Study says people eat unhealthy foods in the office

Study says people eat unhealthy foods in the officeStudy says people eat unhealthy foods in the officeHeres a shocking study.According to a new report fromthe Centers for Disease Control and Prevention,a lot of the food made available to you in theworkplace isnt very healthy. Wait a minute Donuts arent as good for you as broccoli? WHAT?The study looked at data fromU.S. Department of Agriculture survey, specifically looking at the purchases of over 5,000 employees from vending machines or cafeterias and free food available to them in the workplace and found that the average subject was getting 1,300 calories per week from workplace food and over 70% of it was free. Most of this food fell into the fats and added sugar categories as well as high sodium.Companies offer food over health insuranceWith mora and more companies offering not only free snacks (Bloomberg) but also full catered meals every day (Asana, Ancestry.com, Spotify), this isnt surprising news.According toJobvites 2016 Rec ruiter Nation survey, millennials reported they were more likely to get free snacks at work than to have medical/dental coverage or a 401K plan. Thats right. You are more likely to have access to a Smores Pop-Tart than health coverage at some companies.To our knowledge, this is the first national study to look at the food people get at work, Stephen Onufrak, an epidemiologist in the Division of Nutrition, Physical Activity, and Obesity at the Centers for Disease Control and Prevention, said in a statement.People may not even be realizing how many calories theyre getting, he told The Boston Globe.Mindless eatingPart of the herausforderung is because you are stressed or maybe even a little bored at work, eating is just something to do to pass the time.A studyconducted by Cornell University found that 40 secretaries who participated ate an average of 3.1 Hersheys kisses a day from an office candy bowl if the dish was opaque and covered. But when the candy was put within clear view in a transparent glass bowl, each secretary consumed an average of 2.5 more pieces a day. Slide that dish within reach of their desks, and the secretaries added another 2.1 candies to the daily intake, for a total of 7.7 pieces.Keep that in mind the next time you head to get an office snack.

How to Get the Most Out of a Job Fair

How to Get the Most Out of a Job FairHow to Get the Most Out of a Job FairImprove your job searching options and take some time to attend local job fairs. It may seem daunting- the crowds are big and theres competition for short attention spans, but its worth your effort. Youll have the opportunity to meet with employers that you might not be able to access any other way, plusjob fairs and career expos often offer networking programs, resume reviews, and workshops for job seekers. These tips will help you get ready to attend and maximize your opportunities while youre at a job fair. Dress for Success Attend the job fair dressed for business success in your best professionalinterview attire. Carry a portfolio, not a backpack. Your interview attire should err on the side of the conservativea neatly pressed, solid color suit, dark dress shoes, and minimal jewelry, accessorizing and makeup. Make sure that all tattoos are covered. Wear comfortable shoes, because youll be standing in l ine. Practice a Pitch You wont get much time with any one person, so you to make a good impression quickly. Practice aquick pitchthat summarizes your skills and experience so youre ready to promote your candidacy to prospective employers. A quick pitch is also called an elevator speech because it should only be 30 to 60 seconds long, which is about the same amount of time as a typical ride on an elevator. With your quick pitch, youll be able to enthusiastically explain who you are, what your skills are,and describe your career goals. So be ready- write up your pitch and rehearse it over and over. The more you practice this pitch beforehand, the more confident youll feel delivering it at the job fair. Bring Supplies Bring extra copies of your resume, a few pens, a notepad,and a bunch of business cardsthat include your name, your email address, and cell phone number. You might also want to consider bringingmini-resume cards as an efficient way to sum up your candidacy. Rese arch Companies Many job fairs and career expos have information on participating companies on the job fair website. Get yourself prepared to talk tohiring managersby checking out the companys website, mission, open positions, and general information before you go. If you demonstrate knowledge about each company or manager youre talking to, youll certainly stand out from the crowd. You may also be able to come up with a couple of questions to ask the hiring managers, which also makes a favorable impression. Arrive Early Keep in mind that lines can be long, so arrive early,before the fair officially opens. Youre better off standing in line outside so you can get in right away than arriving later and walking right in the doors but being stuck with long lines at each table. Attend a Workshop If the job fair has workshops or seminars, attend them. In addition to getting job search advice, youll have more opportunities to network. Be ready to chat up the people you meet and hand out your business cards. Network While youre waiting in line, talk to others and exchange business cards. You never know who might be able to help with your job search. Along the same lines, remember to stay polite and professional. Even if youre feeling discouraged in your job search, dont vent to other fair-goers about your situation or about any specific companies. Stay positive and make the most of the opportunity. Show schritte Shake hands andintroduce yourself to recruiterswhen you reach the table. Maintain direct eye contact. Demonstrate your interest in the company and their job opportunities. This is where your research in the companies will allow you to shine. Be Enthusiastic Employer surveys identify one of the most important personal attributes candidates can bring to a new position as enthusiasm. This means that employers want to see you smile. Even if youre nervous, stay enthusiastic- after all, great things may come from this job fair, especially if you ke ep a positive attitude. Ask Questions Have somequestions ready for the company representativesthat illustrate your knowledge of their organization. Employers are not merely looking for the most skilled candidate for the jobthey are looking for candidates who are truly interested in their company. The more you engage them, focusing the discourse upon their companys needs, the better the impression youll make. Collect Business Cards Collect business cardsso you have the contact information for the hiring managers you honigwein at the job fair. Then immediately after you get home, compile this information into a contact list and use it to send Connect requests on LinkedIn. Take Notes Its hard to keep track when youre meeting with multiple employers in a busy environment. Jot down notes on the back of the business cards you have collected or on your notepad, so you have a reminder of whom you spoke to about what. Say Thank You Take the time to send a brief follow-upthank -you noteor email to the company representatives you met at the job fair. This is another reason its crucial to get the hiring managers contact information. Sending a thank-you note is a good way to reiterate your interest in the company and to remind company representatives that youre a strong candidate.

