The Top 10 Worst Recruiting Videos

The Top 10 Worst Recruiting VideosThe Top 10 Worst Recruiting VideosHeres a glorious Friday time-waster for you, a collaboration between myself and my colleague Derek Loosvelt over at In the Black. Were proud to present the 10 worst recruiting videos in the history of the human species10 Worst Recruiting Videos of All Time

11XX - Pilot Field - Commisioned Officer AFSCs

11XX - Pilot Field - Commisioned Officer AFSCs11XX - Pilot Field - Commisioned Officer AFSCsThe Pilot Utilization Field encompasses all functions performed by rated pilot officers to conduct or directly support flying operations, including combat, combat support, and training missions. Inherently included are supervisory and staff functions such as inspection, contingency planning, and policy formulation. Specific instruction on use of certain AFSCs Identify pilots with 11XX specialties appropriate to the type of missions and weapon system involved. Use the following prefixes to identify additional rated qualifications and experience, and unit manpower document positions that require these capabilities B - Squadron Operations/Maintenance Officer. C - Commander. F - Aircraft Systems Flight Evaluation. G - Automated Systems Program Designer. H - Military Consultant to the Surgeon General. K - Instructor for weapon system designated by AFSC. L - Life Support. M - Medical Service Special ist (Physiological Training Instructor). P - Pilot Required. Q - Standardization or Flight Examiner for Weapon system designated by AFSC. S - Safety. T - Formal Training Instructor. V - Automated Functional Applications Analyst. W - Weapons and Tactics Instructor. Y - Analytical Studies Officer. Identify pilots serving as instructor pilots in undergraduate pilot training and formal training units (FTU) with a T prefix. Do not award a T prefix to instructor pilots in operational units. Prefix K identifies these instructors and authorizations. In each fixed-wing major weapon system (MWS) specialty, use suffix R to identify pilots serving as Flight Screening Program instructors in the T-3 or T-4. Use suffix S to identify pilots serving as Undergraduate Pilot Training Phase II instructors (T- 34/T-37). Use suffix T to identify pilots serving as Undergraduate Pilot Training Phase III instructors (T-1, T-38, or T-44). For classification purposes, Europe-NATO Joint Jet Pilot Training (ENJ JPT) and Pilot Instructor Training (PIT) duty is included in the S and T suffixes. Pilots assigned to duty as Aerospace Physiology Instructors, after completion of formal training, may be identified by prefix M. The Chief, Flight Medicine, Air Force Medical Operations Agency, validates positions and awards the AFSC. Identify requirements for staff officers above wing level with a staff AFSC (11X4). Award individuals possessing a qualified AFSC (11X3) or a staff AFSC (11X4) upon assignment to a position so identified. Qualification level 3 designates a pilot qualified as an aircraft commander in the assigned specialty or credit. Level 2 identifies qualification as a copilot, if appropriate, for a specific system. Level 1 identifies rated pilots at the entry level for their specialty.?? Current aeronautical rating and qualification for aviation service according to AFI 11-402, Aviation and Parachutist Service, Aeronautical Ratings and Badges are mandatory for ?award and retention of p ilot AFSCs. See AFI 36-2101, Classifying Military Personnel (Officers and Airmen) for policy on retention or withdrawal of rated AFSCs for personnel disqualified from aviation service or placed in an inactive status. The following is a complete listing of AFSC for the Pilot Utilization Field.? 11AX - AIRLIFT PILOT11BX - BOMBER PILOT11EX - EXPERIMENTAL TEST PILOT11FX - FIGHTER PILOT11GX - GENERALIST PILOT11HX - HELICOPTER PILOT11KX - TRAINER PILOT11RX - RECONNAISSANCE/SURVEILLANCE/ELECTRONIC WARFARE PILOT11SX - SPECIAL OPERATIONS PILOT11TX - TANKER PILOT

