5 steps for making your next career move

Better Job, Just Ahead Green Road Sign with Copy Room Over The Dramatic Clouds and Sky.

Your career is one half of your work/ life balance. For some it is even more than half. Finding that perfect career that will facilitate growth, offer new opportunities, and keep you comfortable is incredibly important. Once you find that career opportunity, you are not finished; you still need to land it.

imatters helps eye care professionals just like yourself discuss and make that transition to a new career or practice. We have put together a list of 5 steps to help make your career move that much more successful.

Step #1 – Be ruthlessly honest with yourself.

Facing your fears is no cake walk. Be prepared to dig deep to get to your inner “truths” so you can begin to understand what deep-seated anxiety and fears influence your decision making. Are you afraid of being out of a job? Disappointing your family? Not making much money or a meaningful contribution to the world? Whatever your fears, the process of pivoting your life starts with coming to terms with what is holding you back.

Step #2 – Write it out.

For many years I was an avid journal writer. Writing, I found, helps bring clarity and vision to what otherwise feels like a morass of thoughts and feelings. Write it all out. Make a list of your fears, directions to go in, the pros and cons of changing or staying put. Some of the best career counseling I ever got was between me and my journal. Just stay honest with yourself. And keep it real.

Step #3 – Talk it out.

Whether it’s friends, co-workers, a mentor, family, or psychologist, asking others for help is key. Just always keep in mind who you are talking to as people have their own bias. Most people, I’ve learned, are risk averse and afraid to change. And their feedback will be more about “being realistic” rather than helping you figure out how to turn your dream into a reality. Seek out people who conquered their fears and are living the life you want to live.

Step #4 – Listen to your gut.

The “gut”, I’ve learned, deserves respect. It isn’t always right but it’s right more often than not. Don’t be afraid to hear what it has to say. Learn to listen to it and trust it. Let your gut act as a light for you to follow, guiding you through tough decisions.

Step #5 – Embrace change. Don’t fear it.

Fear is a incredibly strong emotion. From my experience, fear of change is the #1 reason why people stay where they are and never come close to living a truly fulfilling life. Yet life itself is forever evolving and changing, ourselves included. Once you uncover the fears that keep you up at night, take ownership of them. Attack them. Embrace them. Own them so that they no longer hold power over you. Only then will you free yourself up to make decisions based not on your fears but on yours passions.

5 phrases to never put on your resume

resume pictureYour resume is the first one of the more important assets when trying to impress that hiring manager. Realistically, it is the first thing the interviewer will see, and only the best resumes make it through to the interview stage. Every word counts, and presentation is everything.

When you’re writing your resume, it’s best to avoid the cliche words that hiring managers and recruiters see over and over again. Even if you feel the terms are accurate, there is usually a livelier, more original way to describe yourself.

Here are five words and phrases you should avoid putting on your resume.

 

Hard Worker

Describing vaguely positive traits in a resume doesn’t prove your worth and may even undermine your value as a candidate in failing to show how you’re different. Focus on concrete skills and accomplishments instead of relying on personal description through adjectives, says David Allocco, a business development and operations executive at PierceGray, Inc.

“I would avoid the term ‘hard worker’ as it’s general and something anyone could apply to themselves,” Allocco says. “Instead, highlight actual accomplishments and results you can show off to potential employers. They like seeing data-driven numbers as opposed to general blanket statements.”

 

Out-of-the-Box

Idioms may add color to an informal conversation, but they don’t distinguish you professionally when used on your resume.

“Avoid overused and tired business idioms: out-of-the-box, win-win, core competencies, empowered, best practices There are many more; these are perfectly acceptable words, but they’ve been so overused that people are sick of them,” says Karen Southall Watts, author of “Go Coach Yourself.” “Rephrase and think clarity and not jargon. Avoid describing duties and instead focus on results. ‘Supervised a team of 12’ is much less compelling than ‘Led sales team to 5% increase in total closed deals.’”

 

Salary

Avoid mentioning money before you even get to the interview. “Any mention of the word ‘salary’ on a résumé sets off red alarms to an employer and would discourage them from bringing you in for an interview,” warns George Bernocco, a resume writer.

 

Reference Available Upon Request

This line isn’t necessary.

“Do not put ‘Reference available upon request’, or the names and contact points of the references themselves,” advises Elliot Lasson, executive director of Joblink of Maryland, Inc. “The former is understood, superfluous, and therefore just takes up valuable space. As for the latter, given that companies will often ask for a waiver before contacting references, they should probably be kept in a separate document.”

 

Objective

Your resume isn’t simply a summary of yourself. You are talking about yourself, technically, but through the lens of the company’s needs and expectations.

