Great Workplaces Do the Laundry First

Great Workplaces Do the Laundry FirstGreat Workplaces Do the Laundry FirstGreat Workplaces Do the Laundry First Robin, Ph.D., and Michael Burchell , Ed.D., co-authors of No Excuses How You Can Turn Any Workplace into a Great One (Jossey-Bass, 2013)There is an old Zen saying, after enlightenment, the laundry which beautifully captures the idea that one can never let go of the minutia that helped enable the enlightened state in the first place.All of us have life management tasks such as purchasing groceries, paying bills and doing laundry that are necessary to organize our life and that help facilitate other higher order things such as engaging in meaningful work or connecting with loved ones.The same is true in business. We need to get the basics right and do the organizational laundry.Take Care of the Laundry FirstOur view of organizational laundry is having a clearly articulated mission and vision, company values that guide the organization, an effective strategy, a productive mana gement system, and a company culturethat supports all of this.We too often find, however, organizations operating without reference to the basics. Quickly, the vision becomes a slogan, the business plan becomes a door stop, and the values are a plaque on the wall.Conversely, in great workplaces, we find that behind their financial success lies a strong sense of identity that helped create such excellence in the first place.Through our experience, it has become clear that only in addressing these areas of organizational laundry can you really leverage the power and opportunity that comes from creating and sustaining a great workplace.But as mundane as the laundry sounds, it can be energizing. As long as your effort helps to reinforce the sense of organizational identity, it contributes to a great workplace and buffers against the inertia of excuses.The Necessity of Mission, Vision and ValuesAt W. L. Gore Associates, they talk about their one objective which is to make money and have fun. As a business, they understand that they need to make money or they wont have a business for long.On the other hand, they also appreciate that having fun together as they accomplish their goals builds an enduring business for the long term. Both need to be in balance, and at Gore, they work diligently in meeting their one objective. And as a result, Gore is a very solid business.No matter what form they take, an adage such as that at W. L. Gore and Associates or a more formal statement, best companies have a clearmission, vision, and values first and foremost.Second, they have a well-crafted strategy or plan for achieving their vision and goals.Third, they have created the right managementstructure to align their internal resources in service of that vision.And fourth, they have developed a strong, sustainable high-trust workplace culture that enables its employees to deliver on that vision.ansicht four points are summed up well by Rajeev Peshawaria in Brains, Bones, and Nerve s The Only Three Things an Enterprise Leader Should Focus On, an online publication by 800-ceo-read (2011). In it, he explains that there are a vital few things an enterprise leader should focus on. He offers,The key is to control and shape the three most important levers of sustainable business growththe Brains, the Bones, and the Nerves. The brains of a business are its vision and strategy, and here the enterprise leader must shape and set direction. The bones are the organizational architecture, and here the enterprise leader must design the organization in order to execute the strategy. And the nerves refer to the culture and climate of the organization, and here the enterprise leader must foster a culture of long-lasting excellence.At the cola Company, they have been able to capture the brains, bones and nerves onto a single page document that all managers and all employees have access to, understand, and use in their work.The Coca-Cola Company sees their mission as refreshing the world, inspiring moments of optimism and happiness, creating value, and making a difference.The Coca-Cola system is comprised of both the company that produces the syrups and infrastructure and the over 300 independent bottlers and distributors around the world. Their corporate culture is focused on creating a great place to work throughout their entire organization.As one of the managers we spoke with at Coca-Cola explained,Theres a visionary document that looks 10 years ahead with 6 Ps including portfolio, people, profit, and partners. Everybody in the organization knows they play a very important role and results are tracked in each of the Ps. We have this phenomenal strategy that took us some time to put in place, and now the culture is following this.It took Coca Cola some time to align to their plan, but now they are really beginning to see the payoff for doing this organizational laundry and creating a great workplace in the process.Reprinted by permission from the publi sher, Jossey-Bass, a Wiley brand, from No Excuses How You Can Turn Any Workplace into a Great One by Jennifer Robin and Michael Burchell Copyright (c) 2013 by Jennifer Robin and Michael Burchell.Author BiosJennifer Robin, Ph.D., is a research fellow at Great Place to Work Institute. A former consultant with the Institute, she led the Advisory Practice, helping senior leaders integrate their organizations culture with its strategy and aligning efforts to be a great workplace. Currently, Jennifer teaches in undergraduate, MBA, and professional programs in the Foster College of geschftlicher umgang at Bradley University. She lives in Peoria, Illinois.Michael Burchell, Ed.D., is vice president, International Operations at Great Place to Work Institute, Inc. A member of the corporate management team, Michael oversees affiliate operations, global expansion efforts, and the business development of multinational clients across the Great Place to Work network. Previously, Michael led consult ing services for the Institute in the United States. He also co-owns and is a director for Great Place to Work Institute in the United Arab Emirates, in Dubai. He is based in Washington, D.C.

