Study says phone snooping can actually be good for relationship

Study says phone snooping can actually be good for relationshipStudy says phone snooping can actually be good for relationshipA quick read through your partners texts and a dash through their emails seems like relationship suicide. While this breach of trust certainly ends many couples relationships for good, the couples that survive actually come out with a stronger connection between them, according to a new study.Researchers from the University of British Columbia and the University of Lisbon recruited 102 online study participants from Europe, Canada, and the U.S., and asked them to write down an experience about a time they went through someone elses phone or found someone snooping on theirs. Forty-six people said this happened within a romantic relationship, and within that group, 21 broke up, leaving 25 couples intact.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreIn cases where the rel ationship ended, it was either because the phone owner felt their trust was betrayed, or the relationship was also experiencing difficulties,said study author Ivan Seschastnikh, a professor at UBC, in a release.Some relationships that ended over phone-snooping simply werent strong enough or built on a solid enough foundation to survive to begin with, as was the case with two work friends where one stole valuable contact information from the others cellphone, said Beschastnikh.Snoopers listed a few different reasons to do the snooping into their partners phones, including jealousy, and a desire to control their relationships. Some said they wanted to prank the owner of the phone or to use the information they stole from it for financial gain.But if the relationship made it past the phone hack, it was because the union was already built on a solid foundation, and the victim considered the friendship or relationship important enough to look past the breach. In the grand scheme of their relationship and everything else theyve been through, phone-snooping is something that can be forgiven.In such cases, the victim explained away the snooping by considering it as a sign that they should reassure their romantic partner about their commitment to the relationship, said Seschastnikh. They end up excusing the behavior and, in some cases, continued to give the other person access to their phone.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Prepare Properly for Your Performance Review

Prepare Properly for Your Performance ReviewPrepare Properly for Your Performance ReviewPrepare Properly for Your Performance ReviewMost of us are familiar with the performance review, a typically annual process in which you get together with your boss to review your accomplishments and shortcomings from the past year, and set goals for the coming year. In many cases, the review ends at that climactic moment when the boss tells you (cue the trumpets) your raise or lack of one.If the review process is done right, it can provide you with insight into your strengths and weaknesses, other roles you could play, and whether you think you should stay with the employer or launch a job search.Perhaps just as important as the bosss approval and a boost in your paycheck, the performance review can also be an effective career management tool. Thats increasingly critical in todays insecure employment atmosphere, which is forcing many to change jobs mora often to achieve their career goals.For man y, that annual sit-down with the boss will come near the end of the year, before companies close the financial books on 2009 and open new ones for 2010. But no matter when your review occurs, here are seven questions you should ask yourself before you meet with your bossHow did I contribute to my employers success this year?Did I help them save money? Make money? Make a process easier?Did I help someone do their job better by sharing my help and expertise?Did I take on new challenges that were critical for the company?Is what Im doing right now making me more valuable to the company?Is this a job I want to keep for a while? Or can I use it to take on something more challenging, either with this company or with another?Do I feel a sense of accomplishment most days?You can take a proactive approach to answering these questions by documenting your accomplishments as they happen in a career journal or brag sheet. This can come in handy if your employers performance-review process requir es you to fill out a self-evaluation and submit it to your boss beforehand. Its also a great resource you can refer to when its time to update your resume.Use your bosss version of the review to validate your own assessment of how youre doing, then supplement it with the good things your boss cites that you may have overlooked. For instance, if you mentored a new colleague and didnt know until your review that it saved your boss time that would have been spent helping that person, you have a new entry for your journal or brag sheet.That also comes in handy as an plus-rechnen to your resume when you feel its time to move on to something else. The bottom line is to treat the performance review as both a report card on the past year and a career management guide for the year ahead and beyond.

