Five futuristic jobs that actually exist right now

Five futuristic jobs that actually exist right now by Amber Rolfe Looking for a job with a future? You’re in luck (DeLorean on standby)…With technology advancing, the jobs we do are changing too.And while augmented reality architects and smart city urban planners may not be the most common job titles in today’s world, roles that utilise smart technology and improve sustainability are definitely on the forefront when it comes to what we expect of the near future.To give you a glimpse of what’s already out there, here are five futuristic jobs that actually exist right now:  3D-Printed Clothing DesignerLooking for a job where you can (literally) stand out? 3D-printed clothing design could be for you…As 3D printing technology becomes more and more advanced, 3D-printed clothing designers are emerging as increasingly in demand within the fashion industry. And, let’s face it, who says clothes can’t be computer generated?Not only is 3D printing being used on designs featured on runway shows across Milan and New York, it ’s also revolutionising the manufacturing process in other ways, in the form of 3D printed jewellery, accessories, and bathing suits.All you need is a few layers of material, a solid design to follow, and a computer that knows what it’s doing. Simple.Perfect for: People who like making things.Avoid if: You struggle to use the office printer on your own.  Augmented Reality ArchitectAugmented reality: like reality, but better.Augmented reality works by providing a copied view of reality, which can then be altered and changed using computer-generated sensory input â€" and it’s becoming something many industries are interested in exploring.From film and video games, to architecture and therapy, this technology allows designers to create new, immersive experiences that will transform the way we build, see, and do things.And whether it’s through using augmented reality to place a 3D model of architectural plans onto an existing space, or combining real-life images with computer ge nerated graphics to produce a video game, Augmented Reality Architects play a big part in the creation of new products and structures.Perfect for: People with good imaginations.Avoid if: You still haven’t quite got over The Matrix.  Big Data ArchitectWant to level-up your analysis skills? It’s all about the big data…Whether they’re finding out what a large amount of data means, or creating blueprints from scratch, a Big Data Architect’s work involves a high level of strategic thinking combined with an advanced knowledge of database structures.And, with big businesses growing, the need for big data architects in today’s job world is increasing too.After all, without them, businesses wouldn’t be sure what their data means for their company and its future.Perfect for: People who can always see the bottom line.Avoid if: You’ve got an irrational fear of big numbers.  Certified UAV PilotUnmanned automatic vehicles (UAVs), or drones, could range from full-sized planes to so mething small enough to fit in your hand. They’re controlled remotely, and are used in situations where a human pilot may be in danger or find it difficult to get around.With industries like the military, consumer goods, and the arts presenting a need for drones, the chances for you to become a certified pilot could be becoming increasingly likely.So, if your flying skills are already on an expert level (and you’ve outgrown the remote control toys), it’s probably only a matter of time before you’re using specialist drones to deliver groceries, take photos, or research hard-to-reach places.Perfect for: People who like to be in control.Avoid if: You still haven’t recovered from your remote control helicopter crash of ’98.  Smart City Urban PlannerWant to build a better future? Whether you’re inspired by the various eco-friendly messages surrounding you*, or you’re just a fan of good architecture, smart city planning can be an appealing path to follow…Urban planning h as many purposes â€" to maintain a good traffic flow, improve sustainability, utilise space, and to prepare for the new kinds of traffic the not-so-distant future will bring to the roads (cue: flying cars).In a nutshell, this future-focused role is all about using smart technologies to create a better functioning (and more environmentally friendly) city â€" that’ll last as long as possible, no matter what the future holds.NB: skills in Sim City will only get you so far…Perfect for: People who are always finding better ways to do things.Avoid if: You never separate metals and plastics.        Still looking for your perfect position? View all available vacancies now  *We’re looking at you, Wall-E…Image CreditWoman Using a Samsung VR Headset at SXSW  https://www.flickr.com/photos/nanpalmero/16237219524/Find a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to the terms and conditions applicable to our service and acknowledge that your personal data will be used in accordance with our privacy policy and you will receive emails and communications about jobs and career related topics. What job suits me?

