Employment Verification Letter Sample and Templates

Employment Verification Letter Sample and TemplatesEmployment Verification Letter Sample and TemplatesDo you need to write or request an employment verification letter? Employees may need these letters for landlords or financial institutions if they are trying to rent or purchase a home. Theyre also sometimes necessary for insurance reasons or to confirm that an individual worked at a company during the dates given on a resume or job application. Read below for advice on requesting a letter, writing a letter, a sample employment verification letter, and templates to use to create a letter to provide proof of employment for current and past employees. How to Request an Employment Verification Letter If you are requesting an employment verification letter from a current or former employer, its important to ask for the letter in a professional way. First, check in with yur Human Resources (HR) department. The company may have a policy regarding the release of information, and you ma y need to give permission for your employment historyto be released to a third party. Often, your HR contact will compose the letter for you or provide you with a template to give to your manager. You can also ask your manager or supervisordirectly. Offer a template or sample letter as a guide. Be sure to provide them with all the information they need to write the letter, including who to address the letter to and exactly what details needto be included. What Is Included in an Employment Verification Letter? Do you have to write an employment verification letter for someone? Below are some tips on how to write an employment verification letter, and what to include. Follow business letter format.Useofficial business letter formatwhen writing your letter. Include your contact information at the top, the date, and the recipients contact information (if you have it). Be sure to include a salutation at the beginning and a handwritten signature at the end.Keep it concise.Employment v erification letters should notlage be lengthy. Do not add any information beyond what the employee asks for example, do not provide an evaluation of the employees work.Include all requested information.Most employment verification letters include the persons name, their department in the company (sometimes you need to include their specific job title), and the amount of time they have been employed. Check with your employee if any additional information needs to be shared. For example, some letters include the persons salary, how often they are paid (weekly, bi-weekly, etc.), and how many hours a week they work. However, do not include these extra details unless requested. Provide your contact information. At the end of the letter, offer to answer any additional questions. Provide a form of contact for the recipient, such as your phone number or email.Edit and proofread before you send.This letter is likely very important to your employee or former employee their housing, future e mployment, or insurance may depend on it. Take the time to make this letter as professional as possible. Read through the letter for any errors. How to Use Letter Examples It is a good idea to review letter examples before writing an employment verification letter. Along with helping with your layout, examples can help you see what kind of content you should include in your document (such as dates of employment). You should tailor a letter to fit the particular employee you are writing the letter for, and the information he or she asks you to include. While examples, templates, and guidelines are a great starting point in your letter, you should always be flexible. Employment Verification Letter Example (Text Version) Your NameYour TitleCompany NameAddressCity, State Zip CodeDateContact NameContact TitleCompany NameAddressCity, State Zip CodeDear Mr. Dolan,This letter is to verify that Seneca Williams has been employed at GMC Associates for the past three years in our Accounting Department. She began work on August 1, 20XX.If you require any additional information, please feel free to contact me at 555-111-1212.Sincerely,(Handwritten Signature)Shawna EastonDirector of AccountingGMC Associates ExpandEmployment Verification for Current Employee (Text Version) NameJob TitleCompany NameAddressCity, State Zip CodeDateName of Person Requesting VerificationJob TitleCompany NameAddressCity, State Zip CodeDear Mr./Ms. Last Name,This letter is to verify that(employee name) has beenemployed at (company name) since (start date).If you require any additional information regarding (employee name), please feel free to contact me at(your phone number).Sincerely,(Handwritten Signature)Your Name ExpandEmployment Verification for Past Employee (Text Version) NameJob TitleCompany NameAddressCity, State Zip CodeDateName of Person Requesting VerificationJob TitleCompany NameAddressCity, State Zip CodeDear Mr./Ms. Last Name,This letter is to verify that(employee name) wasemploye d at (company name) from(start dateday/month/year) to (end date day/month/year).If you require any additional information regarding (employee name), please feel free to contact me at(your phone number).Sincerely,(Handwritten Signature)Your Name Expand