Tips for Writing a Technical Feasibility Study

Tips for Writing a Technical Feasibility StudyTips for Writing a Technical Feasibility StudyA technicalfeasibilitystudy assesses the details of how you intend to deliver a product or service to customers. Thinkmaterials, labor, transportation, where your geschftlicher umgang will be located, and the technology that will be necessary to bring all this together. Itsthe logistical or tactical plan ofhowyour business will produce, store, deliver, and track its products or services. A technicalfeasibilitystudy is an excellent tool for both troubleshooting and long-term planning. It can serve as a flowchart of how your products and services evolve and move through your business to physically reach your market. Begin- or End- With an Executive Summary The word summary is key here. Highlight the key points of each section youll include in your technical feasibility study. You can do this in advance to provide yourself with a sort of guideline or skeleton to follow as you prepare your stu dy. It is often easier and mora concise to write it after youve finished, so you have the information you want to include right in front of you. In either case, the summary should appear at the beginning of your technical feasibility study. Preparean Outline Even if you decide to write your executive summary last, you can begin with an outline that will serve a similar purpose in guiding you through the remainder of the study. The order in whichyou present technical information isnt as important as making aya you have all the components in place to show how you can run your business. You donthave to include specific financial information in the technical portion of yourfeasibilitystudy. However, all information in this component should support financial datarepresented elsewhere. Basic areas youll want to cover include materials, labor, transportation or shipping, physical location, and technology. Be sure to include a thorough description of the services or products youll be of fering. How will your business benefit consumers? Give investors a reason to choose you over your competitors. Calculate Material Requirements List the materials youll require to produce a product or service. This section is where youll indicate where youll get those materials. Include information such as whether volume discounts will be available as your business grows or if you plan to manufacture your parts at some point in time. Include what parts and supplies youll need to produce a product, including things like glue and nails. Mention all materials that will be involved in producing or manufacturing what youre selling. You dont have to include actualfinancial data in this portion of the study either. However, financial data that supports your narrative assessment should be included as an attachment in a separate spreadsheet. CalculateLabor Requirements You cantrun a business, offer services, ormanufacturer productswithout the help of others and that help will cost you . Even if you start your business as its only employee, youll have to add to your labor pool at some point if you plan to grow. In most cases, labor will be one of your biggest small business expenses, if not the biggest. List the number and types of employees you need to run your business now and that you might have to employ in the future as your business grows. You can break labor into categories if necessary, such as senior-level management, office, and clerical support, production or distribution staff, professional staff including lawyers, accountants, engineers, and marketing, and fulfillment employees- those in the mailroom or shipping department. If you plan to outsourceorder fulfillment, fundraising, or other aspects of your companys business, be sure to list what functions youre targeting and to whom youll send ansicht tasks. Transportation and Shipping Requirements How will you transport items if you must send them from one place to another? Smaller items can be ship ped via local carriers, DHL, or USPS, but heavy orbulkitems must be transported via a freight or trucking company. If youreshipping perishable items, youll need special overnight handling. You might also need special permits to ship certain items, and nonprofit organizations should consider applying for discounted