ATTN: Techies and Marketing Professionals ~ Web ‘Search/Ads’ Judge?

Have Your Say in Improving the Internet – Become an ‘Evaluator’

Legitimate work-at-home opportunities exist for Advanced, Tech-Savvy Internet users globally. This growing field has high standards and an ever-increasing demand for talent. Some firms will offer ‘free training’ providing you meet their preliminary assessments.

Search Engine Evaluation is a rewarding way to earn money from home, however, it is difficult to get a foothold in this particular niche. Projects usually involve examining and analyzing advertising content, images and text, and preparing a written feedback report on the specific aspect of the ads.

What You Should Know Before Moving Forward

Search engine companies periodically need humans to check their search results. The job of search evaluators is typically a work-at-home role that goes by many names — search evaluator, internet assessor, ads quality rater, social media assessor, or internet judge, to name a few. (Keep this in mind when you are running your searches to find work).

Search Engine Evaluators give feedback to ensure that internet search results are comprehensive, accurate and timely, are spam-free, and relevant to the searcher’s intent. In essence, they are the human check on the complicated, ever-changing algorithms on which all search engines run.

To do this job effectively, the search engine evaluator must be familiar with the language and culture of the local search engine user.

Top Targets for Search Engine Evaluator Jobs

Leapforce

Leapforce specializes in hiring work-at-home Search Engine Evaluators, search quality judges, and map quality analysts, many of whom perform work for Google. They hire year-round for multiple languages such as Chinese, English, Hindi, Arabic, Russian, German, French, etc. If you are interested and believe you are qualified, I would strongly suggest you try Leapforce first.

Applicants must have excellent web research skills and analytical abilities, a university degree or equivalent experience, and have a broad range of interests with specific areas of expertise a plus. Candidates must study supplied materials and pass a three-part qualification exam.

Appen Butler Hill

The freelance search evaluators at Appen must be native speakers of the language in which they are working, be knowledgeable about the internet, and be familiar with a wide variety of online news sources.

Many positions require fluency in one of the more than 120 languages and dialects Appen offers its clients. Appen also hires independent contractors for a number of other projects like language validators, transcriptionists, etc. Applicants review qualification material and take a series of exams over a one to three-week period.

Lionbridge

Lionbridge is a global localization company that has internet assessor jobs as well as several other similar roles in its crowdsourcing division. The company uses thousands of work-at-home independent contractors for specific work. These positions include, but are certainly not limited to:

  • Internet assessors who evaluate results of a web search;
  • Internet judges, which are similar to internet assessors;
  • Online maps specialist who evaluate and enhance online mapping software; and
  • Social media search consultants who express opinions on the quality of content.

Openings are listed at the links above, and applicants are asked to take an online assessment to demonstrate their ability to perform the related functions.

iSoftstone

iSoftstone hire talented people around the globe who have skills in languages and technology to provide deep market insight for their services; from hardware testing to data entry, and localization to translation.

If you get on board with iSoftstone you will also be able to work with another firm in a similar role to multiply your income.

To perform this type of work properly, you cannot afford any kind of distractions, or you will not be working for very long. You can make a good part-time income if you are well-skilled and lots of work is available to you.

Please note that some companies ONLY want those that have a Smartphone (Android) to work from, and will require roughly 25 hours of your time per week. It is also important to stress here that some of these companies will not permit you to work ‘in the same type role’ with another company while under contract with them.

With the exception of iSoftstone, all of the companies listed above serve the same client base, and therefore cannot permit you to work in a similar role, as it would stimulate conflicts of interests.

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Canada: Candidate Background Check Guidelines by Province

As we know, background screenings of job candidates are standard operating procedures (‘SOP’) of any employer’s recruitment process, helping to identify the best-qualified candidates, while managing potential risks related to a poor hiring decision.

There are many background checks that are commonly permissible in Canada, and the type of checks an employer may consider running depend on the nature of the position for which the candidate is being considered. The most widely used are those that relate to the academic, employment, criminal, and credit history of candidates.

Employers are of course eager to learn as much about a candidate as is possible, however, they must tread most cautiously. An improperly conducted background check – or a properly conducted one where data obtained is improperly used or even disclosed – will expose an employer to liability. This liability may cost an employer an inordinate amount in terms of both cost and professional reputation for such carelessness.

It is therefore crucial, that any background check is conducted in accordance with applicable provincial laws. Federally regulated employers must guarantee compliance with federal law. Both privacy and human rights legislation, in relevance to provincial law, exists at the federal level as well.

Human rights legislation exists in each of the Canadian jurisdictions we are addressing, and to the extent that an employer obtaining information related to ‘protected grounds’, cannot consider this information to be a factor in the ultimate hiring decision.