Three types of stories every leader should master

Three types of stories every leader should masterThree types of stories every leader should masterThe fact that people are wired to react so strongly to stories should motivate business leaders to develop their storytelling skills. But what business situations call for a story?You might have guessed the answer - it depends. It depends on both the situation and what youd like to accomplish in the situation. The situation might be a staff meeting where youre introduced to the people on yur new team, for example. As their new boss, your objective might be to get them to like and respect you and to start dismantling the barriers of mistrust and uncertainty. Another situation might be that members of your team have lost enthusiasm for their work, and your objective is to restore their engagement and give them purpose, so they understand the why of what theyre spending most of their waking hours doing.Or maybe valuable members of your team feel unappreciated or dont get the leistungspunkt they deserve. In that situation, your objective may be to reinforce or highlight certain norms and behaviors with your stories and to draw positive attention to them.Below are three types of stories that every leader should master. My hope is that they inspire readers to dig deeper into this topic and to identify and cultivate potential stories that can help you accomplish important objectives.1. Stories we tell ourselvesWe constantly assemble bits and pieces of information of what we observe around us and automatically turn them into stories that tend to reinforce our long-developed beliefs. If those stories are positive ones - you admire a colleague and tend particularly to notice the admirable things she does, you pride yourself on your own punctuality and pat yourself on the back whenever you find yourself (again) to be the first person to show up at a meeting - these perspectives are often uplifting and empowering.The problem comes when we tell ourselves negative stories. Fo r instance, if I feel that the people around me are lazy and incompetent, the stories I create will be based on the morsels of data that confirm that belief. Or if I feel that I dont measure up to others expectations, the stories I create will reinforce this self-assessment, prominently featuring my mistakes, my failures, and others expressions of disappointment in me. And so a vicious loop is created where negative perceptions - including of the self - determine the stories we tell ourselves, which in turn play out in full color to reinforce these perceptions.Clearly, these arent productive narratives, nor do they serve the people and organizations we lead. And while Im aware that years of cognitive behavioral therapy may sometimes be the most effective solution to modify such beliefs-and-valuespowered narratives, Id like to suggest that we have the option to intervene any time we recognize (self-awareness) the unproductive nature of the stories we tell ourselves.Its clear that t he stories we tell ourselves have an impact not just on our own behavior, but also on our engagement with others and in turn on their perceptions of us as leaders, colleagues, and partners. By carefully examining our dominant narratives and making sure they contribute positive value to our and others lives, were one step closer to wielding real influence with the power of storytelling.2. Stories we tell others about ourselvesWhether you are a leader joining a new team, or a job candidate in the first round of interviews, or someone meeting a potential new client for the first time, the stories you tell about yourself often set the tone for how the relationship will unfold, if it does, that is. Which are the right stories in such scenarios? Its hard to go wrong with stories that illustrate your humility, good judgment, integrity, and expertise and experience. As for what to emphasize, putting yourself firmly into the shoes of your audience should provide clues. The needs and expectat ions of the people in your audience will, of course, vary, depending on the context of the meeting and their future goals as they involve you.For instance, if you are the new boss meeting the members of your team for the first time, you know theyll wonder about your leadership style and how youll treat them. Acknowledge this and share a personal story or two that shows you empathize - maybe from when you met your boss for the first time. Mention the lessons youve learned