What Are Soft Skills? Soft skills definition: We define soft skills as abilities not unique to any job. Are you a great communicator? Do you collaborate with others like Steve Rogers? Those are softer skills. For example: Communication Skills Management Skills But—you can’t just say you’ve got them and expect the phone to jangle. Scroll down to find out how to pick the perfect ones for a resume, and how to prove them so employers drool a little. What Are Hard Skills? Hard skills are teachable abilities or skill sets that are easily measurable. We define hard skills as the technical abilities that fit the job. Normally, you can acquire hard skills in the classroom, in an online course, through books and other materials, or on the job. If you’re in retail, that means closing cash drawers or restocking shelves. In tech? Your list of hard skills for resumes might have Java coding or network configuration. Hard skills examples of accountants are asset management and account analysis. Hard professional skills for nurses are patient education and phlebotomy. A prime example of hard skills for desk jockeys is computer skills. You’d think hard skills matter most. You’d be wrong. The truth is that the demand for soft skills has been growing since at least 1980. Another study, by LinkedIn, actually suggests that 57% of employers value soft skills more than hard skills. What’s the Difference Between Soft Skills vs Hard Skills? Hard skills are teachable and measurable abilities, such as writing, reading, math or the ability to use computer programs. By contrast, soft skills are the traits that make you a good employee, such as etiquette, communication and listening, getting along with other people. Need more help? See these examples of hard skills and soft skills in the workplace: Soft Skills Examples Interpersonal Skills Communication Collaboration Problem Solving Leadership Hard Skills Examples Gathering Software Requirements Forklift Operation Marketing Skills Phlebotomy Financial Modeling Shelf Stocking
The concept of a marketing mix, the major components of a marketing strategy, was first developed in the 1960s by marketing scholar E. Jerome McCarthy. His original concept described the four basic components of every marketing campaign, the Four Ps: Product, Price, Promotion, and Place. The concept was groundbreaking at the time and was part of a movement to deconstruct and systematize marketing. It still has tremendous relevance today, but what was once considered leading edge, is now prerequisite knowledge. Classic Mix Oldies but goodies, the original Four Ps are still fundamental concepts that every marketer spends countless hours analyzing and making tough calls on. 1. PRODUCT Put simply, a product is something that you are selling to satisfy a customer’s needs or wants. It can be physical goods or intangible services, ideas, or experiences. The marketing choices that affect a product include the design of the product itself (such as the features, quality, and style), the assortment (i.e. the types of product lines offered), and the branding, packaging, and labeling. Associated services (such as after-sales help desks), guarantees and warranties, and return policies are also considered elements of the product. 2. PRICE This is the amount you intend to charge for your product as well as the means by which customers can pay (e.g. cash, credit, layaway). The price of a product is important for marketing purposes because the amount a person pays for something affects their perceived value of it. 3. PROMOTION Promotion refers to communications made to potential customers informing them of your offering. Common sources for that information include advertising, public relations, direct marketing, and sales promotions. The choices to make at this stage include developing a promotional mix (e.g. ad heavy versus PR heavy) and a messaging strategy, a clear idea of what you are saying and the desired response. Other promotional choices include picking the optimal channels to communicate on (e.g. social media versus traditional media) and message frequency. It’s essential to have a well fleshed out buyer persona when making these decisions. The ideal promotional strategy speaks in the language of the target market, reaches them where they already are, and sends a message they are receptive to. 4. PLACE Last, but not least, place refers to the distribution methodologies employed to get the product into customer’s hands. Choices that need to be made include whether to invest in brick-and-mortar outlets or pursue online, mail-order, or call-center based sales. Place choices also cover your distribution strategy. Are you trying to get your products into the hands of anyone who wants it, or limiting it to an exclusive few? In sum, the four Ps are really asking some simple questions. What are you selling? How much are you charging for it? How are you informing people of your offering and enticing them to purchase it? And, how are you going to get the product to them if they do make a purchase? The Next Generation Today, several additions and alterations are competing to update McCarthy’s original four. Because service industries have grown rapidly since the 1960s an additional three Ps were added to better cover the marketing needs of service-centric companies. The 7Ps model includes the original four but adds: Physical Evidence, People, and Process: 5. PHYSICAL EVIDENCE Physical evidence (or physical environment) refers to the places where services are performed as well as the tangible things that serve as reminders that it took place (e.g. souvenirs, mementos, brochures, photographs, etc.). The place a service happens can have a big impact on how it is perceived. That means special care needs to be taken when considering facility choices such as equipment, furniture, accessibility, as well as signage, and ambient conditions like music, cleanliness, and air temperature. 6. PEOPLE Because services typically involve a human element ‘people’ are given their own category that covers the human actors that help deliver the service, interact with the customers, and form the public face of the company’s values. Choices in this area include staff recruitment and training practices, uniforms or dress codes, conversational scripts, and customer service procedures. 