Before you can move on from a relationship, you’ll need to give yourself however much time and space is necessary to get to a place of acceptance. <ul><li>Even though it may not have worked out the way you wanted, accepting that the relationship was limited and is over is very important.  So even if it seems to be taking a long time – and you’re tired of taking two steps forward, then one step back – be gentle with yourself during the process.</li><li> If you catch yourself harboring fantasies of getting back together, just smile at yourself and turn those visions off. </li><li>Accept that this chapter of your life has<warningtag> closed and tell yourself you’ll be better off by moving on. </warningtag></li></ul>

Move forward after a breakup: Accept the situation

Maybe one day the two of you can be friends again, but now is not the time. Your heart is still freshly wounded and seeing or contacting him will only make things worse. Keeping your distance is vital for the healing process to not only begin but to become complete.<ul><li>If some of his belongings are still at your place, have a friend, relative or roommate stay home when he comes to pick them up so you don’t have to see him. If you need to retrieve items from his place, send a friend to do the deed. </li><li>Resist the urge to call, text or email him to see how he’s doing or to find out if he thinks the two <warningtag>of you made a huge mistake by breaking up. Keeping in contact with him now may leave you hoping he’s thinking about getting back together.</warningtag><warningtag> </warningtag></li></ul>

Move forward after a breakup: Distance yourself

In the beginning, you’ll probably need to get everything off your chest by talking about the breakup with friends and relatives. That’s healthy. Go ahead and get it all out. Bottling up emotions is not conducive to moving on, and can be downright unhealthy..Once you’ve let it all out, try to stop talking about him. If you don’t, your friends may start avoiding your company. Talk about something else – or better yet, let your friends talk instead. They might not say so, but they’ll welcome the reprieve.

Move forward after a breakup: Stop talking about it

While it’s tempting to play the blame game after a breakup, it won’t help you. Going over and over hurtful scenarios only keeps you focused on negative emotions. So close the book on that chapter of your life and focus on figuring out how to move on. Resist the urge to blame yourself, the other person, or anyone else (your meddling parents, his annoying friends) for what went wrong in the relationship. Accept that fact and move on to something better.

Move forward after a breakup: Skip the blame game

Part of learning how to move on after a break-up is learning from your experience. This includes the break-up itself as well as your entire relationship. Ask yourself what words or behaviors you’d want to repeat in the future, and which things you aren’t proud of yourself for saying or doing. Think about what was great about the relationship, what wasn’t so great, and what led to the demise of the relationship.

Move forward after a breakup: Learn from it

Picture yourself completely over your ex. This may take some time, but keep working at it until the picture of your new life is truly in focus. Then enjoy feeling that sense of pride and accomplishment for getting over him and moving on.

Move forward after a breakup: Picture yourself getting over it

Make sure you give yourself plenty of time to focus on yourself before beginning another relationship. Do something just for you and give yourself some time to connect with your inner self. <ul><li>Spend some quality time with close friends and family members. </li><li>Take up a hobby, volunteer somewhere, or take a class. </li><li>Keep yourself busy, but be careful that you don’t overload on activities just to distract yourself from your ex. </li><li>That will make your “downtime” seem even more painful. </li><li>Do something to boost your self-esteem, which has likely taken a bit of a beating since the breakup. Get a new haircut, for <warningtag>example.</warningtag></li></ul>

Move forward after a breakup: Focus on yourself 

If you haven’t gone out to a social event since the break-up, now is the time. This doesn’t mean you should pick up the first cute guy you spot at a bar, but you’ll feel better if you get dressed up and put yourself out in the world to socialize and meet new people. But don’t go someplace where you’re bound to run into him – pick someplace new!

Move forward after a breakup: Get out there! 

Figuring out how to move on after a break-up doesn’t mean going overboard with excessive socializing, meeting hundreds of new people, and flirting up a storm with every man you meet. Just relax, go slow and enjoy yourself.

Move forward after a breakup: Take it nice and slow

Not every person is like the one you just broke up with – and not every relationship will be like that one, especially if you learn how to move on in a healthy way by learning from your mistakes. Your previous relationship broke up for a reason, so open your mind, broaden your horizons, and look for a new kind of relationship that will be different and way better than what you had before.

