Working At Verisign

Working At Verisign At Verisign, they know the best employees think of their career as their lifes passion. In fact, Verisigns programs and benefits support their employees pursuit of their passions.Interested in creating a place for yourself at Verisign?If yes, then click here to see all of their available opportunities, and dont forget to press Follow to receive custom job matches, event invitations and more One of the biggest challenges in almost all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind... and the construction industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help t o reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent business strategy. pResearch presented in the Harvard geschftliches miteinander Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industry boom, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the tot al 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive neuerung and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive option for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.

How to Welcome and Onboard a New Employee

How to Welcome and Onboard a New EmployeeHow to Welcome and Onboard a New EmployeeWelcoming a new employee is more than making a company announcement and a babo assignment. Welcoming a new employee, to give the new employee the best possibility of integrating successfully in your company, requires a series of steps that start after your job offer is accepted. Integration and retention of your new employee start during the hiring process, and they also intensify when the new employee starts the new job. You have a lot at stake in how you welcome your new employee. ansicht recommendations will help you get it right. These welcoming steps for the new employee continue right into his or her employment. If you do these welcome and onboarding steps well, you will create a successful new employee. Heres how. New Employee Welcome Steps If you follow these recommended steps, your new employee is set up for success. Contact the new employee shortly after he or she signs and returns your jo b offer. The purpose of the note or phone call is to express your excitement that the new employee has joined your team.This call is best made by the hiring manager, the employee to whom the new employee will report. Set up the expectation that the new employee will hear from you regularly during the normal two-four weeks before the start day.Send benefits information and the employee handbook early so that the new employee may review them at his or her leiaya and arrive for the first day with questions.You may have other documents that are pertinent to your business to share as well. If these are online, provide the employee with a link and early access. These actions contribute to the trust you are establishing with the new employee. If your organization has an online wiki or another intranet, provide the new employee with early access. This is especially important if you have an online staff directory with photos of employees. Your new employee will feel as if he or she is gettin g to know coworkers early. Lacking an online photo album, consider setting up an employee bulletin board in each department with employee photos and other business and employee information. Or, do both.Send an official company welcome letter from Human Resources. This welcome letter for the new employee should contain a confirmation of such items as start date, start time, work dress code, where to go, the first days schedule, and other details that the new employee needs to know. Assign a new employee a mentor, a more experienced employee with no reporting relationship to the new employee. The mentor should call the new employee to get to know him or her before the start date.Prepare for the employees first day by having everything ready for his or her arrival. An earlier article stressesthe ten best ways to turn off a new employee. Many of them have to do with the organizations failure to prepare to welcome the new employee from day one.These items seem so simple. For example, don t ask an employee to start during a week when his or her new boss is out of town. Dont schedule a new employee without preparing their work area. Demonstrate respect for the new employee. Develop a checklist for new employee preparation that includes assigning a computer or laptop, installing software programs necessary, preparing a desk and cubicle or office, providing mail access and an email account, and so forth. Every office needs a list and an employee assigned to make the items happen before the new employee starts work at their new job.Decorate the new employees office area with welcome signs, flowers, and snacks. Let the quirkiness of your employees and work culture shine through in the items that you provide to welcome the new employee. Company swag is appreciated, too. A mug with the company logo and other items that welcome the new employee will make him, or her feel quickly at home. Make sure that the first days schedule is full of meeting people and onboarding activiti es. Schedule a good portion of the morning with the new employees boss and mentor.This is your last chance to make a positive impression on your new employee. Dont let the day go to waste and contain nothing but paperwork and HR meetings. The day is for bonding with the boss, the mentor, and coworkers not about filling in forms.Prepare an onboarding schedule in advance that is customized to the needs of the department and the new employee. Make sure that the onboarding schedule fills only part of each day so that the new employee can feel productive immediately in his or her new job.One company required that the employees manager put together a 120-day onboarding plan that provided something new for the employee to learn every day. The employees boss and mentor are responsible for creating, sharing, and monitoring the onboarding schedule. Make sure that the new employee meets with Human Resources staff on the first day so he or she can ask questions about benefits, policies, and com pensation.HR cooperates with the manager and mentor to tell the new employee what he or she needs to know and to introduce the culture and the organizations expectations of employees. This is also an opportunity to begin communicating the value of your comprehensive benefits package.Schedule lunch on the first day with the new employees coworkers and set up a schedule to make sure that he or she has a coworker with whom to eat each day of the first week. The new employees boss and mentor should also attend this lunch. The goal is that the new employee has the opportunity to meet many new coworkers from across the organization so they feel welcomed and part of their new workplace. The impressions the new employee forms during the first few days and the onboarding period will have an enormous impact on the new employees experience of your organization. It is well worth your time and attention to make the new employees welcome positive, affirming, and exciting.