Imagine you have a friend who wants to set you up with their friend on a date. Naturally, before meeting them for coffee, you want to know a bit more about this mystery person. “What are they like?” you ask your friend.
Your friend begins to describe their personality, hobbies, physical characteristics, and background. To your pleasant surprise, it seems you might have a few things in common. Like you, they love pickleball, sunset walks on the beach, sushi, dogs, old movies, and surfing. Oh, and they have a quirky sense of humor. At this, you are sold. You picture yourself eating California rolls and watching The Office together, discussing rescue dogs and the best surfing spots.
“I’m game,” you tell your friend. “Set me up!”
A resume is much like this – an introduction to someone who is unfamiliar with the employer. The resume is a window into your professional life, a chance for employers to catch a glimpse of your accomplishments and abilities. In short, a resume is a chance for you to sell yourself. It is your presentation to the world, your way of saying, “This is who I am and this is why you should hire me!” To an employers who has never met you, you are merely a name on a piece of paper. A well-written resume is a ticket in the door, a chance at an interview that could lead to an employment offer. This is why it is so crucial to create a flawless resume as you enter the career world.
Understandably, many college students often find resume writing especially challenging. They may feel that their part-time job experience is not relevant to their desired field or that they are inadequate against the competition. But the good news is, a carefully crafted resume is not difficult to compose!
So just where did the idea of a resume come from? The word resume comes from the French language; it means “to summarize the past.” Some claim that Leonardo De Vinci should be credited for creating the very first resume. In 1482, De Vinci wrote the Duke of Milan, explaining his qualifications. In his letter, he was able to carefully address the Duke’s most pressing needs, which at the time were military advantages and fame. An excerpt from the letter reads:
“Most Illustrious Lord, having now sufficiently considered the specimens of all those who proclaim themselves skilled contrivers of instruments of war, and that the invention and operation of the said instruments are nothing different from those in common use, I shall endeavor, without prejudice to anyone else, to explain myself to your Excellency…” This might bring a chuckle, as it’s hard to imagine addressing any future employer as “Most Illustrious Lord.” But De Vinci was not alone in his endeavors. Many others followed suit, penning introduction letters to solidify their credibility.
The notion of a resume continued to morph over time. In the 1940s, resumes sounded more like personal ads, as they included education, qualifications and details that would be considered illegal for hiring a candidate today, such as religion, height, weight, marital status, and age. By the 1950s, resumes were an expected document for employment seekers, and all were typed on a manual typewriter by a woman. In the 1980s, Microsoft Word came along, as did personal computers, changing the working landscape forever. The revolution of the Internet and social media soon followed, allowing people to post resumes online. Today, REZCORE.com, a leading online resume help blog, states that roughly 100 million resumes are sent each year.
According to Dr. John Sullivan, an internationally known thought-leader from the Silicon Valley, most recruiters spend just sixseconds looking at each resume. Yikes! That’s just measly seconds to WOW your future employer and make a lasting impression! So just what makes a great resume? Here are a few dos and don’ts.
To begin, DO be honest. A staggering amount of people falsify information on their resume. In August 2014, Careerbuilder.com reported that 58 percent of employers have caught a lie on a candidate’s resume. Most commonly, people embellish their skill set or responsibilities, while dates of employment are often fudged as well. Others don’t accurately spill the beans about their job title or academic degree. This is regrettable, unethical, and foolish. In a day where employers can quickly research potential candidates online, false information can quickly be discovered. Honesty is always the best policy!
DO share your volunteer and internship experience. This is especially important for students who may feel they don’t have enough professional work experience. Employers know a recent graduate might not have spent much time in their desired field of work, but listing your internship and volunteer experience will go a long way when it comes to impressing people. This shows you are proactive, involved in your community and willing to work hard.
DO include a cover letter whenever possible. Unless a company specifically indicates they do not want a cover letter, it is best to submit one. According to one survey, 86 percent of executives considered cover letters valuable. A cover letter goes above and beyond the resume, telling the employer why you find the job position attractive and why you want to work for that specific company. A great cover letter, according to experts, should be brief (no more than one page) and concise. Use this opportunity to identify yourself, share anything you might have in common with the hiring manager, exhibit your passion and sell your qualifications. Don’t be afraid to highlight any soft skills you have, such as willingness to work long hours or eagerness to learn new things. Above all, be human, and be yourself. If a bit of humor feels appropriate, don’t shy away from tossing that in too.
DON’T use cliché buzz words if possible. CareerBuilder.com released the results of a survey in which it asked more than 2,000 hiring managers and Human Resource professionals about their biggest resume word pet peeves. Among the words they listed as never wanting to see again? Go-getter, results-driven, team player, hard worker, detail-oriented and strategic thinker. Simply put, these word are overused. Employers prefer punchier words showing action. Get creative and think outside the box!
DO triple check your resume for typos and errors. This should go without saying, but many employers can attest to receiving resumes with multiple errors, including misspelling the company’s name or even the candidate’s own name! Nothing will make you look unqualified and uneducated like a few typos.
DON’T speak in first person about yourself. Focus on action instead. For example, instead of saying “I built a company from the ground” simply say “Built a company from the ground.” DON’T include a photo. As one expert said, “You are looking for a job, not a date.” DO seek out help. Check with your local college or university. Many educational facilities provide resume services online or in person. A college’s Career Center is a great place to start. Many of these services are free and can be useful. Check out sample resumes online. LinkedIn is a great place to start, as most professionals post their resumes on this site.
DO try to limit your resume to one page. Remember that magic “six second” rule? Anything longer than a page could be an immediate turn off to an employer. Stick to the facts and say what you need to say well. If you’re unsure of what font to use, sticking to Times New Roman font-size 12 is always a safe bet.
Resume writing can feel daunting, but with the right tools and tricks, a well-written resume can make you stand out from the rest and help land you the job of your dreams! To learn more about writing a smash-hit resume, order your copy of College to Career today!
HR practices that can best help your Kingdom-Minded Camp while protecting its mission in today’s hostile world.
CCCA Sectional White Sulphur Springs 4500 Milligans Cove Road Manns Choice, PA 15550
Monday, February 26, 2024
4:00pm
Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.
Let Mark help you by sharing his experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.
Leading your Camp with Christ-centered values makes organizational sense.
Mark will share why he believes Christ-centered organizations experience:
Lower absenteeism
Higher quality products
Fewer employee morale issues
Safer work environments
Better perceptions by customers and vendors
Mark will also share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.
Topics to be Covered
DEI and Biblical alternatives why is this important?
Protecting your religious liberty
Dangers from proposed laws
Current state of religious liberty in court
Creating a high performance culture through practical HR competency development
Where most organizations go wrong engaging employees
Setting expectations
HR tools for creating success
Employee policy manuals
Codes of Conduct
Employee relations and communications
Performance management
Counseling and discipline procedures
Terminations
How the Civil Rights Act administrative guidance affects your Camp
Mark is a human resources professional with 25-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.
About The Presenter
Mark A. Griffin, MBA President and Founder In HIS Name HR LLC
Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times. Mark and his wife live in Lancaster PA and have two adult children.