Move forward after a breakup: Don’t generalize and don’t compare

Feeling stuck in life? How to actually move forward

loveandrelationships

Love & Relationships

motivationandinspiration

Motivation & Inspiration

mentalhealth

Mental Health

communication

Communication

personaldevelopment

Personal Development

Ways to Move Forward When You're Feeling Stuck

How To Move On, 10 Steps For Post-Break Up Closure. Browse hundreds of free women’s articles and more at LifeScript.com.

How To Move On: 10 Steps For Closure After You Break Up

How To Move Forward After A Breakup

A 2020 Resume Lab study found that 56% of job seekers twist some details on their résumés. 36% of those surveyed said they lied outright, while others said they stretched the truth. Hiring managers and job seekers should know what constitutes a lie, why people fudge the truth and the consequences.

The majority of job seekers twist the truth on their résumés

The most common lies are in work experience, for example, taking full credit for a project or overstating sales figures. Others claim skills they don't possess, such as language proficiency, or misrepresent job responsibilities. Another form is using white font keywords in the blank areas of the résumé to fool the Applicant Tracking System (ATS) and get you beyond the software.

Common ways job applicants "enhance" their résumés

<ul><li>The market has become more competitive. Applicants that have been unemployed for an extended period may think they don’t have a chance.</li><li>The ATS looks for specific words from each job seeker, and if applicants don’t have those words in their job history, they make them up to try and beat the bot at its own game.</li><li>Many candidates feel the job search process has become so impersonal that they lack any connection with the employer.</li><li>When career consultants and résumé writers are hired to create a killer résumé, the authentic voice of the applicant and incentive to tell the truth disappears.</li></ul>

Why people lie on their résumés

According to the ResumeLab study, only 21% of people who lied on a résumé actually lose out on a job. But if a candidate is caught, the ATS identifies that person as a "do not hire". How cheating can be discovered:<ul><li>Recruiters can read the “hidden” white fonts on a résumé by selecting all and changing the font to black.</li><li>Hiring managers can search the candidate’s social media sites and find discrepancies.</li><li>Cheating can be discovered during interviews.</li><li>Companies hire independent firms to do background checks on new hires.</li></ul>

How cheating can be discovered

Even if it’s not totally honest, lots of people alter a detail or two on their résumé. But what’s the potential impact?


career

Career

What’s the actual risk of telling a little white lie on your résumé?

Job simulation tests are exercises designed to replicate a real-life working environment. It assesses a candidate’s ability to do a particular role, such as answering calls, completing a skills test, or presenting a report.
In turn, candidates gain insight into the exact type of work the role will entail, helping them understand if it’s the right fit for them.

Job simulations are becoming more popular

A candidate is placed into a high-pressure work-related scenario and asked to use their judgment to overcome it. These tests determine how well your candidate makes decisions. They are great for customer-facing roles or managers. Use this test as part of your early screening process to know what makes your candidates tick early on.

Situation Judgment Tests

A candidate is given a series of day-to-day tasks to complete within a set time. For example, answering calls, responding to emails, light admin tasks, or managing a customer complaint. These exercises help understand how efficiently your candidate completes day-to-day administrative or managerial tasks. They are used in the middle stages of the recruitment process to check that the candidate can perform effectively. They typically take an hour.

In-Basket/In-Tray Exercises

The skills assessment tests show a candidate's ability in a particular skill, competency, or knowledge area required for the role. They can be used for any role that lends themselves to specialised positions such as software developers. Because they are designed to be quick and easy to complete, they're a fantastic modern screening tool, helping you modernise early-stage tasks such as resume submission or filter interviews.

Skills Assessments

These exercises are designed to simulate real-life team interactions required for the role. They cover writing a report, delivering a presentation, or partaking in a workshop. The exercises are used for creative, customer-facing, or team leader roles to understand if a candidate can work collaboratively, present ideas, and lead others. Ensure to use these exercises in the final selection stage as they are time-intensive.

Live Exercises

This is the ultimate job simulation, with candidates thrust into a real-life situation alongside actors. They are designed to place candidates into agitating scenarios to see how they work with those around them. They give insight into how well candidates can adapt to new and high-stress situations and are ideal for managers, leaders, and customer-facing staff.