How to shine in a meeting

How to shine in a meeting First of all youd be surprised how many meetings I attend given that I live on a farm and I hate to leave. And, to be honest, every time Ive written advice about how to handle yourself in a meeting, Ive actually written about how not to handle yourself. Like, how to gross out investors. How to disrupt a board meeting by tweeting about a miscarriage. How to look crazy in a parent-teacher conference. For me, each  meeting begins with trying on every outfit I have and sending Melissa a picture to ask if it is okay for a meeting. The pinnacle of each  meeting  is when I wow people with my ideas, which is immediately mitigated by my insanely terrible social skills. Speaking of my brilliant ideas, I am great at identifying my weaknesses. Did I ever tell you the secret to writing a good sex scene? Or did I ever tell you that I got into a top creative writing program because the head of the program said I am the best sex writer hes ever read? The secret is to write about bad sex. So for example, you dont want to write about giving the perfect blow job. You want to write about the blow job you start and then in the middle you decide youre having a fat day and you cant finish. The guy will tell you he doesnt care that youre fat. And you will say, See? Even you admit that Im fat. This is all to say that people are way more interested in what is going wrong in your life than what youre great at. Which is why its really important to know your weaknesses. Because thats whats most interesting about you. This also means, though, that at some point this blog is going to have to be a little more useful about how to shine in a meeting. So someone else is going to have to write the post, instead of me. And that someone is Geoffrey James, author of Business Without the Bullsh*t. I got his  book in the mail along with the ten other career books that  I get every week. Its insane, really, how many career books I get. I want to tell you just forget it, dont ever send me another. But now I am going to curse myself to receive more terrible career books when I tell you that his is the most useful, snappy career book I have seen in maybe five years. So I am publishing an excerpt of one of Geoffreys  chapters because now there will be something online that links competent meeting skills to Penelope Trunk. And also, now there will be something online that links how to do great sex writing to Geoffrey James, which I know he will appreciate. So heres the excerpt, and you should buy his book. Seriously, I dont even know this guy. So its not like I did him a favor because he was nice to me at a conference or something. (Well, its not like Id even go to a conference because probably conference skills stem from meeting skills. Which means, actually, that you should keep reading because you will shine at a conference as well.) So anyway, I have no obligation to say I love this book.  But you should buy this book. Its good. And heres what he says about meetings: 1. Know your agenda. A business  meeting consumes time, and since you have a limited amount of time, you want to attend only those business meetings that move you closer to your goals. Therefore, when confronted with the opportunity to attend a meeting, first review your personal and career goals so you can assess whether it will be time well spent, and how you’ll spend the time if you attend. 2. Know why the meeting was called. People call business meetings for seven reasons, so plan accordingly: To get you to decide something. (Probably useful to you.) To hone their own ideas. (Maybe useful to you.) To convey information. (Probably not useful; ask for a document instead) To test out a presentation. (Probably not useful unless it’s your boss.) To accomplish group writing. (Never useful to anybody.) To prove their own importance. (Never useful to anybody.) To fulfill a process step. (Never useful to anybody.) 3. Limit your meeting attendance. If there’s any question as to whether your presence is required, compare your own goals to the meeting’s reason and decide whether the benefit of attending is greater than the benefit of doing something else. To make this decision, ask yourself two questions: “What’s in it for me?” and “What bad thing would happen if I pass on it?” If the answer is close to “nothing” and “nothing,” find a reason not to attend.  Skip the next steps; you’re done. 4. Prepare yourself well. Since you’ve decided to attend the meeting, your goal is contribute to the meeting in a way that reinforces your own agenda. Research the background of the topics that will be discussed. Ask whoever called the meeting what will be discussed and how you should best prepare. 5. Gather your ideas. As the meeting progresses, take notes about what’s said. Look for areas of discussion where you might be able to either add value, burnish your reputation, or push your own agenda.   When you do say something, prepare to express it as a complete thought, rather than a half-prepared remark that peters out in the middle. 6. Read the room, then contribute. The trick to contributing to a meeting (and looking good in the process) is to make your remarks toward the end of that part of the discussion. When you express your own view, speak confidently and in complete sentences. Then, if appropriate, ask a question that you feel will move the discussion in a direction in which you’d like to see the meeting go. So thats the excerpt, and at the end of each chapter  Geoffrey has these snippets at the end of each chapter that are little summaries. Check this out. SHORTCUT: ATTENDING MEETINGS TREAT meetings as a possible way to advance your agenda. SOME types of meetings can be useful; others are usually not. DECIDE whether each meeting will be useful or useless. EITHER decline to attend or prepare well; no in-between. TAKE notes so you can speak coherently when it’s your turn. SPEAK confidently and, when appropriate, segue into your agenda. I like that summary. Dont you? Which makes me think the real advice should be to pay someone to summarize everything for you all the time. Then you dont have to go to any meetings.