Presented and hosted by the Christian Camp and Conference Association Allegheny Region. For ticket information visit them here.
A recent Gallup poll found that a staggering 85 percent aren’t actively engaged at work. Stresses outside the workplace like marital issues and financial burdens often weigh heavily on people’s minds, causing them to become distracted and disinterested in their jobs. This, obviously, is a problem for any employer considering how the greatest hurdle to reaching organizational success is maintaining happy, mentally healthy employees.
It’s a double problem for any Christian employer since Christians are called to love one another. And a reflection of that love is taking care of others’ needs when and where appropriate. So where do we begin to find the resources to make the most impact?
One great place to start is with a workplace chaplain. When you think of chaplains, you may think of the suited guy in a hospital who prays with people when loved ones are dying or in dire health. And that can be the case, though it only captures a small fragment of reality.
Workplace chaplains are also quite common in the armed services, hospitals, fire departments, police agencies, prisons, and educational institutions. So why not in the business world too?
What if businesses have missed a significant component in their environment that can have a lasting impact on their strength, culture, and levels of commitment?
While workplace chaplains can’t preach or promote “religion” for non-discriminatory reasons, they can serve as counselors, coaches, and confidants. Chaplains can offer assistance to everyone regardless of religious affiliation, providing businesses and their employees with the structures and support they need to succeed.
When a chaplain is present on a regular basis, employees can address issues early on before they begin to have a more profound negative effect. Here are just a few specific benefits of using them:
Resolving Inter-Employee Disputes: Any workplace with numerous employees and personalities may encounter quarrels and feelings of annoyance. Often, these are minor disagreements that can be handled through discussion but aren’t brought to management due to fear of escalation. Having a chaplain to help discuss these matters can help employees resolve conflicts easily.
Promoting Safety: Carrying burdens can cause feelings of worry and anxiety that seep in like a dark cloud. Employees dealing with personal issues may become distracted and not react properly or quickly in certain workplace situations. For instance, an employee operating heavy equipment might lose his train of thought and cause an accident. Speaking with a chaplain can help clear up at least some of that fog, ultimately leading to a safer work environment for all.
Offering a Neutral Presence: Workplace chaplains aren’t biased or involved in day-to-day business operations. This often means staff are more comfortable trusting them with their concerns. In this way, employees can be open and honest without worrying it could damage their job or image.
Building a Harmonious Environment: Chaplains can be assigned based on a company’s specific requirements. They may come from a wide range of backgrounds with experience in various matters, spiritual or otherwise. Chaplains can assist employees in improving working relationships and help increase confidence and harmony in various scenarios.
They can also help employees who don’t normally interact on a regular basis become more connected and engaged. This will, in turn, help improve the overall attitude and morale in the workplace. And that then increases workplace productivity.
Offering Referrals: If employees or family members are struggling with any physical or mental issues such as drugs, alcohol, or depression, workplace chaplains can provide specialized referrals and treatment resources to help them through the process. They might also be able to connect them to the company’s resources.
And here’s another benefit: With a chaplain in place, management can let the full weight of those burdens go, allowing them to concentrate on increasing overall company performance.
Recently, we met with TFC Global, a U.S.-based national provider of chaplain resources primarily serving the trucking industry. During our interview, we learned a great deal about the history of this organization and the current services it provides.
We were thoroughly impressed!
TFC Global is an extensive network that seeks to reach truck drivers with the good news of Jesus Christ. The organization, formerly known as Transport for Christ, was started in 1951 by Canadian Reverend Jim Keyes, who wanted to bring the teachings of Jesus Christ to truck drivers on the road. As the mission grew, he modified a small step van into a place of worship to give truckers the opportunity to receive chaplaincy services along the Royal Canadian Highway in Ontario.
The organization had expanded dramatically by the early 1970s. Trucking companies were allowing TFC Global chaplains to conduct safety meetings in order to achieve better insurance rates. Keyes took this as an opportunity to grow the operation by modifying an 18-wheeler into a mobile chapel. It worked out so well that four mobile chapels were remodeled to spread the Word of God at rest stops and truck stops throughout the country.
By the 1980s, the organization had expanded south into the United States too. The first permanent chapel was set up at a truck stop in Harrisburg, Pennsylvania, in 1986 – where, during that first year, 150 drivers professed their faith in Jesus.
In 2010, TFC Global launched “Exit 58 Project” to raise awareness about human trafficking. Based on the Bible verse Isaiah 58:6, the initiative offers chaplains training to spot victims transported for labor or sex.
Truck drivers can play a significant role in the prevention of human trafficking, and TFC chaplains have been involved in multiple rescues. From 2007 to 2016, the U.S. National Human Trafficking Hotline received 1,400 calls from truckers who identified 452 potential victims. The anti-human trafficking arm of TFC Global is now called “Gateway to Freedom,” led by Derek Thompson.
As more North American truck drivers became familiar with TFC, the demand for a Christian-centered magazine to the trucking community grew. So The HighwayEvangelist was created. This newspaper-style publication has now evolved into a full-color, glossy magazine called Highway News. Today, 5,000 copies per month are distributed by chaplains and bulk distributors at trucking companies and truck stops around the country, and it’s also available free online.
Another resource is its podcast called Truckers Life. TFC Global President Ron Fraser hosts conversations there about trucking industry-related issues. It is available at truckerslife.truckerspodcasts.com and wherever you stream podcasts.
The trucking industry has changed drastically in the past decade, and those changes have created the need for chaplaincy ministries to change as well in order to meet affiliates’ needs. That’s why TFC Global has transitioned from sitting in one place waiting for people to come to it to “going to where the people are,” which is trucking companies.
Gone are the days when drivers will seek out a chaplain at a truck stop unless it’s very convenient. People don’t trust like they used to, and the chaplain monthly logs were revealing a sharp drop off in interactions. So while the mission has not changed, TFC Global’s model to reach people had to. Its new model of corporate trucking chaplaincy works to get chaplains into faith-based and non-faith-based companies alike.
TFC Global’s umbrella also includes areas of ministry such as:
Corporate Chaplains: A nationwide chaplains network dedicated to deploying trained and experienced full-time chaplains to the trucking industry. Focused on CEO/owner desires for their companies, TFC Global customizes chaplaincy services to the company to help provide employee support, bringing care where it’s needed most.
Casualty and Loss: This part of TFC Global helps reunite truck drivers with their families during times of loss of life or serious injury and trauma while away from home. It provides logistical support and chaplaincy services to the company and family of the deceased or injured.
TFC International Ministries: This initiative extends the Word of God and chaplaincy services to truckers beyond the United States. There are currently TFC Global Affiliates in Africa, and more countries are in conversation to bring the program to their shores, though navigating foreign missions is becoming increasingly difficult.
Gateway to Freedom Foundation: This organization focuses on preventing the demand for human trafficking and commercial sex consumption. Gateway combats the industry specifically through awareness and training events, and a three-day intensive workshop for men wanted to get free from unwanted sexual behavior. GTFF is one of the only ministries in this dark industry that works on prevention of the demand versus victim services.
