How to Prepare a GDPR Compliance Roadmap

How to Prepare a GDPR Compliance RoadmapHow to Prepare a GDPR Compliance RoadmapToday, many U.S. companies that collect personal data typically look for ways to monetize their relationship with a customer or upsell additional products. There should be someone at the table with the knowledge and authority to ensure that privacy principles consistent with GDPR, a new EU data privacy mandate, are in place. The effective date for GDPR compliance is May 25, 2018.A new European Union (EU) General Data Protection Regulation (GDPR), aimed at protecting the data and privacy of its data subjects has in-house legal teams and the entire C-suite scrambling to meet compliance. Any company that does business in the EU is subject to the mandate, which takes effect on May 25, 2018. The rules are sweeping, and the consequences of non-compliance are severe, with administrative fines reaching 20 mio euros or up to 4 percent of a companys previous years annual revenue. Yes, this is real.While many U.S. c ompanies are not fully prepared to meet this compliance deadline, its not too late. The best way forward is to draw up a roadmap. And if youre just coming up to speed on GDPR, you should consider your next steps very carefully.GDPR compliance should be led by a champion - the president or a corporate data privacy or compliance officer, or the chief information officer. Ultimately, you may need to appoint a data protection officer, if you dont already have one in your organization and you fit within certain specified criteria. Establishing a steering committee is another matter of urgency, as this will ensure buy-in from business owners, from the C-suite up to the board of directors.GDPR explainedThe new regulatory mandate regarding personal data applies to companies established in the EU, or companies offering goods or services to data subjects in the EU. There is no citizenship requirement for data subjects (employees or customers) it applies to anyone who is situated in an EU cou ntry when the data is collected, and a potentially broader scope for companies established in the EU.GDPR is organized in a way that allows companies to divide compliance into practical work streams. A best practice would be to assign each of those buckets to an individual responsible for compliance, working with both IT and key stakeholders or business owners.Crucial principles that may be novel to U.S. companies fall under the heading Data Protection by Design and by Default in Article 25. Today, companies that collect personal data typically look for ways to leverage personal data to monetize their relationship with a customer or upsell additional products. There needs to be someone at the table with the knowledge and authority to insist that those discussions incorporate privacy principles consistent with GDPR.The U.S. has an opt-out business culture - companies assume customers agree to personal data collection, and they must deliberately opt out to be exempted from that pract ice. In the EU, however, companies typically will not collect personal data without asking customers first. GDPR writes this into the law and is consistent with previous privacy regimes and a general pro privacy culture.Steps to take to right nowA critical, early priority is conducting a personal data inventory - the exercise of determining what personal data your company has, where it is and who touches it. Its a discovery exercise, which could take two days or mora than three weeks, depending on the scale and complexity of the data.GDPR offers recommendations for compliance. For example, the mandate suggests encryption, pseudonymization or anonymization data protection strategies under Article 32, Security of Processing, but does not prescribe specific tools or approaches. With respect to notice, the statute is fairly specific. If you collect an individuals personal data, you have to tell that individual what youre collecting, why you collect it and how long you will retain it, a nd you must promise that you will retain it only as long as necessary for that stated purpose.Companies just getting started should focus first on applications with the most privacy-sensitive personal data (especially health-related data) and prioritize their 10 to 20 most sensitive applications. In the meantime, work with key constituencies, including general counsel, privacy officer, the compliance team and the chief information security officer, to set up a game plan to greifhandle the rest of your applications in order of sensitivity, with milestones, roles and responsibilities, achievable in a reasonable period of time.Potential roadblocksA novel GDPR requirement is the customers right to access data. In certain cases, it may be difficult to develop a process to deliver the requested data in a functional, portable format.Still more challenging will be compliance with the individuals right to be forgotten - to insist that data be deleted from company databases on request. The r ight to be forgotten is specified, but it is not absolute. It can be overridden by competing concerns, such as the existence of a compliance obligation.Additional challenges arise immediately in the event of a data security breach, which, once known, is like waving a red cape in front of a bull. Regulators will notice, and may see it as an occasion to audit that companys GDPR compliance.Resources at your disposalGDPR has been an ongoing concern of Legal clients for at least the last 18 months. Training customer-facing employees and making any design changes to a companys e-commerce site that might be required will take time. Our experts are on hand to help you reach your compliance goals. With the May 25 deadline for GDPR rapidly approaching, its imperative to start today.For more information about our GDPR services, contact Joel Wuesthoff, a managing director of Legals consulting solutions practice at (212) 399-8614 or emailprotected.