Beginners Guide for Writers

Beginners Guide for WritersBeginners Guide for Writers

Financial Analyst Job Description

Financial Analyst Job DescriptionFinancial Analyst Job DescriptionFinancial Analyst Job DescriptionThis financial analyst-operations sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Financial Analyst Job ResponsibilitiesAnalyzes financial status by collecting, monitoring, and studying data recommending actions.Financial Analyst Job DutiesDetermines cost of operations by establishing standard costs collecting operational data.Identifies financial status by comparing and analyzing actual results with plans and forecasts.Guides cost analysis process by establishing and enforcing policies and procedures providing trends and forecasts explaining processes and techniques recommending actions.Improves financial status by analyzing results monitoring variances identifying trends recommending actions to management.Re conciles transactions by comparing and correcting data.Maintains database by entering, verifying, and backing up data.Recommends actions by analyzing and interpreting data and making comparative analyses studying proposed changes in methods and materials.Increases productivity by developing automated accounting applications coordinating information requirements.Protects operations by keeping financial information confidential.Maintains technical knowledge by attending educational workshops reviewing publications.Contributes to team effort by accomplishing related results as needed.Financial Analyst Skills and QualificationsCorporate Finance, Developing Standards, Quality Management, Problem Solving, Process Improvement, Cost Accounting, Statistical Analysis, Financial Planning and Strategy, Reporting Research Results, Requirements Analysis, Financial SkillsFind out more about recruiting trends inthefinance industry. Employers Post a job in minutes to reach candidates everywhere. Job Seekers Search Financial Analyst Operations Jobs and apply on now. Read more abouthow to hireCreating and Posting a Job in MonsterMaintain a Legal Hiring ProcessYour Hiring Goal Be the Dumbest One in the Room

Accounting Specialist Job Description

Accounting Specialist Job DescriptionAccounting Specialist Job DescriptionAccounting Specialist Job DescriptionThis accounting specialist sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Accounting Specialist Job ResponsibilitiesMaintains accounts by identifying, verifying, and recording transactions.Accounting Specialist Job DutiesDocuments employee actions by verifying and recording daily work reports.Maintains material and supply control by proofing and comparing documents.Maintains gasoline credit cards by issuing cards polling transactions recording purchases.Maintains individual credit union accounts by posting transactions informing payroll of changes.Maintains financial security by following internal accounting procedures.Maintains historical records by microfilming and filing documents.Updates job k nowledge by participating in educational opportunities.Accomplishes accounting and organization mission by completing related results as needed.Accounting Specialist Skills and QualificationsAttention to Detail, Analyzing Information , Reporting Skills, General Math Skills, Organization, PC Proficiency, Objectivity, Deadline-Oriented, Research Skills, Thoroughness, Time ManagementEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Accounting Specialist Jobs and apply on now. Learn more about recruitingVideo Todays Recruiting LandscapeHow to Hire Lifelong LearnersOptimize the Job Title in your Job Description