As TFC Global approaches its 75th anniversary, we expect the organization to continue growing and spreading the good news of Jesus on the road. And what a mission to have! Truckers, after all, are the backbone of our economy, providing Americans with the goods that fuel our wellbeing. So they deserve the ultimate respect, support, and resources.
That’s why we were thrilled to sit down with Craig Maart, vice president of U.S. operations for TFC Global, and interview him about this amazing organization.
Mark: Craig, it’s wonderful to meet with you today. It’s amazing what TFC Global has accomplished in such a short period of time. Learning about the history of your ministry is inspiring.
My first question is focused on your Corporate Chaplains program. Is this offering only for organizations and companies involved in the trucking industry, or do you place chaplains in all types of businesses?
Craig: Our chaplaincy services focus mainly on the trucking industry. However, this is not exclusive to 18-wheelers. Anywhere there is a fleet of drivers, we want to provide chaplaincy services. For example, we have them at a variety of companies including a trash company, a roll-off dumpster company, and a port-o-potty company. They each have a fleet of drivers, so we’re glad to be there for them.
In addition to drivers, we make sure the rest of the employees are taken care of, from the CEO on down. So our specific target audience is the trucking industry, but we’re open to companies with a fleet of drivers of any size. We also make our services available to owner operators and drivers who aren’t part of a fleet.
Mark: Our readers are nationwide – primarily Christians in the marketplace, higher education, or pastoral or ministry careers. Can you tell them how you’ve been able to grow your organization so quickly? What would you say is the key to your success?
Craig: Three things come to mind right away. They may not be the hottest things in leadership right now, but they are our commitment and focus.
The people involved: Without a doubt, the people here are dedicated to the work of God’s kingdom. Whether they be chaplains or office workers keeping the books, we have people who are passionate and called to serve God through chaplain services to the trucking community. This isn’t easy, so we’re fortunate to have people here dedicated to the mission no matter if the results are noticed or not. The right people make the difference.
An uncompromising commitment to the absolute truth of God: God, His Word, and the message of the Gospel has not changed and will never change. Truth isn’t based on feelings, propaganda, popular vote, or anything other than what God put into place. We will not compromise this even as we see wokeness in churches and Christian organizations all around us.
We will courageously stand and, with endurance, continue what God started back in 1951. We trust God at His word that He will be pleased and bless our unwavering commitment to Him. We will try new methods and adjust to the changes in the trucking industry, but we will never compromise the mission.
We care for what’s under the surface: We see the person behind the wheel of a truck, loading on the docks, processing invoices, etc. We work to focus on the people in front of us and respond to their needs as we guide them toward a transformed life through a healthy relationship with Jesus.
Each person represents a story, family, and someone who needs to be listened to and cared for. We aren’t in a hurry. The individual attention and follow-through is part of our chaplain’s secret sauce.
Mark: What are some of the issues you’ve seen that employees face in the workplace? And how has this changed over the past few years?
Craig: People are anxious, nervous, less secure, and tired of being lied to by the news, government, and the strategic divisiveness in our country and around the world. People are losing hope. There isn’t much of a “normal” anywhere.
A chaplain is a “neutral party” who’s present to listen and care for people in a company. Even if an employee doesn’t want spiritual guidance, just being able to talk to someone who will listen is a big deal.
Also, employee turnover is high. People don’t want to work. There is less loyalty than ever. This is a big problem, contributing to a negative work environment and effecting productivity.
These things cause distracted employees, make the workplace less safe, waste a lot of company time, and decrease morale.
People are going to talk about their issues with someone. If there isn’t a chaplain available, employees will take management or fellow employees’ time to vent their issues. A chaplain’s presence helps replace this problem.
That’s why we want to get into those spaces and help ownership and management get out of the counseling business and be free to focus on the company versus working in the company. This creates a healthier work environment and increases productivity. We get to be the calm in the chaos. A chaplain’s presence brings comfort and is seen as an overall benefit to employees.
I wouldn’t say these issues are new, but they have increased exponentially over the last three years. And companies are suffering because of it.
Mark: Thanks for those examples, Craig. I’ve witnessed workplace chaplains impacting organizations in a variety of ways throughout my career. I recall suicides being prevented, drug addictions being remedied, marriages being healed, and relationships being renewed through forgiveness. The list goes on and on.
Do you have a few inspiring success stories of your own regarding healing and restoration you’d like to share?
Craig: My goodness, yes! This is the best part of leading a chaplaincy ministry.
Death on the road is all too common. We provide casualty and loss care in cases where there is a death for any reason while a trucker or associated individual is away from home. One of our guys was able to talk to the daughter of a man who died in a terrible accident. Her dad fell asleep at the wheel, and the truck ended up plowing through a construction area. Fortunately, it was at night and no one else was around, but it was a terrible and unexpected death.
Our chaplain was able to answer her questions about the fairness of God when her loving father was taken away from the family. He had conversations with her for the following weeks and months after the loss of her dad.
Another chaplain found out an employee at a company he serves had rushed to the hospital for emergency surgery on his infant daughter. Within a half hour of hearing about this, our chaplain was at the hospital too. The owner of the company was also there.
That man and his wife said they had never experienced people caring for them like that before. It made a huge impact.
Yet another chaplain was at an early morning company safety meeting. At the end of the meeting, he was given time to speak to the whole company. This happens a few times a year where he can present why he’s there and how to get a hold of him, and then pray for the day.
Before he prayed, he felt God nudge him to share about the Gateway to Freedom part of our ministry. He said, “If any of you are struggling with unhealthy and unwanted sexual behavior, please come and talk to me. No judgment; just conversation.” He wasn’t sure how that would fly early in the morning. But right after the meeting, a guy came up to him and shared how pornography had ruined his relationship with his girlfriend and he wanted help.
That chaplain, who serves at this company just one day a week, was able to follow up with this guy and continue helping him get rid of that destructive behavior.
The last story could have been a lot worse. A driver entered a truck stop late one night and asked the woman at the register to take his dog. She told him they cannot do that, and the night manager came out and affirmed this. So the driver stormed out and, 15 minutes later, came back in, placed a bullet on the counter, and told the woman, “This is for your manager if you don’t take my dog.”
He then threatened the manager directly, followed him back to his office, and shot him twice from close range. Fortunately, the bullets missed vital organs and didn’t kill him; and the police arrived to apprehend the driver. But our chaplain was able to care for the employees of that truck stop and stay in contact with the manager who was shot.
The people who worked there were so thankful for their chaplain at a time like that.
Mark: Do you have any suggestions for organizations that don’t have the finances to support hiring chaplains? What are some things they can do to help struggling employees?
Craig: The first thing I would say is it’s probably costing you more to be without a chaplain than to bring in one. The stability a chaplain’s presence brings and the increased ROI that comes after one’s been around will far exceed the cost. It is worth it, so I would say give it a try.
We do work with companies to find out what they’re looking for, make suggestions, and customize a plan. A company could start with an on-call and casualty and loss chaplaincy service and go from there. We offer a range of services all the way up to a full-time chaplain present there every day.
