 40
  • What Is An Externship
  • Lateral Career Move
  • How To Get Into Voice Acting
  • Small Business Ideas For Teens
• Linkedin Optimization
  • Linkedin Summary
  • Best Linkedin Profiles
  • Linkedin Headline
  • Linkedin Easy Apply
  • Free Linkedin Backgrounds
  • Linkedin On Resume
  • Linkedin Profile Tips
  • How To Use LinkedIn For A Job Search
  • How To Add Skills On LinkedIn
]]> https://www.zippia.com/advice/administrative-skills/ Wed, 27 Jul 2022 13:44:50 +0000 https://www.zippia.com/advice/?p=23646
In This Article   
Skip to section
• Types of Administrative Skills
• Resume Example: Executive Assistant
• Sign Up For More Advice and Jobs
Being able to function cohesively in business requires utilizing a variety of office skills. Administrative abilities are a series of qualities that allow you to perform well and complete tasks on time. Administrative skills can be useful for many professions, but crucial when it comes to working in an office setting. These traits are usually grounded in making you and the business you represent more productive, organized, and harmonious. Office skills can be soft and technical. When applying for administrative positions, including both soft and hard skills on your resume can give a more well-rounded applicant profile for recruiters. While hard skills are always valuable in office positions, don’t neglect the advantage that soft skills can give you against applicants with similar experience. Key Takeaways:

• Administrative skills have wide applications in a variety of different professions and fields.

• Organization, problem-solving, and communication are all examples of administrative skills that are invaluable in the workplace.

• Administrative skills can be used to supplement your resume by explaining how your past roles and experience required you to use those skills.



Types of Administrative Skills

Effective business management requires skills in a variety of areas. It’s helpful to be familiar with each type of these administrative abilities, and what specific strengths they entail. Certain office skills may come to you effortlessly, and some may require a little more practice. If you can implement some of the following office skills, it will greatly improve your work performance in any field and your chances of being hired for a new job.

1. Communication. Communication is how things get done in an office. Even if you’re an independent person, and worker, you can’t avoid the need for communication skills working administratively. Offices are busy places with lots of people and information needed to be relayed. Communication keeps all of the administrative madness organized. It’s necessary for interacting with supervisors, co-workers, and clients. Many of the other skills you need, both hard and soft, depend on communication to be done well.

   It’s also especially important that applicants seeking administrative positions have strong over-the-phone and email communication. For many office jobs, being able to communicate effectively without being face-to-face is necessary. Examples of Communication Skills Include:

   • Telephone etiquette

   • Professional email formatting

   • Listening

   • Answering questions

   • Presentation

   • Clarity about plans, issues, and goals

   • Giving and receiving feedback

   • Open-Mindedness

   • Being Respectful

2. Technology. Technology knowledge in office positions can be soft qualities or hard skills that you’ve spent time learning. Many of the facets of an administrative job will require some degree of experience, or willingness to learn, technicalsoftware skillsrelated to the job.

   Examples of Office Technology Skills Include:

   • Proficient in Microsoft Office

   • Words Per Minute (WPM) Typing Speed

   • Presentation software

   • Email

   • Google Drive

   • WordPress

   • Record Keeping

   • Quickbooks

   • Database knowledge

   • Research Experience

3. Organization. An organized team is essential in a business running smoothly. The purpose of having administrative support is to work productively and that can only be achieved with organizational skills. Organizational skills refer to habits that keep your work on track and delivered on time. Becoming a master of office organization can make you an extremely competitive applicant and valuable employee.

   Examples of Organizational Skills Include:

   • Keeping a Calendar

   • Setting Appointments

   • Keeping Records

   • Managing Inventory

   • Time-Management

   • Creating a Filing System

   • Multi-Tasking

   • Planning ahead

   • Following a daily checklist of tasks

   • Maintaining a strict schedule

4. Problem-Solving. While we’d all like to work in a problem-free office, however, it’s more than likely that you’ll come across a few issues in your career. Employers know that it’s impractical to expect completely smooth sailing in every project, and that’s why they want to hire administrative staff with problem-solving skills. These abilities involve assessing difficult situations logically and coming up with the best solutions or ways of moving forward. Having effective problem-solving skills has a lot to do with your adaptability. Abilities in problem-solving are extremely in demand for the current administrative market because, as we’ve come to know all too well in 2020, things change and issues arise. If you can take these challenges well and create a positive outcome, it’ll make you more successful in any field.

   Problem-Solving Skills Involve:

   • Active listening

   • Flexibility

   • Critical thinking

   • Open-Mindedness

   • Creativity

   • Willingness to do research

   • Stress Management

   • Resilience

   • Patience

5. Professionalism. Maintaining professionalism at work may seem like a given. However, being professional in an office job is taken even more seriously. You interact with people daily in administrative positions. Whether it be your co-workers, boss, or clients, you need to maintain the same even-toned, calm professionalism to every interaction. Being an overall professional includes a lot of strong habits that make you a better employee to work with, and ultimately, more effective.