One of the Most Overlooked Systems for Intern Resume

One of the Most Overlooked Systems for Intern Resume It is crucial for a medical assistant intern to receive trained in the health care tasks of a healthcare setting since its crucial when he steps into the true job as a medical assistant. You may still do an internship by means of a J-1 visa. An excellent internship resume is tailored particularly for the job that you want. Landing a fantastic internship for a college student is an excellent means to get prepared for the challenges of life after the university. If you simply graduated, odds are your only relevant expertise in the business will have come from one or more internships. Crafting a strong graduate resume is not just important, its mandatory A comprehensive education section is the meat of a university student resume, so make koranvers that you dont brush over it. With College Pro, you will learn business skills youll be able to take together with you in any upcoming career. Oftentimes, available positions in lit tle businesses are overlooked as a result of deficiency of advertisement. As an intern, youll probably collaborate with different interns and business employees. If you previously live close to the businesss office, great The organization will depend on you to keep up the continued stream of operations and uninterrupted support. With our specialized therapy, you are going to be in a place to tap the complete potential of your professional network and make certain your profile on social networking channels matches the caliber of your resume. As soon as youve listed the right experience and abilities, that information has to be presented in a format thats appealing to employers. If you choose to use high school info, make certain its really robust and appropriate content. In some instances, bleeding onto another page is OK, especially for those who have a whole lot of really relevant experience. Although there are a number of ways to compose a cover letter, the next format has worked well for students previously. Which format you select will depend, in part, on the kind of work youve performed and whether you are likely to continue in the identical field. The duration of your CV ought to be ideally a single page or a maximum of two pages. Format just like with any schrift or legal resume or expert writing, you have to be sure it stays clear, easy, and simple to read. In both conditions, theres a superb chance your internships is going to be the experience that sets you apart from the crowd. By this time, you should have a fundamental CV ready and you would have emphasized the correct skills for the position. You are likely to find loads of ideas on what you could do in order to boost your CV. Wherever you opt to place your skills on your resume, be certain to tailor your list of skills to the specific job. Make sure to have the best one to advertise yourself for the position youre searching for. Finding the job in the modern market is extremely c ompetitive than you believe. When looking for employment, an elevator pitch may be one of your best tools. Not only to make sure you satisfy the qualifications of the job, yet to ensure its a schauplatz you could see yourself launching your career. You dont know which recruiter will be in a position to relate to your experience, and if they do, its a big advantage for you. For the reason, a medical assistant intern is anticipated to possess reasonable computer abilities. It is contingent on the job that youre applying for. As an intern, one particular day you may find yourself supporting the sales team and the following day performing customer services. Run your own company, get charge of your future, make an effect on your life. Most companies place a lot of thought on them, well also profit from the saved time. Begin by showing that fabulous company that youre indispensable.

Credit Checks and The Video Interview Know the Laws

Credit Checks and The Video Interview Know the LawsIn todays competitive marketplace, employers are looking for ways to find out more about the job seekers applying for an open position. One of the tools employers are using to connect with great candidates and find out more personal information is the video interview. Another tool, and one with some tricky legal restrictions, is the leistungspunkt check.Hiring managers are using leistungspunkt checks to see if potential employees are responsible when managing their own finances. A candidate with a bad leistungspunkt score can be a warning sign for employers, especially if this candidate is looking to land a job dealing directly with money.This might explain why a 2010 study by the Society of Human Resources Management found 47 percent of companies conduct credit checks on at least some of their candidates, and a further 13 percent of employers conducted these credit checks on all candidates across the board.However, the times have ch anged since 2010 and new laws must be considered before you crack open a credit report. Just because a candidate impressed you in the video interview, doesnt mean this job seeker has perfect credit. Since the recession in 2008, even some of the best and brightest have found themselves in economic hardships. This might explain why several states across the U.S. have cracked down on the wide-scale usage of credit checks.If the candidate impressed in the video interview and you want to see if their credit score will also impress, there are some things you should know. So before you get into hot water for your credit checks, make sure you know the laws when it comes to evaluating a job seekers credit score.Know your state lawsLegislation ruling on credit checks in hiring process have been turned into law in at least seven states. California is the newest state to pass legislation on using a credit score in employment background screening. It joins Hawaii, Washington, Oregon, Illinois, M aryland, and Connecticut which have similar laws in place. If your company isnt located in one of these states, dont think you can ignore the credit score conversation.Pending legislation is up in a variety of states including the District of Columbia, Michigan, Georgia, Minnesota, Nebraska, New Jersey, New York, Ohio, Pennsylvania, South Carolina, Vermont, and Floridaso its not an isolated issue for only seven states. You should keep an eye out for how these states rule on evaluating credit scores as part of the job application and hiring process.Whats the job?Like a candidate would tailor a resume or an employer would tailor questions in the video interview, the evaluation of credit scores should also depend upon the position. After all, a bad credit score can sometimes have zero impact on job performance. This is why new laws protecting job seekers ask employers considering credit scores to only use this measurement if the position calls for financial responsibility.If the candid ate is working in the financial sector or working closely with your companys money, then it makes sense to check out their credit scores. If not, perhaps there are better metrics you can use to find out if this is the right person for the job.Credit report notificationIf your position deals with financials and therefore a credit check makes sense, the new laws say you must notify the candidate that you plan to order a credit report. You must also make this notification in writing.If the credit report is negative and you decide not to move forward with the candidate because of these scores, you need to once more notify the candidate that the credit report was the reason they werent hired. In addition, you must provide the name of the consumer credit report agency that performed the credit check.A credit check can tell you important information about a candidate, especially if your top notch candidate is looking for a position in the financial sector. Sometimes, a video interview is o nly the tip of the iceberg, and you need to find out more about a smart candidate. This is why its important to make sure you stay compliant with all current laws and regulations.Do you perform credit checks? Why? Have the new laws affected you? Share in the comments

