Getting away may seem like the perfect solution to chronic stress, but the author of a new book says the counterintuitive truth is you're better off staying home.It's summer and the sun is shining outside your office window.Starting and running a business is hard work, so it's no surprise that you may register your stress, check out the weather, and conclude this is a great time to take a vacation.As sensible as this train of thought sounds, science suggests that the chronically stressed may be wrong in thinking that the best medicine is to get on a plane and see someplace new.That's according to John Coates, author of The Hour Between Dog and Wolf: Risk-taking, Gut Feelings and the Biology of Boom and Bust. He took to Fast Company recently to explain that our hard-wired instincts when it comes to stress may actually often cause us to take actions that make the situation worse.Distinguishing between short-term fatigue brought on less than inspirational tasks and chronic stress, Coates goes on to suggest that when faced with the latter, our natural impulses often betray us. He writes:When we are mired in stress, what we desperately need to do is minimize the novelty in our lives.
Reporters from around the globe rely on Indeed to provide them with unique data and unparalleled insights. Here are some of our recent hits.
Why your social media account might be deal breaker
The job search process is a constant cycle of resume polishing, cover letter writing, form filling, and interview prepping. As if all that wasn’t enough to think about, then you should also be aware that many hiring managers are almost certainly looking you up online — and your social media presence can be a deciding factor in whether or not you get the job.
Bryan Chaney, director of employer brand at Indeed, suggests that job seekers search their own names online to be more aware of their digital footprint — and potentially clean up any damaging online finds.
After all, in a survey of more than 2,000 hiring managers and HR professionals, 70% said that they turn to social media to screen candidates before giving them the job, while a further 54% reported that a job candidate’s social media profile led them to decide against extending an offer.
The top deal breakers? Provocative or inappropriate content, drinking and drug use, discriminatory comments, bad-mouthing a previous employer, lack of professionalism and highly polarizing opinions and views.
So a quick fix to this problem would be to delete all social media accounts, right? Well, you don’t have to go off the grid yet. A lack of online presence can be a red flag, and employers could wrongly assume that a candidate doesn’t have the necessary technological skills to build an online presence.
Rather, try to find a balance by restricting access to more personal accounts, while taking advantage of others to highlight skills and expertise and to interact casually with other industry professionals. Get the full story at The Penny Hoarder.
Indeed has acquired Interviewed, a leading online job assessment tool. Founded in 2015, Interviewed has developed a series of automated screening tools, including job assessments and digital interviews, to make it easier and faster for employers to identify and hire top talent — and it has the potential to change how the recruiting process works. Get more details of the acquisition at TechCrunch.
The physical work environment is important to get right — after all, 90% of what we perceive about our world is absorbed visually. Two things to keep in mind when designing an office? Brand values and company culture. Take Indeed’s office plan, for instance: it includes wide open vistas, collaborative work areas, and enclosed spaces for meetings and solo work, reflecting the open, collaborative and creative corporate culture. “Not even our CEO has an office at Indeed,” says Indeed SVP of human resources Paul Wolfe. Read more at SHRM.
Tech recruiting is an ultra-competitive world, and companies have to be smart about recruiting the best workers. Doug Gray, Indeed SVP of Engineering has several principles when it comes to recruiting and retaining top tech talent, such as encouraging a culture of ownership, fostering intellectual challenge, encouraging development,…
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