Employment Dynamic Has Shifted Understand Benefits of The Alliance - Personal Branding Blog - Stand Out In Your Career

Employment Dynamic Has Shifted Understand Benefits of The Alliance - Personal Branding Blog - Stand Out In Your Career Companies are in constant competition  to attract and retain talented employees. One dynamic which challenges todays workplace is the flawed relationship between employers and employees.  Many new and successful companies assert that this is because the relationship is based on an outdated model. The older model is a throwback to a more stable time  when employment was considered  permanent. In todays networked world, employees are more mobile and more connected. The best employees today can work as free agents (constantly scoping the market for a better opportunity). In order to keep employees satisfied and motivated management needs to consider what they want. Top talent in todays workforce craves more from their employers in terms of job enrichment, training, support, feedback and career experiences. Companies seeking to retain their best employees need to be alert to what their competition offers and try to stay a step ahead in terms of offering employees avenues for growth, advancement, and flexibility at work. The companies who are consistently featured as best employers recognize that  their employees are their firms most valuable resources. They provide a culture and an environment thats so desirable employees are enticed to stay longer and reluctant to leave. In fact, when top employees feel its a big risk to go out on their own, its often due to the fact that they are well cared for at work in terms of salary, benefits and career development opportunities. Companies can reduce the risk of losing an employee by incorporating strategies that make it hard for employees to consider leaving. Reid  Hoffman,  LinkedIn Chairman and Co-founder  and co-author of the  New York Times  Bestseller,  The Alliance: Managing Talent in the Networked Age  offers  management a new employment model to reduce the  disillusionment, disarray, disengagement and disloyalty in the workplace. He  introduces a  realistic  loyalty pact between employer and employee and develops a radical new framework to rebuild that lost trust; Employees are encouraged to express their true career aspirations to management so managers can help them develop their skills so they can leverage them in their career. This talent management strategy is based on transparency and a relationship between employer and employee where both parties trust each other enough to commit to mutual investment and mutual benefit. Hoffman calls this new framework for attracting and retaining entrepreneurial, creative talent as  The Alliance. Hoffman wrote the book  because he believed there’s an underlying broken notion in thinking about how an employer and an employee relate to each other. There is a breakdown in that conversation, the company and employee are lying to each other. Both know that’s not the modern world. We’ve swung to the opposite extreme of one-day employment contracts, where either side is ready and willing to cut off the relationship whenever convenient. The lack of trust hinders innovation and long-term collaboration. Hoffman Describes a Model that Builds Mutual Trust and Benefit The Alliance is a new employment framework that facilitates mutual trust, mutual investment and mutual benefit.  This framework encourages employees to develop their personal networks and act entrepreneurially without becoming free agent job-hoppers. In an alliance, employer and employee develop a relationship based on how they can add value to each other. Employers need to tell their employees, Help make our company more valuable, and well make you more valuable. Employees need to tell their bosses, Help me grow and flourish, and Ill help the company grow and flourish. Employees invest in the companys success; the company invests in the employees market value. Bigger payoffs come to both sides through building a mutually beneficial alliance.  Employees invest in the company’s  adaptability; the company invests in employees’  employability.  As former Bain CEO Tom Tierney used to tell recruits and consultants, “We are going to make you more marketable.” Hoffman suggests management improve employee retention by  creating opportunities for career growth and education which employees could leverage for a career with the firm or elsewhere. He encourages a framework where employees can speak openly and honestly about the type of growth he seeks (skills, experiences, etc.) and what he will invest in the company in return by way of effort and commitment. Hoffman says that when a company and its managers and employees adopt this kind of approach, all parties can focus on maximizing medium and long-term benefits, creating a larger pie for all and more innovation, resilience and adaptability for the company. Both sides set clear expectations and the team develops a winning culture.   The alliance might involve building and launching a new product, re-engineering an existing business process, or introducing an organization innovation. This is a trust agreement handled by direct mangers rather than by H.R. Dont Think of Employees as either Family or as Free Agents   As a career coach I am in touch with many highly talented employees who are great at what they do and have outstanding performance reviews yet theyre seeking a career change (or a new job) because they dont feel theyre challenged enough at work or they dont see possibility for career advancement. Many clients express that their bosses arent interested in knowing their career aspirations and therefore theyre reluctant to express what would motivate them at work. When I ask what it would take for them to stay at their current job they often mention the following things:  Better feedback from their immediate superior  Flexibility to adapt their work schedule so it meets their personal needs  Opportunities for training in skills that could help them advance their careers  Experiences in other disciplines to broaden their skills  Opportunities for creative work  Opportunities for innovating and collaborating with other top talent The surprising thing is that these employees are all highly motivated, extremely bright and yet feel theyre being under utilized at work.  