You already know what it’s like not having a chaplain. I say take the step to give it a try and see the difference one will make in your company. If anyone would like to talk to a company owner who uses our chaplaincy services – to hear how a chaplain’s presence makes a difference – let me know and I’ll connect you with one.
Mark: Where do you see TFC Global heading in the next few years? How do you expect it will expand?
Craig: The chaplaincy model from being in chapel trailers in truck stops to the corporate chaplaincy model in trucking companies is a recent change for us. Therefore, we see the number of chaplains who are well trained and placed in companies around the country expanding quickly.
With respect and honor to the past methods, we will keep adapting to the industry’s changes. We’re going where the people are and where we can have the highest potential for long-term spiritual impact. Right now, that is trucking companies.
Our Chaplain’s Training Program is growing, and we see that expanding even further still. We’ll train anyone interested in chaplaincy, even if they’re not looking to join TFC Global. People have taken this training to see if God is pulling them toward chaplaincy. Others have taken it as continuing education, and all TFC Global chaplain candidates go through it.
We offer our first-level, 20-hour, three-day intensive twice a year: once in the spring and once in the fall. Upon successful completion of the training, participants are credentialed through Chaplains International.
International Missions is another thing we see growing in the future. We have TFC Global affiliates in Africa and are in conversation with people in other countries who want to bring TFC Global to their country.
Mark: What is the best way to have an interested person contact you for chaplain services for their employees?
Craig: Feel free to use my email, craigm@tfcglobal.org, or call my cell directly at 717-297-0681. The main TFC Global office number is 717426-9977, or you can check us out at tfcglobal.org.
Mark: Thank you for taking the time to meet with me today and provide encouragement for our readers. Is there anything else you’d like to share?
Craig: Thanks for the opportunity to speak with you. As I was participating in the “Protect Your Mission” seminar a while back, I knew we needed to connect. You kept mentioning chaplaincy services as a way for a faith-based company to affirm its faith-based purpose. It was gratifying for an outside organization like In HIS Name HR to talk about the benefits of chaplains in the workplace. We benefited greatly from that seminar in addition to the unsolicited plug.
The last thing I want to say is that an organization like ours needs support. We want to expand our chaplaincy services. In order to do that, we need support.
Recent studies have shown that people want to give but are more cautious and check out the organizations first. I ask boldly and with faith in God’s provision for your financial support. Please check us out, as I’m confident you’ll see we’re wise stewards of all that is God’s.
Eternity hangs in the balance for everyone, and our target audience will most likely not attend a church. We want to serve as chaplains in non-faith-based companies also. We choose to go where the darkness is in order to shine the light of the Gospel. Therefore, please become a faith partner with TFC Global.
Mark: Thank you so much, Craig. May God continue to bless you, your family, and TFC Global.
As you can see, we were thoroughly impressed and inspired by TFC Global and its chaplain services. We hope you’ve been inspired as well to consider retaining a workplace chaplain for your organization.
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Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.
Rise with us by implementing our high-performance remote human-resource programs to help find great people! E-mail us here.
Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter
We are living in tumultuous times. Political and socioeconomic unrest is at a record high. Depression, anxiety, physical ailments, and mental illness plague our society. It seems everywhere we turn, we face more bad news – a precarious economy, wars, division, rising crime, and strife, just to name a few.
With additional growing financial burdens at home, children often suffer the most, their physical and emotional needs taking a backseat as parents try to stay afloat. Young ones may struggle in school and face loneliness, abuse, or neglect. And social media often adds to the stress of it all.
But what if these children were given a hope and a future, just as Jeremiah 29:11 promises?
That’s just what Bible2School offers: Hope! Let’s journey together as I share with you the wonderful history and impact of this amazing organization led by my good friend CEO Kori Pennypacker. My desire is that, after hearing about her program, you’ll be inspired to support volunteerism through your employees so you too can impact your community for generations to come.
Bible2School was started in 1979 by a group of pastors in Pennsylvania known as the Manheim Ministerium. The group decided to utilize the then newly amended Section 1546 of the state school code, which allowed children to be released from school for training. In recognition of the demand for Bible study in public schools and the opportunity arising from the changes to the amendment, over 100 fifth-grade students were allowed to legally leave school during learning hours and attend Bible study.
This is through the concept of Released Time, which actually began in the early 1900s and has been upheld over the years by the Supreme Court as being protected by the Constitution. Released Time allows children attending public school to receive religious education of their choice during the school day. The only requirements are that it take place off school property, with parental permission, and it can’t be funded by tax-payer dollars. Students are then permitted to leave school grounds and spend school hours in Bible study classes.
Pretty amazing, right?
As the program grew, the Manheim Ministerium offered bus transportation to children who couldn’t walk to a participating church. This helped it become a major success and grow into a nationwide movement, delivering the word of God to communities across the state.
Forty years later, Bible2School has expanded nationwide, thanks to its subscription-based franchise model. Community members interested in offering a Bible2School program can work directly with the organization’s leadership team for access to resources and curriculum implementation. Bible2School has perfected the onboarding process using a proven four-step system. Community leaders are offered a Christ-centered curriculum, over 450 tools and resources, a customizable website, ongoing training, coaching, and live support to get involved.
As we know, public schools have been under attack ever since in-class prayer was removed; and spreading Christian teachings has become an uphill battle. Moreover, Christianity as a whole has seen significant declines. Fifty years ago, 90 percent of Americans self-identified as Christians; today, that number has sadly dropped to 64 percent and continues to fall. At this rate, the Christian majority is at risk of disappearing by 2070.
These rates are reflected in the classroom, where children are often subjected to inappropriate curriculum and messages. But this is where Bible2School comes in, filling the significant void in the public school system. The organization recognizes that there is an urgency to introduce children to Biblical truth at a young age when the rostrolateral prefrontal cortex of the brain is developed. This usually occurs between 2nd and 4th grade.
During this short time, from ages seven to 11, logical reasoning begins to take shape, providing the foundation for morals and values. This could explain why 63 percent of Christians accept the Lord between the ages of 4 and 14. In other words, we have a small window of time to make a critical, lasting impact on children and change their lives forever!
Bible2School’s impact has yet to reach every community. However, it is spreading and already offers incredible resources for parents who don’t have in-person access to it. This includes a weekly podcast that provides parents with essential information centered around ways to share God’s word in everyday life. Teachings like “Discovering the Lord’s Hebrew Calendar in Real Time ” and “Two Things Kids Need to Know About Intruder Alert Drills” are just two examples of powerful episodes.
Bible2School also offers a regularly updated blog filled with relevant articles. And the Bible2School website features dozens of craft ideas like a family prayer-request box, pretzel sticks, and God’s promises project boxes. Though it’s the CBA Cross that’s been deemed the most popular resource for children to share the gospel. A CBA – which stands for confess, believe, and ask – gives children the opportunity to engage with Jesus through a free cross project, complemented by an easy how-to video.
What an amazing tool!
