4 coffee-inspired cocktails to order out to take the edge off

4 coffee-inspired cocktails to order out to take the edge off4 coffee-inspired cocktails to order out to take the edge offNational Coffee Day is September 29, and java-lovers know that coffee is good morning, noon, and night. After work, celebrate the end of your week, and make happy hour a bit happier, with these rich cocktails that add taste and are delicious going down.The Bushy TailedThe Bushy Tailed cocktail at Lowcountry Bistro in Charleston, SC is a great choice anytime, but especially after a long work day. The sweetness mellows the whiskey and the orange liqueur gives it some depth of flavor.Cocktail recipe The Bushy Tailed1 oz. cold brew coffee1 oz. Virgil Kaine Rip Track Rye Whiskey oz. Grand Marnier oz. Maple syrup1 oz. Fresh creamOrange peel to garnishAdd the first four ingredients to a cocktail shaker, add ice and shake until well chilled. Strain into a rocks glass over fresh ice, top with cream, and garnish with the orange peel.Across 110th StreetThis nifty cocktail i s unusual due to its refreshingly fruity flavor profile not typically associated with cocktails containing a coffee element. Served at the JIMMY at The James, in New York, City, its interesting flavor is great for coffee-lovers. Ingredients Brugal Aejo, mango puree, espresso bean.Cocktail recipe Across 110th Street2 ounces Brugal Aejo ounce lime juice ounce simple syrup1 ounces mango pureeGrated espresso beanLime wedgeAdd the first four ingredients to a mixing tin, then shake with ice until chilled. Strain into a tall glass with pellet ice and swizzle to combine. Before serving, add grated espresso bean and garnish with a lime wedge.Espresso MartiniIf your travels take you to Orange County, Ca, make sure to visit YNK tucked in the Irvine Marriott, for a dreamy Espresso Martini. Made with Averna, espresso, and vanilla bean syrup, the cocktail is from the bars Italy menu but can still be ordered as an off-menu item. The intimate bar offers imbibers a dynamic ever-changing menu not b ased on the seasons.Cocktail recipeEspresso Martini1 1/2 ounce Averna1 1/2 ounce espresso, ounce vanilla bean syrupGarnish Lemon peel 3 coffee beansCombine all ingredients in a shaker tin. Ice, shake hard (20 times), strain, and garnish.Chickory Dickory DockServed the Hide Bar in Dallas, TX, this unique coffee cocktail not only incorporates coffee, but also chai tea. This cocktail is a best seller and is the perfect refreshing dirty chai for double the caffeine but with a little something extra to take the edge off. The cocktails ingredients include Irish whiskey, cold brew coffee, chai tea, sherry, condensed milk, black walnut bitters, and crushed ice.Cocktail recipeChickory Dickory Dock2 oz. pour (equal parts whiskey, coffee, chai tea, sherry).25 oz. Condensed milk2 dashes black walnut bittersShake very hard with crushed ice in a Collins glass, add lightly grated nutmeg on top.

