These are the 25 best cities if you are looking for a job

These are the 25 best cities if you are looking for a jobThese are the 25 best cities if you are looking for a jobHaving trouble finding a job? It may be your city. You may want to consider relocating to one of the 25 cities on Glassdoors best cities for jobs report. It is a great time to be looking for a job as nationally, unemployment dropped to 3.7% last month, its lowest point since December 1969.Glassdoor compiled the list by ranking U.S. metros with the highest Glassdoor City Score, determined by weighing three factors equally hiring opportunities, the cost of living and how satisfied employees are working there.Pittsburgh came in first for the second year in a row. With plenty of hiring opportunities (nearly 92,000) and a high affordability ranking, Pittsburgh is a super livable city. Newcomers to the list includedBoston(No. 6),Philadelphia(No. 18),Richmond(No. 24) andSan Francisco(No. 22).Ohiosaw the fruchtwein representation with three of its cities making the Top 25 (Clevel and,Cincinnati, andColumbus.) Youll notice that major job hubs like New York, San Fr, ncisco and Los Angeles did not make it due to their high cost of living. In todays labor market, highly skilled job seekers are in an incredible position to find top jobs no matter where they live. But, the popularity of many major metropolitan hubs might be overshadowing the potential benefits of several midsize cities likePittsburghandIndianapolis, said Glassdoor Economic Research AnalystAmanda Stansell. While several of the cities highlighted in this report might fly under the radar, many are experiencing booming local economies, complete with a healthy dose of new job prospects and strong home affordability. Plus, employees working in these cities often find themselves quite satisfied in their jobs. In turn, this can benefit local employers asstudiesshow a correlation between high employee satisfaction and better geschftsleben performance.The 25 best cities for jobs in 20181.Pittsburgh, PAGlass door City Score (out of 5) 4.7Job Openings91,849zentralwert kusine Salary$46,500Job Satisfaction Rating (out of 5) 3.2zentralwert Home Value$141,300Hot JobsFinancial Advisor,Registered Nurse,Warehouse Associate2.St. Louis, MOGlassdoor City Score (out of 5) 4.3Job Openings75,061Median cousine Salary$48,000Job Satisfaction Rating (out of 5) 3.5Median Home Value$161,400Hot JobsCloud Engineer,geschftlicher umgang Analyst,Insurance Agent3.Indianapolis, INGlassdoor City Score (out of 5) 4.3Job Openings55,344Median Base Salary$45,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$152,800Hot JobsMechanical Engineer,Marketing Manager,Truck Driver4.Cincinnati, OHGlassdoor City Score (out of 5) 4.2Job Openings61,320Median Base Salary$45,000Job Satisfaction Rating (out of 5) 3.3Median Home Value$160,900Hot JobsAccount Executive,Software Engineer,Sales Associate5.Hartford, CTGlassdoor City Score (out of 5) 4.2Job Openings40,978Median Base Salary$55,000Job Satisfaction Rating (out of 5) 3 .3Median Home Value$227,600Hot JobsElectrical Engineer,Teacher,Maintenance Technician6.Boston, MAGlassdoor City Score (out of 5) 4.2Job Openings211,602Median Base Salary$62,000Job Satisfaction Rating (out of 5) 3.5Median Home Value$455,600Hot JobsSoftware Engineer,Project Manager,Administrative Assistant7.Memphis, TNGlassdoor City Score (out of 5) 4.2Job Openings26,022Median Base Salary$43,900Job Satisfaction Rating (out of 5) 3.4Median Home Value$133,100Hot JobsProduct Manager,Account Executive,Restaurant Manager8.Raleigh, NCGlassdoor City Score (out of 5) 4.2Job Openings49,003Median Base Salary$50,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$255,000Hot JobsRegistered