Role-Play

Job simulation tests add real value to recruiters and hiring managers across the globe.  Key benefits include:<ul><li>Evaluate job-specific skills. Job simulations help to evaluate specific skills, knowledge, or competencies that a candidate will need to excel in the role.</li><li>Well-rounded candidate insights. It showcases various aspects of a candidate's personality, giving insight into how well they'll fit into your wider team.</li><li>Eliminate unconscious bias and helps to make the right decision.</li><li>Enable self-selection. Job simulations are the ultimate ‘try before you buy’ for candidates.</li></ul>

Job simulation tests benefits

Job simulations are super popular within modern hiring teams. Find out what they are, how to use them, and the benefits you can gain.

technologyandthefuture

Technology & The Future

humanresources

Human Resources

Job Simulations are Gaining Momentum – Here’s Why!

<a href="https://asynchr.com/blog/tpost/x56zmg1e31-what-the-hell-is-asynchronous-hiring">Asynchronous hiring</a> refers to activities in your hiring process where the candidate and the recruiter do things at different times. In these situations, the hiring process is done without any live or co-located tasks – each one acts independently.

Asynchronous Hiring

An asynchronous interview is where an applicant is guided through a series of interview questions and answers them in their own time. Most commonly, those answers are recorded using a phone/computer camera.  As video technology has become more and more popular within hiring, it’s now best practice for recruiters to record the questions via video, too, rather than just putting text on the screen. It also helps recruiters become more confident on camera and levels the playing field between the recruiter and the candidate.

Asynchronous Interview

Async interviews are fantastic for remote hiring. Recruiters no longer have to rely on local talent pools or invest money to bring remote candidates into the office for interviews. With asynchronous video, it’s easy for recruiters and candidates to ‘speak’ to each other at a time that works for them, no matter which time zones they work in!

Made For Remote Hiring

Async interviews boost time-to-hire by allowing you to screen multiple candidates at once. Let’s say you want to screen 30 candidates, in the old world, that’s 30 separate phone interviews. 
Now, all you need to do is record your questions once and then let candidates respond all at the same time. Slotting in 30 calls may have taken a whole week, async interviews take a matter of hours!

The Benefits of Asynchronous Interviews For Recruiters: Speed up Time-To-Hire

Asynchronous video interviews are one of the best ways to assess a candidate’s critical skills early in the process. Especially when compared to phone interviews, async interviews allow you to test how candidates communicate and display confidence. 
It’s also great for testing those critical skills such as foreign language or even evidence functional requirements such as working visas.

Screen For Critical, Dealbreaker Skills Early

A candidate’s video responses all go into a single system where you and your colleagues can collaborate on their assessment. Gone are the days of relaying the phone interview to others, as you and the team can work together on assessing video interview submissions.

Allowing Collaboration

If you’re concerned about <a href="https://toggl.com/blog/fair-chance-hiring-practices">fair hiring practices</a> within your organization, asynchronous interviews are a great way to deliver consistency. Every candidate gets exactly the same questions, providing the perfect environment to directly compare performance and eliminate unconscious bias.

Delivers Fair Chance Hiring

Async interviews allow you to submit your answers at a time and date which suits you. That means no more awkward excuses at work, or feeling under pressure to complete interviews around your workload. Plus, with the option to practice questions and re-record your answers, asynchronous interviews give you the chance to put your best foot forward!

The Benefits of Asynchronous Interviews For Candidates: Convenience

Video interviews provide a fantastic opportunity to showcase what makes you special early on in the recruitment process. Especially for customer-facing roles, it’s hard to stand out on boring resumes, but with a video, you can let your personality and soft skill set shine through!

Showcase Your Skills

Especially for companies who record their questions, pre-recorded video interviews give you an insight into the company you’re applying to. This helps you feel more relaxed and helps you connect with the company to decide if it’s a good fit for you.

Better Insight Into The Company

Tired of the same old interviews? We look at asynchronous interviews, exploring what they are, their benefits, and how to get started with Toggl Hire!

leadershipandmanagement

Leadership & Management

Hold On, What The Heck Are Asynchronous Interviews? - Toggl Blog

In 2021, workplace expectations shifted. The workforce demanded remote work, flexible schedules, higher pay, and respect for health and safety. In 2022, differentiation will be the challenge for employers who need to hire. Talent has more options now. They are acutely aware of what they're willing to accept and what not.