Customize this Outstanding Psychiatric Nurses Resume Template

Customize this Outstanding Psychiatric Nurses Resume TemplateCustomize this Outstanding Psychiatric Nurses Resume TemplateThe Bureau of Labor Statistics states that employment opportunities for registered nurses are expected to grow. Experienced psychiatric nurses looking for a change and recent graduates should ensure their resumes are in order, since hospital human resource managers need clear, accurate data to identify job matches and schedule interviews.Psychiatric nurses should prominently display their license information along with any additional training or certifications in the summary statement. List any direct mental health experience youve gained as well as applicable nursing volunteer work.Customize your resume to meet the unique demands of mental health care by following the psychiatric nurses resume schablone below. Create ResumeLily Wright100 Main Street, Cityplace, CA, 91019Home(555) 322-7337 Cell(555) 322-7337example-emailexample.comProfessional SummarySeventeen yea rs of experience in psychiatry at Lakeside Behavioral Health Care. Maintain strong reputation for achieving high levels of patient satisfaction. Seeking leadership role in advanced practice education in psychiatry.LicensesRegistered Nurse Practitioner in the State of Florida, License number RN-3105182.Skill HighlightsMedication administration expertPsych and mental health care proficiencyBi-lingual in English and SpanishBAC screen/drug screen collection abilityCulturally sensitiveStrong medical ethicEnthusiastic caregiverTrained in in- and out-patient careCommitted to compliance reportingAcute and rehabilitative careSpecimen collection/processing proficiencyProfessional ExperienceRegistered NurseMay 1996 to Current Lakeside Behavioral Health Care Orlando, FloridaDelivered high-quality and compassionate treatment to indigent and low-income patient community.Actively participated in unit-based Quality Assurance Program.Sound, ethical and independent decision-making ability consistent with medical protocols.Disciplined, energetic employee who quickly establishes rapport with patients and colleagues.Performed all tasks with a patient-centered focus while seeking opportunities for improvement of processes and treatments.Provided education to patients on detox and withdrawal, medications, addiction, recovery, coping skills and community resources.Provided necessary health education training for patients.Evaluated patient care needs, prioritized treatment and maintained patient flow.Accurately documented all elements of nursing assessment, treatments, medications, discharge instructions and follow-up care.Took and recorded patients temperature, pulse and blood pressure.Utilized strong assessment skills to determine necessary patient care.Often commended for maintaining the safety, respect and dignity of residents.Interviewed patients to obtain medical information and measure their vital signs, weight and height.Maintained patient charts and confidential files.Assess ed patients in active withdrawal and provided interventions to manage physical and psychological withdrawal symptoms.Education and TrainingBachelor of Science Nursing, 2012 Nova Southeastern University Orlando, Florida, United StatesAssociate of Science Nursing, 1996 Valencia Community College Orlando, Florida, United StatesCustomize ResumeMore Nursing Resume TemplatesEntry Level Licensed Practical and Vocational Nurses Resume Templates