“We already know your objective,” says Lisa Rokusek, a managing partner at AgentHR Recruiting Group. “Instead of telling us about what you want, use this space to tell us about you and your experience. Make sure it is relevant to the role you are interested in. Make a thought argument for getting a conversation.”

 

sample job posting: optician + luxury boutique optical location = your career in NYC

Opticians licensed and ready to be licensed; your career in boutique retail has arrived!http://www.mediafire.com/convkey/7da5/xeh4g3rtltl6hkqfg.jpg?size_id=3
imatters is exclusively representing our newest client with several locations in NYC – including soho, east village, and other manhattan/nyc locations. With a growing business, we have several opportunities, including managers, assistant managers and optician opportunities.
Join us with a history in luxury goods, handling high end eyewear, and blending fashion with the medical function of your talent. We see that success as premium eyewear is delivered, and showcased on celebrities and their friends. Start building your reputation as a boutique optician and see your future soar with flexible hours, with an above average salary, excellent work environment and great benefits. we invite all candidates whom possess a history of extensive luxury eyewear sales experience, great customer service and interpersonal skills , licensed or ready to be licensed as an NY optician.
Lets get started today, by sending your resume to our dedicated spokesperson Charisse, email charisse@imatters.net, fax 866.461.4097, talk confidentially about your career at 866.412.4115 x 700.

sample job posting: Ophthalmic Technicians – Our Eyes Are On You- Dallas

Great news ophthalmic technicians!  We have a rare opportunity to join our established, premier ophthalmology practice in Dallas. Our physicians have been recognized in D-Magazine as “Best Ophthalmologists” and “Best LASIK Surgeons” for the past 13 years. Our practice also recognized as one of “DFW’s Top 100″ places to work by the Dallas Morning News.

We currently have an opening for an experienced ophthalmic technician. We are looking for a highly motivated, dependable individual with excellent communication and organizational skills.

This position requires experience in patient history taking, refractions, patient workups, tonometry, A-scans, visual acuity and other diagnostic testing. Experience with electronic medical records is a plus. In addition to a highly competitive salary, we offer a comprehensive benefits package.

This is an excellent opportunity for someone to join a highly professional ophthalmic care team.

to apply for our career – send your resume to charisse@imatters.net.  fax 866.461.4097, chat: 866.412.4115 and see this and other careers at www.imatters.net

Eye Foods, a Plan For Healthy Eyes

If you have not already purchased or read this book, I am recommending it again. This is a great book called eyefoods by Laurie Capogna OD and Barbara Pelletier eyefoodsOD. The official title is Eye Foods A food Plan for Healthy Eyes.

This book is fantastic and so easy to read, understand and follow.

Chapter One: It starts out with common eye- diseases, risk factors and then goes on to describe how to control with diet.

Chapter Two is Eye Nutrients with a brief and layman description if eye nutrients and what they do with dietary Reference Intakes.

Chapter 3 is Eyefoods; This chapter details eye foods, what they do weekly target, what eye nutrients they have and an overview. Also provided are Meal ideas.

Chapter 4 is Lifestyle and General Health- UV, Smoking, body mass, physical activity, AMD and Cardio.

Chapter 5- The eyefoods plan.

There is more.. the gist of it, this is the start of a great wellness program for you, the office and your patients. It is on Amazon Eyefoods: A Food Plan for Healthy Eyes. In addition, it gives you interesting tidbits to promote eye health to your patients on Facebook and other social media platforms.

lost pet prevention tips for the 4th of july

Fourth of July is a fun summer holiday for most people, but for many animals, it’s a nightmare. The booming fireworks, festivals and company coming and going make this holiday particularly difficult for our pets. According to Petfinder, more pets are lost on the Fourth of July than any other day of the year. It doesn’t have to be that way if you think in advance about lost pet prevention. Here are 10 tips.

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Extra security goes a long way – Check gates, doors, fences and other areas that a spooked dog (or cat) could escape to make sure that everything is secure. Inspect your dog’s collar and leash to make sure he can’t slip out of the back of the collar and to make sure the leash is both strong and secure. This step goes a long way in lost pet prevention.

Get your dog plenty of exercise before the party starts – Take your dog for a long walk or romp in the dog park before your company comes over or before your community fireworks are slated for the evening. Often the best prevention is leaving your pet at home since the crowds, explosions and everything else that is associated with the parades and fireworks on the Fourth are often too much for dogs.

Keep a tight grip on your dog’s leash – This sounds like a no-brainer, but it’s so easy to slip up. A small distraction when you are out with your dog – like a small noise or something blowing in the wind – could startle your dog and cause her to bolt. Make sure all pet’s microchips are up-to-date.