They want to contribute more and are being held back because of out dated management systems. They dont want to lose their fervor to make a difference at work and therefore want to try something new. They like their industry and they like their co-workers. That situation could be turned around and they could be more engaged at work if management would truly take interest and invest in helping them achieve their career aspirations within the firm. They feel that management doesnt really care if they leave as they were told early on at work by either a manager or someone in H.R. that its so easy to find new talent. This obviously causes a breakdown in the employees loyalty to the firm. Transform Your Company for the Future: Care About What Drives Your Employees This positive transformation will happen only if both sides trust each other enough to commit to mutual investment and mutual benefit. Sadly, trust in the business world has never been so low.  Reids strategy is based on knowing that people want to have meaningful work and they yearn to be appreciated for adding value. He says that money really isnt the sole motivator in keeping people happy and nor are the well-meaning incentive programs that offer trophies and plaques. His idea taps into the psychology of what makes a person feel fulfilled at work. When employers show genuine interest in their employees personal and career goals, that inevitably leads to  higher levels of productivity engagement and overall motivation at work. Show Concern For Your Employees Career Aspirations Kevin Scott, Sr. VP for Engineering at LinkedIn, asks perspective new hires what job do you want after LinkedIn? His intent is to open the conversation to hear what the candidate might really need in order to motivate him. It could also give the employer the opportunity to develop a career path for a new hire within the firm. If you learn something you dont like about a candidate it could give you an idea that something may or may not work in this investment. This says Hoffman is also a good thing. Netflix’s contract with its employees is an example of what these new arrangements can look like. In a famous presentation on his company’s culture, CEO Reed Hastings declared, “We’re a team, not a family.” He gave managers this advice: “Which of my people, if they told me they were leaving in two months for a similar job at a peer company, would I fight hard to keep at Netflix? The other people should get a generous severance now, so we can open a slot to try to find a star for that role.” The new contract isn’t about being nice. It’s based on an understanding that a company is its talent, that low performers will be cut, and that the way to attract talent is to offer appealing opportunities. Develop Your Network Using Employees Who Leave Hoffman encourages managers to develop a rapport with employees so even if they leave the firm you have people you have good relationships with go to other places. The company can benefit from using the previous employees network because when the relationship continues, that network can be used by the employer. He even established a LinkedIn alumni group to perpetuate the relationship between employees and employers even if they move on to another firm. Establish a “Tour of Duty” Hoffman debunks the idea that employers can promise  lifetime loyalty: Sooner or later, most employees will pivot into a new opportunity. Recognizing this fact, companies can strike what he calls, incremental alliances. When Reid founded LinkedIn, he set the initial employee compact as a four-year tour of duty, with a discussion at two years. If an employee moved the needle on the business during the four years, the company would help advance his career. Ideally this would entail another tour of duty at the company, but it could also mean a position elsewhere. How does the tour of duty work? The company gets an engaged employee who’s striving to produce tangible achievements for the firm and who can be an important advocate and resource at the end of his tour or tours. The employee may not get lifetime  employment,  but he takes a significant step toward lifetime  employability.  A tour of duty also establishes a realistic zone of trust. Hoffman says that Lifelong employment and loyalty are simply not part of today’s world; pretending that they are decreases trust by forcing both sides to lie. During the Tour of Duty employees learn practical skills that could be used within the firm or transferred to another workplace. It usually lasts two to four years. That time period seems to have nearly universal appeal. In the software business, it syncs with a typical product development cycle, allowing an employee to see a major project through. He says that consumer goods companies such as PG rotate their brand managers so that each spends two to four years in a particular role. Investment banks and management consultancies have two to four-year analyst programs. The cycle applies even outside the business worldâ€"think of U.S. presidential elections and the Olympics. Properly implemented, the tour-of-duty approach can boost both recruiting and retention. The key is that it gives employer and employee a clear basis for working together. Both sides agree in advance on the purpose of the relationship, the expected benefits for each, and a planned end. The problem with most employee retention programs is that they have a nebulous goal (retain “good” employees) and an indefinite time frame (indefinitely). The lack of commitment and clarity in both of these areas  destroys trust: The company is asking an employee to commit to it but makes no commitment in return. In contrast, a tour of duty serves as a personalized retention plan that gives a valued employee concrete, compelling reasons to finish her tour and that establishes a clear time frame for discussing the future of the relationship. What Can Managers Do For Employees Hoffman suggests that management think of employees as  allies in order to rebuild their trust and loyalty to your firm. He makes a strong case reinventing the employer-employee relationship framework; Managers may not be able to guarantee employees lifetime employment, but you  can  give them lifetime employability. That’s when you have been awesome to your people.  This bold but practical guide for managers and executives offers tools to recruit, manage, and retain the kind of employees who will make your company thrive in today’s world of constant innovation and fast-paced change.” The Alliance creates a model for work that encourages companies and individuals to invest in each other. In this ideal world, managers and employees have honest conversations about each other’s goals and time tables. These conversations allow managers and team members to define jobs that match their values and aspirations. When management matches the right talent to the right opportunity in a company with the right philosophies, amazing transformations can happen for your employees’ careers and for your company. This is an ideal worth working towards and a risk worth taking in today’s competitive economy. http://www.slideshare.net/reidhoffman/the-alliance-a-visual-summary http://www.bloomberg.com/video/reid-hoffman-disucsses-his-new-book-the-alliance-2KyFnJkFSNqUFNOcqSxcqQ.html