7. PROCESS The seventh P, process, describes how the service is delivered. It requires you to decide on a standardized system or a customizable one. It also involves monitoring and tracking performance (which itself requires developing key performance metrics). Conclusion There are numerous other models as well. Some separate the monitoring parts of the process category into its own heading as an eighth P, Performance. The Four Cs system (Consumer, Cost, Communication, and Convenience) is another system that is optimized specifically for B2C operations. But, regardless of the framework being employed, all it takes is for one miscalculation to ruin the whole thing. It doesn’t matter how easy it is to buy your product if know one knows about it. Likewise, it doesn’t matter how well you promote your product, if no one can find a place to get it. A well thought out and effective campaign is like a cake. You need the right ingredients in the right proportions. More ingredients means more complexity, but in the 21st century you need to master the time-tested fundamentals and the modern additions.
Productivity is the grouping of smart preparation and dedicated hard work. Being continuously productive in your work is hard. End of each working day, there are chances are that you are not satisfied with what you have been gifted. Productivity could be constantly value-added, but here are 8 pointers that can have truly work for you. Fortunately, a computer, smartphone, and a little know-how are all you need. 1. Speed Reading Saves Your Time. In your daily working schedule, you might have to read huge passages of text quickly, think about figuring out how to speed read. Under normal circumstances, a person reads around 200 to 250 words per minute (WPM) and this is slow compared to speed readers because of sub-vocalization – you unconsciously read every word to yourself as you read. Eliminating sub-vocalization is one of the essential fundamentals of speed reading. You can use Speed Reader (by P Garrison) app for your android phone and tablet, for google chrome you’ll use Spreed extension and for iOS try Speed Reading HD. These apps are used Rapid Serial Visual Presentation technique. In this technique, you’ll see one word at a time very quickly in the center of your screen. You’ll observe that you’re rapidly capable to read 300wpm and with a little more practice you’ll reach 500-600wpm. You’ll have the capacity for reading three times quicker with a couple of days of practice. 2. Take a Break Reminder Every day we are working hard sitting in front of the computer for quite a long time. But we never distinguish that it is so critical to step away from the desk and take a break. Break empowers us to work more proficiently and it will improve our physical and mental health as well. A familiar way to take a break without connecting anything is the use of an online timer atwww.onlineclock.net. Go to this website and set your comfortable and right time to remind you about the break. Your device must be attached to the speakers to hear sounds. Smartphone users are also connected with the help of applications. Android devices users use Countdown Time Widget, Blackberry users use Countdown Timer app and iPhone users use Simple Repeat Timer applications. 3. Accelerate Your Computer and Handy Devices Remember that time is money. If your computers, mobiles and other devices are running slow, you’ll drop your extra valuable time for the small stuff. You can add those extra minutes to your productivity when your gadgets are working properly and promptly. Glary Utilities is a free, powerful and all-in-one utility for cleaning your Windows PC. For Mac use OnyX to delete caches, remove a certain number of files and folders that may become cumbersome and more. Clean Master is a free optimizer android app, ultimately it is all about increasing phone performance, deleting junk and spam files and protecting against trojans, viruses, and malware. 4. Synchronize Your Phone and Computer to get Notifications on your screen We all suffer from a bad experience to want something from the computer to phone. Get all notifications from computer to phone and vice versa here is best all in one application called Pushbullet. Pushbullet is quick, simple and works the way you need it to. Pushbullet is available for android, iPhone, Google Chrome and Mozilla Firefox. When you send a document with Pushbullet, its’ naturally downloaded so you can open it right from your notifications. 5. Set Up an Automated Systematic Backup Process You are working on something and you didn’t get backup of those files means your data is not secure. So, you must have set a backup system. There are two types of getting data backup, online data backup, and offline data backup. You can use the external hard drive to get offline data backup and for online backup, there are many data storage and synchronization services are available. With the help of SyncBack and Carbonitecloud backup service, you can set your automate data backup process. SyncBack is a really good software for backup and synchronizing the files to your targeted drive and also you’ll get an external backup to CD, DVD, and more devices. Carbonite is a cloud backup service that takes backup of your documents, music files, images, emails and many more. You’ll also use Google Drive. Google Drive allows you to store up to 15GB data as complimentary. 6. Learn Common Keyboard Shortcuts Keyboard Shortcuts can help you to increase your work speed. Let’s take an example, I want to print my document. For the print I click on the file menu, then click on the print option and then I show pop-up box for print or simply press Ctrl + P, so using of keyboard shortcut will save time. Many keyboard shortcuts enable us to complete our work easier and save time. You’ll create a note of shortcut keys to your software and print on paper and stick to your desk, whenever you want some specific work with your software check shortcut key and get your work done.