The shift in expectations

Available talent will probably talk to a number of other recruiters or employers.  Employers should consider streamlining their hiring processes to have a seamless hiring experience. The better the experience during interviews that address the candidate's need for a great company culture, the better the possibility of attracting future employees.

Streamline the hiring process

Retail and service industries struggle to fill open roles, even with raising the minimum wage. The goal should be a thriving wage, plus benefits to keep your company competitive in the labour market. Employers that offset employees' fixed costs, like child care, medical care and paid time off, will have the advantage.

Increase compensation, including benefits

Another factor that can make candidates look beyond numbers is if employers can prove a healthy work culture.  Culture is essential in hybrid workplaces. Knowledge workers will want to know if employers will recognize their productivity and not subject them to excessive physical, emotional and mental stress.

Build a culture that delivers

Employees will want to know where they will work. 89% of workers expect to work from home sometime after the pandemic, so a policy where work from home may be considered in the future will no do. Expectations should be clear. You're either in the office, or out, or hybrid.

Stable working arrangements

For decades, expectations around productivity and output have been without the understanding that we're human beings. So we need to reconsider our expectations for work output and productivity.

Reconsider employee expectations

Candidates want to see real results to end workplace injustice. It is better to be upfront about your status than to try and show an idealistic image. Be willing to be accountable publicly and honestly about where you are, where you want to be, and how you will get there.

Show your Diversity, Equity and Inclusion (DEI) work

For companies looking to hire (and retain) workers amid the Great Resignation, here’s what you need to prioritize this year.


6 ways to better compete for talent in 2022

What do you do when you feel stuck on a problem? Often asking a friend or family member for a pair of fresh eyes ends up being the best way to solve your issue. Even just explaining the problem out loud can help you generate new possible solutions.
Likewise, when you and your colleagues are feeling stumped about what to do, bringing in someone new to the organization can often be just the thing you need. While that new employee might stumble on a creative solution that has eluded everyone else, they are more likely to provide a great catalyst for generating new solutions.

A Fresh Pair Of Eyes

Part of what makes new employees valuable in problem solving is actually what makes it harder to work with them in general as they get acclimated to their new workplace. They just don’t share the assumptions and culture of the organization with everyone else. That can make it hard to explain things to new people. They don’t know how or why things are done the way they are.

New Hires Don't Share The Assumptions

New employees will end up asking a lot of questions about why things are done the way they are. Those questions reveal situations in which the initial reason why a procedure was put in place no longer holds.
These questions can also bring to light cases where people were sure they know why things were done as they are, and only realize the gap in their knowledge when asked to explain it.

New Employees Ask The Right Questions

New employees also bring a different base of knowledge than the one that has been applied to the problem so far. Even if describing the problem doesn’t change anyone’s view of what needs to be solved, this new knowledge has value. New employees should be encouraged to suggest things they know that seem related to the problem.The recommendations they make will trigger new thoughts in the entire team. Applying this new perspective to the problem will shift everyone out of the current way of approaching it, which is then likely to lead to new insights.

New Hires Have Different Knowledge

New employees also haven’t learned all the local jargon. Every organization has acronyms for units and procedures and other words that refer to particular individuals, clients, or processes. Those words carry a lot of assumptions with them that become part of the shared culture of everyone on the team.Because the new employees aren’t steeped in the local lingo, everyone on the team will be forced to change up the words they use to describe a problem. When talking to the new employee, people will have to explain the jargon terms, and so they will also use lots of synonyms.

They Use A Fresh Language

New employees can be great catalysts for solving problems that have long plagued a company.


productivity

Productivity

problemsolving

Problem Solving

3 reasons why new hires are so good at solving problems

Before hiring independent contractors, consult first with a lawyer who's well-versed in the rules everywhere for federal and state-worker classification laws because they vary widely. There are some states where independent contractor relationships are subject to the "ABC test" where you show that: a.) the contractor's work is not under your company's direction and controlb.) it is outside the course of your company's usual businessc.) the contractor has an independent business to do that work

Know Your ABCs

It's time to consider reclassification if a contractor works for you full time with no other clients and you're exercising control over that contractor's work.