4 ways to assess a company after they extend a job offer

4 ways to assess a company after they extend a job offer4 ways to assess a company after they extend a job offerCongratulations After going on what feels like zillions of job interviews, one employer has offered you a job.close dialogAdvertisementclose dialog/* effects for .bx-campaign-1012257 *//* custom css .bx-campaign-1012257 */.bx-custom.bx-campaign-1012257.bx-type-agilityzone .bx-close z-index 2-ms-keyframes bx-anim-1012257-spin from -ms-transform rotate(0deg) to -ms-transform rotate(360deg) -moz-keyframes bx-anim-1012257-spin from -moz-transform rotate(0deg) to -moz-transform rotate(360deg) -webkit-keyframes bx-anim-1012257-spin from -webkit-transform rotate(0deg) to -webkit-transform rotate(360deg) keyframes bx-anim-1012257-spin from transform rotate(0deg) to transform rotate(360deg) bx-close-inside-1012257 top 0 right 0 /* rendered styles .bx-campaign-1012257 */.bxc.bx-campaign-1012257.bx-active-step-1 .bx-creative *first-child padding 0width auto.bxc.bx-campaign-1012257.bx-active-step-1 .bx-creative background-color transparent.bxc.bx-campaign-1012257.bx-active-step-1 .bx-close stroke whitebackground-color blackborder-style solidborder-color whiteborder-width 1pxbox-shadow 0px 0px 0px 3px black.bxc.bx-campaign-1012257 .bx-group-1012257-3RBnJGC position absolutetop 50%left 50%transform translate(-50%, -50%)z-index -1.bxc.bx-campaign-1012257 .bx-element-1012257-wryzWV5 width 55px.bxc.bx-campaign-1012257 .bx-element-1012257-wryzWV5 *first-child animation-name bx-anim-1012257-spinanimation-duration 800msanimation-iteration-count infiniteanimation-timing-function linear.bxc.bx-campaign-1012257 .bx-group-1012257-lyDBLV9 width 900pxheight 550px.bxc.bx-campaign-1012257 .bx-group-1012257-me4p1bl padding 10px.bxc.bx-campaign-1012257 .bx-element-1012257-ZdLO 37u width auto.bxc.bx-campaign-1012257 .bx-element-1012257-ZdLO37u *first-child padding 2px 4pxfont-size 10pxcolor rgb(255, 255, 255)text-transform uppercasebackground-color rgb(0, 0, 0)background-color rgba(0, 0, 0, 0.34)But not so fast - heres what to consider before signing the contract.Do your homework - any red flags?Similar to how some college kids use the website Rate My Professors to check out wholl be doling out their grades during a semester, youll want to read employee reviews online - but with a grain of salt, of course.Remember that everyone has different experiences at work. Sure, a disggroe nachfragetled former employee who was fired on the spot can badmouth the company to eternity online, but heres hoping you find a lot more positive reviews than negative ones.Also, do some research on the higher-ups at the company. Not everyone knows what happens behind closed doors, butyoull want to do your best to make sure youre working with savory characters, especially in th is post-Weinstein era.In a similar vein, Quartz at Work probes, are they hiding someone with whom youll be working closely? The publication recommends finding out if anyone who youll be working with a lot is hard to work with and to request to meet with them if they have not been included in your interview process.Find out if there are training opportunitiesHow much will you be expected to know on Day One?This is a crucial piece of information. Your boss may have expectations for you that you didnt know about, but if there are chances to learn on the job, you should be able to take the opportunity and run with it.So get clear on this before you sign the contract. While its smart to challenge yourself with every new role, you dont want to be in over your head with no chances to learn the new material.Check out if the company actively tries to engage employeesWe know that employees often struggle in the engagement department, which can result in burnout.So, try and conduct a search on the companys website for any programs, campaigns, or affinity groups that help make employees work lives richer. It also could beuseful to bring this up at the job interview.See if there are chances to scale the corporate ladderStagnation at work is not healthy.With so much to do, your work responsibilities are bound to increase - so your title and/or salary should change, too.If it seems like people stay in the same roles for their entire employment period at the company - even if theyveshown that they could make great managers one day - you might want to think twice before signing on the dotted line.