Nurse,Research Associate,Business Analyst9.Cleveland, OHGlassdoor City Score (out of 5) 4.2Job Openings44,385Median Base Salary$46,000Job Satisfaction Rating (out of 5) 3.2Median Home Value$141,100Hot JobsJava Engineer,Consultant,Store Manager10.Detroit, MIGlassdoor City Score (out of 5) 4.1Job Openings8 8,993Median Base Salary$50,000Job Satisfaction Rating (out of 5) 3.3Median Home Value$154,900Hot JobsManufacturing Engineer,Data Scientist,Auto Technician11.Kansas City, MOGlassdoor City Score (out of 5) 4.1Job Openings57,362Median Base Salary$48,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$181,400Hot JobsMobile Developer,Licensed Practical Nurse,sekretariat Manager12.Washington, DCGlassdoor City Score (out of 5) 4.1Job Openings239,832Median Base Salary$64,000Job Satisfaction Rating (out of 5) 3.6Median Home Value$399,500Hot JobsRisk Consultant,Security Analyst,Systems Administrator13.Birmingham, ALGlassdoor City Score (out of 5) 4.1Job Openings24,864Median Base Salary$42,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$139,100Hot JobsRegistered Nurse,Operations Manager,Truck Driver14.Chicago, ILGlassdoor City Score (out of 5) 4.1Job Openings271,947Median Base Salary$54,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$220,400Hot JobsSoftware Enginee r,Speech Language Pathologist,Cook15.Columbus, OHGlassdoor City Score (out of 5) 4.1Job Openings54,711Median Base Salary$47,500Job Satisfaction Rating (out of 5) 3.3Median Home Value$182,200Hot JobsDatabase Administrator,Insurance Agent,Shift Manager16.Louisville, KYGlassdoor City Score (out of 5) 4.0Job Openings29,495Median Base Salary$42,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$155,200Hot JobsBusiness Development Manager,Marketing Manager,Certified Nursing Assistant17.Baltimore, MDGlassdoor City Score (out of 5) 4.0Job Openings93,092Median Base Salary$50,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$264,800Hot JobsProduct Manager,Software Developer,Police Officer18.Philadelphia, PAGlassdoor City Score (out of 5) 4.0Job Openings173,717Median Base Salary$50,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$228,100Hot JobsPhysical Therapist,Public Relations Manager,Store Manager19.Atlanta, GAGlassdoor City Score (out of 5) 4.0Job Openings145,35 6Median Base Salary$50,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$204,600Hot JobsBusiness Analyst,Big Data Engineer,Restaurant Manager20.Oklahoma City, OKGlassdoor City Score (out of 5) 4.0Job Openings27,186Median Base Salary$38,000Job Satisfaction Rating (out of 5) 3.5Median Home Value$142,400Hot JobsTest Engineer,Medical Assistant,Sales Consultant21.Minneapolis-St. Paul, MNGlassdoor City Score (out of 5) 3.9Job Openings102,664Median Base Salary$53,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$261,300Hot JobsManufacturing Engineer,Licensed Practical Nurse,Cashier22.San Francisco, CAGlassdoor City Score (out of 5) 3.9Job Openings193,262Median Base Salary$80,000Job Satisfaction Rating (out of 5) 3.6Median Home Value$953,600Hot JobsSoftware Engineer,Marketing Manager,Account Executive23.Seattle, WAGlassdoor City Score (out of 5) 3.9Job Openings137,990Median Base Salary$64,000Job Satisfaction Rating (out of 5) 3.5Median Home Value$492,700Hot JobsSoftware De velopment Engineer,Product Manager,Barista24.Richmond, VAGlassdoor City Score (out of 5) 3.9Job Openings34,802Median Base Salary$47,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$223,200Hot JobsFinancial Analyst,Clinical Nurse,Management Consultant25.Charlotte, NCGlassdoor City Score (out of 5) 3.9Job Openings55,030Median Base Salary$48,000Job Satisfaction Rating (out of 5) 3.4Median Home Value$195,800Hot JobsData Scientist,Business Analyst,Project Manager