in managing others and make sure to highlight any mistakes from which youve grown. Share examples of how youve navigated new cultures in the past - organizational or regional - and what youre hoping to learn in this next stage with their help. This shows humility, humanizes you, and reduces the power distance that can hamper the open and honest dialogue that builds trust.If your audience - whether a group or an individual - is looking to engage you for your expertise, share stories that illustrate how youve del ivered results or solved similar problems for others. Mention the challenges you encountered along the way and how you met them successfully - even if it took a few attempts to get it right. This is also an elegant way to share your strengths without bragging about your accomplishments.When others want to get to know us, they arent just looking for the content on our LinkedIn profile. They want to know the real us to determine whether were trustworthy and whether associating with us will be of positive or negative value to them. Thats why recruiters and hiring managers no longer have qualms about digging into our social media proles and online musings to evaluate our reputation and our judgment.And judgment is key whenever we share personal information. Faulty judgment can result in some awkward moments if not lasting reputational harm.Faulty judgment in personal stories isnt always this glaring. But if you are unsure of how your stories might land, run them first by people you tru st. In the end, with personal stories, less is more and humility is better.3. Stories we tell our teams or organizationsThe type of storytelling that is intrinsic to successful leadership is the ability to tell compelling stories of the future, to articulate a vision, to both internal and external audiences. Leaders need to master another kind of story too - this kind is about organizational values.Whatever the management goal, there are storytelling strategies that can help further it. A former facebook inc director of engineering, Bobby Johnson, once saw the need for a cultural shift in the companys infrastructure team. Although many of his engineers were drawn to exciting new projects and innovations, Johnson knew that other Facebook engineers, the ones who worked behind the scenes to ensure that the existing systems ran faster and better than before, also did critical work. He wanted to highlight these unsung heroes, both to honor them and to get more engineers interested in th eir less glamorous but nonetheless essential work. To accomplish this, he would take every opportunity - in one-on-ones, in meetings, and in group e-mails - to share stories of important fixes that these day-to-day engineers made and to publicly praise them.Similarly, if you want people to speak up more in meetings and challenge each other, share a story of how a lone dissenting voice was able to change your mind about a decision youd made, and how this wouldnt have happened if the person hadnt felt comfortable in challenging you. Or if you want to increase collaboration among teams, share a story about two teams who decided to join forces and whose combined creativity and brainpower led to important breakthroughs for the organization. And if its courage and risk-taking you want to promote, highlight stories of risk-taking colleagues - and include their failures, to make the point that learning from mistakes is just another way forward.As you can see in the three types of stories above, the formula for telling a story is simple. Decide which values you want to promote and which behaviors you want to encourage, and then make those traits the themes of your stories, and include characters who demonstrate the desired traits. Do these stories have to be true? It helps if they are, and its even better if your audience knows the protagonists. However, hypothetical scenarios can pack just as big a punch, as weve learned from neuroscience research and our own experiences from the myriad of stories that surround us.Harrison Monarth is the CEO and Founder of Gurumaker and author of Executive Presence The Art of Commanding Respect Like a CEO. An Executive Coach, he teaches C-suite leaders, senior executives, high potential managers and other top professionals effective leadership and positive behavior change for professional and organizational success. For more information, please visit, www.gurumaker.com and connect with Monarth on Twitter, HarrisonMonarth and Linked In.