What must be kept in mind here is that privacy statutes and obligations differ among Canadian provinces when it involves personal employee information. Both impose important and necessary limitations on background checking with respect to what checks are conducted, and how the information collected may be legally used.

Fortunately for us, Blake Cassels and Mondaq have kindly provided this handy interactive map revealing the notable features in each province regarding privacy and human rights as they relate to this article.

For your convenience, I have provided the notable features information for ‘British Columbia’ as follows:

An employer may, without a candidate’s consent, collect personal information, IF the collection is for the “purposes of establishing an employment relationship.” However, before doing so, the employer must notify the candidate. Human rights legislation prohibits an employer from refusing to hire a candidate on the grounds that he or she was convicted of a criminal or summary conviction offence if that offence is “unrelated” to the employment.

 

Supporting Article Research Sources: Mondaq, Blake, Cassels & Graydon LLP

Remember to ‘Market Your Soft Skills’ in Your Job Search (Part 2 of 2)

In this last section of ‘Remember to ‘Market your Soft Skills,’ I am going to assume that you have taken some time to consider your soft skills seriously, and what you have to offer your current or next employer, in concert with your professional credentials.

As I mentioned previously, more import is placed on a candidate’s soft skills of late, and this is true for both potential employers directly and Staffing Agencies. In some cases, a candidate with less experience will get the position based on his or her personality, presentation, and effective communications demonstrated during the interview(s).

The downside of this situation is of course remuneration, as it would be adjusted due to the difference in the educational and professional requirements specified for the role. However, the fact is that when a job candidate does land a role, he or she will learn how to be effective, moving forward when the opportune time arrives or is proactively sought out.

I have certainly witnessed the hiring of staff based on personality, where others have had more experience to offer, and I am confident that my readers can also relate to this scenario.

Now, let’s get to the core of this article, and review potential ‘transferable skills’, which could look like:

  • Good time & project management skills;
  • Ability to influence others;
  • Team player attitude;
  • Excellent listening skills;
  • Easily builds strong relationships; and
  • Strong organizational skills.

For example, let’s say a Home Depot salesperson desperately wants to get into the hospitality industry but has no prior experience to offer. The skills of a successful salesperson would of course easily transfer over to the hospitality industry for obvious reasons, and therefore, I say go for it!

I realize this is a very basic and elementary example, but I am sure you get my point. I believe that it comes down to ‘how you present’ in an interview, as I have stated in my previous articles. Your ’unique personal skills and attributes’ may look like:

  • Goes above and beyond;
  • Has a positive attitude;
  • Strong work ethic;
  • Quick study; and
  • Creative & Self-directed.

Of course, we all have something different to bring to the table, as it were. How we communicate our given skills is what matters, and what makes the difference when under pressure in situations such as job interviews and performance reviews.

Remember to ‘Market Your Soft Skills’ in Your Job Search (Part 1 of 2)

When conducting a job search, whether internally or externally, it is natural to be anxious about our ‘hard’ skills such as computer programs knowledge; graphics programs, advanced Excel formulas, the Net, firm portals, and confidence with using social media/networking tools, etc. All of these skills are a requirement of any job within the corporate world today and are valuable skills to have.

In our current job markets, employers do not seem to be solely probing for appropriate levels of education, certification, and technical skills, but rather ‘soft skills’ which will immediately engage the person interviewing you, as well as the various groups you will be working with once on board.

Companies that are presently advertising positions are requesting much more than pre-recession, as they have deep considerations around employee retention, economic conditions, and the apprehensive anticipation of losing valuable employees, once the economy is on a better footing, and has stabilized.

It is a logical assumption that some firms could lose staff as the economy improves, as opportunities from competitors present themselves, and offers of higher compensation and benefits hold an obvious attraction, most definitely if the employee is feeling ‘disengaged’ from their current employer.

Putting aside your hard skills and academic background, for now, consider the soft skills you have to bring to the table. Target what you recognize as your ‘transferable’ and ‘unique personal soft skills’, which will work to your advantage as you continue on your job search journey.

Are these skills highlighted within the body of your Cap Profile and Resume, and noted in all of your cover letters? If not, make sure they are going forward, as it will stimulate positive outcomes for you.

I would urge you to speak with your professional references to learn if they are including your distinctive and valued soft skills in their referral communications. Where appropriate, ask them to please include these details on a go forward basis.

 

Please continue reading Part 2 of 2 here, Thank You!