postal rates. These are all things that affect the how of moving your goods from one place to another. If you offer services, how will trainers, educators, consultants, andausverkauf personnel get to customers and clients? You will need a licensed distributor or pharmacy to ship on your behalf if you offer a product thatsgoverned by state or federal law such as medications or prescription medical supplies, Calculate Marketing Requirements How will you reach consumers? It is a crucial consideration because your business will fail without them. Its something investors will be keen to know. Go beyond simple advertising plans, although this is important, too. Exactly what type of advertising campaign do you plan to launch?Will you lean more heavily on print media or other options and what consumers will you target? Explain why they would want to buy from you rather than any of your competitors. The Physical Location of Your Business Where you run your business will have an effect on your success. If yourestarting in ahome-based office, determine when and if youll need a brick and mortar office at some point in the future- office spaceoutside your home. Will you eventually need warehouse facilities, your factory, or your trucking facility? Will you require a retail storefront or any other purchased or rented facilities to conduct your business? Discuss the pros and cons of where these facilities will be located in the physical location component of your feasibility study.Should they be in one central location or across state lines? Do you need special parking considerations for customers or trucks? Do you have to be near other facilities such as a n airport, a commerce center, or a shopping mall? Technology Requirements to Run Your Business Every business needs at least some kind of technology to operate. The technology component of yourfeasibilitystudy should include discussionsabout telephone answering systems, computer hardware and software, and inventory management. Dont overlook items like cash registers and potentially the ability to accept credit cards and process checks. You might need special devices to accommodate the disabled, or teleconferencing equipment and facilities. Cellphones and PDAs are almost a must for most businesses, and you might need alarm or camerasystems and manufacturing equipment as well. Include Target Dates Tell investors when you plan to do what to bring your concept to fruition. Dont neglect to mention the small steps. Cover it all, from initial organizational meetings to when youll purchase equipment or facilities and when and how youll open your doors for business. Be reasonable. Yo u dont want to promise that youll perform by a miraculous deadline then fail to do so. Support Your Financial Information Dontmake the mistake of trying to entice investors with your staggering growth projections and a potential return on their investment. Theres always an increase in expenses with an increase inrevenue. Dont rely strictly onfeasibilitystudy conclusions to impressan investor. An experienced investor or lending institution will read your entire report and come to their conclusions. Its therefore critical that the technical and financial data in your study reconcile. If other parts of yourfeasibilitystudy show growth, youll also have to project labor and other costs and the technical ability to support that growth. The technical component should serve as the written explanation of your financial data because it offers you a place to include detailed information as to why an expense has been projected high or low. You can explain why its even necessary. It demonstr ates to potential investors and lenders- and in some cases, potential clients- that youve thought about the long-termneeds your business will have as it grows. Summary of the TechnicalFeasibilityStudy Be sure to include all the technical requirements of your business from production to customer receipt. This information will help investors know more about the operations of your business. Having a great idea for a product or business isntenough- you have to show how you can make money from it. The technicalfeasibilitystudy addresses the physical and logistical mechanics of it, and how youll be able to get something into theproduct and back out the door to customers.