The Hidden Secret of Resume High School

The Hidden Secret of Resume High School The Resume High School Game The very first section of your resume should incorporate information on the way the employer can contact you. When mailing documents please include the ideal document id sheetyou do not will need to include things like the document id sheet. On the application or at your interview ensure you know what hours youre readily available. You produce an application. The Good, the Bad and Resume High School A resume summary statement is a brief paragraph crafted to assist you sell yourself to your possible employer. Locate the newest in professional publications, learn new tactics and strategies, and discover how you can link with other literacy professionals. In the procedure, youre pick up invaluable abilities and get an outstanding reference also. Any skilled teacher ought to be able to receive many, many references. So its important that you create the very best impression possible which means having to decide on the most suitable format of cv resume to best highlight your abilities. In its core, a resume is quite straightforward, it is a one-page document showcasing you. Check to make certain youre providing all of the info required and clearly define your skill sets with respect to application requirements. There are various kinds of resumes with corresponding purposes. The Hidden Treasure of Resume High School You might also mention any plans for education later on. fruchtwein commonly misunderstood, if you receive a chance to and production. You could also have volunteer experience. With the chronological format, you should list off your work experience. The Death of Resume High School Applicants should clearly explain the reason why they want to know more about the position and the specific firm. Resumes give potential employers a means to learn about applicants quickly and readily, and theyre your very first step toward new job opportunities. Similar to any other aspiri ng applicants, a thorough and well-done resumes will be able to help you land work, especially whenever youre a high school student with zero work experience. You will have to take note of how theyre listed in your state. With the economy the way its, we are all aware that even applying for jobs isnt simple. As technology has developed, a higher degree of education is required to not just get work, but in many cases to maintain it also. Heres What I Know About Resume High School All you will need is to look at the things you have done previously in school and highlight your abilities. Just make certain it is altogether clean of whatever you wouldnt need a prospective employer to see. Even in case youve never needed a resume in earlier times theres a very good probability that you will need one soon. However tempting it may be to stretch the truth, lying on your resume is always a poor idea. The Basics of Resume High School That You Will be Able to Benefit From Beginning Imme diately A normal college application doesnt always offer a student room to highlight all her or his accomplishments and experience. Its not uncommon to come across high school students searching for a job that in between semesters or even during their studies particularly when theyre somewhat tight on funds. Next, you will discover how to create a college resume prepared for the big leagues Follow our suggestions and you will shortly compose an outstanding resume to make an application for college or scholarship. The Pain of Resume High School Keep reading to learn our top 3 strategies for writing a winning high school resume. Remember that the chief secret of succeeding is to stick to the provided instructions. With some research its possible to learn to appropriately utilize them. Communication is vital for businesses because mistakes can be very expensive. Be certain that the skills are related to the job which you desire. Since you might not have a great deal of work experience now, maybe it does not look good for the employer. When writing a resume with just a high school level education, its important to concentrate on all work experience. Even in the event youve never held an official job, its still true that you have life experience thats applicable to the work search. It is simpler than you might think to compose a superb administrative resume that could allow you to find the job of your dreams. Top Choices of Resume High School Employers try to find staff that have a history of creating positive contributions. Since you likely dont have a good deal of Work Experience, you can include your Achievements as a distinct section. Resume extracurricular activities ought to be carefully selected. Activities and achievements can cause scholarships.

What is a Federal Career Ladder Position

What is a Federal Career Ladder PositionWhat is a Federal Career Ladder PositionWhat is a Federal Career Ladder Position?Upward Career MobilityA Career Ladder position is a federal job that allows you to MOVE UP THE LADDER. For example, you may be hired as a GS-5, but if the position has vorrcken potential to GS-11, then you could move up from GS-5 to GS-11 in as little as THREE YEARSWe found one interesting job opening with this kind of promotion potential Quality Assurance Specialist, Defense Contract Management Agency, Central Regional HC Center, Rockford, IL. This fabulous Career Ladder job starts as a GS-5 or 7, at $31 to $50K per year. You are eligible to receive your grade level promotions after you have been at a GS level for one year, so you could potentially work a year as a GS-5, then a year as a GS-7, and a year as a GS-9 to reach GS-11 after working for three years (or two years if hired as a GS-7).Announcement DetailsThis position is an Internship in the DCMA Keystone P rogram. DCMA uses the Expedited Hiring Authority to recruit and attract exceptional individuals into the Federal Workforce. During the Keystone Program, participants will receive specialized formal classroom training, computer-based training, and on-the-job (OJT) training. If you have the qualifications needed to apply for this position, get your federal resume ready, because this great job closes on Nov. 24th, 2014. In order to get Best Qualified, make sure you have the QUALIFICATIONS clearly identified in and the KEYWORDS added to your federal resume.KeywordsHere are the top 10 keywords and phrases for your federal resumeSurveillance of contractors manufacturingQuality managementQuality control, quality inspectionContracting and purchasingSupply and storageTest and evaluationResearch and engineering maintenanceValidate manufacturing processesTechnical surveillance of contractor facilitiesConduct the performance of pre-award and post-award contract reviewAbility to communicate oral lyQualifications RequiredYou can qualify for this position with a four year degree or 3 years of general experience and one year experience equality to the GS 4 level (which would be approximately $25K. The General Experience is as followsExperience in quality control quality inspection contracting and purchasing supply and storage industrial or production planning research and engineering maintenance or test and evaluation that provided (1) experience with quality assurance or related work, (2) experience with product or process , (3) experience interpreting and applying contract requirements and engineering specifications, or (4) experience with others in person-to-person work relationships.Benefits (AMAZING)The Department of Defense offers excellent benefits programs some of which may includeComprehensive health and life insuranceCompetitive salariesGenerous retirement programsPaid holidays, sick leave, and vacation timeFlexible work environment and alternate work schedulesPaid e mployment related training and educationPossible student loan repaymentPayment of licenses, certification, and academic degrees as applicableBonuses, incentives, and awards as appropriate for the jobRead the full USAJOBS announcement here https//www.usajobs.gov/GetJob/ViewDetails/386475000