Steps to Customize Your Communication for Each Audience

Steps to Customize Your Communication for Each AudienceSteps to Customize Your Communication for Each AudienceIf you hope to communicate with people in a way that shares information, and especially, changes behavior and has a serious impact, you need to know your audience. Its a fundamental principle of great communication. Understanding the perspective of the people youre talking to helps you become a better presenter and Human Resources professional. Know your audience. Know what they care about. Know what they want to hear. And by knowing them, and focusing your message, you can show them that you are a resource. You engage your audience and have a greater impact. The problem? Knowing your audience takes time, and its always easier to do a brain dump of all of the things that you know or want to tell your audience about a topic. Thinking critically about what your audience wants or needs to hear is tougher. A lot of HR professionals get caught up in giving their audience an everyt hing they should know or do about an issue presentation. You know youve fallen into this trap when you find yourself putting bullet points on slides instead of thinking about what the audience really cares about,what your fruchtwein important points are, andhow to map them into a clear story that creates an engaging talk. The second trap many HR professionals fall into is repeating that same presentation day in and day out to different audiences. The problem is that different audiences care about and respond to different things- so if you want to be engaging, you need to customize your message every time you speak. It is how to ensure that you customize your message, cut through the noise, and keep your audience engaged with what youre telling them- no matter who or where they are. These five key reminders will ensure that your words achieve the impact they deserve- when you win your audiences full attention and engagement. Know What Your Audience Cares About Your audience wont care about what you say until youve demonstrated that you care about them. As you plan your presentation, ask what are the challenges and needs of yourexpected audience? What are the three to four main questions or issues on their minds about your topic? If you dont know, ask a few people who will attend your presentation, ask the manager of the department, or, if no information is available, make your best guess. Then start your presentation by reminding your audience of their identified concerns. Say, I know that several of you have been wondering about our benefits options, or I imagine that these three things are what you really want to get out of this workshop. When you talk first about your audience and their problems and needs that youll address in your talk, you demonstrate that you care about them. That makes people want to listen. Map Out Your Main Points for Your Audience Most HR presentations feel like an information dump, not a clear story with a platzdeckchen of ma in points.HR professionals usually know much more than other people want or need to know about any necessary topic. Authors Chip and Dan Heath, in their book Made to Stick called this the curse of knowledge. When was the last time you felt a presentation was too short or covered too little information? Probably rarely if ever. The people who stand out as presenters, the ones who are heard and have influence, start out by acknowledging the problem of the audiences that they are helping to solve. Then, as they prepare their presentation, they separate the must know from the nice to know. Take half of whatever preparation time you have to focus on the heart of your presentation and what your audience needs to know that will help them. The best way to break the curse of knowledge is to focus on whats most important to both you and the audience. Map your presentation out on a whiteboard or piece of paper, or use a set of sticky notes. What sequence of points is best? Is there an order to the points that will make more sense for your audience? How do your points relate to each other? Make them clear. If they dont, tell people, Heres a totally different, yet important, topic. Tell Stories and Use Examples Your Audience Will Find Relatable Besides trying to present too many things at once, all too often HR presentations sound abstract and unrelated to the daily life and work of the audience. What happens then is that people tune out, sit through the talk, assume its not about them, and take no action. This makes the presentation a waste of their time and yours. To relate to them, to help them take action, people need the ideas grounded in stories and examples. Human brains are wired to relate to stories and to remember them. So, cover fewer points- better- with many examples. And, whenever possible, make the examples from their department and their day-to-day experience at work. Tell stories about how to use the idea youre sharing. Whether its how to solve a compe nsation problem, how to give feedback, how to sign up for your vision plan, or how the new organization is different from the old one, tell stories. Make the bridge clear between your topic and their lives and interests. Show, Dont Just Tell Your Audience A picture is worth a thousand words in many instances. Videos are becoming the norm for effective communication.In this day of accessible video tools, presenters who use too much text often use excuses. They say, But I have to communicate very specific information. or, My audience will be better able to digest this complicated idea if I write it down. No, you dont, and no, they wont. Unless your goal is to bore, alienate, and underwhelm your audience, and have no influence in a worst case scenario, cut the text. Send it in a follow-up email, or share it in a Google doc. The visuals you use need to support the story, not become your script. Once you have your clear set of main points and a good flow supported by stories and exam ples, only then should you launch a presentation tool. Otherwise, you end up with your slides serving double duty as your speaker notes. In that case, you should have just emailed the presentation instead of wasting your audiences time. Customize and Improvise by Knowing Your Audience Once youve created a good presentation that visually supports your main message, you have the freedom to tailor it to each audience you serve. You can make your point and then ask out loud, So why should you care about this? and tailor your answer to the audience that is in front of you.What your marketing team members care about may be very different from your development staffs needs. In years of providing training and making presentations for leaders at dozens of organizations such as Apple, Oracle, SAP, and T-Mobile, the power of a simple set of messages has shone forth. When the messages were supported by simple images and delivered by a focused presenter who could make clear points and connec t them to the daily life of their audience, communication occurred. And, isnt that the point of making a presentation? Tobey Fitch is a Managing Partner at Fitch Associates. He has previously contributed to publications including Entrepreneur.