Open Office Floor Plan Pros and Cons

Open Office Floor Plan Pros and ConsOpen Office Floor Plan Pros and ConsOnce upon a time, cubicles and private offices were all the rage in corporate workspaces, with their sound-proof barriers and privacy partitions. Then the walls were cleared out and long, shared desks moved in, to make way for the more contemporary open office floor plan.If youre a manager, you may be making a move to open your workspaces, too. An open office floor plan would save the company money, after all, allowing you to ditch the doors so you can promote accessibility and teamwork among your employees.Taking the lead from tech startups, traditional companies have embraced open-space layouts in recent years. But bedrngnis everybodys on board with them, a new Robert Half survey shows. Respondents said open floor plans may help collaboration and isolation, but they have definite downsides when it comes to productivity, creativity, energy levels and stress.landsee the survey results in The Optimal Office Space Configuration slideshow, below.Is there an ideal workspace for finance teams?Kathleen Downs, a vice president with Robert Half Finance Accounting, says theres no one-model-fits-all office floor plan for every company.The ideal workspace may be a hybrid office that allows for collaboration with communal areas but also is designed to accommodate the need for quieter, enclosed spaces, she says. Employers should consider the balance of company culture, workflows, job functions, department needs and employee preferences.Just as managers need to effectively lead and motivate multiple generations in the workforce, they should also make an effort to create an office setting thats attractive to candidates and longtime employees.In todays hiring environment, firms are willing to compete fiercely for your top performers, and recruitment and retention efforts should be top of mind, Downs said. Aside from providing the essentials, such as phones, computers and comfortable chairs, you should thi nk about your work environment as a whole and whether its considered a extra or a stumbling block. The Optimal Office Space Configuration from Robert Half Pros and cons of office configurationsOne of the ways managers can decide whats right for their office, Downs says, is to consider the pros and cons of the different office configurationsPrivate offices - enclosed space for one worker with a door.Pros Employees can make business and personal phone calls, hold meetings or have private conversations without being seen or heard by other staff members.Cons Theyre expensive and require more space to implement. Workers who close their doors can seem unapproachable.Private cubicles - enclosed area for one worker with tall walls that are not ceiling height, allowing the person inside to hear but not see colleagues.Pros They provide some privacy.Cons Outside discussions can be distracting, and employees worrie d about disrupting others might avoid conversations, prohibiting collaboration.Semi-private cubicles - designated space with short walls that allow workers to see and hear each other.Pros Professionals can see each other, making it easier to have spontaneous conversations. This option offers an open floor plan feel, but also allows workers to feel ownership of their space.Cons Impromptu conversations can be disruptive to nearby workers trying to focus.Open floor plan - undesignated areas for workers, free of dividing walls can include a communal table with bench seating or movable furniture.Pros This option saves on overhead costsand is best for roles, departments or industries that require a high level of collaboration.Cons Its not ideal for introverted personalities or those who require a quiet space for concentration. It also lacks sound privacy for confidential discussions.Combination of open and closed workspaces - includes some private work stations such as offices, private or semi-private cubicles, as well as areas for collaboration such as couches in a designated area.Pros It isnt as disruptive as other types of configurationsand allows for employees to gather in common areas.Cons Its more expensive to implement and can take more time to design this type of space.Remember that top companies are constantly reinventing themselves, and as your company evolves, so will your office environment. Whatever workspace change you decide on for your office dwellers - open, closed or somewhere in between - should be a tactical decision, one thats accompanied with adequate advancenotice to your staff.Create a physical setting where people want to work, and both collaboration and productivity will come your way.Get more articles and resources to build and manage a winning team. Subscribe to our newsletter Kathleen Downs Kathleen Downs, a vice president with Robert Half Finance Accounting, started with the company in 2000. Before that, she was CEO of a recreation/retail/education organization in Bonn, Germany. Kathleen is actively involved with a number of professional organizations within the finance and accounting field and sits on several not-for-profit boards.