Canada: Mentally Ill Employees Are Facing Discrimination

 

Recently a Canadian Ombudsman was tasked with investigating claims that employees suffering from mental illness may be denied benefits, according to a recent report. While these claims originated in Ontario, the discrimination investigation could make noticeable major changes for provincial standards in handling mental illness in the workplace in Alberta as well. The complaint was submitted to the Ombudsman on November 10, 2016.

The claim states that the Workplace Safety Insurance Board (‘WSIB’, aka WorkSafe BC across BC, and Worker’s Compensation Board in Alberta) may be denying benefits in select cases of mental illness within certain fields.

While the government has instituted laws that have enhanced protection of the rights of employees who have been faced with considerable mental trauma within the workplace, sometimes leading to post-traumatic stress disorder, employees who experience similar conditions as a result of ongoing harassment have no such rights. Presently, the WSIB does not have to compensate workers for chronic mental stress injuries.

Subsequently, those tormented by these conditions have been forced into litigation against their employers; occasionally a costly and lengthy process, that, unfortunately, does not guarantee their compensation once the case is closed.

The complaint goes on to allege that the government has done nothing to plug this appalling legislative loophole. This comes on the heels of an unprecedented 20% upsurge in independent complaints launched against the WSIB in 2016.

Workplace harassment is notably an issue in Alberta, (as with BC) that litigators have worked hard to mitigate. However, managing the discrimination faced by the victims of harassment is a much taller order.

Fortunately, legal support exists for employees who feel they are not being properly represented or supported in the workplace. Seeking out that support is a critical step in improving workplace conditions across the country.

A Few Interesting Facts on Mental Illness:
(Source: http://www.ethiofidel.com)

  • Mental illness indirectly affects all Canadians at some time through a family member, friend or colleague.
  • 20% of Canadians will personally experience a mental illness in their lifetime.
  • Mental illness affects people of all ages, educational and income levels, and cultures.
  • Approximately 8% of adults will experience major depression at some time in their lives.
  • About 1% of Canadians will experience bipolar disorder (or “manic depression”).

 

Please also read the Toronto Star article at the convenient link provided for you below. Thank You.

 

Supporting Article Research Sources: Ridout Barron, Toronto Star, Mondaq

 

 

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Canada: Higher Costs Associated with Terminating Older Employees

By now, all of us recognize that, for the most part, there is no mandatory retirement age in Ontario or BC.

However, for a myriad of reasons, by and large, related to the sky-rocketing cost of living, there are often shortfalls in retirement savings, and/or job satisfaction, so many of us are working well beyond the traditional retirement age, which leads to an ever-growing number of older employees in the workforce.

In recent years, Ontario courts have moved toward awarding older employees higher damage awards for wrongful dismissals. Courts have additionally held older employees to a lower standard in terms of the efforts required to mitigate wrongful dismissal damages through finding replacement employment. The upshot is that employers are faced with the significantly increased threat of legal responsibility when terminating older employees.

In a recent Ontario, Superior Court of Justice case, the court determined in favor of a 60-year-old non-executive level employee with 30 years’ service for wrongful termination concerning an enterprise undergoing reorganizing because of operational deficits, etc.

The court awarded this ex-employee 2 years’ pay in lieu of notice of termination for her wrongful termination case. To support its findings, the court highlighted a number of recent decisions where older, long-serving, non-executive employees were also awarded 24 months’ notice.

It is significant to note here that this award was based largely on her age, and on the resulting “competitive disadvantage” she would face against younger, more recently trained employees.

So how can employers help reduce the potential liability involved with terminating their older employees?

  • A nicely crafted employment agreement can effectively restrict employees’ entitlements upon termination. Employers should make certain that all personnel execute written employment agreements with enforceable termination provisions;
  • Employers are within their rights to provide employees with working notice of termination instead of termination pay. By providing working notice, employers can significantly lessen or eliminate liability altogether. During the working notice period, employees are required to continue to carry out their duties at the same level of performance. In this case, had the company provided the ex-employee with 18 months’ advance notice of termination, there would have been no liability at the end of the notice period, other than for statutory severance pay of twenty-six (26) weeks’, which cannot be provided through working notice;
  • Wherever possible, employers would be prudent to offer the terminated employee a reference letter. Reference letters increase an employee’s chances of finding replacement employment, which, in turn, reduces the employer liability. In this case, the Court also considered that this enterprise did not offer a reference letter; and
  • Outplacement Counseling can be a powerful tool to aid a terminated employee in finding replacement employment. Employers should consider offering employee Outplacement Counseling upon termination. This is especially so in instances such as in this Ontario case where the employee was long-serving, with little to no work experience outside of the employer’s organization.

 

Supporting Article Research Sources: Mondaq, CCPartners

Canada: Employers Right to Rescind Job Offers

reject-rescind-offer

 

Employment law in the Alberta region, as well as other areas of Canada, is large in scope. However, in any legal field, there are areas that may be a bit hazy.