mentorcliq head of talent and diversity on preventing burnout

mentorcliq head of talent and diversity on preventing burnoutmentorcliq head of talent and diversity on preventing burnoutLadders recently spoke with Jenn Labin, Head of Talent and Diversity at software solutions company MentorcliQ, and touched on a variety of subjects including strategies to help organizations prevent burnout, how data science has changed the field of HR, and the challenges those in recruiting and talent acquisition face nowadays.What initially attracted you to the field of HR/talent acquisition/recruiting?Like so many HR professionals, I stumbled upon the field by being good enough at my job that someone asked me to teach others how to succeed in the role. Once I started facilitating, I welches hooked. I went back to school to get my masters degree in Instructional Design and have spent the rest of my career here. Im so grateful about my career trajectory because Im honored to be a part of transformational moments for employees. My favorite moments are when someone ambushes me in the hallway at a conference to say theyve used a tool from my book, or they included one of my slides from a talk and it was valuable for them.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraHow important of a role does technology, like data science, for example, play in the field of HR and specifically in yur work?There are so many ways to answer this question, but lets focus on the role technology plays when it comes to recruiting and retaining employees. Most organizations are constantly trying improve recruitment and retention, (or if not improve, at least maintain.) . As we hire more millennials and digital natives into ur companies, we know they are expecting a high-quality digital experience that enables more fluid and flexible work and learning. In addition, talented employees are more likely to stay when an organization is investing in their ongoing growth and developm ent. As a software platform that enables mentoring relationships we get amazing stories from our customers. Recently, weve collaborated with customers to look at how our technology impacts retention and its a staggeringly positive result.What technology/innovation/platform has had the most profound effect on the field of HR/recruiting in the past year or two, and why?Im so grateful for the conversation in the talent development space has been focused on the whole digital experience over the last couple of years. This is in contrast with the previous several years when everyone wanted to talk about specific innovations that were shiny and enticing, but nothing is one-size-fits-all. Our customers are looking across their employee development landscape and asking how does MentorcliQ fit in with our LMS, our HRIS, our work collaboration tools? How do we make the digital experience natural, seamless, and robust enough. Dont get me wrong, I cant wait to see where AR goes over the next fe w years, but in the meantime, I love seeing how practitioners are focused on choosing the *right technology* instead of the latest tech.What are the biggest challenges, from a technical and/or business standpoint, that those in recruiting and talent acquisition face nowadays?I think the biggest challenge is defeating the expectation that HR and Talent Development practitioners have to be experts in everything. Build your community so that you know someone to go to if you need to find a remote video interviewing solution or someone who is an expert in the latest eLearning practices. If we try to master every aspect of our territory we will fail to be experts in any specific aspect. Find your network of experts, and then find the few areas of your work you want to become an expert in and help those around you.In terms of employee burnout, what are the signs that employers should be aware of?A feeling that they no longer control their fate at work is one of the most cited reasons for e mployee burnout. Employers will notice telltale signs of this when an employee demonstrates lack of engagement with their assignments, other members of their team and even their responsibility to show up on time. Lack of communication or negative, cynical communication are other clear signs the employee is no longer happy in their position. Weve found programs, like employee mentoring program, go a long way towards keeping not only new employees engaged in the company, but also more senior members who too may have lost some passion for the job.What steps should employers take to prevent burnout? What are the best practices?Help employees create meaningful connections and establish mutually beneficial learning relationships (aka Mentoring relationships) across divisions, geographic lines, and backgrounds. Burnout happens because the amount and/or type of work being done is contrary to employees. However, a strong internal network helps employees overcome temporary increase in workloa ds, identify solutions for working more effectively, and increases visibility into other parts of the organization that may be a better fit for employees.What are the key steps that recruiters should take to develop and strengthen relationships with job candidates?We hear it time and time again from millennials. They want a company culture that supports coaching and professional development. One of the key ways a recruiter can strengthen their relationships with job candidates is to start treating them like a business customer. Entice them into your sales funnel by touting the benefits your company provides them, and what separates you from other offers they might be entertaining. The ability to claim your company supports their training and advancement, whether thats through a formal mentoring program or other professional development vehicles you have in place, will go a long way in securing their continued interest in you as a prospect.Where do you see the field of HR/recruiting/ talent acquisition headed? Crystal ball view?In terms of talent development, I see a higher comfort level in building growth experiences based on relationships as well as solutions that are more seamlessly integrated into each employees daily work. Organizations have been migrating away from the big spending workshop-type learning events for a while, but I think were on the verge of an important shift. Within a couple of years, talent development strategies will be built upon true integration.What has been the most satisfying moment of your career/proudest career achievement, and why?One of the recent moments that stands out was when I facilitated a QA event with about 30 talent development professionals. One woman confessed she needed to build a mentorship program and she had no idea where to start. Two other attendees jumped in and suggested my book They both shared how they had used it as their guidebook for building their respective programs. I was very grateful to get to hear t he impact of that work