Military Enlistment Bonuses and Re-Enlistment Bonuses

Military Enlistment Bonuses and Re-Enlistment BonusesMilitary Enlistment Bonuses and Re-Enlistment BonusesThe United States military services use enlistment naturalrabattes to attract recruits into jobs that are experiencing shortages in new recruit volunteers. Generally, these are set-cash amounts in exchange for agreeing to serve for four to six years in a specific military specialty. The Army offers bonuses for some two and three-year enlistments as well. Attracting New Military Recruits There can be several reasons why the service may have problems attracting new recruits to some military specialties. Two of the most common is that the job has very high qualification standards and/or the job simply doesnt sound attractive. Enlistment bonuses are usually paid once initial training is complete (basic training and job training), upon arrival at the first duty station. Some of the services pay the entire bonus in one lump sum, while other services pay a portion of the enlistment bonus upon arrival at the first duty station, and the remainder of the bonus in periodic payments. If a recruit fails to complete their entire contracted enlistment period in the job they agreed to, they must return any unearned portion of the bonus in most cases. For example, if a recruit enlists in a specific job for four years with an enlistment bonus of $8,000 and becomes medically unqualified for the job after the first two years, he/she would have to return half of the bonus amount for the second two years. Incentivizing Re-enlistment bonuses, on the other hand, are used to entice troops to re-enlist in a job that the military is experiencing shortages in. Generally, this is because the job is difficult or otherwise unattractiveor the job is in high demand in the civilian job market. Re-enlistment bonuses are computed by multipliers assigned to specific jobs in re-enlistment zones. For example, Zone A is for those with less than six years of service. If a job has a re-enli stment bonus multiplier of 3 for Zone A, that means those re-enlisting with less than six years of service would multiply their kusine pay by 3, then multiply that bythe number of years they are re-enlisting for, and that would be their re-enlistment bonus amount. 50 percent of the re-enlistment bonus is usually paid at the time of re-enlistment, with the remainder paid in equal annual installments for the remainder of the enlistment period. As with enlistment bonuses, if the member fails to stay in that job for the entire re-enlistment period, they must repay any unearned portion of the bonus they already received. Both enlistment bonuses and re-enlistment bonuses are taxable income with one exception. If you re-enlistin a combat zone and qualify for a re-enlistment bonus, the entire bonus amount is tax exempt.

Top Resumes Education Section Secrets

Top Resumes Education Section Secrets Resume writing objective is a significant portion of the resume, without it resume wont leave its effect on the recruiter. It is very important to plan your CV before you begin writing it. Because your CV demands specific and thorough career info, it needs to be frequently updated. While there are lots of expert CV and resume writing services available on the internet, and theyll certainly do the task for you, it is going to cost you to get it written for you in particular. Vital Pieces of Resumes Education Section Many candidates send the exact same cover letters to each employer and expect a great outcome. Then, heres a list of the possible explanations for why you didnt land in the job. If youre ready to do an entry-level job, then you need to explain everything in your cover letter to grow the probabilities of getting selected. Whether an on-line company is reputable they will supply you with background information on those who crea ted the on-line certification program. Youve got to design your application in a manner it interests the employer in going through your details and theyre going to call you for the interview to go over the further specifics. Writing resume with the assistance of resume templates readily available on the web is easily the most efficient method of writing resumes that ensure that youre using the appropriate format and correct information that is ideal for the job youre applying for. A free resume template is a kind of basic sample for a resume that an individual might want to develop. A template will inform you all of the relevant data that you need to be mentioning in your CV, with particular reference to the type of position you are trying to get. If youre still a student, the education section ought to go right below your contact details. The reference section needs to be included in the conclusion of your resume. Want to Know More About Resumes Education Section? The obje ctive section should clearly mention the particular chemical engineering job that you want to work on. If you are finished with your studies already, you ought to look for businesses that offer jobs in your field of specialization. You Act Desperate-Follow up after the interview method is natural, but if you keep calling recruiters to be aware of the position of your job program, then its annoying. Your career objective should clearly describe the position you are trying to find in the organization and explain to them your abilities and exceptional traits which make you suitable for the position. The sort of format utilized for drafting your resume ought to be based on your experience and techniques. When writing the resume for any coach, it is very important to include all of the coaching related skills in the resume that may force you to stick out from different coaches. The skills a chronological resume may be unable to highlight are ready to be emphasized in a functional resume. Most positions require a minumum of one year of qualified experience. Targeting your job statement to the specific job will impress the employers and boost your odds of finding the work interview. Provided that you dream high, youre definitely going to land on an ideal job. Attending interviews and job tests is the method that the majority of you will need to follow. You should emphasize that. Video resumes are the current trend in the world today. Details of Resumes Education Section Resume plays an integral part in receiving your fantasy job. Creating a good looking qualified video resume can provide you the edge you have to stand out when looking for employment. Creating your video resume is a significant step in the modern fast paced, digital job industry. Theres nonetheless a good possibility you have done something in your life that relates to education, even if it isnt apparent. After having a few years on the job, you might be able to get a platzdeckchen u p position, which might marginally boost your own earnings. The job involves a good deal of regular and is merely a terrific option for people that have prior knowledge in grocery stores, because the tasks have been alike, although repayment is a bit greater. In addition, if youre just getting into the work market and are looking for an entry-level position, or in case youre changing careers, beginning your resume with an objective can be valuable to a prospective employer.