Why You May Not Want to Opt for a Part-Time Job

Why You May Not Want to Opt for a Part-Time JobWhy You May Not Want to Opt for a Part-Time JobIf youre an exhausted working mom, its easy to look at friends working part-time jobs and think theyve got it made. The world of part-time jobs, you think, would let you finally have enough time for your family, household management, and a career. But before you jump into a less-than-full-time position, think seriously about the negative side of part-time jobs before you get trapped. Not every negative listed below is true of every part-time job, but being aware of the downsides can help you avoid them. You Will Earn Less Per Hours Believe it or not, many employers give workers in part-time jobs disproportionately smaller pay and benefit packages. They figure the flexibility of being able to fill a part-time job outweighs the hit that you take as an employee. Many employers dont give all health, retirement and other benefits to part-time workers which will cost you. Moreover, you often s tep off the path to promotions when you reduce your hours and commitment, which also reduces your earning power. Ultimately, you feel the hit through a lower per-hour package of pay and benefits. You May Work More Hours Than Predicted Its difficult enough to squeeze a meaningful career into 40 hours a week- much less into 16, 24 or 32 hours. Your colleagues forget that youre not at work on Wednesday and call your mobile number for help. Or you take home a project, aiming to put in a single hour, but end up working all night. Before taking on a part-time position, be brutally honest with yourself and your supervisor about how many hours will truly be needed to get the job done right. Also, youll need to get proficient at setting boundaries. You Miss out on Career Opportunities Perhaps the most obvious negative of part-time jobs is losing out on high-profile projects, assignments or trips. Sometimes superiors take you out of the loop- which you can combat by seeking out these opportunities and making it clear youll leise do a first-rate job. But sometimes the most exciting professional challenges simply arent compatible with the schedule and lifestyle youve chosen. Console yourself with the thought that after your children are grown, you can return to the hard-hitting career you loved. And discuss with your supervisor a path to promotions and advancement that is compatible with the current metabolism of your work. Child Care May Not Fit Your Needs If your child is a baby, it may be hard to find a daycare center or provider willing to work part-time, when you have to go to your job. But if you have an older child, you may also face difficulty finding work that fits into your childs school schedule. Then there are the inevitable school closings and sick days to juggle. Bottom line the timing of child care can be difficult for part-time workers, leaving you either paying for more care than you use, or scrambling to fill in the gaps. You May Feel Left Out One of the biggest complaints of part-time working moms is that they feel like theydont fit in with the working moms and they dont fit in with the stay-at-home moms. Yes, you do have more free time, but that doesnt mean you can volunteer for every school project and chaperone every field trip. You still have job responsibilitiesand likely more childcare duties than the average working mom. On the other hand, you may catch resentful glances from full-time working mothers who assume that your life is easy and stress-free. Take the time to educate your friends and neighbors about your situation, and chip in when you are able. Dont allow yourself to be talked into more volunteer work than feels comfortable. Ultimately, when deciding whether to work part-time, you must weigh the pros as well as the cons. But dont get too enthusiastic without knowing what youre getting into Updated by Elizabeth McGrory