Recently, I had the opportunity to have lunch with CEO Kori Pennypacker. Though we’ve known each other for over a decade, we hadn’t had a chance to catch up for years. Since our last meeting, both of our organizations in Lancaster, Pennsylvania, have spread nationwide. (Never limit God!) Kori is a continued inspiration to me, as I hope she will be to you!
Mark: Kori, great meeting with you today! I’m excited to share with readers what you’re doing. My first request is simple: Describe in your own words what exactly your organization does.
Kori: Bible2School is a public-school ministry that equips passionate moms, dads, grandparents, and communities to teach the Bible to children attending public elementary school DURING their school day: DURING school hours – typically over lunch and recess. And it’s legal. About 60% of the children who come to Bible2School have no church home, so kids are being taught about our amazing Savior, Jesus, for the very first time.
Mark: Thank you for speaking to us from your heart. It’s always good to have your narrative down so succinctly. My next question has to do with impact. What impact have you seen in the lives of the children your teams have been working with? Do you have any especially meaningful stories to share?
Kori: We have seen many transformed lives for Christ! The biggest question children ask regularly is, “Who’s God? I’ve never heard of him.” In this post-Christian world, this is sadly common. We’ve seen such relief in children’s faces when we tell them that God made them, God loves them, God has a plan and purpose for their life, and Jesus Christ died for their sins so they can believe in Him and be in heaven with Him someday. This is such a burden off their shoulders.
One little blue-eyed, curly blond-haired boy named Gabriel, who lived with his grandmother, really sticks out to me. He didn’t know anything about God, and he was so eager to learn every week. He ended up accepting Christ as his Savior during a large group lesson, which was incredible, and skipped back to my table.
When I asked him to tell me more about it, he had an unforgettable answer that brought me to tears. He said, “I’ve always wanted to know how to get to heaven, but no one ever told me.” These kids live near our homes and near our businesses, and we need to tell those like Gabriel who God is. Bible2School makes it easy to do that.
Mark: We work with employers all over the country. Many are looking for programs to help their employees engage the community. Do you think this approach would help not only advance your organization but also give employers an opportunity to support it through their employees?
Kori: Yes, it would help the employees and their organizations, and the children and their families. We take a community approach and, honestly, our programs can’t do this without the support of Christian businesses. And we want to support our local businesses. Our Business Partnership Program – that I encourage all employers to consider whether you’re working with Bible2School or another great non-profit – makes a lot of sense. Henry Blackaby said in his best-selling book Experiencing God that we need to “find where God is working and join Him there.”
We love to cultivate relationships with businesses that have a passion for spreading the Gospel to children and who want to help impact the next generation in their community. Our business partners inspire their employees through:
Volunteering – Some employers offer flexible hours or PTO time so their employees can be small-group leaders for our Bible classes. That is a huge help for our children to have positive role models from these Christian businesses.
Matching – Some employers also come alongside employees to encourage generosity by offering to match the employees’ donations to Bible2School. A lot of times, this is an awareness thing. Employees want to be generous but they don’t know where to give.
Giving Back – Employers can discount their service/product programs tithing a percentage of the profit that goes to Bible2School. We have an electric company that offers a special program where a percentage of the proceeds go to our Bible2School kids.
Introducing Someone – This is so valuable to us! Business leaders know other business leaders, so we ask that they introduce us to ONE other business leader who we can start building a relationship with. We’ve even given presentations at company events as a way of inviting people into our mission!
Just like any partnership, we want it to be mutually beneficial. Ministry is a team sport! So our Business Partnership Program has the ability to unlock company culture excellence and unite your community. In fact, 89% of businesses believe that partnering leverages their ability to improve their communities. And the employees love it! We spotlight our partner businesses in our monthly e-newsletter, on social media, our website, and at events. And we in turn share all the impact stories on a regular basis so we can all celebrate what God is doing through the employees and Bible2School. It’s a win-win!
Mark: Our readers, like our employers, are national. Are they still able to use your materials and process? How does that work?
Kori: Yes, our Bible2School program can equip leaders in any state to reach their local public school with the Word of God on a weekly basis. We don’t want anyone to reinvent the wheel. So we’ve developed a subscription-based franchise model with a small cost that provides all the proven Christ-centered curriculum, over 450 online tools, expert coaching, a robust website, team-building, and sustaining support that’s needed to make it as easy as possible.
Mark: We have readers from Christian higher education institutions. Any suggestions on how they might engage students or expose this program to faculty?
Kori: Students looking for volunteer hours can use our website to find a program in their area to offer their volunteer services. Bible2School is an excellent example of community ministry, and we’re happy to be a resource for Christian colleges looking to enhance their curriculum in this area. Having experience working with children out in the community with a topnotch Bible program is a great addition to a student’s resume.
Mark: If someone is interested in learning more about your program, what is the best way for them to reach you?
Kori: The best way to reach us is through our website, Bible2School.com.
Mark: How has Bible2School impacted your own personal and spiritual life?
Kori: I see God working here in our public schools through this program. What a gift to join Him! People tell me that God was taken out of public schools, and I tell them they’re wrong. God is being brought to the children through Bible2School – I see it every week! And children, like adults, are hungry for the truth. That’s how we recognize counterfeit: We study His Truth.
As a leader, I just keep taking one step forward and He makes things happen. Things only He can do. So He gets the glory. Whether it be funding or volunteers, both of which we need this year, He provides. It’s not about me. It’s a humbling, challenging, and joy-filled leadership journey.
Mark: Thank you so much for your time today, Kori. Do you have any final thoughts you want to share with readers?
Kori: There are 64,000 public elementary schools in America, and there Bible programs available in less than 10%. Wouldn’t it be great to reach the one near your business?
We had a public-school teacher share with us that her school was in lockdown for an active shooter. And as far as they knew, it wasn’t a drill. The children were so scared, crowded against a wall, crying and writing goodbye notes to their parents.
She said she looked up and heard them before she saw them: three little Bible2School girls praying out loud for their class, their school, and their teacher. It calmed the class and gave her the courage to do her job to protect these precious children.
These girls didn’t know about God before coming to Bible2School. Thankfully, this was a drill and the children were safe. But the teacher said that these girls’ pure faith inspired her and their class.
Who do you know who would be passionate about reaching the public-school children in your community for Jesus? I would love to be introduced and start a conversation. One introduction can make an eternal difference.
I appreciate this opportunity to share today!
Mark: Thank you, and God bless you and Bible2School!
Programs like Bible2School are wonderful ways to get involved in your community and make a lasting impact. If you’re looking to boost volunteerism among your employees, consider taking that next step! For more on Bible2School, visit Bible2School.com
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Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.
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Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter
It’s an average day for Average Joe. He wakes up, powers up his iPhone and checks his Facebook account. After scrolling through some posts, he updates his status. “Just getting ready for class,” he writes. “Hope the day rolls by fast!” He then checks his Instagram, commenting on his brother’s photo collage and his girlfriend’s latest cat photos. After scarfing down a bagel, he posts a picture of his own. “No gourmet meal here,” he captions the picture before heading out to class.