How to Boost Revenue as a Recruiter - Spark Hire

How to Boost Revenue as a Recruiter - Spark HireGreat recruiters are constantly thinking of ways to better perform and boost revenue. There are 6 key things that you can do in order to increase your revenue and achieve success. 1. Direct Marketing.Do you have excellent candidates but no existing job openings? If you want a chance at placing those candidates and increasing your revenue, you need to be engaged in direct absatzwirtschaft activities every week.Perhaps you have an existing client who could use your candidate on their team, or perhaps there is a potential client that you have been reaching out to with no past success. A great recruiter would contact these clients over the phone, informing them of the top talent found, increasing the chances of a placement.2. Follow up with Clients.A great recruiter always follows up with clients. If you havent received feedback on a candidate, you need to follow up with your client in order to make koranvers you are on the right track. If something has changed with the job requirements, it is important for you to know this in order to adjust your search and have a better chance of making that placement.Likewise, if you have an existing client you have not communicated with recently, it always pays to reach out and touch base. Perhaps your client will have an upcoming need that you can get a head start on.3. Follow up with Candidates.Always follow up with your candidates to find out what has changed and test their interest in opportunities.If you have submitted a candidate to a client who is slow in providing feedback, make sure that you are in touch with the candidate often. If the candidate has found a new opportunity, it is important for you to know this in order to move forward with any backup candidates.4. Know your Numbers.If you dont know your numbers you will fail in this business. Truly great recruiters know how many phone calls they need to make each day in order to get the right number of submissions to mak e a placement.If you arent tracking your numbers, there is no way you will know what to do in order to increase your placements and boost your revenue.5. Get Organized.Organization is key in recruiting. Once you know your numbers and what you need to do in order to be successful, it is important that you set up each day in order to be successful.One of the best ways to get organized is to work in block of hours. Schedule your day around how many new phone calls you need to make, how much time you need for sourcing, follow up calls, direct marketing, etc. When you block out time for each of these things you are better organizing your day so that you can be more successful.6. Know your Priorities.Everyday, list your priorities for the day. Create a Must / Should / Could list each day, writing down what you must get done for the day, should get done for the day, and finally what you could get done for the day. Always hit your Musts first and tackle any Shoulds afterwards, etc.Knowing y our priorities each day is important if you want to be successful and focus on whats closest to the dollar.How do you boost revenue as a recruiter? Please share your tips in the comments below.