Recruitment requires a lot of creativity these days. In a largely candidate-driven job market, recruiters need to be on its left, right, and center to find the talent their organization so desperately needs. That includes being aware of the current and rising trends in the recruitment land. Let’s start with a quick recap of what we saw in 2019 – the growing use of AI in recruitment, a stronger focus on diversity hiring, an expanding gig economy, chatbots… Some of these recruiting trends will still be relevant (perhaps even more so than last year) in 2019-20, but at the same time, the focus shifts onto several other parts of the recruitment landscape. In this article, we’ve selected 6 recruiting trends for 2020 we believe will shape recruitment this year. Some of them you may have heard of already, but we’re sure you’ll find at least a few you’ve missed and really should be aware of. 1. COLLABORATIVE HIRING There’s a reason why they say two heads are better than one. When it comes to recruitment, involving your entire team in the recruitment process can be of tremendous value. Just think of the potential that could come out of the combined (personal) networks of your team members, for example. This is one of the reasons we see an increase in employee referrals and EMPLOYEE REFFERAL Referred hires generally are (among other things) more productive, more engaged and less likely to leave. Given the current market situation, it seems only natural for companies to increase their focus on collaborative hiring, even more, this year. The same thing goes for internal mobility programs. Although not that many organizations have a (well-developed) internal mobility culture and program in place yet, this can be a great way to meet skill shortages, decrease turnover and boost engagement. Did you know that referrals are one of the best sources of hires? 70% of companies offer Cash Referral Bonus for successful hires. How is your company supporting employee referrals? 2. GROWING IMPORTANCE OF RECRUITMENT MARKETING As we’ve said, 21st-century recruiters need all the help they can get to find the best candidates. This explains the rise in recruitment marketing solutions. Recruitment Marketing – also called the pre-applicant stage of talent acquisition – is the process of attracting and nurturing talent to your organization by marketing to them. Just like the main goal of traditional marketing is to drive individuals to buy a company’s product or service, the primary objective of recruitment marketing is to get people to apply to your organization’s job openings. We’ve already seen the use of certain marketing techniques in recruitment before. Now, however, companies increasingly turn to, let’s call them full-service recruitment marketing providers. This means a recruitment marketing solution that helps organizations strengthen their employer brand, reach candidates on social media and optimize their career sites (of course, many other possibilities are depending on your company’s specific needs). To stick with the marketing jargon: this year, we’ll continue to see a transition from outbound to inbound recruitment. 3. AI Yes, there it is again, artificial intelligence. And yes, we know you’ve probably been inundated with AI-related content. However, applications of AI in recruitment will become even more widespread in 2019. This year, in one way or another, AI will become a must-have in the recruiter’s toolbox. From automated candidate sourcing, recovery, and matching, to hiring remote workers and creating customized employee value propositions, the number of different uses of AI in recruitment just keeps growing. 4. EMBRACING THE FLEXIBLE WORKFORCE For most organizations, their workforce already consists of a combination of full-timers, contractors, freelancers and everything in-between. Independent workers like the fact that they can work anywhere they want, when they want and are often happier than ‘traditional’ employees Technology, of course, is a big enabler of this kind of freelance work: people can use their smartphones, have free internet available in a lot of (coffee) places, and freelance platforms like Upwork, PeoplePerHour and Fiverr match freelancers with projects. Especially when companies need to find skilled people urgently – and in an industry where talent is scarce – they’ll have to turn to freelancers, contractors, etc. to meet their needs. Especially when companies need to find skilled people urgently – and in an industry where talent is scarce – they’ll have to turn to freelancers, contractors, etc. to meet their needs. 5. A SHIFT FROM JOB DESCRIPTION BASED HIRING TO PROJECT BASED HIRING This is a result of several of the trends we’ve seen above, like the growing gig economy and the shift from experience-based hiring to hiring based on transferable & soft skills for instance. Both of these developments are likely to change the way organizations manage their projects. In a time where finding good full-time employees are hard and turnover often is high, it could make more sense to start hiring differently. Based on projects rather than job descriptions, for example. This has, among other things, the advantage of gathering those people who are the best in their field for each project. Instead of buying labor, organizations will be buying (and thus recruiting for) results. 6. TREND TO HIRE FRESHERS AND TRAIN THEM ACCORDING TO THE NEED They’ve been entering the global workforce for a while now, although so far, mainly in internship and entry-level positions. Slowly but surely though, Generation Z (the cohort that comes after the Millennials, born somewhere between the mid-’90s and the mid-2000s) is now finding its way into the workplace. If your knowledge about these Digital Natives is a little rusty, you might want to bring it up to speed again, because this year the recruitment of Gen Z will, without a doubt, accelerate. To succeed in recruitment in 2020, make sure to consider these points when creating your recruitment strategy.