Make sure your pet has updated tags and microchips – Dogs slip out of fenced in yards and indoor cats also escape. That’s why it’s important to make sure they are microchipped, that the chips work and are up-to-date. Your dog should always wear his or her tags just in case. It’s also important to keep an updated digital photo of your pet if you need to make a lost pet flyer.

Create a safe zone for your pet – Keeping your pet calm is another important lost pet prevention tipSet up a comfortable spot in a quiet room or crate for your pet. If you have company coming and going, your pet may easily slip out.  There is an estimated 30 percent increase in lost dogs during fireworks. Shut the windows, turn on the air conditioning and some background noise before leaving for fireworks.

Check into other calming methods – If a Thunder shirt, Rescue Remedy or other medication works during a storm, you may need to suit your pet up or medicate her prior to the rockets red glare. Set up your pet’s crate in a quiet room to give them a safe place to get out of the fray.

Should your dog get out, immediately contact the shelter or rescue. It doesn’t matter if you’ve had your pet a long time or if you’ve recently adopted a dog or cat. If he or she gets loose, call the shelter, rescue or foster home immediately for help. Don’t be embarrassed and consider the safety of your pet – their network could be vital in helping you find your pet.

Get the word out. Dogs do get out and get lost. Contact local police, shelters and rescues, local veterinarians and animal controls to let them know your pet is missing.  Provide a description and digital photo, get signs out and utilize social media. The more you reach out, the more your chances of reuniting with your lost pet improves.

Take extra pet loss preventative steps with shy or timid pets -

Taking extra precautions will keep your pet safe on the Fourth of July.

Keep the lead on. Since shy, fearful or newly adopted dogs will try to run and hide if frightened, leave a short lead on in the house and a longer lead in the yard. He or she should drag it around and you then have something to grab if your dog bolts or runs from you.

Consider investing in a tracking device. There are GPS units available for pets that make it easier to track down those that bolt and hide. A popular option is the Tagg Pet Tracking Device.

 

by Raining Cats and Dogs

9 Myths and Facts About Company Holidays

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With the holiday season upon us, employers may have questions about providing time off for certain holidays, how to handle pay for company recognized holidays, and how best to manage time off requests and scheduling issues. To help clarify these issues, we’ve addressed several myths concerning company holidays.

Myth: Employers are required to observe certain holidays.

Fact: Under federal law, employers in the private sector can choose whether or not to observe holidays. Some of the most common company recognized holidays include: New Year’s Day, Memorial Day, the Fourth of July, Labor Day, Thanksgiving, and Christmas. Note that some states require certain types of businesses to be closed on legal holidays and certain employees to be able to take off on certain holidays (e.g., veterans on Veteran’s Day). Check your state law to ensure compliance.

Myth: Employers cannot require employees to work on a holiday.

Fact: Under federal law, an employer generally may require employees to work on a holiday. Employers should remember, however, that they may need to consider providing reasonable accommodations for employees’ religious beliefs and practices. Under Title VII of the Civil Rights Act, employers with 15 or more employees are generally required to provide reasonable accommodations for employees’ sincerely held religious beliefs and practices, unless doing so would impose an undue hardship. This may include providing unpaid time off. The Equal Employment Opportunity Commission’s Compliance Manual has a number of best practices for providing religious accommodations, such as encouraging and facilitating voluntary shift swaps and permitting flexible scheduling.

Myth: Employers must pay non-exempt employees for time off on company holidays.

Fact: Employers generally are not required to pay non-exempt employees when they do not work on a holiday, unless the employer has a policy or practice stating otherwise. However, most employers do offer paid holidays to full-time, non-exempt employees.

Myth: Employers can make deductions from exempt employees’ salaries when the company is closed on a holiday.

Fact: But for a few very limited exceptions, exempt employees must receive their full salary for any workweek in which they perform any work. This means that if the company is closed on a holiday and the employee works any part of the workweek, he or she must still receive their full salary, regardless of whether the employer offers paid holidays.

Myth: Non-exempt employees who work from home on a company recognized holiday without prior authorization are not entitled to pay.

Fact: Employers must pay employees for all hours worked, regardless of whether the time was authorized in advance. The employer, however, may consistently apply their disciplinary action policy to employees who work without prior authorization, but in no case may the employer withhold pay.

Myth: All non-exempt employees must receive “premium pay” when they work on a holiday.