How to Create a Job Description

How to Create a Job DescriptionHow to Create a Job DescriptionTrying to compete for top talent in a tough hiring market? Heres another question Do you know how to create a job description that can help you find the right candidates and set the stage for a new employees success?The?job description is?your hiring blueprint, and it needs to be thoroughly thought (or rethought) through. Do it well, and the rest of the hiring process - from?evaluating resumes?and?job applications?to?candidate selection, einstellungsgesprchs?and?salary negotiation?- will flow much?more easily. But writing?it poorly risks a prolonged, expensive hiring process and increases the possibility of making a bad hire.As you gather details to update or write a job description, you may want to seek input, if appropriate, from key personnel who will work directly with the new hire. ansicht individuals may be able to provide valuable insight, because they understand the day-to-day workings of the department and the c ompany.?Knowing how to create a job description thats tight and well-designed not only will help you find the right candidates during the search?process but also set the stage for a new employees success. With that information in hand, a new team member will have a set of clear guidelines and an accurate picture of the managers performance expectations from Day One.Essential elements of a great job descriptionIf youre copying and pasting the same job description over and over again into new job postings, you probably wont attract the candidates youre looking for. This document?should change with each posting?to suit the specifics of the available position. Heres what you need to coverJob title?(and job code number, if applicable) - Be specific here. Creative titles like Jedi, wizard and rock star might sound creative and appealing to candidates, but theyre vague. You want to choose a title that job seekers are searching for and will understand. Titles?should be short Simply refer t o a?position as bookkeeper, even if the official internal title is Bookkeeper and Occasional Copier Technician/Intern Manager, Level 15.The opening hook - Writing?a powerful opening connects with your audience and generates excitement about the positions possibilities. A compelling introduction will also work to encourage potential candidates to read the rest of your job ad.Organization and culture - ?Tell job seekers about your company. To attract the best candidates, youll want to pique their interest in the organization, if not excite them over the prospect of working with you. Promote the companys strengths, lay out its mission, and paint a picture of?the corporate culture?and what its truly like to work there.Department - Job seekers will want to know which department within the company is hiring?- thats one way they tailor their cover letter and resume, research the position and decide whether theyd be a good fit for the job. Dont leave it to candidates to search for clues in your job description. Identifying the department will make both the application process and the vetting smoother.Robert Half can help you create a job description that attracts the right candidates. Let us know what your hiring needs are.REQUEST TALENTReporting structure - ?Let the candidate know exactly how the position fits into your organization. Give the supervisors job title and the titles of anyone the new hire would work with. If youre staffing a managerial role, include the number of direct reports the person?would supervise.Summary of the position - ?This is the heart of the job description. In a few sentences, give the jobs broadest responsibility, function or priority within the organization. Include an overview of expectations for the person who fills the role, the immediate and long-term objectives, and define what constitutes exceptional performance. Be as clear as possible, so the candidate understands the jobs responsibilities and the criteria for success. If you need more space, consider presenting this section in bullet points to make it easier to digest.Key duties and responsibilities - ?This narrows down the primary responsibility mentioned in the summary section. Help candidates to envision themselves already in the role. Give the estimated percentage of time to be spent on each duty (which should add up to 100 percent), and how often each is performed (daily, weekly, or periodically). If you include this detail, make sure the breakdown accurately reflects the work the employee will be doing by running the description past the team.?Compensation - ?There are?pros and cons to including a salary range?in a job posting, but candidates should know upfront whether the position is exempt or nonexempt. Even if you dont include a salary range in the job listing, establish one ahead of time based on the education and experience required for the job, along with the general level of compensation within your branch, organization, department and?reg ion.?If you decide not to give a figure, include language about offering a competitive salary. (And always research salaries?in your market for the position youre staffing. You want to meet, if not beat, market rates.) Also, be sure to highlight the benefits and perks - for most job seekers, that information is as important as the salary figure.Job location and attendance expectations - Be sure the posting includes the location of the office where the employee would work. Flextime,?telecommuting, job-sharing and other?alternative work arrangements?are increasingly common today, and if your company has?this kind of flexibility, its a great selling point to mention. But if the manager?requires their?employees to be at their?desks from 8?a.m. to 5 p.m., no ifs, ands or buts, your job description should say so.A qualifying statement - ?No job ad?will include a totally exhaustive list of duties - nor should it. Make clear that the employees responsibilities may be revised from time to time, based on geschftliches miteinander needs.Qualifications - ?What knowledge, skills, training, language fluency, aptitude or relevant experience should the successful applicant have? The more specific?you are here, the more qualified the applicants are likely to be. Just make sure the qualifications you set are absolute necessities, rather than nice-to-haves, or you might deter individuals with great potential.Educational requirements - ?List degrees, certificates and licenses the job?requires. If experience is an acceptable substitute for one of ansicht requirements, be specific about?what youd consider as an alternative.?Qualities or attributes - In addition to required?hard skills, education and experience, consider what qualities and?interpersonal skills?would contribute to superior performance. Do you expect the new hire to show initiative? Do you want top-notch customer service and?communication skills? Dont overdo it here - a litany of virtues will put off candidates. Instead, list?the four or five qualities you value in top performers who already hold this role in your company?and explain?why these qualities are needed for the job. If youre looking for someone who is great with clients or diligent about compliance and enjoys being in the weeds, for example, say so.Final thoughts on how to create a job descriptionWhatever elements you include, write the job description in plain language. Avoid using jargon that might be common within your company but is inscrutable to outsiders. Clear and concise language will be appreciated by job seekers and minimize the risk of misunderstandings in the hiring process.Equally important Be honest. Job descriptions that overstate or understate what a position entails, including the hours and pace of the work, can lead to hiring mistakes and hard feelings later on. An inaccurate or overblown ad?can create false expectations, setting your company up for a mismatch. Hiring mistakes are often the result of descriptio ns that dont accurately reflect what?a position entails. Make sure you present an up-to-date, candid picture of the job. Dont be tempted to candy-coat realities about long hours, the pace of work or other such aspects of the position. Well-written job descriptions leave no question as to a?positions roles and responsibilities.Savvy job-seekers will apply for the opening only if they meet those qualifications and feel comfortable performing the duties explained in the description. As a result, youll be less likely to hire someone who doesnt enjoy - or worse, cant perform - ?the required tasks if youve created a targeted, accurate job description on which to base the job posting. Whats more, good job descriptions can help top talent better describe their abilities in their resumes so you can see exactly how they match the requirements of the position.When you begin?evaluating candidates, compare the job description to each resume and look for commonalities. The people whose applicati ons match the majority of your requirements will be the ones youll want to answer your list of interview questions to ask potential employees. By serving as a standard tool by which to judge all applicants, the description helps ensure every person youre considering has a strong chance of performing well in the role.And heres another important tip Teaming up with a specialized staffing firm gives you access to hiring experts who not only know how to create a job description thats outstanding but can also do the job of recruiting for you. Most importantly, youll gain access to a large base of talented candidates you might not otherwise find searching on your own. Tags