Business Manager Job Description Sample - Algrim.co

Business Manager Job Description Sample - Algrim.co Business Manager Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs.

Resume Writing YouTube Can Help You Reach New Audience

Resume Writing YouTube Can Help You Reach New AudienceSo, you're thinking about putting your resume writing career on the internet. If you have your resume on paper and haven't been using the internet in a while, you may not realize how much this could change your career.The key to success with your resume is to take advantage of what a social media platform like YouTube can do for you. Do you know that one of the best tools for writing a resume is online resume writing? Well, that's exactly what you're doing. YouTube is a great way to put your skills to the test.A recent study has shown that 40% of employed individuals check their resumes online. This should be of great concern to you, because a recent study has shown that if you could work with employers on their resume's, it can mean higher pay.If you're looking to work with employers, you're going to need to show them that you're up to date on the latest trends. That's why it's important to follow news articles, blogs, videos, an d other forms of multimedia online. In fact, YouTube is a great place to get started.YouTube has become one of the best places for written articles and video content. It's so powerful because of how many people use it. When it comes to finding videos, it's easy to find videos of people who are discussing various topics.Some of the best videos are ones where they explain things that you may not understand. For example, a recent video created by the US Consumer Product Safety Commission showed an older woman showing her age by getting into an accident. With this video, the CPSC was able to offer the woman a settlement.Another video focused on different ways to eat healthy. The video helped teach the viewer how to properly clean their kitchen after a meal.Resume writing YouTube videos and other forms of online video content will help you reach out to a wider audience than just your friends and family. This is because many people already have a good grasp of today's technology and are n aturally inclined to being exposed to new and innovative techniques.