Change Management Tips From Human Resources Pros

Change Management Tips From Human Resources ProsChange Management Tips From Human Resources ProsWhen you ask an organization and its employees to change, you open up a huge can of worms. People often like what the final organization looks like on the other side of a change, but they may be deeply resistant when the change is introduced. This is because employees are human. They fear what will exist on the other side of the changes because they are comfortable in their here and now. Even when employees acknowledge that changes are needed, you need to introduce changes incrementally and follow recommended procedures to build support and ownership of the changes. These steps in organizational change, while bedrngnis always appearing on a schedule, will occur and play out as your organization proceeds to make changes in your ways of working. The following tips allow you to make changes with the least amount of pain and challenge. Change Management Tips From Pros in the Field In a rea der survey, hundreds of respondents offered these recommendations andtips for managing the process of change. These change management tips should help you implement changes that range from implementing new goals and direction to lean manufacturing to total organization transformation. Deal with people involved in the change process with patience, gentle humor, grace, persistence, pragmatism, respect, understanding, and support.Take a long and broad view of change, and think about the impact of changes over one, three, and five years.Continue all of the behaviors and processes discussed in the articles below until change has the opportunity to become anchored in the culture. Dr. W. Edwards Deming in all of his work in continuous improvement emphasized the importance of the constancy of purpose. Set up changes so that people in your organization experience some early wins.Recognize that effective change is usually a realignment of the worldview of your employees, rather than a program or flavor of the month.People involved in change will need to recognize that change is risky change can be scary change can often entail the real desire and need to slip back into their comfort zone. Effective change requires constant vigilance to resist slipping back into the old, comfortable ways of doing business. Finally, as much as employees need to celebrate new beginnings, you will need to provide opportunities for employees to mourn the past, to let go of familiar ways of doing work. Recognize that even as change is, hopefully, a true gain for your organization, it is also always a loss. People lose coworkers, comfortable work processes, known ways of doing things, communication networks, security, and stability, or confidence in their own capability. Recognize their loss, and you will assist people to move more quickly with you into the brave new world. Change Management Lessons From the earlier mentioned reader survey, tips and ideas emerged from the experience and p ast practices of pros who work with organizational change. In their own words, they share with you what theyve learned from years of experience working with change. Most of the problems in organizations are fixable through organizational changes (structure, process,culture) and learning (bedrngnis necessarily the same as training). Its farrarerthan we might think that you really need to get someone out of the organization. Change is continuous. Change management is a fad that in many respects may or may not work. It is clearly the measurement of change that organizations are most interested in as they wish to drive and direct it. The workplace evolution of change causes great difficulty as it has appeared to accelerate beyond, in many cases, the human capacity to keep up. This has been referenced for hundreds of years, the fact that generally, people are not prepared to embrace any change as quickly as most organizations wish to impose. It is, in fact, this skill (adaptability, flex ibility, resiliency) that is the basis of survival of the fittest, not a new philosophy. The fittest, however, are most often not the masses. Finally, it is the imposition of change, in a formal fashion, that causes the greatest change shift in the wrong direction. Change that is assumed, incorporated or aligned with the true motivations of the individual is the change that is most positive and most profound. This is the work that my company strives to achieve, meeting the people where they are...Change by permission, rather than enforcement. The key in any change process is to discern the need that is felt both from the organizations perspective and the individuals.Usually,change efforts wait until after the last minute when the pain is so high that it can no longer be resisted. This leads to massivelayoffsand overreactions. If on the other hand, the leadership build a strong reflective process and trust for each other, two things take place. Issues are surfaced before they become overwhelming and a strategy can be developed which all understand or, When crises develop the substance is present to pull together and deal with it.Obviously,this is not an easy place to live as there is always a temptation to lapse into being so appreciative that you stop paying attention to the realities that may be harsh themselves. Open and honest communications are assumed but dont happen, because of a lack of trust. Expect tough times ahead everyone expects that after the initiation event, it should go smoothly, but the most painful part is yet to come the transition period. Recognizing this early on in the process will help weather the storms ahead. In the government, change interventions generally come from outside pressure. Congress or others might designate a new pay program as something that should be done or a study of an agency failure makes recommendations. Thus, few people inside an agency psychologically own the solution so they only talk, not walk the talk. Manage ment underestimates or avoids the personal energy/time required for success. Upper management makes statements, forms task forces, and waits for the change to roll-out. Lower levels do what is forced and wait it out. More Information About Change Management Executive Support and Leadership in Change ManagementPlanning and Analysis in Change ManagementCommunication in Change ManagementChange Management Lessons About Employee InvolvementBuild Support for Effective Change Managemen