Manipulating a Sales Resume

Manipulating a Sales ResumeManipulating a Sales ResumeResume-formatting methods to help highlight your strengthsJack Smith welches a very successful regional account manager in the pharmaceutical industry. In developing a new resume, we needed a strategy for the content and for the formatting. Combined, the resume can now draw hiring managers eyes from the most important to the most basic information. Manipulating a resume to read how you want it to is critical.To sell the most important points in Jacks resume, we leveraged a variety of formatting tools Between the time we received the original and when we delivered the final version of the resume, everything welches formatted specifically to highlight some elements of Jacks career and understate others.Job One, though, was getting the content right.I dont always want to call out job movement, but the last two positions Jack had had were eliminated by acquisition or closure. I included this directly under the company names. He lost t hose jobs because of structural changes in the organizations, certainly not because of performance. This information answers potential questions before they are asked.After the text was written, we began using our formatting strategy by visually separating out the basic information contact details, core competencies and education. This clearly established different sections on the resume.With the basic information minimized but easy to find, we started prioritizing the rest of the content. Everything was designed to draw the readers attention to the most relevant information.Jack wanted to stay in the pharmaceutical field and was looking for a position that was similar to his last. So job titles were bolded and put in italics. A quick look at his job history makes it clear that he has had similar positions throughout his career and can therefore hit the ground running.His employers also had well-recognized names. Because he intended to stay in the same field, the names were highligh ted with double bars. If Jack intended to look for work outside this industry, I would not have highlighted the company names so clearly. And while we wanted to emphasis the previous employers names, we could minimize the company descriptions with an 8-point font size.In order of importance, we were atHeadline (12-point font, bolded and upper case)Previous Employers (12-point font and upper case)Job Titles (10-point font, bolded and italicized)In sales, the next big hitter is quantifiable results.In Jacks field, formal recognition is important. So the absolut recognition was bolded and left-justified as a way to draw in the readers attention. Jack had consistently outperformed his colleagues for more than 10 years, and I wanted to make sure that was clearly understood.Many resumes for sales professionals just show the measurable results via different types of performance metrics, such as percentages over quota, Presidents Club, Account Manager of the Year, and so on. The text for ea ch job was fully justified with no more than four lines. But that would not tell the reader how Jack actually achieved those results.We used bullets to highlight specific accomplishments and didnt mischung them with the job duties. Accomplishments lose impact if presented in a hail of bullets indeed a resume should typically include fewer than six bullets.SummaryAfter you have clarified what you want to say in your resume, consider what you want to do with formatting. Judicious use of bolding, italics, shading, borders, margins, font sizes and bullets can highlight what is most important and de-emphasize the rest. However, dont get carried away, because then the resume will look cluttered rather than streamlined.For example, the original resumes font was a 10-point Garamond, which is hard to read. Some lines were gray instead of black (for no particular reason). The content under each job was dense and in paragraph form. The left margin was very wide, and the right margin looked rag ged. It was not easy for the eye to scan, so streamlined it all in the final resume.Though there are no definitive rules about whats acceptable, here are quick tips so that you avoid the same situationMargins I prefer to justify the text fully for a nice, clean look. The information on education at the bottom of the resume can be left- and right-justified as a space-saving technique, as shown in Jacks after resume.Fonts It is a question of style preference. For Jacks resume, I used Arial 10-point font because it is widely accepted and easy to read. Other possibilities includeTahomaVerdanaGaramondTimes New Roman. (Use 11-point font if you like Times New Roman.)Remember, some of us wear bifocals, so please make it easy.When you think you are done with the resume, step back and give it another review to just look at formatting. And if you ask someone else to review it as well, ask for feedback on both content and presentation.