Keep Engaging Top Employees As Economy Improves

Keep Engaging Top Employees As Economy ImprovesKeep Engaging Top Employees As Economy ImprovesKeep Engaging Top Employees As Economy Improves FennIts tough to put a positive spin on a recession, but for many small business owners, a punishing economy meant access to a talent pool that would have been completely out of reach in better times.As larger companies slashed head count, savvy smaller firms were able to scoop up top employees faster than you can say severance package. But as the economy improves, will these seasoned employees be tempted to seek out greener pastures?After all, small companies can rarely compete with big firms when it comes to compensation.The good news is that a fat paycheck alone is rarely a reliable zurckhalten incentive. As it turns out, many of the most effective retention strategies are not only accessible to entrepreneurial companies, but are also easier to implement in small firms than in large ones.Invest In Employee Development.Employees who signed on with you because they were unable to get a job at a large company are most likely to jump ship when big firms start hiring again. In those instances, management needs to be even more aware of employees professional goals, and provide them opportunities to develop and grow, says Tom Brown, director of CFO Services at Pacific Crest Group a human resources consulting firm in Larkspur, CA. This might consist of a special training class, access to a networking group, or travel to a conference or seminar. It also might entail entrusting the employee with greater responsibility, or accelerating the timing of promotional opportunities.The idea is to send the message that youre invested in your employees future and that youre willing to tailor your program to their specific needs.Be Flexible.Large companies, where productivity is measured largely by face time, are notoriously inflexible. Small companies have the ability to be flexible and to customize, says Michael kinders, CEO of aya Payro ll,which offers payroll and human resources services to small companies. You may find that some of the folks youve hired may want more flexible hours - like leaving at five to coach their kids soccer team, working four days a week, or working at home parte of the week.Remember that flexibility isnt accommodation it can be a highly effective productivity and retention if used correctly. Set guidelines, establish goals, get the right technology in place, and make it clear that a flexible schedule works only if the companys benchmarks are being met. Make sure you offer flexible work arrangements to all employees to avoid any appearance of favoritism.Create a Team Environment. People have more difficulty leaving their friends, so if you create a team environment, its harder for them to leave, suggests Lori Dernavich, who has her own leadership development consulting firm in the New York metro area.Young employees, particularly, are extremely team-orientedand are most productive when wo rking on projects in groups.But even if thats not how your company is structured, you should think about social events that foster team spirit. You can do more activity-oriented retreats, says Dernavich. Right now, philanthropic events are very popular, so you might see if you can get people at the company to help organize volunteering.And dont underestimate the value of having fun when employees from all departments of your company work and play together, they forge stronger bonds with one another and with your company.Align Incentives with Retention. Lots of companies are offering sabbaticals after a few years, says Michael Alter.What youre trying to do is lock someone in for the longer term.Allowing an employee to spend, say, a month trekking in Nepal may sound extravagant, but weigh it against recruiting and training a new employee and it looks like a bargain. Alter also suggests offering company trips, with spouses or significant others, after a few years of service. Its not ju st the reward thats important, he says. Youre creating an event memory that they wouldnt normally have, especially if you let them take their family. You might also consider smaller rewards that are tailored to employees interests, such as concert tickets or a night at the ballpark.Stick to Your Core Values.You cant expect employees to stand with you unless they know where you stand.A company should never change aspects of the core values because of economic times, says Michelle Roccia, a senior vice president at Winter Wyman, a staffing firm in Boston. For instance, if youve been committed to employee training and tough times force you to cut back on formal initiatives, you need to find creative alternatives. Start peer learning and mentorship programs, suggests Roccia, establish a brown bag, learn-at-lunch initiative taught by managers and in-house specialists, explore online opportunities, or band together with business partners to train each others staffs.Remember that the best retention program starts the minute a new employee walks in the door. Think of ways to tell them how their role fits into the big picture, and make sure they feel theyre part of the company, suggests Dernavich. Communication is huge part of retention people will leave if they feel they arent contributing.