Employee engagement is a concept often ignored by organizations. After hiring a candidate, companies do not plan any strategies or policies which can keep the employee enthusiastic about work. This is an essential aspect of employee retention and promotes stability among employees for a more extended stay in the company. Before knowing why employee engagement is essential, you must understand different categories of employees: Engaged employees are those who treat their work as their second home. They take complete responsibility and ownership of their work and stay loyal to the organization. They are the upcoming leaders and remain with the company for long. Not engaged employees are those who are pretty happy with their job but only do what their job profile demands. They do not work for the mission, goals, and values of the company. However, with the right approach, you can convert them into engaged employees. Disengaged employees have no zeal to perform. They spread negativity in the organization by talking about how unhappy they are with their work and office culture. There is a rare chance that you can convert them into engaged employees. According to Mental Health America, disengaged workers cause massive losses in productivity – between $450 and $500 billion a year. Furthermore, the only ? of US employees are engaged in their workplace. This calls for a growing need to engage your employees at a high level to ensure more productivity and better results. Here is how HR managers can improve their employee engagement: 1. Give Right Tools to Work Job satisfaction depends a lot on the company’s infrastructure. This means devising processes and providing tools to employees using which they can complete their job. You must find out tools that can enhance employees’ productivity. They can complete a job quickly with distinct processes and boost their efficiency. 2. Provide Training Employees look for a culture that offers continuous growth. They want to work in an organization where they can see a rising graph in their careers. It is important to provide regular training to employees to help them gain more skills. Organize training and enroll your employees in the same. This will provide them a sense of belongingness with the organization, and they will feel motivated when they learn something new. 3. Recognition There is no doubt that appreciating employees for good work is the key to having an effective employee engagement. Giving them rewards in the form of gift coupons and monetary benefits is very encouraging. Conduct monthly meetings and recognize the efforts of employees. 4. Introduce Open Communication Clear communication gives insights into what is going on in the mind of an employee. Know how your employees feel by conducting surveys, team meetings and using suggestion boxes. Be a good listener. Encourage them to speak up so that you can implement changes that you feel are right. 5. Share Numbers Your employees should know what is happening in the company. They must be aware of the numbers. Share every good and bad news with them so that they feel part of the organization. 6. Promote Company Culture Make your employees clear about company culture which includes goals, mission, and values. Encourage them to fit into the system by listing down the benefits. 7. Engage Right from the Start The best way to kill an employee’s enthusiasm is by giving him the monotonous task of filling out forms on the day of his joining. You can change this concept by introducing employees straight to work. Attach a mentor or a work buddy with the new joiner to make him feel engaged and part of the company right from day one. 8. Regular Feedback Giving frequent feedback to employees is more encouraging than discussing it annually in a performance review. A timely review of their performance helps them in updating their skills and performing as per the company’s expectations. Use both formal as well as informal methods of communication to do the same. 9. It’s Time to Distress Them Working non-stop for long working hours under pressure and deadlines build stress among employees. Organizations should take the responsibility of making their employees stress-free and feel happy about working. Organize fun activities that are both fun to play and useful to learn. Take them out for outings or organize parties like an annual reward. 10. Offer Work-life Balance Work-from-home options and flexible timings provide freedom to employees to work from anywhere at any time. Providing these facilities will result in more engaged employees than unhappy employees working in cubicles from 9 to 5. There is no hidden secret for increasing employee engagement. These simple tips can make your workplace more meaningful for the employees. There is no need to invest a huge amount of money in engaging your employees. By following simple practices and with creative strategies, you can quickly promote a happy work culture in your organization. After all, employee engagement is the first step towards building a happy workforce.