In English class, Joe’s professor discusses the upcoming Academy Awards show. The professor assigns the class to pick a movie that is up for an award, watch it and then write a review. Joe goes home and takes to Twitter, trying to find out which movie has gotten the most acclaim. He at last settles on a flick. After watching the movie, he updates his Facebook status again. “Better than I thought it would be,” he writes. “Hope it nabs an award.”
It’s dinner time, and Joe’s girlfriend is coming over. He’s not much of a cook, so he jumps on Pinterest to see what’s cooking. After searching up a few meals, he settles on a tasty looking Greek dish. He hopes to impress his girlfriend, who doesn’t know he has a Pinterest account. After dinner, Joe finishes his homework and hops on LinkedIn before heading to bed. He’s not very active on the site, but his professor says it’s a great way to find a job, so he’s been poking around. He updates his resume, checks out some profiles and reads a couple blogs. Before shutting down his phone, he checks his Instagram once more. He is pleased to see his Greek dish of homemade hummus and falafel has made it to his girlfriend’s account; the photo already has 62 likes. Joe drifts happily off to sleep.
Does Average Joe sound a bit like you?
Just two decades ago, students wrote notes and stuffed them into locker doors at school. When news broke, they picked up the old family phone and made a call. Families connected with relatives through the mail, penning letters on fancy stationery. When folks looked for a job, they scoured the local newspaper, delivered an application in person and waited anxiously by the telephone for good news. And when friends and family wanted to share photos, they took their 35 mm film to the drug store, printed them and popped them in the mail. But times have changed since then — just a bit!
These days, it seems almost impossible to imagine a world without social media. Whether it be Twitter, Instagram, Facebook, Pinterest or LinkedIn, most high school and college students have been influenced by these tools in some way or another. Social media, without a doubt, has become a powerful part of our lives. With just a few clicks of a phone or computer mouse, we can send photos, post updates and share major events with those we love. Social media, and the wide world of technology, have changed our lives for good. Like it or not, there is no going back.
Wikipedia defines the classification of social media as many different forms: magazines, Internet forums, weblogs, social blogs, microblogging, wikis, social networks, podcasts, photographs or pictures, video, ranting and social bookmarking. Technologies include blogging, picture sharing, vlogs, wall posting, music sharing, crowd sourcing and voice over IP, just to name a few. New applications, websites and software are constantly evolving and showing up on the scene. The world faces an ever-dynamic system of new startups, upgrades, changes and enhancements, making programs more sophisticated than ever. Just as Apple continues to upgrade and redefine the iPhone every couple years, social media sites constantly seek improvement too. It is an ever-evolving world, and it can be hard to keep up. With technology advancing by the day, things will only move forward, not back.
Today, over half the world now uses some form of social media, with 60 percent of people on various sites. 4.80 billion people around the world use various platforms, with 150 million new users coming online within the past year. The average person, like Average Joe, spends nearly 2.5 hours on social media per day.
So just how did social media begin? And who had dibs on it first?
You’ve probably never heard of it, but in March 2002, a site called Friendstr was launched by a Canadian computer programmer named Jonathan Abrams. It grew to several hundred users within a few weeks and then to over 3 million users by early 2003, becoming the world’s first social media platform that engaged the mainstream. LinkedIn came along a year later, officially making its debut in May of 2003. While this went on to become a great networking tool for professionals, it was a little site called MySpace that really paved the way for social connection online. Launched by a guy named Tom Anderson (yes, that guy in the iconic white T-shirt, who became your first MySpace “friend”!) in August 2003, MySpace revolutionized the online community, particularly in the music sector. People could search for long-lost friends and lovers and reconnect. Initially, it spread like wildfire. In July 2005, MySpace was acquired by News Corporation for $580 million, and in June 2006, it surpassed Yahoo and Google to become the most visited website in the United States. At its peak in April 2008, Myspace and Facebook reached 115 million monthly visitors, but Myspace could not keep up with its newly emerged competitor. Launched by Mark Zuckerberg, Facebook soon bumped MySpace out of its number one spot.
From there, the social media revolution continued. Reddit came next, followed by YouTube. Twitter was launched by Jack Dorsey in March 2006, followed by Pinterest in 2010. Instagram made its debut that same year. Today, the younger generation prefers Instagram to Facebook when it comes to sharing photos and news. As one teen so kindly informed her mother: “Mom, Facebook is now for old folks.” But with nearly 3 billion people around the world still using the site, it doesn’t seem to be going anywhere.
Like Average Joe, your life has likely been impacted by social media in some way. Beyond sharing cat photos, cooking ideas and vacation highlights, it can also be a great way to network and launch your career. To learn more about the evolution of social media, order your copy of College to Career today!
For more on your voice, check out College to Career today!
HR Manager – Engle Printing & Publishing Co., Inc. (EPC)
This hands-on position is responsible for leading all company-wide human resources operations, programs, and services. Under the direction of the CEO, the HR Manager will provide direction for recruiting, developing, motivating, and evaluating human capital in order to inspire employee engagement and foster a workplace culture of excellence and prosperity.
Celebrating over 70 years in 2024, the community and family-oriented EPC seeks to continue its tradition of offering quality commercial printing services, community newspapers, and lifestyle/leisure publications while expanding its business and marketing solutions into the online media space.
Purpose:
The Human Resources Manager will oversee the daily functions of the Human Resources (HR) Department and support the business by: recruiting staff, and administering pay, benefits, leave, company policies and practices. This position will impact and influence EPC teams and business operations in the following key areas:
Essential Duties:
Collaborate with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
Lead recruiting activities for exempt and non-exempt positions with job postings, reviewing resumes, interviewing, candidate communication, hiring, onboarding and maintaining the appropriate records.
Maintain compliance with federal, state, and local employment laws and compliance with EPC policies and procedures and their communication to the employees.
Work closely with production management to optimize employee performance in support of business and safety goals.
Attend and participate in employee disciplinary meetings, terminations, and investigations.
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Coordinate State of Pennsylvania Workers Compensation (WC) program within the company and work closely with the WC Carrier.
Perform other duties as assigned.
Position Requirements
Bachelor’s Degree in Business Administration, Human Resources, other relevant field of study, or equivalent years of experience. SHRM Certification is a plus.
3+ years of progressive HR experience resulting in strong Generalist expertise.
2+ years prior recruiting or talent acquisition experience. Experience hiring for hourly roles and shift workers is a plus.
Effective communicator, able to articulate ideas clearly and concisely in a variety of settings, adjusting the message to match the audience. Ability to effectively present information and respond to questions from employees, managers and leadership.
Knowledge of employee and labor relations laws, regulations, and practices.
Be available to work a standard schedule at the company office (onsite) coming in at 6 AM two or three days per month to meet with third-shift supervisors, managers and staff.
Proficient in Microsoft Office or GSuite with documents, spreadsheets, presentations, email and video conferencing.
Ability to read, analyze, and interpret technical procedures, financial reports or
governmental regulations. Ability to write reports, business correspondence, and standard operating procedures.
Ability to calculate figures and amounts such as discounts, interest, proportions, and percentages.