What Everybody Is Saying About Deans List Resume Is Wrong and Why

What Everybody Is Saying About Deans List Resume Is Wrong and Why Understanding how to utilize WordPress is essential to almost any tech job. You will get daily lessons that teach you all of the basics you want to know to begin studying for your fantasy tech job If youre looking for work, then youll need references. If youre interested in receiving work in tech but not certain where to start, a fantastic strategy is to check at job listingsmountains and mountains of job listings. Explain why you would like the job without sounding whiny. Or you may use a Job Title that is more general and not as specific. Hard skills are quantifiable and frequently learned from school or at work. They can be categorized in different ways, depending on your job title. As a way to not be taken lightly, you must tailor your FB page all around your work versus your private life. When you have decided on who you wish to put in your reference list you have to get their permission. According to her, its also the reason putting your information just in the header or footer isnt a good idea. As part of making your account, youll have to complete some personal info and opt for a file to upload your resume. Ok, I Think I Understand Deans List Resume, Now Tell Me About Deans List Resume If you document what you were making, you might be selling yourself short, and should you say how much you want to make, you might be killing any possibility of an interview. Its possible for you to frame your deficiency of experience within the target statement in a manner that wont diminish your chances. Maybe youve employed your listening skills to fully grasp how you are able to employ your expertise and experience to enhance the einzelschritt of others on your team still attempting to learn the ropes. Bear in mind that critical thinking a part of good analytical skills. Obviously, you need to be strategic about it. In the majority of instances, your soft skills can boost your hard skills. All they need to do is search certain abilities or keywords together with a location. More technical or computer-centric hard skills are occasionally also called technical skills. Teams tackle projects with each other, along with on their own. 3 First, you must pick the best skills for your resume. Listing your skills provides a chance to showcase your abilities and experiences to prime employers for the remainder of your resume. Ruthless Deans List Resume Strategies Exploited For instance, you may have headlined 10 events before couple of years. The variety of references you list depends upon your career level. Dont send in a string of disjointed emails over the duration of a day or two that each contain different details. For instance, if youre going into the work market for the very first time, you might only must list three references. Finding Deans List Resume on the Web Employers wish to truly feel confident they are your very first option, so have them kno w youre all set to leave freelancing behind and join the corporate world once more. They want to see accomplishments and achievements, as well as your job duties. They want to know that you are reachable at any time, not just when youre at home. They will value your ability to find and leverage efficiencies as a top professional skill. Immediately below your contact information you need to tell the hiring manager what kind of location youre looking for. If youre fighting to think of any, you can attempt employing the job descriptions of ads inside your industry, together with looking at LinkedIn profiles of folks working in similar roles. When you know which in-demand skills you presently have, you can find out what to learn next to get ready for the work industry. Access to several useful job-related resources are provided within the work category. Getting the Best Deans List Resume Objectives listed on a resume ought to be crafted to fit the kind of job the applicant desir es and the way the applicant want to utilize his abilities. Applicants should also know about the spellings utilized in the nation in which hes applying for employment. For the role of determining eligibility to take part in varsity sports, all students eligible to register are deemed to be in good standing. Students who receive a Merit achievement is going to be notified via email and after that have the opportunity to claim their Merit pages.

