The original article is from http://www.accountingtoday.com
Written Bankrate.com
If you want to read more, please refer to the link above.
1. Charitable expenses: Sure, the donation is deductible, but so are expenses incurred while doing charitable work
2. Moving expenses: Not only can you deduct many moving expenses when you relocate – you can even deduct your very first relocation – say, after college.
3. Job hunting costs: Costs associated with looking for a new job while in a current job are deductible, as long as the taxpayer itemizes
4. Military reservists’ travel credits: Reservists and members of the National Guard who travel more than 100 miles in a day and stay overnight for training can deduct related expenses.
5. Child and other care credits: Child care costs for looking after the rugrats during the summer can be deductible, too
6. Mortgage refinancing points: If a taxpayer used the proceeds of a mortgage refinancing to improve their principal residence, they may be able to deduct the points paid on the load for the year of purchase.
7. Many medical costs: Various miscellaneous medical costs – like travel expenses to and from treatments – may help taxpayers reach the 7.5 percent of AGI threshold for claiming medical expenses.
8. Retirement savings: The Retirement Savings Contribution Credit aims to get moderate- and low-income taxpayers to save
9. Educational expenses: There’s tons here, including deductions for tuition and fees, the Lifetime Learning Credit, and the American Opportunity Tax Credit.
10. Energy-efficient home improvements: While not quite as generous as before, there are still credits worth up to $500 for energy-efficient home improvements available for 2011 returns.
Wednesday, October 31, 2012
No Magic Pill For Great Leadership
The original article is from http://www.fastcompany.com
Written By Roberta Matuson | October 18, 2012
If you want to read more, please refer to the link above.
I've been interviewing a number of executives for my new book, The Magnetic Workplace (Nicholas Brealey, 2013) and so far my findings have been rather interesting. There is no magic pill for great leadership. Yet many organizations believe they can solve problems by handing someone a book (even if it's authored by me) or sending them to a one-day management training program at the local Holiday Inn. The results by themselves are usually disappointing.
Some key points:
Really getting to know your people. You have to be willing to put in the time to really get to know your people so that you can work with them to build on their strengths.
Spending the money required to get the results you hope to achieve. I asked one of the executives that I interviewed what was the biggest myth surrounding the attraction and retention of top talent. He replied by saying that executives think they can do this without spending a lot of money or in some cases, any money. This simply isn't true.
Don't tell outside experts how to do their jobs.
Written By Roberta Matuson | October 18, 2012
If you want to read more, please refer to the link above.
I've been interviewing a number of executives for my new book, The Magnetic Workplace (Nicholas Brealey, 2013) and so far my findings have been rather interesting. There is no magic pill for great leadership. Yet many organizations believe they can solve problems by handing someone a book (even if it's authored by me) or sending them to a one-day management training program at the local Holiday Inn. The results by themselves are usually disappointing.
Some key points:
Really getting to know your people. You have to be willing to put in the time to really get to know your people so that you can work with them to build on their strengths.
Spending the money required to get the results you hope to achieve. I asked one of the executives that I interviewed what was the biggest myth surrounding the attraction and retention of top talent. He replied by saying that executives think they can do this without spending a lot of money or in some cases, any money. This simply isn't true.
Don't tell outside experts how to do their jobs.
Tuesday, October 23, 2012
How Your Resume Is Reviewed In 15 Seconds
The original article is from http://www.recareered.com
Written Oct 5 2011 in Featured, Job Search Strategy, reCareered Blog by Phil Rosenberg
If you want to read more, please refer to the link above.
You’ve heard me speak (or write) about how hiring managers/recruiters/HR reps decide if you’re getting an interview in an average 15 seconds (see: http://www.recareered.com/blog/2010/10/01/15-seconds-2/). It’s a recruiter’s job to find candidates that are exact fits (or close) to a hiring manager’s needs. They aren’t interested in candidates who meet some of the criteria, or career changers, or those who’s close experience happened 20 years ago. It’s not a recruiter’s job to help you – if they help you, it’s because they feel they can place you (and make money from you).
Location: If the client is in
Los Angeles, CA and you aren’t – goodbye. Few if any clients want to
relocate anyone in this economy, and I believe most shouldn’t have to.
Especially in a huge metropolitan area like Los Angeles. If they do have
to consider relocation the position has to require some very unique
experience that few jobs do. I can do this in about 1 second.
Industry: If my client is in banking and
your background is primarily manufacturing – goodbye. These two often
are so different that the client isn’t open to considering such
different industries. This works both ways, if you have a manufacturing
background I’m not going to consider someone with banking. 2-3 seconds
to determine this.