This Is Not A Remote Position
The review of applications will begin immediately and continue until the position is filled.
To apply, please submit a letter of application addressing qualifications outlined in this opportunity profile, a complete resume, and a 1-2 page statement of the candidate’s professional experience in human resources.
We all know the workplace is getting more and more difficult to manage. Since coming out of Covid, many organizations are floundering under new assumptions of how to operate. But it doesn’t have to be that way.
Let’s get creative and stop this… starting out with a few important questions.
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For instance, as a leader of your organization, do you ever run out of ideas on how to better engage your employees? Are you tired of overseeing a stale organizational culture and want to foster engagement, prosperity, and cheerful and productive employees who actually want to be at work?
Those are just a few issues the Encouragement for Work Podcast will address.
We’ll interview nationally known thought leaders from corporate America, higher education, Christian psychologists, and even non-management members for their insights – all to bring you great ideas that help engage your employees and shift your culture toward higher performance. Each episode will feature an idea or process that’s made a tremendous impact on employees and employers alike.
This is possible! Extremely so. And Encouragement for Work aims to prove it. Listen to national thought leaders as they give encouragment for work:
Join creator and host Mark A. Griffin – experienced HR and organizational development professional, coach, consultant, author, and national speaker – on this new journey to achieve increased employee loyalty, superior communication, less turnover, and a greater appreciation for the business you lead.
As a college student or recent graduate, you’re probably giving your future career a great deal of thought. And I’m guessing you’re interested in a career you want to enjoy. You’ll want to like what do you do because you’re going to do it a lot! According to statistics from the research firm Organization for Economic Co-Operation and Development, the average American works 1,788 hours per year. Over 40 years, that could add up to over 71,000 hours! Take a moment to let that staggering number sink in. You may spend more time working than sleeping, eating or participating in your favorite recreational activities throughout your life!
While you want to enjoy what you do, I’m also guessing you want to enjoy the company you work for, as you might be there for a very long time. Longevity for employees is now increasing. Recent statistics show that employees stay at their jobs an average of 4.6 years. This is why it’s so important to know exactly what you want to do before you start doing it. Beginning a career in a field you love and sticking with it will make all the difference in your future. But in order to enjoy a career you love, you need something vitally important: your voice.
No, I’m not referring to the popular singing show on TV. I’m referring to a combination of your personal mission, vision and values. All successful companies must have a voice. A voice shapes the culture of an organization and serves as a guide to employees and management. Organizations with a well thought-out voice have direction, purpose and achievement in the workplace. These organizations know where they want to be (the big picture) and do the appropriate things (the details) to get there. Every step of the way, their employees enthusiastically project that voice to customers, vendors and their local communities. Without a voice, high-powered organizations will find it impossible to align their goals and objectives to create success.
So just what does a personal mission, vision and values statement entail? Let’s dig in a bit.
A mission statement for a company is a concise, meaningful sentence or two that represents the purpose of the organization. Mission statements are often action-based, explaining how the company’s objectives serve both employees and customers. Here are a few examples:
LinkedIn: “To connect the world’s professionals to make them more productive and successful.”
Amazon: “To be Earth’s most customer-centric company, where customers can find and discover anything they might want to buy online, and endeavors to offer its customers the lowest possible prices.”
Nike: “Bring inspiration and innovation to every athlete in the world.”
A personal mission statement is similar. It defines who you are as a person and identifies your purpose, whether that’s on the job or simply in life. It explains where you see yourself in the future, how you plan to pursue that purpose and why it matters so much to you. Like an organizational mission statement, it should be clear and concise – a soundbite or quick elevator pitch, if you will. Here is a sample personal mission statement:
“To use my writing skills to inspire and educate others around the world to make a change.”
An organizational vision differs a bit from a mission statement. A vision statement is a company’s “one day” statement, or the goal a company strives to embody or see in its consumers. A company’s vision statement is essentially the world the company envisions for the future, while the mission statement defines the strategy for reaching that vision. Here’s an example:
Tesla: “To create the most compelling car company of the 21st century by driving the world’s transition to electric vehicles.”
Lastly, an organizational value statement defines what is important to a company and its employees and discusses the company’s most essential values. Here is an example:
“We believe food has the power to change the world. We do it by being real.”
Similarly, a personal value statement defines what values are most important to YOU. Here is an example:
“To be a respectable employee, friend and member of the community and make a positive impact on others by being honest, fair and reliable.”
These three important aspects—your mission, vision and values – all create your voice. In essence, you are sharing with the world WHO you are, WHAT you believe and WHERE you want to go. No two people share the exact same voice. Your voice is unique only to YOU. By fine tuning this voice, you will impress future employers when they see you know who you are and what you want. If this sounds intimidating, fret not. Begin by grabbing a piece of scratch paper and writing out your thoughts. You might begin by scribbling a few adjectives that describe you best. Then think about what you value most. Is it integrity? Reliability? Honesty? Lastly, what is it you really want, and how do you plan to get there? Where do you see yourself in five years? Ten years? Don’t worry if you don’t have it all figured out. You are young, and sometimes plans change. But by perfecting your unique voice, you will set yourself apart from the rest.
Once you come up with your mission, vision and values statement, start reciting it to your friends and loved ones. Say it with confidence and a smile. By the time you land an interview at your desired company, you’ll have it down pat!
By being clear about who you are, what you believe and where you want to go, you’ll be sure to stay on track and pursue the career of your dreams!
For more on your voice, check out College to Career today!
When I began my career in the early 90s, social media did not exist. Professionals stayed connected over the telephone. When we needed to reach someone, we used a Rolodex, a handy flip device on our desk that included all our contacts’ phone numbers. Computers and technology were still evolving, and Excel spreadsheets and other tracking software did not exist. Land-line phones and snail mail were our primary means of communication. And if we needed to look for a job? We picked up this old fashioned thing called a newspaper and turned to classified ads. Ha! Boy, how times have changed.
When LinkedIn first came into the spotlight, I shied away. I felt I was too old for social media; best to leave these modes of communication to the younger generations. But then I read a few books that changed my mind. As I began thinking about launching my own business, I quickly realized that if I was going to be successful and help companies all over the United States, I needed to expand my knowledge of social media. And LinkedIn was a big part of that puzzle. So I embraced it and jumped on, creating a profile. I started using the site on a regular basis, implementing a solid strategy. Soon, recognition of my profile began to grow. One year after launching my business and just two years after implementing my strategy, I received an email note from LinkedIn: “You have one of the top 1 percent most viewed LinkedIn profiles for 2012.” I was thrilled! Perhaps, as the saying goes, an old dog can learn new tricks after all!
Here are a few staggering statistics about LinkedIn, the top site for connecting with other professionals.
*As of 2015, there were just 347 million users on LinkedIn. Today, that number has soared to 930 million.
*Every second, two or more new LinkedIn members join the site.
*187 million people visit the site each month.
*LinkedIn currently reaches 200 countries and territories.
*The site is available in 20 different languages.
*25 million LinkedIn profiles are viewed every day.
*39 million students and recent grads are on LinkedIn.