How to Enhance Your Hiring Process During the Holidays

How to Enhance Your Hiring Process During the HolidaysThe leaves are changing. Temperatures are dropping. Pumpkin spice everything is filling pantries. The holidays are here. Its time to spread joy, give thanksand rethink the hiring process. Lets face it, the end of the year presents several hiring challenges, like talent shortage. Inevitably, potential rockstar candidates are going to be reluctant to apply or hiring mistakes are going to be made.Top quality talent is afraid to take a leap into a new job. Often, this is due to the unlikelihood they can take time off to spend with family. And recruiters are faced with what appears to be shining stars who are actually just looking for temporary or part-time work to ride through holiday spending.This slows hiring for permanent positions. It also causes hiring professionals to spend more time and money attracting, hiring, and onboarding employees who arent in it for the long-haul.Fortunately, there are several ways you can still attract and hire talent who actually wants to commit to you during the holidaysAsk about long-term goalsThe end of the year is a time when many professionals take a look back on their year, then set new goals for the upcoming year. If your company doesnt fit into your candidates future plans, you might be wasting your time.Valerie Streif, the senior advisor at Mentat, a professional networking technology company located in San Francisco, said develop interview questions around the candidates New Years resolutionsAsking about their long-term goals will give a lot of insight on whether or not they would be a good choice, she said. Its really important to give people a chance around the holidays even though it is difficult with all the other things going on for a company, it can be the moment to make some great hiring decisions.Dont waste time on pursuing bad talent who is a bad culturalfit. Ask how their goals align with yours.Click To TweetEncourage them to share what their professional goa ls are for 2018 and even beyond that. If they express interest that aligns with the role youre offering, thats a good sign theyre committed. Define success upfrontYou might be attracting candidates just looking for some extra bucks during the holidays who will then try to jump ship in the new year. While you cant fully vet out all of these candidates, you can focus on attracting the right talent who wants to commit and grow with your companyTo ensure this, offer a clear definition of success for the prospective role. Define performance goals in the job description so they know early on in the hiring process that youre looking for a long-term commitment. Share performance goals in the job posting to motivate talent who actually want to learn and grow with you.Click To TweetShare how you measure success in the role, and demonstrate how accomplishing those goals can lead to higher earning potential. For example, if you have a career path designed for the role, promote that path up fron t. Indicate timeframes, like three, six, and nine months, when you evaluate the new hires goal progress and show how it impacts earnings.This attracts talent who are truly excited to learn, take on new responsibilities, and achieve ongoing performance goals.Showcase your awesome cultureFinding long-term candidates comes down to culture, said Brad Owens, the host of the Small Business Hiring Podcast and the hiring and retention expert at HR Coaching, a business consultancy located in Brunswick, Ohio, helped a client place a particularly talented seasonal hire. The client realized the new employee was doing a great job managing a department of their retail company. Leadership wanted him to stay on after the holidays. Fortunately, the hire knew right away that he could truly grow in this environment and he has stayed for more than four years.Why? The culture was clear from the start. They showed him they could develop him in a way that matched his career goals.When you demonstrate a cu lture of growth and development, youll attract the best talent. BradOwensClick To TweetDo you have a corporate culture of developing talent? Do you offer your employees challenges, growth opportunities, autonomy, flexibility, impact? challenges Owens. If youre offering those types of opportunities, youll start attracting career-minded candidates.If you attract candidates who dont know much about what your company values or what your mission is, its time to take a look at your employer branding. How are you promoting your culture? This is vital to your hiring process.You want to weed out talent who doesnt fit long before you engage with them. Empower your candidates during the hiring process by developing a branding strategy that clearly communicates what you value the most in your employees.Host holiday events onlineAttracting talent is one of the biggest challenges to your hiring process at the end of the year. Those who were actively looking become more passive in the final months .This is where you can kick your employer branding strategy into high gear. Considering hosting themed events on your social media channels every month leading up the end of the year.Attract top talent by hosting fun holiday events through social media. HR tips.Click To TweetIn November, for example, host a Thanksgiving-themed chat on Twitter. Your employees can share what theyre grateful for with candidates who participate. For December, host a live Facebook video for a Secret Santa giveaway. Participants who view and engage can win rewards, like company apparel and free giftstoff cards.Consider throwing a holiday-themed open house party as well. Employees can invite referred candidates to tour the workplace and give them a sense of the employee experience. You can also tie this referral initiative to end-of-year bonuses. Your hiring process thrives when you fill your talent pool with excited candidates. Give yourself an early holiday gift by hosting these fun events. How are you i mproving your hiring process and finding retainable talent during the holidays? Let us know