Fact: Under federal law, private sector employers are not generally required to provide premium pay for work performed on holidays (other than the overtime premium required for work in excess of 40 hours in a workweek). While the majority of states do not require premium pay for work on a holiday either, there are exceptions for certain employers in states such as Massachusetts and Rhode Island. Be sure to check your state law to ensure compliance. Even if not required, some employers voluntarily provide premium pay for working on a holiday as an incentive to employees, typically either 1.5 times or 2 times an employee’s normal pay rate.

Myth: Paid holidays must be included when determining whether overtime is due.

Fact: Under the Fair Labor Standards Act (FLSA), non-exempt employees are entitled to overtime for “hours worked” in excess of 40 in a workweek. Paid time off, including time off for holidays, is not considered “hours worked” under the FLSA. For example, consider the situation where an employee works 30 hours during the workweek of Christmas, receives December 24 and December 25 off as paid holidays, and is paid for 46 hours. Under federal law, the employee would not be entitled to overtime pay because his or her actual hours worked is 30. Some employers, however, choose to voluntarily count paid holiday time off as hours worked.

Myth: If a company holiday falls on an employee’s regular day off, an employer must offer the employee another day off.

Fact: If a holiday falls on an employee’s day off, employers are not required to offer another day off, but some employers do so voluntarily. For instance, consider when an employee regularly has Wednesday off and your company offers Christmas (which falls on a Wednesday this year) as a paid holiday. You may choose to provide the employee with another paid day off (e.g., the day after Christmas) since the employee’s schedule would have had him or her off for Christmas anyway.

Myth: Employers cannot require non-exempt employees to work the day before and after a company holiday to be paid for the holiday.

Fact: Under federal law, employers are generally permitted to require non-exempt employees to work the day before and after a company holiday in order to receive pay for the holiday time off. Typically, employers do not apply this policy to employees who scheduled the time off in advance. Note: This practice may not be applied to exempt employees.

Conclusion:

Employers should ensure that their holiday policies and practices comply with federal and state law, are clearly communicated to employees in writing, and are applied consistently to all employees.

get a recruiter!

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im concierge and retained programs: it starts right – with your career opportunity will be exposed to the largest candidate database in the industry, including passive candidates interested in the right career move, not just a new job, utilizing state of the art media components, comprehensive campaigns and targeted media exposure. your career opportunity will be handled by our dedicated recruiters, providing you with customized, personal representation throughout the process. you will receive hand-selected candidates, fully-matched to your job scope. imatters adds even more –with comprehensive background checks, certification and employment verifications, as well as personal and professional reference checks. imatters tops this with custom training programs – to ensure a smooth transition for those new employees to keep their footing in new techniques at your practice and refresher courses to fill in the gaps of learning on the job. imatters services are offered for varied positions starting at 15% of the annual salary. need an optometrist? no worries! for a flat fee of $15,000, all you have to do is read the final candidates resumes and applications, then interview!

 

im partnering program – with our partnering program, we will work in conjunction with you in the process of hiring. it starts right with utilizing our network of passive and active candidates – detailing each prospective contact with highlights of your opportunity, and provide you with reviewed candidate resumes, bios on why we picked these candidates, and schedule interviews for you. our clients have found the im partnering program to be the most value oriented service – it affords the opportunity for your participation in the candidate process – referencing and background checks. our continuing education webinars are also an excellent addition to your integration of a new employee.

 
Call 866.412.4115 or email Charisse@imatters.net and get your career seen by thousands of eyecare professionals tomorrow!

advertise your career!

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im advertising – it starts right with imatters connecting you with our 110,000 and growing passive and active industry candidate network – giving your career opportunity dynamic media exposure. the imatters solution attracts skilled candidates quickly and efficiently! we review the resumes, provide details on your practice, and then send them for you to contact for interviews! no more sifting through tons of resumes that don’t fit your career opportunity. packages offered:

 

bronze package: $299 – includes a 30 day posting on imatters career board, custom email campaigns – $40 each

 

silver package: $575 – includes a 45 day post on imatters career board, additional 1,100 board postings including ECP associations, networks and a monster 14 day free post, 3 custom email campaigns to our imatters network.

 

gold package: $849- includes a 60 day post on imatters, 1,500 additional board postings, ECP associations, networks and a 30 day free monster ad, 5 custom email campaigns to our imatters network.

Call 866.412.4115 or email Charisse@imatters.net and get your career seen by thousands of eyecare professionals tomorrow!

8 Summer Hiring Mistakes—And How to Avoid Them

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During the summer months, employers’ hiring needs often increase, whether it is because of seasonal fluctuations in business, greater-than-expected demand for products and services, or the opportunity to provide job-related experience to student interns. But, too often fundamental hiring practices are overlooked in favor of bringing someone on board quickly. The following are 8 common summer hiring mistakes and how to avoid them.