Salary Negotiation - How to Get a Better Offer or Raise

Salary Negotiation - How to Get a Better Offer or RaiseSalary Negotiation - How to Get a Better Offer or RaiseSalary negotiation is probably not high on anyones list of enjoyable activities. However, if you ever want to earn what you deserve, it is essential to learn how to do it the right way. These dos and donts of negotiating job offers and raises will help you get the best salary possible. Dont Look at How Much Money Your Friends Are Making You may be envious of your friends and acquaintances who have higher salaries, but many factors make it hard to compare. Most importantly, do they work in your field? Earnings vary by occupation- some pay more and others pay less. Where they live and work may make a difference too. If your friends live in a large metropolitan area with a higher cost of living and you do not, they may earn more money. More experience, greater responsibilities, or less desirable hours may also account for higher earnings. Benefits packages and paid vacation time or sick leave come into play too. Look at your entire compensation package when comparing salaries. Do Research Salaries in Your Field Because salaries vary so much by occupation, find out what the zentralwert earnings are for yours before beginning salary negotiations. Look at recent salary surveys, talk to people who work in your field, and contact your trade or professional association to find out how much others are earning for doing the same job. Remember to go local when looking at those numbers. Salaries vary by ort. Use the Occupation Profile tool on CareerOneStop.org, sponsored by the U.S. Department of Labor, to search by keyword and location. Do Consider Your Work Experience Are you a novice or have you been working in your field for a while? Experience counts In most cases, your salary will increase the longer you work in an occupation. During your salary negotiation, dont neglect to discuss the amount of time you have been working. Be realistic, though. Your bargaining power will be limited until you become more experienced in your field.Dont Talk About How Much Money You Need When you are going through salary negotiations, dont tell your boss (or future boss) that you need to make more money because your bills are high, your house was expensive, or your child is starting college. While these concerns are all valid reasons for needing more money and may have even been the motivation for trying to negotiate your salary in the first place, it is irrelevant to your boss. The only time to bring up your expenses is when your employer is relocating your job to a region that has a higher cost of living and is not offering a salary that takes that into account. Do Talk About the Salary You Deserve Your salary is based on what you have done or will do to benefit your employer. That includes increasing profits, keeping costs down, or building a customer base. When presenting your case for getting a raise from your current boss, highlight any accomplishment s that contributed to growing your employers bottom line. If you are negotiating a job offer with a potential employer, discuss what you will do to earn the salary you are asking for, using examples of accomplishments in prior jobs. Do Be Flexible When negotiating your salary, it is essential to realize going in, that the final number your boss gives you may be less than what you initially desired. Before beginning, decide how much you are willing to compromise and what you will do if your boss or potential boss doesnt offer a salary that is acceptable to you. Will you start looking for a new job? Will you turn down the job offer? Would you be less disappointed if the employer gave you something other than more money? If so, ask for something to sweeten the deal, like additional vacation time or other fringe benefits. Even if you didnt achieve your original goal of a higher salary, at least you wont feel defeated. And remember, you can always try again.