Entry Level Landscape Architects Resume Template 2018s Top Format

Entry Level Landscape Architects Resume Template 2018s Top FormatEntry Level Landscape Architects Resume Template - 2018s Top FormatCreate ResumeAddison Allen100 Main Street, Cityplace, CA, 91019Home 5553227337 Cell 5553227337example-emailexample.comProfileSeeking an entry level position as an instructor.SkillsFast learner, , , , , , , , , , , , , , , , , Creative problem solvingManagement skillsExcellent communication skillsMS office softwareOrganizational skills Staff training/developmentTeam playerAccomplishmentsWas able to run a retail store which required training associates and regulating the floor while keeping everyone busy.Delegating work was a large part of the job.Studied Abroad I myself and a team of students traveled to Panama to entwurf and build a building for a small community.Product Development Worked with a group of students that conducted research which led to a new design of an economically friendly shopping cart.Education and TrainingUniversity of Hartford 2 010, Bachelors of science Degree Architecture West Hartford, CT, United StatesAssistant manager at Abercrombie Fitch Manchester, CTAffiliationsMember of AIAS (American Institute of Architects Association) Architectural Design I-V Customize ResumeMore Architecture Resume Templates

The Start of How to Write a Resume for College

The Start of How to Write a Resume for College If you write in various fields, look at dividing your portfolio into sections. A great resume format is simple to scan. Before you begin listing off all your accolades, you have to determine what format of resume you need to use. Chronological resumes are excellent for clearly displaying your work or educational history and theyre a good option for practically any degree of experience. Writing a resume for a fresher can be a huge deal, but should you have perfect resume tips for freshers, an individual can readily get the job done. Writing a resume for an internship can be challenging, particularly if youre just starting to enter the professional world. Finding an internship is a good method to test a variety of fields, discover new jobs you may be interested in, or gain valuable knowledge in your areas of interest. Because colleges receive a lot of applications. Read on, and youll find out how to produce the best scholarship res ume in the pile. Usually, youre need to submit an application for a college scholarship. New Step by Step Roadmap for How to Write a Resume for College You should spend time into each application and be sure that your resume is tailored to every employer and the job which youre applying to. Resumes might be organized in various ways. Each time you put in an application for a new job, check your resume to make sure that it is not only targeted, but in addition current. If its a former job be sure to write your bullets in past tense. There isnt any time for procrastination once it comes to getting your perfect job. Taking the opportunity to work on your resume is crucial. No matter your approach, your target is going to be to generate a chronological collection of experience thats pertinent to the jobs youre applying to. A resume is among the most significant tools in your job hunting arsenal. In addition, there are many skills that you learn in virtually any job which will h elp you grow to be a better student. The incorrect hire can send things spinning, while the most suitable one can totally transform their company. You will need to not just catch the hiring managers eyeyou should make certain that they look over your statement and say Whew If youve had a job or internship experience previously, your supervisor or boss is a significant reference. If youre attempting to obtain work in accounting or finance you require averystrong resume. Bear in mind that the summary is probably going to be the very first thing a recruiter reads on your resume, so concentrate on producing an excellent first impression. As soon as its only a page or two in length, a resume is among the most important sections of a work application. Well it is all dependent on whether the job posting instructions specify a specific format. Understanding how to tailor your resume will obviously offer you an advantage. Perhaps you took a couple of years off of work to increase a f amily members or care for an ailing loved one, or maybe youve switched industries during the duration of your career. Todays employment market is extremely competitive. Note that there might be circumstances when including some of these information proves that youre a fantastic fit for the job. Create a new expert email address when you have a novelty email address You must have five objective statements. A resume, actually, is your own bonafide promoting document.