Are you one of those 39 million?
Recent studies show that one of the top reasons students and recent college grads do not set up a LinkedIn profile is because they do not feel they have enough real life experience to boast about. As one reluctant student lamented, “I haven’t even had one professional job. Who would possibly be interested in my profile?”
Believe it or not, a lot of people! Whether you’re still in college, just graduated or already getting your feet wet in the working world, it’s never too late to join LinkedIn. If you have yet to create a profile, fear not. It’s simple, takes only a bit of time to set up and can be life changing. Here are a few things to keep in mind if you’re new to the platform.
When creating your LinkedIn profile, make sure to include an appropriate photo. Don’t have a fancy head shot? No worries. Perhaps a good friend or a budding photographer can take some photos for you. Select a nice outfit, comb your hair, and don’t forget to smile! A definite no-no? That photo of you in a bikini on a beach in Hawaii, or a candid shot of you drinking a beer on a boat. Keep it professional, please!
Volunteer experience counts! Twenty percent of managers have hired someone based on their volunteer experience. So if you’re afraid those two weeks you spent volunteering at a summer science camp are not relevant, think again. Potential employers like to see you’re involved in your community and other places outside the classroom. Volunteer experience can be a great way to beef up your resume if you don’t have a lot of paid work experience.
Don’t skip the additional profile sections. Here, you’ll have a chance to highlight any honors you received as a student, as well as your GPA.
Take your time with the summary statement. This is your chance to shine! Don’t be afraid to boast about your skills, your accomplishments, and your goals.
Create an informative but punchy headline. Think of this as your personal mission statement. Who are you, what do you represent, and what do you have to offer? The more succinctly you can say this, the better.
Use the Keywords and Recommendations section. Key words are especially helpful for boosting your profile. If someone’s looking for, say, a proofreader or software engineer, they can simply type in those key words and narrow down the search. Recommendations are helpful too. Ask a friend, teacher or former employer to write one for you. And if they do, be courteous and take the time to write one for them too.
Build your Network. LinkedIn can feel a bit intimidating when you first join, but you’ll soon find it’s nothing but a network of friendly faces. Not sure where to start? Sift through your contacts and people you might know, or do a search to see if any of your teachers or colleagues have joined the site. Aim to connect with 50 people. Before you know it, your network will soon grow.
Stay active on the site. Most people under 30 use social media on a daily basis – Tik Tok, Instagram, and Facebook. Treat LinkedIn the same way. Check in every day if possible and engage. Post interesting articles and comment on other people’s posts too. You never know what might catch someone’s eye!
Still unsure if LinkedIn is for you? Check out College to Career and learn how to leverage this amazing site for your ultimate career success!
Last year, the earth’s population reached over 8 billion people. Yet of those 8 billion people, no two are exactly alike. Each person is uniquely and wonderfully made, with a unique set of fingerprints. Here are a few impressive facts about the human body that just might blow you away:
*The human brain can read up to 1,000 words per minute
*In 30 minutes, the human body gives off enough heat to bring a gallon of water to a boil
*The focusing muscles in the human eye move around 100,000 times a day. To give your leg muscles the same workout, you’d need to walk 50 miles.
*The human body produces 25 million new cells every second and sheds 40 pounds of skin in a lifetime.
As you can see, we are amazingly complex creatures, inside and out. That’s why it’s so important to understand what makes us so unique. One critical factor of our uniqueness is the Intelligence Quotient, otherwise known as IQ. IQ is defined as the measurement of intelligence as it relates to standardized testing. Within IQ, we will include aptitude and ability. Personality is defined as the combination of characteristics or qualities that form an individual’s distinctive character. Self- awareness is the level of understanding someone has of both IQ and personality. It is one’s ability that helps them see how IQ and personality intertwine to create unique opportunities. When IQ, personality and self-awareness interconnect, individual passions take shape.
Let’s explore this a bit more.
As a high school or college student, you’re likely aware of the most notable IQ test, the Scholastic Assessment Test, or SAT. Research has shown a strong correlation between scores received on the SAT and IQ. There is a plethora of other IQ tests administered throughout school districts in the United States as well. The most commonly used individual IQ test series is the Wechsler Intelligence Scale. IQ tests themselves are constructed of theoretical questions that designers have developed to create a benchmark system for all who take the test. These tests may include the following categories:
*Verbal
*Mathematical
*Spatial
*Visualization
*Logical
*Pattern Recognition
While taking an IQ test is highly recommended, there are other available aptitude tests as well. One popular test is the Armed Services Vocational Aptitude Battery. Used by the Armed Services, it consists of a battery of aptitude tests and has helped many potential recruits navigate their way.
While IQ scores only define one part of the whole person, the scores do show us something about our lifestyle, ability and cognitive skills. IQ scores have been shown to be associated with such factors as morbidity and mortality, parental social status and even biological parental IQ. IQ scores are used as predictors of educational achievement, special needs, job performance and income. According to one scholar, people with below-average IQ are 88 more times likely to drop out of high school, seven times more likely to be jailed and five times more likely as adults to live in poverty. In general, those with a higher IQ tend to be more successful, creative, independent, and happy.
So just what factors contribute to an individual’s IQ? The jury is still out on how much genetics come into play, but many researchers say individual genes largely contribute to one’s IQ. Diet and nutrition are said to play a factor as well. Research shows that children who ate unhealthy meals and were low in proper vitamins and minerals before the age of 3 had a lower IQ. Interestingly, music is said to have a significant effect on one’s IQ. A 2004 study showed that 6-year-old children who received musical training had an average increase of 7 IQ points. So those piano lessons Mom dragged you to as a child might have come in handy after all!
Didn’t take piano lessons as a kid? No worries. Listening to classical music has been reported to increase IQ as well, specifically spatial ability. In 1994, two men named Frances Rauscher and Gordon Shaw reported that college students who listened to just 10 minutes of Mozart’s Sonata for Two Pianos showed an increase in 8 to 9 IQ points. The phenomenon was dubbed the “Mozart Effect.” So if EDM or country music is your jam, consider throwing a little classical music on your Spotify as well!
On average, someone’s IQ falls between 85 and 115. A few famous folks, however, have exceeded that number with their impressive IQs. You might recognize some of the names: Albert Einstein, Leonardo Da Vinci, Stephen Hawking and Marilyn Vos Savant, whose popular column “Ask Marilyn” was featured in Parade magazine for years. But not every famous, powerful or successful person has had a high IQ. It’s been said that President Abraham Lincoln had an IQ of just 105, and John F. Kennedy’s IQ stood at just 117. Muhammed Ali, the great fighter, is said to have had an IQ of 78. Interestingly, having a high IQ often requires a greater number of intellectual challenges. Years ago, a police department turned away a recruit for having an IQ above 145, as they feared he might become bored of the job. The policy was later challenged as discriminatory; however, it was upheld in court.
Understanding your IQ is imperative to creating a successful life. By determining your IQ, you will embrace your scholastic potential and have greater success in your endeavors. To learn more about IQ tests and see which ones might be right for you, purchase College to Career today.