Cities with the Most Stressed Workers During the Holidays

Cities with the Most Stressed Workers During the Holidays Cities with the Most Stressed Workers During the Holidays */Read the infographic text.CITIES WITH THE MOST STRESSED WORKERS DURING THE HOLIDAYSRank* City1 Pittsburgh, PA2 Philadelphia, PA3 (tie) Cleveland, OH3 (tie) Salt Lake City, UT5 Los Angeles, CA6 (tie) Chicago, IL6 (tie) Minneapolis, MN8 Boston, MA9 (tie) Dallas, TX9 (tie) Houston, TX11 Indianapolis, IN12 (tie) Denver, CO12 (tie) Raleigh, NC12 (tie) St. Louis, MO15 Phoenix, AZ16 Austin, TX17 (tie) Cincinnati, OH17 (tie) Des Moines, IA17 (tie) Washington, D.C.20 Detroit, MI21 Seattle, WA22 New York, NY23 Charlotte, NC24 Miami, FL25 Atlanta, GA26 San Diego, CA27 San Francisco, CASource Accountemps survey of more than 2,700 workers in the United States*Cities ranked from fruchtwein to least stressed. 2017 Accountemps. A Robert Half Company. An Equal Opportunity Employer M/F/Disability/Veterans.

Landlord Consent to Sublease FAQ - United States

Landlord Consent to Sublease FAQ - United StatesLandlord Consent to Sublease FAQ - United StatesDefinitionsWhat is the difference between an assignment and a sublease?A sublease transfers only some of the Tenants rights to a third party by leasing the property to the third party for a portion of the Tenants original lease term, or it only transfers a portion of the space rented in the Original Lease. A lease assignment transfers all of the rights that a Tenant had under the Original Lease to a third party for the remainder of the lease term. In other words, a lease assignment transfers all of the Tenants rights to the third party, while a sublease transfers only a portion of the Tenants rights to the third party.Who is the Landlord?The Landlord is the person who has title to the property which has been leased to the Tenant by the Original Lease between the Landlord and the Tenant.What is the Original Lease?This is the lease that the Tenant and Landlord originally entered into, from w hich the Subtenants leasehold interest will be created.Who is the Subtenant?The Subtenant is the person who is entering into a lease for some or all of the Landlords property that has been leased to the Sublandlord.Who is the Tenant?The Tenant (or sublandlord) is the person who has leased the property from the Landlord, and who now wishes to sublease the property to the Subtenant.Consent to Sublease DetailsCan I sublease the property without the Landlords consent?Unless the Landlord expressly consented to subleasing in the terms of the Original Lease, the Tenant cannot sublease the Landlords property without the Landlords consent. Most leases require that the Tenant obtain the Landlords prior written consent.Can the Tenant sublease a portion of the property rather than the entire property?Yes, the Tenant can sublease a part or all of the leased premises to the Subtenant.What additional purposes can the Subtenant make of the property?The Tenant can only authorize the Subtenant to us e the property for purposes that have been approved by the Landlord. Before allowing the Subtenant to use the property for additional purposes that are not stated in the Original Lease, the Tenant must obtain the consent of the Landlord.Who should the rent be paid to?The Tenant can choose whether to receive the rent from the Subtenant and pass it on to the Landlord, or the Tenant can elect to have the Subtenant pay rent directly to the Landlord.I do not know when the Consent will be signed. Can I fill in the date later?Yes, by selecting Unsure as the date the consent will be signed, a blank line will be inserted into the contract so that you can add the correct date after printing the document.Who should sign the consent gestalt?The Landlord must sign the consent, but it is advised that the Tenant (Sublandlord) and Subtenant should also provide an acknowledgment.