Concentrate Focus to Get More Done

Concentrate Focus to Get More Done Let me know if this scenario sounds familiar: you start your day intending to get a few important things done before noon. After that you should have time to work on a new initiative that is sure to impress your boss. Before that, however, you also have a new batch of emails to review, plus you just got a few new urgent requests. Then your boss calls and needs you on an important task right away. Thats when your calendar reminder pops up letting you know about an hour long meeting you have in 15 minutes. Its not fun when your day gets hijacked. A lot of emotions come up. You feel overwhelmed, powerless, maybe even angry or depressed. It doesnt take long to feel hopeless and you think the only way to feel better is to get a new job. Before going too far down that path, come to grips with these two realities: most jobs are going to pile work on to your desk like this you can and need to be able to handle and even excel in this type of situation Well thats easy to say but how do you do that? Here are two tips that have helped me. Focus On One Task Only I found a very affordable kindle book awhile back with some simple yet powerful messages that help me stay in the moment and focus on the task in front of me. Mental FOCUS Training Secrets: How To Increase Mental Focus and Enhance Concentration For Maximum Productivity and RESULTS (Self Help) was a fast read and delivered very actionable ideas and concepts. While there are 1,000 things vying for your attention, the best use of your time is to push away 999 of them and zero in on just one. Youll need to stop and take time to organize and prioritize all of your tasks but do that a couple of times per day. Otherwise, practice saying this, strictly focusing on this single task in front of me is the best possible use of the next minute of my day. Meetings and Emails are Toxic One of my favorite books is Rework by Jason Fried. It is a more expensive book but a fantastic read with its short chapters and straightforward writing style. They make it very clear that most meetings and most email will eat up your time and prevent you from getting things done and being effective. The truth is that it is up to YOU to fight for your productivity time at work. Those two concepts made a big difference in the way I view my work day. Know when to shut down your email or decline a meeting. Be sure to schedule that time but do so in a way that gives you big chunks of time to really reflect on problems that need to be solved.

Experimentation The Missing Ingredient In Your Job Search! - Margaret Buj - Interview Coach

Experimentation The Missing Ingredient In Your Job Search! You might have spent days and nights thinking about the most efficient approach to put forth and ace your job search. Well, job seekers round the globe have been boggling their heads over the same. Right from the most smartly designed and curated resume, to undergoing a thorough pre-interview research, there’s so much you want to look forward to. However, securing the most desirable job offer highly depends on crafting methodologies that make you stand apart from the rat race. There probably are a zillion people who are working on the same hacks without even changing their operational framework by a modicum. And the ones using innovative and unusual job tactics are actually in the deep lying shades of minority. What the global employers look forward to, are candidates with out of the box ideas. It’s the ‘Guerilla Job Hunting Tactics’ that’re in demand across the world. Hence, the section to follow will talk about the same and suggest a few ways to add that tinge of experimentation to your job-hunt campaign. Give it a good glance and arm yourself for success. Tweet, But Not The Way You Used To There’s a   lot that needs to be changed with the time passing by. Right from the kind of content you upload on social networking websites, to using off-beat tricks that might just turn the tide in your favor. Twitter is one such thing to experiment with. You start with researching about a small yet specific range of targeted employers. These are people you desire to work with. Start with finding their accounts and following them. Obviously, they’ll be notified regarding the same and that’s when you’ll gain their attention (maybe for a split second). What you can do is entice them with a crisp yet informative personal profile, advertising your skills. If possible, include a link to a YouTube video on some presentation or content you uploaded. Recommending a new idea to upscale their portfolio might prove to be a worthwhile attempt too! Sending Out Cold Calls and Showing Some Wits in Your Cover Letter Cold calling or the method of uninvited job hunting is a method that has long been used, but still exists as a mere hit and trail scheme among the employment seeking lot. However, when you come in cognizance with the fact that majority of the job market is closed and there’s a dire need to dig prospects, this method crops up with high significance. The process is quite elaborate with sourcing all the companies working within the field of your interest and mapping the hiring managers who have the power to appoint new candidates. However, the first communication to be sent on your behalf, the cover letter, might just do the drill over here. If you are a person with quick wits and have a shade of humor to your personality, then giving a subtle hint regarding the same might just prove fruitful in this case. Again, it’s just an experiment, but nevertheless, might make your approach highly enticing! Make Yourself The Right Fit For ‘The Culture’ Yes, it’s true that employers hire for the required skills-set and qualifications in most of the cases. However, of late, it has come to light that culture in an organization has also come up as a major constraint to consider. Plus, a multitude of hiring managers strongly feel that incorporating cultural fit into the whole recruitment process is actually good for business. Hence, it’ll be a good experiment to making yourself suitable to get acclimatized with the working culture in the targeted company.   There are a number of online tools you can find to know more in the same regard (for every global corporation). Use these and make yourself more efficiently armed than the competition. The bottom line is, a bit of sleuthing is all that can make a huge difference. Just give it a go, who knows, you might land in the next great gig! Author Bio: Anshuman Kukreti is a professional writer and a keen follower of the global job market. An engineer by qualification and an artist at heart, he writes on various topics related to employment across the globe. Reach him @ LinkedIn, Twitter and Google+.