To make the whole concept clear to you, we thought of giving you a tabular comparison of some of the major common dos and don’ts of interview body language. Keep reading to make the most of these powerful body language tips. The Dos Enter confidently: You must enter confidently since the recruiters even check with the reception about your body language. They believe in observing from the beginning and noticing all the changes. First impressions do matter and, in some cases, they matter the most. Don’t be too nervous and try to breathe deeply to calm yourself. A firm handshake: As mentioned earlier, a firm handshake makes an interviewer feel your enthusiasm and confidence. But remember to let go at the right time. A firm handshake makes them confident about your self-assured personality. Sit straight: Keep your back straight (not too stiff) and maintain your posture in such a way that your legs are firmly placed. Lean in towards the interviewers to give an impression of you being interested in what they speak. Maintain eye contact: It is of utmost importance that you look directly into the eyes of the person who asks you questions. Make eye contact with every panelist, to look confident and convincing. The average time should be 10-12 seconds. If you get nervous, look at their nose for a few seconds Smile: The panel never wants someone who is grim and grumpy. While it is necessary to take questions seriously, it is also important to show them the light side of you. Smile and make them aware of your pleasant and agreeable persona. Also, it makes you look less nervous, so it is a bonus! Pay attention to your hands: Hands should not ever come in between the direct line of vision between you and the interviewer. Closing them to form a fist, fidgeting or bending your knuckles are a few things that must be avoided. Focus on making gestures with hands and if that is not possible, then start taking notes. Writing will not let your hands be idle and they won’t attract any undue attention. Additional things to do: Keep your phone on silent/flight mode. Remember to carry a pen in your pocket. Place your feet firmly on the ground to make the process of answering the questions easier. The Don’ts; Come up as overconfident: Overconfidence is a big no when it comes to interviews. Interrupting the recruiters believing that you know the company better than them and trying to behave overconfidently are the things which will make you look negative and arrogant. Be polite, humble and use your curiosity judiciously. This is a very important point in the common dos and don’ts of interview body language. A loose handshake: A weak handshake shows your lack of confidence and enthusiasm. You must try and mirror the handshake of your interviewer if you want to look active and confident. Don’t put too much pressure too because it can make you look aggressive. Slouch/bend too much: If you lean outwards too much or keep your shoulders bent, then it’s time for you to correct it before you appear for an interview. There is nothing more annoying than a lazy candidate who looks insecure all the time. Stare blankly: There is a difference between eye contact and staring. If you continue to maintain eye contact for more than 15 seconds at a go, then it would surely make your interviewer uncomfortable. Staring at the other things in the cabin shows that you are a distracted personality. Be the focused person they are looking for. Toying with objects: If you have a habit of clicking the pen repeatedly, adjusting your hair too often and touching your nose all the time, then you should seriously practice some ways to stop these. All of these actions look gross and interviewers would be irritated with them. You are there to impress them, not annoy them. Fidgeting or drumming your fingers on the table: These habits are signs of restlessness. Changing the position of your hands, legs or even fingers too much can seriously affect the continuity of the interview process. The last thing any company would want is a person who is so distracted that he disturbs everyone around him. Fidgeting affects everyone around you, so try to keep it in check for a positive interview experience. Additional things you should never do : Chewing a gum, checking the clock on your phone, taking a call, trying to be over-friendly/personal or going in for a hug. Maintain the decorum of your interview, as this is a thumb rule in the common dos and don’ts of interview body language.