Get your First Job with Startup Co-Founder Eyal Grayevsky

Get your First Job with Startup Co-Founder Eyal Grayevsky Weve heard the stats, weve read the personal stories, and, for some, we know someone in this situation College graduates are either unemployed or underemployed. Now more than ever, students are beginning to question if all their effort to pursue a degree is really worth it. How can the high school diploma to college degree potential earnings ratio be true if millions of recent graduates cant even find jobs? The nations graduates are asking questions, and, surprisingly, one of their very own may just have an answer. Eyal Grayevsky is the 25-year-old co-founder and CEO of FirstJob, the only job site of its kind that matches college graduates with internship and entry-level positions by using their existing social networks. After graduating at the peak of the recession, Grayevsky said he experienced first-hand the difficulties of finding a job .My classmates and I found the resources available very limited there was no go-to site for first-time job seekers, he said. So, Grayevsky decided to create one.FirstJob recently launched its job site on March 25 and Recruiter.com had the opportunity to speak with Grayevsky before the exciting event. Check out what he had to say about the struggles of our nations graduates and how FirstJob is here to help1. What are some of the most common challenges soon-to-be or recent graduates face when job searching?Millions of recent graduates are struggling to find meaningful work even while jobs continue to be added to the marketplace. As the economy strengthens in 2013, entry-level and internship hiring is on the rise, but graduating seniors often dont know where to start the job hunting process. And when they do, they find boards filled with jobs requiring too much experience or work from home scams and spend hours applying to positions without ever hearing back. Its intimidating to put th emselves out there, and its a highly emotional time in their lives.FirstJob is there to connect those college seniors ready to enter the job force with the companies that need them in a simple, empowering way. I was a recruiter when I graduated from college, so I encountered both sides of the problem as a student trying to get hired and as a recruiter trying to find the best talent. ur mission at FirstJob is to solve the problem from both perspectives.2. How does FirstJob help and/or eliminate the challenges in question 1?FirstJob provides a complete solution, empowering new grads to discover the inside company connections they didnt know they had through Facebook and LinkedIn. They can then gather skill and personality endorsements from their most trusted contacts, apply to the most relevant jobs, track the status of their applications and access helpful career resources. Additional features, such as a profile match score and FirstIdea, a Quora-like, crowd sourced QA forum focused on career related topics, will also be rolled out as the site continues to grow.ur companys unique product, memorable branding, strategies for mass distribution and superior employer service position us well against the few players in this space. We are set apart by our proprietary systems and commitment to constant innovation, delivering the best product and maintaining the most recognizable brand among college students and recent graduates.3. Is FirstJob only for soon-to-be and recent college graduates? Or can any job seeker create a profile?It is designed for college students and recent college graduates in their search for quality internship and entry-level opportunities. For that reason, our database features only jobs that require no more than three years of experience and no less than a college degree. We currently list 10,000+ available, quality and relevant internship and entry-level opportunities at 4,000+ companies, making us a great resource for college students, recent graduates and young professionals looking to pivot their career early on in the game. Our goal is to reach a level of 30,000+ positions by next quarter. For the time being, we suggest that only job seekers looking for internship and entry-level jobs should create a profile on FirstJob.4. Why should employers use FirstJob to source talent as opposed to other job boards?The site makes college recruiting easy, because it is a targeted resource for companies looking to hire the best new grads at their target schools through both our innovative online recruiting platform and university outreach program. The company maintains a strong presence on campuses nationwide through our ambassador program. With this, were able to actively promote our employer partners brands and job awareness online, as well as strengthen their physical and social media presence at their target schools. The service reduces the need to rely heavily on costly tactics, such as campus visits, career fairs and connecti ng with numerous career centers.FirstJob is cost effective For early adopters, we offer a results-driven price structure that charges recruiters for unlocking candidate contact info instead of charging per post.The company is also socially powered Company Connect displays which network connections the applicant has at the employer, proving the recruiter with easy access to reliable references within their organization. EZ Vouch lets the applicant easily gather skill and personality endorsements from friends, classmates, colleagues and professors, providing the recruiter with a more in-depth look into their strengths.5. I am a senior, about to graduate college and look for a job. Whats the no.1 reason I should use FirstJob?FirstJob caters only to college students and recent college graduates and is committed to providing the most easy-to-use, complete solution for those entering the job search. We understand both sides of the problem and have made a product tailored specifically for the college senior.Image FirstJob Founders James Maddox, L, and Eyal Grayevsky