How to Advance Your Career at a Small Company - The Muse

How to Advance Your Career at a Small Company - The MuseHow to Advance Your Career at a Small CompanyWhen you took a job at a small company, you saw an opportunity to gain resume-enriching experience. As a member of an all-hands-on deck team, there seemed to be no limit to the projects you could take on. After all, a growing company is full of opportunity- right?Sure.But the thing about small companies is that theyre, well- small. So when youre ready to move up, theres not always a place to go. Youve had many opportunities to spread your wings, yet after a while you may find youve flown smack into the middle of the sliding glass door.So now what?At this point, you have two options Stay where you are and make a path of your own, or find a position outside of the company that is more in line with your goals.There are a lot of reasons you might want to stay put- maybe you believe strongly in the companys mission or you like the culture. Perhaps you see an opportunity to step into a lead ership role as the company grows.But whatever the reason, once you decide to stay, prepare to blaze your own trail. Here are some things I had to learn the hard way about forging your own career path.Dont Just Show Initiative, Take It Smaller organizations dont always have structured career paths for their employees, so its likely youll be responsible for not only meeting your wertzuwachs goals, but for helping your supervisor to define them, as well.Take advantage of this and be proactive about your role. Dont wait for management to assign you additional responsibilities. Instead, look around for areas in the organization that need improvement and create solutions. This process will identify areas of opportunity that are beyond your current functional area (some of which may be perfectly suited to your skill set).An example Six years ago, I was hired by my current employer to manage administrative operations. After a few weeks in that role, I noticed that one senior executive was h andling all of the human resources issues, in addition to his primary job functions. I approached him about the possibility of taking on some of his responsibilities. That conversation resulted in the creation what is now my primary role- directing the companys HR programs and activities under fairly limited supervision.Make it Easy for Them to See What Youre DoingOnce youve identified potential areas for growth or projects you can take on, create a career plan with a measurable set of objectives to discuss with your supervisor on a regular basis (and make revisions as your role develops). When youre forging into new territory, documenting the metrics by which your success will be measured is a favor to both yourself and your boss.But accomplishing your goals is only half of the battle. Remember, The Powers That Be (TPTB) at your companycannot reward what they cannot see, and from my experience, they sometimes need visual aids. If you want your growth to stay on the agenda, youll ne ed to reinforce your efforts by giving them the right information at the right time.A few years ago, I started a journal to keep track of new processes Id created and any resulting financial impact they had on the company (remember, management always has an eye on the bottom line, and achievements with no correlation to revenue or savings are unlikely to get much attention). I then shared this with my boss in our monthly status meetings, so that he always had the information he needed to discuss my performance and growth opportunities with the rest of the management team. This additional effort at communication has significantly increased my compensation and my level of influence in a relatively short period of time.The lesson here is this Set goals, communicate your achievements, and demonstrate how they translate into dollars. Executives understand this language.Find a MentorThere is no better guide to a destination than one whos already traveled the road. If your company has a fo rmal mentoring program, get involved. If it doesnt, look around for someone whos been there for awhile, and who has accomplished the type of growth youre looking for. A mentor can see what you cant- whether its an opportunity for improvement, an obstacle within the organization, or the often unspoken expectations of management.My mentor is one of two partners original to our organization. When I first asked him when Id be eligible for promotion into a director role, he replied, If you want to be promoted to director, youve got to do the job of a director. In other words, TPTB at my organization expect that youll demonstrate the knowledge, skill, ability, and willingness to do the job before theyll give it to you. Thats valuable information to have.Be RealisticIts easy get frustrated when your career doesnt develop as quickly as youd hoped. The truth is, no matter how hard you work, or how much you bring to the table, your organization might not be big or profitable enough to justify a promotion.If this is the case for you, try not to focus too much on the official promotion. There is more to career development than a change in title and a bigger office. Growth can also be tracked with changes in your pay, responsibilities, and influence. For instance, you may become eligible for an annual bonus, or your salary increases may be more substantial. Or,you may find that youre included in discussions regarding strategy and process more so than before. At a small company, having greater influence over its product or services can be more meaningful for your career long-term than a change to the title on your business card.If All Else FailsUltimately, you may find that your personal goals and the companys available opportunities just dont align. If this is the case, it may be time to consider moving on. But whether you decide to stay in your current role or seek out another, there is no downside to making the effort to become a more valuable, effective team member.My a dvice to you? Blaze that trail. It may not get you to where you expected, but it will get you somewhere better.Photo of woman thinking courtesy of Shutterstock.

The History of Project Manager Resume Examples Refuted

The History of Project Manager Resume Examples Refuted A project manager is a critical portion of the infrastructure of any firm. Instead, you wish to use the info that youve researched to demonstrate your abilities and accomplishments are already so closely matched to what the business needs that they truly would be foolish to employ somebody else. A great deal of research about the business profile and your prospective work profile will assist you in listing the most suitable skills for the job. Secondly, you have to decide if you possess knowledge and techniques outside project management in that area. Conduct Your Research developing a problem-solving resume requires conducting a decent amount of research on the organization youre applying with. Projects Give the facts of academic projects you undertook. Managing projects is a critical facet of any small business. Fairly brief date gaps arent that unusual. Your resume structure can ensure it is simpler for them to focu s on whatever you wish to express. Concentrate on the tasks you completed and the outcomes you achieved. The end result is that speaking more languages makes it increasingly likely youll become hired. Project Manager Resume Examples Secrets First and foremost, you have to have the confidence and the leadership qualities to find the project done in time. If you platzset certain numbers of job applications and resumes sent each week, it is going to allow you to keep moving forward and keep up a positive attitude. On occasion a quick certification program, either online or at a neighborhood college, can be only the thing you should land that dream job. A work application procedure includes adding everything that would create an outstanding impression. Understanding Project Manager Resume Examples Then perhaps you ought to begin a career for a project manager. Determine how much you are ready to compromise and exactly what you will do if youre not offered a salary you find ac ceptable. It is very important to concentrate on accomplishments utilizing action verbs that showcase what you can do to help your upcoming employer. Project Manager Resume templates are extremely handy document templates that may be utilised at many moments if youre a project manager. At times it feels that your resume is supposed to introduce you to a business which will address every one of your problems. Some candidates reduce the font size of the content merely to cram in as much information as they are able to in order to fit into the whole page. Youve also got the chance to appear about and weigh your alternatives. For ensuring the resume to go selected for the post of a project manager, it ought to be drafted in such a manner it stands besides the remainder of the resumes in the heap. Ok, I Think I Understand Project Manager Resume Examples, Now Tell Me About Project Manager Resume Examples If you want to develop into a Project Manager you must ensure youve got the requisite abilities and competencies to take care of the job. You are able to also list related knowledge in non-product manager jobs. Reports say that lots of candidates dont make use of it as a result of the silly mistakes made in the resumes Meticulous It is worth it to be meticulous when bidding for a job which you like. You might be the ideal candidate for the job, but when your resume isnt written correctly, your probability of showing your expertise are extremely slim. You need to understand the tips for writing the CV for the place of your interest. The skills section should incorporate info about your competencies and techniques. Once you locate the right resume that you may use, the next step is going to be to go through the work description and the requirements necessary for the post youre applying for. If you are thinking about how to create an effective Resume, among the things to keep in mind is that it should be search engine optimized. Thus the use ofA Construc tion Resume TemplatesA is extremely useful for all applicants who wishes to be employed. Resume writing is a significant job to secure your preferred project manager job. Type of Resumes Resume is required for every single sort of job that you apply. Targeted Resume Targeted resumes are extremely much like functional resumes however here you are especially highlighting the abilities and experiences youve got for the job which youre applying for. Therefore, you can express that youre a valued employee of the organisation. Project manager stipulates a plan and the resources on which to base management decisions throughout the life span of an undertaking. A project manager should function as a role model and ought to inspire the coworkers to attain objectives and pursue excellence. Notwithstanding, particularly for contractor roles, the hiring manager may want to see project details.