Perception is our sensory experience of the world around us and involves both recognizing environmental stimuli and actions in response to these stimuli. Perception includes the five senses; touch, sight, sound, smell, and taste. It also includes what is known as proprioception, a set of senses involving the ability to detect changes in body positions and movements. It also involves the cognitive processes required to process information, such as recognizing the face of a friend or detecting a familiar scent. That was about what is a perception in layman language, here we will understand how the perception of an employee matter for any organization However -Not necessarily something based on reality, it can just be a perspective an individual has based on one’s view of a particular situation. When we talk about an organization, what matters the most are the employees and so what they perceive about the organization itself becomes key to its growth. Reality may be different but how employees view reality is something for organizations to look at. In employee relations, perception is a major factor. Most of the time, it is formed by organizational roles, styles of leadership, styles of communication at the workplace, etc. and so it is very important that the organization be able to form the correct perception in the minds of its employees. Thus proper and effective supervision is required to prevent employees from having a wrong understanding. If the perception of an employee is positive then it will affect an organization positively but if it is negative then it can affect the organization adversely The human mind cannot effectively deal with chaos. The mind is programmed and designed to create order when confronted with many objects. The consequence of this is that human beings generally do not really see objects; they see classes of objects. People see categories of things, and the objects that they are confronted with are seen then as instances of a specific category. Seeing a category rather than a thing is called a “perception effect.”
WHERE TO STOP? Offering great benefits is the key to building a strong workforce. From health insurance to paid time off and flexible schedules companies have been on a constant endeavor to ensure employee retention. But, the effort to minimize costs incurred by the company while still satisfying employees still remains a constant battle. Employee benefits offer them with some amount of flexibility and freedom to work along with managing some aspects of their personal life. Companies compete to offer varied benefits so as to attract and retain top talent. Offering health insurance, paid time off, work from home options, HRA, performance-based incentives, professional development with training programs and workshops, wellness programs, pension plans, maternity and paternity leave, and the list goes on…. Well, in this blitz of completion and in the attempt to retain top talent, HOW MUCH IS TOO MUCH? Where should a company draw a line? Where is the golden mean – where companies are not completely drained off their funds while trying to keep their employees motivated enough? Many companies worry that offering too many employee benefits will be too expensive for the business to bear. The truth is that you cannot afford not to offer benefits. Investing in employee welfare will definitely pay off in the long run. The trick of the trade is to strike a balance between welfare and the hole it drills in your pockets. There are many options out there. Choose the ones that are best suited to fit your work culture, long term goals, and your company policies. Employee welfare need not be so complicated! Simply take care of your employees before they rush out of the door – straight to your competitors! After all, if you do not take care of your employees, your competitors will!
It is a tough task when you have to select top performers out of your team of many. we all have been in the situation of judging others or being judged. But, to actually identify good performer tends to many common parameters I've found the below to be the top 10 characteristics of the top 1%: Goal-Oriented: These people know what they aiming at! They are clear right from the beginning why they have started and what they have to do to accomplish Ability to Persevere: Once you have set goals, automatically challenges show up! Top pro's know this and can persevere through to achieve the goals. Whether it is a challenging prospect to internal battles of ability to deliver, they are able to persevere through the most difficult challenges to still win! Creative: you might have heard “winners don’t do different things; they do thing differently” that quality of them make them separate from the group. Self-Starter: he one-percenter’s are not going to sit around and wait; they are the first to take action and they are constantly on the move to see what they can do to progress. They are constantly thinking about their funnel and what they need to do to grow it! Growth Minded: These fellows are not content with just doing the basics. They are focused on constantly growing their skill sets to become a better version of themselves. They are focused on what else can they learn to become better at their craft, which ultimately leads to a humble mindset. Compassionate: hey care - they truly do care. They care about their prospects, their reputation, their brand, and all the people they work with to deliver their solution. Ownership Mentality: Accountability" is not a "bad" word in the mind of a top professional. They believe they have full ownership for their results and everything else. If they have a bad month, they don't blame anyone else but themselves. No matter the result, no matter the circumstances, they always take full ownership and accountability and that is why they are successful. High Coachability: At the end of the day, no matter how good they are, they can always take feedback whether it is from their sales leader or their customers. AND they can execute on the feedback. They are willing to put the ego aside and be coachable no matter the circumstances! So there you have it - The Top Characteristics of the Top 1% of well-performing Professionals! How many of these do you have? If you want to join an organization that trains you to develop the right characteristics, has an amazing culture, upward mobility, and more then check out www.magnusminds.net