   Professionalism Involves:

   • Respectfulness

   • Strong communication

   • Appropriate clothing

   • Being reliable

   • Punctuality

   • Integrity

   • Meeting deadlines

   • Receiving feedback constructively

   • Work competence

6. Positivity. Being positive adds more value to an applicant looking to succeed in an office job. Positivity can generally be beneficial in various positions. It’s a unique soft skill because it enhances just about any other ability you bring to the table. Optimism just makes you a better employee to work with. That can be useful in a fast-paced environment with a lot of different responsibilities, like administrative work.

   Positivity Can Help With:

   • Solving problems

   • Developing rapport

   • Patience

   • Being seen as a leader

   • Motivating others

   • Reducing stress

   • Self-control

   • Resilience to difficulty

7. Ability and Willingness to Learn. This is a biggie for recruiters seeking candidates in office positions. Administration requires knowledge in a lot of different areas, and usually, these areas are subject to evolve.

   Maybe, upon hire you know everything there is to know about your position. There’s always a possibility that six months from now everyone will be required to learn the details of a new system or database. Employers want to be sure that you’ll be equipped to take on new information quickly and ask questions when you need clarity. Learning Skills Involve:

   • Analytical thinking

   • Applying previous knowledge when applicable

   • Communication

   • Flexibility

   • Passion

   • Practicing until competency

   • Paying attention to detail

   • Information retention and application

Resume Example: Executive Assistant

Ebony Smith | New York, NY 12789 | (404)-391-2287 | [email protected]

EXPERIENCE Whitmore Realty, New York, NY -Office Assistant, September 2017 – PRESENT

• Responded to emails and answered phones
• Running Errands
• Aiding in creating presentations
• Assisted with in-home showings
• Given a raise in salary from $40,000 to $50,000 after the first year


Brooklyn Design, Brooklyn, NY -Personal Assistant, January 2015 – June 2017

• Handling correspondence
• Organizing Meetings
• Arranging travel
• Bookkeeping
• Gradually given more responsibility and two annual bonuses


SKILLS

• Microsoft Office
• 70 WPM Typing Speed
• Presentation
• Organization
• Creative
• Open-Minded
• Reliable


EDUCATION Fordham University, New York, NY -Business, August 2011 – May 2015

• Achieved Dean’s List between 2013-2015
Skills Based Articles
• Soft Skills
  • Most Common Skills
  • What Are Soft Skills?
  • What Are Leadership Skills?
  • What Are What Are Hybrid Skills?
  • What Are Teamwork Skills?
  • What Are Communication Skills?
  • What Are Organizational Skills?
  • What Are Personal Skills?
  • What Are Interpersonal Skills?
  • What Are Decision Making Skills?
  • What Are Negotiation Skills?
  • What Are Creative Thinking Skills?
  • How To Multitask
  • What Are Adaptability Skills?
  • What Are Internal Analysis?
  • What Are Multitasking Skills?
  • What Is Professional Networking?
  • What Is Nonverbal Communication?
  • What Are Critical Thinking Skills?
  • Presentation Skills
  • What Is Accountability?
  • What Is Emotional Intelligence?
  • Verbal Communication Skills
• Hard Skills
  • What Are Hard Skills?
  • What Are Technical Skills?
  • What Are What Are Life Skills?
  • What Are Social Media Skills Resume?
  • What Are Administrative Skills?
  • What Are Analytical Skills?
  • What Are Research Skills?
  • What Are Microsoft Office Skills?
  • What Are Transferable Skills?
  • What Are Clerical Skills?
  • What Are Computer Skills?
  • What Are Core Competencies?
  • What Are Collaboration Skills?
  • What Are Conflict Resolution Skills?
  • What Are Mathematical Skills?
  • How To Delegate
• Desired Traits
  • What Are Skills Employers Look For?
  • What Are Inductive Reasoning?
  • What Are Problem Solving Skills?
  • What Are Active Listening Skills?
  • What Are Management Skills?
  • What Are Attention To Detail?
  • What Are Detail Oriented Skills?
  • What Are Domain Knowledge?
  • What Is Professionalism?
  • What Are Rhetorical Skills?
  • What Is Integrity?
  • What Are Persuasion Skills?
  • How To Start A Conversation
  • How To Write A Conclusion For A Research Paper
  • Team Player
  • Visual Learner
  • Aptitude
  • High Income Skills
  • The Most Important Professional Skills
• Specific Skills
  • What Is Figurative Language?
  • What Are Rhetorical Strategies?
  • What Is a Subject Matter Expert and What Do They Do?
  • What Is A Differentiation Strategy
  • What Is Job Order Costing
  • What Is Situational Analysis
  • Plan Of Action
  • Report Format
  • Law Of Diminishing Marginal Returns
  • Administrative Duties
  • Giving A Presentation
  • Organizational Behavior Management
  • Deductive Reasoning
  • Reflective Listening
]]>