After 20 Years, Salesman Relocates to His Hometown

After 20 Years, Salesman Relocates to His HometownAfter 20 Years, Salesman Relocates to His HometownAfter eight corporate moves, H.C. Alexander wanted to return to New Orleans. A fortuitous phone call paved his way.H.C. Alexander had made eight corporate moves during his career as a schlussverkauf manager, traveling across Georgia and Louisiana, north to Chicago, and west to Dallas. After nearly 30 years, the SalesLadder member welches living in Houston working for an information management company and thinking he had one last move in him - if it was the right move.At the age of 59, he said, there was only one place he wanted to go.I really wanted to relocate back home to Louisiana, he said. While he had worked in his hometown of New Orleans for short stretches before and had stints managing territory that included his home state, it had been 20 years since he lived in the New Orleans area. This time, he was looking to put down roots. belastung spring, a shakeup at his former employ er, Recall, convinced him it was time to think about making the move.My former employer was going through a lot of organizational changes, Alexander said. There had been two major reorganizations between January and the spring. Neither one touched my position one stopped one level below me. The other stopped one level above me. But I didnt know what to expect next. It wasnt a good working environment.Between my desire to get back to Louisiana and the uncertainty at work, I decided to start looking, he said. I always had a desire to come back to Louisiana for the right opportunity.A passive searchAlexander, born and raised in New Orleans, began his sales career in that city. Its home, its comfortable, and I have a lot of business contacts there. I have a lot of family there. Ive always had some sort of connection to it.Doing a job search with a specific location in mind can create roadblocks. But Alexander had searched for jobs with a specific location in mind before - Atlanta jobs had been a destination earlier in his career - so he wasnt too concerned about how long his job search might take.I wasnt desperate to find a new job, he said. I was only going to take a position if the perfect opportunity presented itself. So I wasnt doing my usual active search, which would have included doing my own prospecting and calls and sending out letters. I wasnt networking and doing all the things youd normally do.In fact, posting his resume on Ladders was part of his passive strategy. I had used Ladders in a previous search, he said. I was familiar with what it could do I thought if I put my resume on the site, I had a good chance of hearing from recruiters.And he was right.He posted his resume on Ladders in late spring of 2009 and checked the listings a couple of times a week to see if there were any jobs of interest. Nothing was popping up in the New Orleans area. But six weeks into his search, he received an e-mail from a recruiter.The contact was from an outside rec ruiting firm that was hired by an information-services company the recruiter was asking for referrals from Alexander. He said he was looking to hire people with my skills and experience for open positions in Philadelphia, Chicago and Atlanta. I had worked in Chicago and Atlanta, and he was hoping I might have contacts. While the recruiter didnt ask him whether he was interested in the positions - I think because I was in Houston, he didnt think Id be interested in relocating - Alexander didnt hesitate to ask him if there were any open positions in Louisiana. He responded almost immediately with New Orleans, said Alexander. Thats how we got together.From there, the process went fairly quickly, first with a phone screen with a recruiter then an internal phone interview and finally, a series of interviews with VPs. The more I interviewed, the more interested I became in the job, he said. My new company is actually a competitor of my former company, so I had the experience in the ind ustry I knew the market pretty well. And Im very familiar with the territory.Bringing it all back homeHe was offered the position of district sales manager for Louisiana and Mississippi in mid-September and started his new job in early October. His new company, Shred-it, provides companies support with confidential records and information management.Alexander credits his low-key approach to his job search to knowing not just what I really wanted but what I didnt want, he said. My goals and ambitions are different than they were 20 years ago Blind ambition isnt what its about anymore.Knowing where he wanted to be, he said, made it easy for him to make the decision to look for another job, and easier to make one more move. Even in this job market, where so many things are still uncertain, he felt it was a good time to move ahead with his search. If you know what you want, its easy to make a choice, to decide whether you need to make a change, he said.And, knowing what he knows about h imself, he is hoping this is his last move. I hope to stay in New Orleans, retire there, he said. How does that old country popsong go? This is my first date for the last time. I hope this is my first day on the new job for the last time.