  1. Cutting corners. When you need help quickly, it can be tempting to hire just about anyone. But, the ramifications of a bad hiring decision can affect your reputation, lower morale and productivity among other employees, and result in costly litigation. Prior to recruiting for an open position, employers should establish the job-related criteria they will use to make decisions and vet each candidate carefully, with attention given to employment applications, resumes, interviews, references, and background checks, where applicable.  While all of this may seem daunting, consider using an online hiring solution that posts your job ads to multiple job boards and social media sites and helps you to manage applicants with an applicant tracking system.
  2. Assuming interns aren’t entitled to pay. Unless very narrow tests are satisfied, employers generally must pay interns at least the minimum wage and overtime in accordance with the Fair Labor Standards Act (FLSA) and applicable state laws. The Department of Labor uses a six-part test to determine whether an intern must be paid; all six criteria must be fulfilled for the internship to be unpaid. The reality is, very few internships will meet the six criteria. It is always a best practice to evaluate each situation on a case-by-case basis and when in doubt, pay interns at least the minimum wage and overtime when due.
  3. Forgetting new hire requirements. Hiring a new employee triggers a number of notice, reporting, and documentation responsibilities. These obligations aren’t limited to full-time employees; they also apply to part-time, seasonal, and temporary workers. For example, all new hires must complete Form W-4, appropriate state tax forms and a Form I-9 (Employment Eligibility Verification). Employers must also report all new hires to the appropriate state agency and provide all new hires with a Notice of Coverage Options, as required by the Affordable Care Act. Many states have additional notices that employers must provide at the time of hire. Visit the State & Federal Resources section of HR411 for more information.
  4. Lacking an orientation process. Whether hiring for full-time, part-time, or temporary positions, employers should have an orientation process in place to help familiarize employees with their new job and the company. Employers should prepare existing employees for the arrival of the new hires by informing current employees of the assignments the new workers are hired to complete and the resources available to help them get up to speed as quickly as possible.
  5. Failing to provide adequate training. Regardless of whether the employee is part-time, full-time, or temporary, providing effective training is important. Part-time and temporary employees should generally receive the same training as other new hires in the areas of anti-harassment, nondiscrimination, safety, and other important workplace issues. Additionally, if employees will be working outside during the summer, employers should provide training for staying safe in the sun and heat (e.g., information on staying hydrated, taking regular breaks in the shade and seeking protection from ticks and mosquitoes).
  6. Misclassifying employees. Some employers mistakenly believe they can classify temporary workers as independent contractors simply because of their temporary status. The truth is, employers must satisfy specific federal and states tests, such as the IRS Common Law Test, in order to classify a worker as an independent contractor. These tests look at factors such as the nature of work and amount of control the employer has over the individual when determining employment status. A worker is presumed to be an employee unless these narrow tests are satisfied. Employers should carefully review and apply appropriate tests before classifying any individual as an independent contractor.
  7. Violating youth labor rules. Many employers hire minors during the summer months and accordingly, must understand and comply with federal and state rules on the employment of minors. Generally, the Fair Labor Standards Act (FLSA) and state laws have guidelines regarding the hours and the types of jobs minors may work during the summer as wells as throughout the year. For example, FLSA restrictions on hours worked are stricter for 14- and 15-year-old workers when school is in session. During the summer however, from June 1 through Labor Day, the FLSA extends the time 14- and 15-year olds can work from 7 p.m. to 9 p.m.  Additionally, 14- and 15-year-olds can work a maximum of 8 hours on a non-school day; and 40 hours during a non-school week.  State laws may have additional restrictions on the hours minors are allowed to work, and some states may also require employers to obtain a work permit before employing minors. Check your state law to ensure compliance.
  8. Failing to understand ACA implications. It is important for employers to understand that hiring new employees may change their Affordable Care Act (ACA) obligations. Under the ACA, large employers (defined as those with 50 or more full-time (or equivalent) employees) must offer healthcare coverage to their full-time employees (defined as those who work an average of 30 or more hours per week) or they may have to pay a fine. This is commonly known as the “employer mandate” or “shared responsibility.” The employee count from the previous year will be used to determine whether the employer mandate applies. The federal government has published rules that provide guidance on the employer mandate, including rules relating to seasonal employees.  Employers should make sure to review these rules to confirm that they are compliant with the ACA after filling their summer hiring needs.

Whether hiring a full-time employee or a seasonal worker, it’s important for employers to dedicate the time needed to find the best candidates for the job, follow all required new hire procedures, ensure proper pay practices, and comply with all federal and state laws that may impact the employer’s business after bringing new hires on board.