Beware of the Permalancer Trap

Hiring independent contractors instead of employees can save you 15 to 30 percent on payroll taxes and benefits, however if you are caught misclassifying whatever you have saved will be obliterated from what you'll owe in back taxes, benefits payments fines, and federal penalties. Mitigate the risk by tailoring your policies to the one with the strictes laws.

Gauge Your Risk Tolerance

Some of the best advice to make building a remote team easier.

teamwork

Teamwork

remotework

Remote Work

Hiring Without an Office

How to stay on top of the paperwork and avoid misclassifying your workers.

What to Know Before Hiring Independent Contractors

You should look for people who have a solid and versatile foundation and the ability and desire to learn new things.Keep this in mind for a recruitment and retention strategy as well. Too often, companies don’t want to promote from within because they want someone in the position that can “hit the ground running.”This strategy denies reality because the position will change anyway. Retain your best employees by promoting them into stretch roles.

Hire for potential, not experience

Do you know what makes your current employees happy? Do you know what makes them miserable? If you can’t, you may find yourself struggling to hold onto good people. You need to know what your employees want and need before you develop your training and development programs. Here are a few questions to consider:<ul><li>What parts of your job are most interesting and rewarding?</li><li>What areas are you finding most challenging right now?</li><li>What are you doing to reach short- and long-term career goals?</li><li>Are there any other projects, committees or additional responsibilities you would like to be a part of?</li><li>Is there anything else you’re curious about that you haven’t been able to explore yet?</li></ul>

Ask your employees questions

Your hiring and retention competitors are not just the people who make and sell similar products and services; they are also anyone who hires people similar to your employees.In addition to salary, people are looking for flexibility. Whether it’s working from home, a hybrid situation or shifts that fit their lives, other companies offer those.

Keep an eye on your competitors

You won’t improve your retention or recruiting if you don’t know what works and what fails. That’s why you need to keep data on them.And if you aren’t thinking about recruiting and retention strategies now, you need to be. Otherwise, the great resignation will hit your company, and others will snatch up your best people. Don’t let that happen to you.

Study your results — and act on them

Simple tips to determine if your candidates have the behavioural traits and skills needed for the role

books

Books

business

Business

Hiring the Best in Class

Many people are quitting their jobs -- so here's what your organization could (and should) be doing to keep great employees and find new talent, from HR expert Suzanne Lucas.

Want to hire great people and keep them from quitting? 4 strategies that work

Help-wanted signs are visible across the economy at a variety of businesses—especially in hospitality, manufacturing, and construction—as trying to hire enough workers amid an economic rebound can be a difficult task. The pace of hiring cannot keep up with demand, even though the current unemployment rate of just over 6 percent remains well above the historically low pre-pandemic levels of 2019.

Not Enough Workers

Recent government survey data show that people are reluctant to seek work because of fear of getting sick. In addition, widespread layoffs and furloughs during the early months of the pandemic left many workers feeling distrustful and vulnerable. 
A lack of trust in employers and the fear of being let go again could keep many people away from the workforce for as long as possible.

Fear Of Coming Back To Work

Offer higher wages—and not just signing bonuses. To attract workers, including hourly employees, some employers have resorted to signing bonuses. Restaurants, for example, are offering bonuses when people are hired or after a period of a few months. 
Although a signing bonus puts money in someone’s pocket immediately, far more impactful is for employers to pay more than minimum wage as recognition of employees’ value to the organization. Amazon, for example, is offering an average of $17 per hour, above the minimum wage of $15 per hour.

Better Hiring: Higher Salary

Giving no-layoff guarantees to employees, perhaps after a probation period, would increase engagement and reduce mistrust.
After making massive layoffs in the early days of the pandemic, many employers announced in 2020 that they would cease making cuts in their payrolls as a way to stem anxiety among workers. It’s time for employers to make these pledges again as they bring back furloughed workers or hire new people.