While the law clearly states what employers can and cannot do in terms of employment, the time leading up to employment can be one of these hazy, gray areas.

Once an employer extends a job offer, the potential new employee has to take certain actions, such as preparing a notice of resignation to his or her current employer. He or she may also make more extravagant purchases than normal to celebrate the new role, and the anticipation of earning more money. If the job offer is then rescinded, this potential new employee may discover that he or she is in much hot water.

Even though this area of employment law may not be 100% clear, there are a couple of situations in which the employer can withdraw a job offer.

The first is with conditional job offers. For example, an employer offers you a job but tells you that the job hinges on positive reference checks or background checks. In such a case, if the employer receives a bad reference, or spots a problem during a background check, he or she can move to rescind the offer.

The second situation may arise if the potential employer discovers an applicant has not been truthful during his or her recruitment. For example, if an applicant misrepresents his or her education credentials or work history, the employer can legally choose to rescind the offer.

If you believe an employer has illegally rescinded a job offer, you should seek legal advice from an employment lawyer. This can help you determine if the job offer was rescinded in compliance with Alberta’s Employment Standards Code and Regulation.

 

Supporting Article Research Sources: Ridout Barron, HRM Canada, Mondaq

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Considering Your Career Resolutions for 2017?

cropped-career_hdr.jpg

 

 

We are now just a few short months away from 2017, and I am confident that many of you have had success with your personal resolutions made for this year, as well as the changes you would like to create in your career; possibly, an exciting career change during 2017.

Listed below are a few ideas I want to share with you that I believe may be similar to what you have pondered, and hopefully some new ideas for your Career Resolutions. Naturally, you are bearing in mind where you are in your present role, the length of time it took you to achieve that level of responsibility, and the path you perceive to be the best ‘fresh start’ that a New Year offers:

  • Learn more about your division, and the company overall (knowledge is power);
  • Establish better working relationships with your peers;
  • Become more engaged with your immediate boss and/or supervisor;
  • Attend more company-wide functions and connect with new people (Network);
  • Be more proactive in your approach and attitude toward your career;
  • Ask for more responsibility in your current role (assuming time/skills permits);
  • Register for suitable free training/courses offered at and through work;
  • Join strategic work-related committees;
  • Create & Chair a new committee theme that brings ‘added value’;
  • Uncover innovative ways to generate time & cost savings for your division/company
  • Evaluate whom you would like as your ideal Mentor or Career Coach;
  • Update your resume and references (always be prepared for advancement!); and
  • Participate in Community Volunteer programs, such as charity-driven events (check with HR about programs the company is involved in as well).

Please bear in mind that these are just a few examples of what your Career Resolutions might look like. I am sure that those of you that have spent considerable time pondering your lives and career, will have plenty to add to this list.

Having said that, I wrote this article for the benefit of those struggling to come up with ideas that would best serve their personalities and careers, particularly given our volatile job markets worldwide; which also deserves careful consideration.

I hope that this article has been helpful in getting the juices flowing for even a small percentage of my readers and followers.

Much Success to You!

 

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Conduct a Self-Assessment: Your Career Path

career-self-assess

While this could be a daunting task, choosing your career path does not have to be frightening or difficult if you are willing to listen to your inner voice, and pay attention to your natural instincts. There are several sources of support to aid you in this worthy and important task, as I have noted below.

Career Self-Assessment is crucial in our global job markets today and has become an absolute pre-requisite for anyone coming to grips with the changing face of our work worlds.

The speed of movement in the workplace is constantly shifting, and this can certainly create challenges for your current and future career aspirations.

Self-Assessment can help you set a solid platform for a fulfilling career by providing insights into where you will find the most personal satisfaction, and enable you to make your best and most effective contributions.

There are numerous sources freely available to you that will help create a clear and definitive picture of where you should be heading.

For example:

  • Self Assessments (please see below)
  • Career Counselling – career management firms, resource centres, work, employment agencies
  • Parents
  • Family members
  • Friends
  • Co-workers (current & past)
  • Mentors (current & past)
  • Boss (current & past)

Self-assessments are also easy to find on the Internet, and these thought-provoking tools help direct people in drawing the right conclusions about what it is they are looking for based on personal preferences, strengths and weaknesses, career background, skill sets, and education.

Here are just a couple of resources to aid you in your Self-Assessment process:

Quintessential Career offers the http://www.quintcareers.com/online_career_assessments.html, and the Job Hunters Bible site at http://www.jobhuntersbible.com/, which will provide further information, as well as some creative fun with selected tests of your choosing.

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