Tips for Delivering Mandatory HR Training

Tips for Delivering Mandatory HR TrainingTips for Delivering Mandatory HR TrainingIn every company, Human Resources (HR) training in many employee-related and legally-related topics is mandatory, especially for managers and supervisors. You need to equip your employees to handle their employee relations responsibilities competently and legally. But, for maximum positive impact and learning by the employees, you need to make the training both motivational and engaging- while still fulfilling its legal and educational purpose. HR Training Example To illustrate these tips, the example of developing and delivering a sexual harassment and general harassment training session is used. This session is a common example of this type of mandatory HR training that is conducted by fruchtwein organizations. To start the process, an HR manager sent an email to all senior executives and managers asking them to save a three-hour block of time for mandatory HR training in how to prevent sexual and other harassment in their workplace. The HR manager found out later that the group was totally freaked out by the thought of spending three hours on harassment training. Fortunately for her, what set the parameters for the training session was the video/DVD purchased for the session Preventing Sexual Harassment, from HR Hero. Fortunately for the HR person selected to administer the training session since she was the one who watched it four times in preparation for the session, the video was great. Working with the HR staff, she took the time, in preparation, to jot down every incident of workplace harassment they had encountered over the years. Real workplace stories are so critical in HR training sessions to make dry material come alive. Make HR Training Come Alive These are five actions you can take to make HR training sessions effective and enjoyable for participants. Lets consider the actions taken by this HR manager to make this sexual harassment and harassment training se ssion become more alive. Preparation for training is crucial. Especially for some of the dryer HR-related training topics such as harassment, FMLA, the ADA, employee handbooks, and writing job descriptions, you need to find and plan ways to engage your audience. Reading the law or policy out loud to the group does not constitute training. Consider a mix of visual and multimedia support, discussion, examples from the real work world, and time for questions. Case studies, if realistic for the specific workplace, are a great learning tool. You need to do more of the mandatory HR-related training- not less. Follow-up reading and discussion about the topic of the mandatory training are recommended. Managers and supervisors are the front lines when it comes to managing employee performance and their needs from work- and they need to be prepared to take appropriate action. In harassment, as well as in other law suit-engaging topics, as an employer, demonstrating that you took appropriate steps is crucial. In fact, demonstrating that you took immediate action and that the consequences for the perpetrator were severe, is also critical. Any form of harassment can create a hostile work environment including sexual harassment and how it is addressed. The courts definition of what constitutes a hostile work environment has recently expanded to coworkers who are caught up in witnessing the situation, too. Confidence is required from the leader investigating. The front line leader is usually the person initiating and following through on those steps, so they have to feel confident about what they are doing. So, follow-up reading and support are crucial to a supervisors effectiveness in handling problems. Stories make training live. Try to utilize trainers with lots of real-world, real-time, workplace experience who have real stories. If you do the mandatory training internally, come prepared with examples youve experienced or researched. Know what training is mandatory in your state or locale. This requirement differs in various jurisdictions nationally and internationally. California, for example, requires two hours of sexual harassment training every two years. Why not get in the habit of providing training before mandatory HR training is required by governmental agencies? Ensure your employee handbook has proper guidelines. Make sure your employee handbook has the appropriate policies and standards of conduct needed to educate your employees and provide roadmaps for their guidance. The appropriate policies also give you the support necessary to enforce their implementation in your workplace. Using sexual harassment as your ongoing example, your policy handbook needs a harassment policy, a policy about how investigations are conducted in your company, and a policy that forbids an employee in a supervisory role from dating a reporting employee. Weigh carefully putting any dating or friendship restrictions on employees beyond managers not dating rep orting staff members in your non-fraternization policy. The workplace is one of the logical locations for people to meet and fall in love, as long as the employees engaged in the relationship follow common sense guidelines. But, supervisors dating reporting staff is never appropriate. In these policies, you need to include a strongly-worded statement that retaliation will not be allowed in your workplace, regardless of the outcome of the investigation of the employees complaint. Sexual harassment investigations have been known to go horribly wrong as well. Take the mandatory HR training you provide seriously because the legal consequences of the incompetent handling of employee relations issues can be consequential- and expensive. Since youre doing the mandatory HR training anyway, why not do it well to serve both your best interests and the best interests of your employees. More About Training and gruppe Building 12 Tips for Team BuildingHow to Build a Teamwork Culture Do the H ard Stuff With TeamsTap the Power of Internal Training DisclaimerPlease note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and ?employment lawsand regulations vary from state to state and country to country. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.

Annoying Coworkers - Working With Difficult People

Annoying Coworkers - Working With Difficult PeopleAnnoying Coworkers - Working With Difficult PeopleWhenever you bring togetzu sich a bunch of people, there is a jumble of different personalities. Some of them exist together harmoniously, but there are always a few outliers. The workplaceis no exception. In addition to people with whom you can easilyget along,you will also find some annoying coworkers. What sets the workplace apart from many other settings is that everyone- even those who are the most difficult- must cooperate in order to be productive. Here are five types of annoying coworkers and advice that will help you get along with each one. The Chatterbox Lets abflug with your most affable coworker. The chatterbox usually means well. She is friendly and wants to share all her thoughts (every last one of them) with you. She isnt trying cause harm to anyone...her incessant talking is just keeping you from concentrating on your work. Here are some things you can do to quiet down your talkative coworker so you can get your job done. Dont risk insulting your colleague by telling her to be quiet. Instead, put the blame on yourself. Tell her you to have trouble concentrating while you are listening to her very engaging stories but you would love to hear them at some other time. Just not while youre working. Then, if you truly enjoy her company, have lunch with her once a week (less often if thats too much for you). The Gossip The gossip seems to know everything about everyone and he wants to share it. Should you listen to what your busybody colleague has to say? It depends on the nature of the information. If you have the opportunity to hear the useful news that may not make it through more formal information channels in your workplace, then you should pay attention, but do it with a cynical ear. The problem with gossip is that it carries both elements of truth and fiction. However, if the news being shared is of a very personal nature, for example, he starts telling you about another coworkers marital problems, change the subject or say you dont feel right discussing someone behind his back. Avoid conveying any information he shares with you with others because then you run the risk of becoming a gossip too. The Complainer Theres always one person in a group who can never find anything about which to be happy. If shes not complaining about her health or her family, then her job, the company, or your boss are the subjects of her disapproval. Of course, some of her complaints may be legitimate, but the incessant whining is getting on your nerves. Shes in danger of bringing everyone down with her negativity. Change the subject whenever the bellyaching begins or, if the complaints are centered around work, ask her if shed like your help brainstorming some solutions. Who knows? Together you may be able to solve some problems. The Delegator In almost every workplace youll find someone who wants to share his work with his col leagues. These arent people who have a legitimate reason to delegate work to others, for example, managers or team leaders. They are those who either cant do all the work their boss has assigned to them or dont want to do it. If teamwork is encouraged in your office and you have time to help your colleague, you should. However, if managers are the only ones who have the authority to delegate or you already have your hands full with your own work, then you have to turn down the request. Tell your coworker you dont have the time to take on any moretasks. The Credit Grabber The credit grabber does not acknowledge when others have collaborated with her on a project and contributed to its success. She accepts all the praise without mentioning that she didnt do all the work. The first time this happens, you can consider it a mistake. Maybe she just forgot to say she had help. Let your colleague know you are offended and ask her to let others know about your participation. If she refus es to do that, or if this happens again, make koranvers you let others know about the role you played in getting the project done. Then, unless your boss forces you to work with this person, refuse to help out again.