Hire Better: Give employment guarantees

The pandemic has hit working women particularly hard, with <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/seven-charts-that-show-covid-19s-impact-on-womens-employment">one in four</a> considering leaving the workforce or scaling back their careers compared with one in five men. 
Among the hardest hit have been working mothers, especially those with children under the age of 10, due to childcare needs and at-home learning. Employers can provide child-care benefits and flexible working hours.

Hire Better: Address the loss of working women

Understand employees’ discomfort with in-person work. While many organizations are preparing to resume some degree of in-person work, a recent <a href="https://www.shrm.org/hr-today/news/hr-news/pages/remote-workers-not-comfortable-returning-to-office.aspx">survey</a> reported that 31 percent of workers said they were not comfortable with returning physically to the workplace. 
Understanding how employees feel can help business leaders gauge the importance of offering flexible solutions, possibly including a hybrid of in-person and remote work.

Hire Better: Address Fears Of Working In-Person

Companies will need to address employees' needs differently going forward.

corporateculture

Corporate Culture

Employers Are Struggling to Hire Workers. Here Are 4 Things They Can Do about It.

Attracting direct referrals to save on costs:  <ul><li>Maintain a company tech blog </li><li>Encourage employees to speak at events </li><li>Encourage employees to be active at meetups </li><li>Set aside time every week to contribute to the open source community.</li></ul> As recruiters charge 20% — 25% of the recruit’s annual salary, startups quickly hire in-house recruiters in an effort to save money.

Recruiting Costs

These don’t work: <ul><li>Puzzles and riddles </li><li>Whiteboard code tests </li><li>Big O notation quizzes </li><li>Detailed quizzes about the mystery corners of the language </li></ul>

Interviewing

Pre-Interview:
<ul>
<li>Look at their portfolio and accomplishments</li>
<li>Look at their GitHub profile</li>
<li>Look at their StackOverflow profile</li>
<li>Glance at their resume (distant last place)</li>
</ul>

How do you identify good coders?

Great candidates: 
<ul>
<li>Show, don’t tell </li>
<li>Stress accomplishments & products over buzzwords </li>
<li>Link toGitHub profile URL for sample code </li>
<li>Link to portfolios or apps they contributed to </li>
<li>Link toStackOverflow profile URL </li>
<li>Link to Conference talks, blogs, or publications </li>
<li>Designers link to Behance or Dribbble profiles</li>
</ul>

Resume Assessment

Due to talent shortage, tech salaries have grown quickly. Great for coders, but for startups, this cuts both ways. To attract new talent, we pay more money, but the growing trend in salary increases means that it’s easy for your competition to poach your best talent — just wait a year for the market to change enough & make an offer too good to refuse.

The Compensation Race

<ul><li>Pair program with candidate on an actual issue from your ticket queue (let the candidate drive)</li><li>Code samples / OSS contributions</li><li>PAID Sample project assignment (err on the side of paying fairly — say $100+/hour for estimated completion time — if the problem should require 2 hours to complete, offer $200)</li><li>Review past work / portfolio</li></ul>

What Works

Startups are miserable at interviewing candidates. To assess skills, founders rely on their existing engineers, but most engineers are terrible at interviewing candidates.Instead of assessing a candidate’s abilities, engineers often pick stock puzzles (puzzle performance has zero correlation with job performance), whiteboard coding demonstrations (nobody codes on a whiteboard on the job)

The Real Problems Of Hiring

The best resumes are just a way to aggregate an overview and evidence of things the candidate actually produced.Great candidates highlight accomplishments & products they built. Mediocre candidates list a bunch of skill buzzwords with no supporting evidence.

Accessing The Resume

<ul><li>Stress skill buzzwords over accomplishments and evidence</li><li>No portfolio URL, blog links, or links to products they contributed to</li><li>Don’t provide details of accomplishments and problems solved in previous jobs.</li></ul>

You May Skip these candidates

Skills gap: By 2020, there will be more than one million unfilled programming jobs. We need better tech education. Recruiters charge 20% — 25% of the recruit’s annual salary. Startups quickly hire…

How To Move On: 10 Steps For Closure After You Break Up

What’s the actual risk of telling a little white lie on your résumé?

Job Simulations are Gaining Momentum – Here’s Why!

Hold On, What The Heck Are Asynchronous Interviews? - Toggl Blog

6 ways to better compete for talent in 2022

Heather Brown