3 Questions to Help You Staff Open Jobs

3 Questions to Help You Staff Open Jobs3 Questions to Help You Staff Open JobsIts a tight hiring market, to be sure. However, if your company has persistent difficulty securing talent for open roles, a shortage of skilled candidates may not be the only reason.Ongoing hiring challenges are not only frustrating but also detrimental to your business. If you cant secure the talent you need to meet your strategic objectives, you may not be able to achieve growth targets. You are also at risk of overloading your core staff - a situation that could, in time, drive those workers to seek new opportunities elsewhere.The inability to find skilled candidates has become an all-too-familiar situation for many employers. However, it might not just be a supply-and-demand issue. To identify other factors that could be hindering your ability to secure the talent your business needs, consider the following three questions1. How is your company perceived by fhigkeit hires?What is your business doing to raise its visibility with in-demand candidates, other than placing job ads online? Unless your company is a household name like Google or Apple that attracts candidates based on name recognition alone, you need to take steps to build buzz around your firm. For instanceDo you use social media - including outlets widely used by millennials, like Snapchat and Instagram - to give potential hires insight into what its like to work at your firm?Are you sponsoring events, like hackathons or Meetups, geared toward the types of professionals you are trying to hire?Are you enlisting help from your current staff to generate interest in your business through their professional networks and the industry events they attend?Are you, or other members of your management team, helping to elevate the public profile of the company by blogging or speaking publicly about important topics and trends in your industry?These are just a few strategies for grabbing the attention of potential hires. They can also help you build a pipeline of talent, which can make it easier to staff open jobs in the future. Of course, it takes time and effort to build a reputation as an employer of choice. But in a highly competitive hiring market, you cant afford not to be engaged in your industry and actively promoting what is awesome about your company.HIRING? LET US HELP2. Is your companys location a factor?Exactly where a person is expected to work matters, even in a digital world that makes it easier to collaborate across countries and time zones. For instance, if your headquarters is near one of the top cities in the country to work, it could naturally lead more candidates to apply for a job with your firm. Conversely, if your business is located in the suburbs, long commutes could prevent professionals who are worried about maintaining work-life balance from considering your company.If you sense location may be an issue, consider offering flexible schedules or drumherum up remote work opportuni ties to help expand the candidate pool beyond your firms immediate vicinity. Providing other compelling perks, like wellness programs or on-site childcare services, can also help employees worry less about a long commute and allow them to achieve the level of work-life balance they seek.3. Is your hiring process too long?In a Robert Half survey, 39 percent of professionals said a lengthy hiring process would lead them to lose interest in a job and pursue other opportunities. About half of respondents (46 percent) said they were willing to wait just a week or two following an interview to find out about a hiring decision - after that, all bets are off and you may find that your top candidate has already been hired by another firm.One way to consolidate your hiring timeline is to be prepared to make a verbal offer to a promising candidate promptly after completing the interview process. Make clear to the candidate that the verbal offer is contingent on a satisfactory reference check and/or background check. Also, be prepared to negotiate salary and perks - and tischset a start date - right away.Dont hold out for a unicornFinally, I recommend that companies facing significant hiring challenges consider whether they have unrealistic expectations. I frequently caution employers about holding out for a candidate who simply may not exist. As these hiring managers wait for a unicorn - that perfect candidate with a one-in-a-million skill set - to materialize, they allow other talented people to slip away.Think about what qualifications a candidate absolutely must have to perform the job well. When evaluating applicants, focus on true job requirements versus nice-to-haves. And always be willing to consider promising professionals who may not meet all your criteria but could still meet your firms needs with just a small investment in training and some extra ramp-up time. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired.McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the companys operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelors degree in business administration with a concentration in accounting from St. Bonaventure University in New York.