Cities With Top Paying Administrative Assistants Jobs

Cities With Top Paying Administrative Assistants JobsCities With Top Paying Administrative Assistants JobsFor administrative assistants, its a good time to be a job seeker. Candidates for this role are in high demand in multiple cities across the country, with companies competing for - and sometimes offering higher-than-market salaries to attract - the most skilled people.Job descriptions often vary, but employers always have common wants for admins, including prior experience and a strong work ethic. Companies also want professionals who are proficient with industry-specific applications, which can give an applicant a leg up over others and a eignung advantage when it comes to salary negotiation.Of course, salaries are relative to location - a fat paycheck in Memphis might be barely enough to get by in Manhattan. But the following cities, where administrative assistants are in high demand, offer some of the best opportunities for experienced candidates.auf zu neuen taten AngelesT he biggest need in our market is for professionals with three to five years of experience, says Kim Garstein, a branch manager at in Southern California, but available people in this sweet spot are extremely hard to find.She also notes that hiring managers in the Los Angeles area look for a wider variety of skill sets than they used to. An increasing number of employers here want people experienced with accounting and finance software like QuickBooks and Concur, Garstein says. Were also getting requests for people experienced with CRM systems like Salesforce.The midpoint administrative assistant salary in Los Angeles is $47,190, and senior administrative assistants can earn $56,100 at the midpoint. Keep in mind, though, that Los Angeles is known for its high cost of living, coming in last place among the 25 cities ranked in that category in the Career City Index.SEARCH ADMIN JOBS IN LOS ANGELESNew York CityNew York City is a very competitive hiring market, says Daryl Pigat, a divisi on director here. Top job candidates can field multiple offers, he says, and employers need to be ready to act quickly. Before many employers can get to a job seeker, theyve already started a new job.Employers here seek candidates with a support background and familiarity with Microsoft Excel. According to Pigat, many hiring managers also demand social media and marketing knowledge, but struggle to find candidates with the right amount of experience for their roles - the saatkorn three- to five-year sweet spot as in the LA market.Though its a candidate-driven environment, job seekers still compete with one another for the most desirable positions. Pigat says candidates can gain a competitive edge in the New York market by doing their research on potential employers. Learn about the company and the person interviewing you. Come prepared to ask educated questions, he says.Salaries in New York City trend 40.5 percent above the national average, due partly to the high cost of living he re - which ranked 24th in our Career City Index. The midpoint administrative assistant salary here is $50,228. Senior administrative assistants can surpass $59,700.SEARCH ADMIN JOBS IN NEW YORKMemphisWhile demand for administrative assistants ebbs and flows in Memphis, top applicants typically find jobs quickly, according to Chris Compton, a branch manager in the city. When a candidate has really good experience and a great work ethic, I can usually find a position for them quickly, he says.Beyond technical skills, employers also consider attitude and other soft skills more than in the past. Employers are homing in on when a candidates personality fits with the office dynamic, Compton says.The midpoint administrative assistant salary in Memphis is $33,962, with compensation reaching $40,375 for senior administrative assistants. While thats significantly lower than New York and Los Angeles, the cost of living here is also much lower.SEARCH ADMIN JOBS IN MEMPHISSee the administrative assistant salary for your city and download a free copy of our 2019 OfficeTeam Salary Guide for a complete view of the compensation landscape. If youre ready to find a new position, search administrative assistant jobs across the U.S. today