5 Tips On How To Be A Good Mentor

5 Tips On How To Be A Good Mentor 5 Tips On How To Be A Good MentorPosted May 2, 2019, by JennyYouve taken the plunge and put your hand up to be a mentor. Congratulations Done right, mentorship can be a really rewarding journey for both parties. Here are a few tips on getting your mentorship off to a great start and how to make the most of this important professional relationship. Establish Purpose And Clarify RolesBefore setting out on the mentorship journey, its important to get clear on roles and establish a shared purpose how will both parties benefit from the relationship? The role of the mentor share their knowledge and expertise, help make industry introductions and provide support. The mentee is to binnenseek advice and commit to progressing their professional growth. Set Ground RulesThe best mentor / mentee relationships are usually quite open door when it comes to communication but its a good idea to set a few ground rules. What kind of response time will there be for email s and calls to be returned? Is it ok to drop in for an unscheduled meeting? Also, agree on a timeframe for the mentorship. Having clear milestones and an endpoint will help maximise the productivity of the relationship. Create GoalsIn the initial meeting, you should assess what stage the mentee is at in their career and where they see themselves headed. What skills and experience do they need to reach their destination? An assessment of the mentees current strengths and areas for improvement can provide a framework for professional goal setting. Document goals and milestone dates formally so progress and accountability can be tracked at each meeting.Plan A Regular Check-in ScheduleCreating a meeting schedule and committing to it will keep up the momentum. Decide when and where you will meet and diarise it as a recurring appointment, for example, every week on Thursday or each last Tuesday of the month. Discuss what will happen if either of you needs to postpone the meeting, will you check in via a call or email instead?Provides Constructive FeedbackTo help a mentee identify and learn the skills they need to take their career next level, a great mentor provides timely, constructive feedback. Providing feedback regularly means the mentee wont get caught up taking a wrong approach to their professional development and things will stay on track. Keep feedback specific and simple, if there are a few areas to work on, dont overwhelm the mentee with a long list of what they may see as faults. Handle one area of feedback at a time. Its always a good idea to acknowledge the mentees successes as well as providing insight on where they can improve. Some of the worlds most successful people credit mentors in playing a huge role in shaping their careers. We hope youre feeling inspired and excited about getting started on your own journey as a mentor ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInter ested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searchesgood ethics definitiongood communication skills examplesmy new career courses11 top tips for effective time managementhow to ask your boss for time off on short notice CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineJennyRelated ArticlesBrowse moreEmployment trendsLeadershipThe top 6 skills youll need in 2014Want to get ahead of the curve before the new year? Weve done the research to give you the top soft skills employers will want in 2014.AU Labour LawsGraduatesAre You Being Conned? The Truth About InternshipsUnpaid internships are fast becoming commonplace, but should we really be so willing to offer our labour for free? Molly finds out how to identi fy if your internship has crossed the line from experience to exploitation.Dressing for workWhat to wear to workWhether you are starting a brand spanking new job or youve been with the same company for the past 10 years, what you wear to work each day is important.