Function: If I’m doing a sales search and your
background isn’t sales – goodbye. Generally companies are paying
recruiters to find them a perfect fit. We never do find a perfect fit,
but we have to be very close. They don’t need a recruiter to find them
someone in a completely different function. 2 seconds to figure this one
out.
Level: If I’m doing a VP level search and your
title is “manager” and you have never been a VP – goodbye. There are
exceptions to this, but again it is the 80/20 rule. Again, clients pay
me to find them the perfect fit. It is generally way too big of a jump
from manager level to VP level, all other things being equal. It works
the other way too. If I’m looking for a manager and you are a VP –
goodbye. I know you are qualified to do a manager level role, but it is
clear you have grown past. Most clients and recruiters aren’t willing to
take the chance that when a VP level position comes along that you
won’t be gone. Less than 5 seconds to figure out.
Recent Experience: There is some overlap on this
one. If I’m searching for someone with international sales experience in
the aerospace industry and the last time you held an international
sales position in this industry was 20 years ago and since then you have
been in retail – goodbye. I can find people with more relevant
experience and that is what my client expects me to do. 5 seconds to do
this.
Education: Like it or not, I will only work with
people that have a college education and most of the time a master’s
degree. This is mainly because, as I indicated before, I need to find
the very best for my clients. I realize an education doesn’t mean by
itself that the candidate is the best, but it is one qualifier of many.
Also all of my clients require at least a BA.
Turnover: If you have had 6 jobs in the last 4
years, or have a track record of high turnover – goodbye. I realize
there are good reasons for turnover and that falls into the 20% of the
80/20 rule. I can’t define high turnover, but I know it when I see it. 3
– 5 seconds.
Functional resume: I don’t read them. It is
obvious when one has a functional resume they are trying to hide
something and I’m rarely going to take the time to attempt to figure it
out. 1 second.
The obvious: Things such as, spelling errors, poor
format, errors in grammar, too long, verbose and rambling. If after
reading it I still can’t figure out what you do, goodbye. 5 – 10
seconds. “
Written Oct 5 2011 in Featured, Job Search Strategy, reCareered Blog by Phil Rosenberg
If you want to read more, please refer to the link above.
You’ve heard me speak (or write) about how hiring managers/recruiters/HR reps decide if you’re getting an interview in an average 15 seconds (see: http://www.recareered.com/blog/2010/10/01/15-seconds-2/). It’s a recruiter’s job to find candidates that are exact fits (or close) to a hiring manager’s needs. They aren’t interested in candidates who meet some of the criteria, or career changers, or those who’s close experience happened 20 years ago. It’s not a recruiter’s job to help you – if they help you, it’s because they feel they can place you (and make money from you).
So recruiters have to go through candidates quickly. You’ll want to
note, that this recruiter explains how he quickly reviews and eliminates
candidates who aren’t close fits. You’ll also want to note, that this
recruiter explains what happens after they’ve used an Applicant Tracking
System to pre-screen resumes … so they’re doing this quick review only
of the top 20-30 (or so) resumes, ranked based on how many words on your
resume match the 7-10 search criteria the recruiter uses.
College Majors of the Future?
The original article is from http://www.linkedin.com
Written Jeff Selingo Jeff Selingo October 10, 2012
If you want to read more, please refer to the link above.
Kids get asked the question from elementary school to high school: “What do you want to be when you grow up?”
If they followed through on their answers into adulthood, we would have a complete surfeit of teachers, firefighters, football players, dancers, doctors, and nurses. Very few of us can predict what we want to do at forty, let alone when we are fourteen. Americans switch jobs, on average, about every four years. That means in a forty-year working life we may have ten jobs, and perhaps half as many different careers.
In some industries, majors matter to the job (take engineering, as an example). But over all, I have found, by talking to employers and educators, that what they want most in their workers is the ability to learn how to learn. In other words, the capability to find the answers to the questions of tomorrow that we cannot envision asking today.
Written Jeff Selingo Jeff Selingo October 10, 2012
If you want to read more, please refer to the link above.
Kids get asked the question from elementary school to high school: “What do you want to be when you grow up?”
If they followed through on their answers into adulthood, we would have a complete surfeit of teachers, firefighters, football players, dancers, doctors, and nurses. Very few of us can predict what we want to do at forty, let alone when we are fourteen. Americans switch jobs, on average, about every four years. That means in a forty-year working life we may have ten jobs, and perhaps half as many different careers.
In some industries, majors matter to the job (take engineering, as an example). But over all, I have found, by talking to employers and educators, that what they want most in their workers is the ability to learn how to learn. In other words, the capability to find the answers to the questions of tomorrow that we cannot envision asking today.
- Focus Less on Classes and More on Faculty.
- Dive Into a Research Project.
- Study Abroad.
- Find Uncomfortable Experiences.
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