4 Steps to Repair Your Reputation at Work

4 Steps to Repair Your Reputation at Work4 Steps to Repair Your Reputation at Work Maybe you botched a couple of major projects or had a recent deadline you fell down on. No matter the case, sometimes all it takes is a few critical mistakes to tarnish your reputation at the office. And once that happens, not only might your colleagues begin to respect you less, but you could also start losing out on key opportunities going forward. Thats why it pays to repair your reputation if youre convinced its taken a beating. Heres how.Were all human, and from time to time we fall victim to carelessness and poor habits. But if youre serious about cleaning up your act, the first thing you ought to do is acknowledge your failings and apologize to those impacted by them. For example, if you procrastinated too much and missed a project deadline that left your boss looking incompetent, sit down with him or her and let them know youre sorry. Dont make excuses for your behavior - jus t own up to it and pledge to do better in the future. A little humility could be your flugschein to rebuilding your character quickly.Once youve apologized for the actions (or inactions) that caused your reputation to take a dive, youll need to prove to those around you that youre capable of changing your ways. This means that if youre now being regarded as a slacker for showing up late and failing to meet deadlines, make a point of clocking in on time every day and rocking your next bunch of projects. If its come to your attention that others consider you unpleasant or negative, make a point of offering positive feedback during your next team meeting . The key is to show your coworkers that youre capable of doing better and being better.Its hard to dislike that person whos always going out of his or her way to be helpful. So if your reputation at work has been suffering of late, start giving more of your time to make other peoples lives easier. You might offer to compile some data for your boss for his weekly report. Or you might jump in to help a colleague troubleshoot issues with your companys internal software. It doesnt really matter what you do specifically, as long as you go out of your way to accommodate others to the point where your actions are noticeable.Maybe you apologized for messing up that presentation and made sure to do well with the following one you gave. And perhaps you even made a point of helping some struggling coworkers along the way. While those actions will no doubt help your reputation improve, lets face it Its easy enough to fall back into our old ways. So if you want to avoid winding up right back where you started, establish some personal goals that will help you maintain a solid reputation from this point on. These might include coming in early several times a week, getting better about creating daily to-do lists or scheduling time for proofreading so youre more thoroughly editing your work. Having some goals mapped out will h elp you stay on track, which means your reputation will likely follow suit.An unfavorable reputation can ruin your career - but it doesnt have to. Follow these tips, and with any luck, youll be back in your coworkers good graces before you know it.This article was originally published on The Motley Fool . It is reprinted with permission.

How to make better internal hires Invest in your team

How to make better internal hires Invest in your teamHow to make better internal hires Invest in your teamThe best hires are often the easiest to find. Theyre already working for the company and have a history of drive, teamwork and innovation. Deciding when to place faith in an internal candidate is not always simple, though. Companies that get it wrong risk making two mistakes at once hiring the wrong person for a new job and losing the right person in an old one.Companies that get it right, however, enjoy a host of advantages. Internal hires provide growth opportunities for capable employees, ensuring that they stay at the company instead of seeking opportunities elsewhere. They also give leadership mora information, because managers already have an idea of how their internal candidates operate.To make smart internal hires, leaders need to understand both the purpose of their internal investments and the best methods for rahmen up chosen candidates for success.Categorizing interna l hiresThere are three types of internal hires promotions, lateral moves for similar skills and lateral moves for different skills.Promotions are the easiest internal-hire decisions. Building up clarity within a new department is difficult, so people already functioning well within the organization are best able to make the switch. Team dynamics can be tricky when promoting from within, though, especially if others are not willing to see the candidate as a leader.Lateral hires are riskier than promotions, at least in the beginning. People switching to a job with a similar skill set have an easier time, such as an inbound salesperson moving to relationship management. An engineer who wants to move to sales, though, must learn an entirely different way to work. Both leadership and employee must be willing to take an initial hit and experience growing pains to make a lateral move work.When our company needed a new marketing manager, we looked to the employee who ran our paid-search cam paigns but were unsure about his ability to transition. After a few failed outside hires, we took a gelegenheit on our internal candidate. With support from leadership and plenty of room to grow, he has rewarded our faith and become the manager we had always hoped to find.How to effectively vorstellungsgesprch for internal hiresWhile you might think your interview process is up to snuff, theres a good chance you need to make some adjustments to make truly great internal hires. Start with these three steps to ensure your next internal hiring decision is an easy one1. Encourage potential applicantsInternal hires work best when leadership spots the potential first. If you notice people you think would make an excellent internal hire for an open position, tell them one-on-one about why they should apply. This builds your employees confidence, ambition and drive before the interview even begins.During the interview process, however, let internal applicants know you still expect them to p rove their initiative and passion. You need to know that they will continue to show those traits after volunteering themselves for a new position.The investment does work both ways Assure internal applicants during their interviews that, should they receive a new position, you will help them make the adjustment. Employees who get help managing their workflows areeight times likelier to remain in their jobs, lending stability to your internal hires and company alike.2. Lean heavily toward demonstrated skillsThe adage of hire for attitude, not skill, is less applicable when it comes to internal hires. Worthy internal candidates have already demonstrated an ability to get along with their co-workers and fit the company culture. By this point, attitude issues are of little concern. Instead, company leaders should focus on internal candidates skills and development.Ask interviewees to talk about the skills that have served them best during their time in their current roles. Continue that conversation to ask about how they have developed new skills you might not be aware of. Internal hires must tackle a variety of unique challenges, and only those who possess sufficient intellectual curiosity can keep pace with the demands.Choose candidates who demonstrate good visibility of the broader company vision. Internal hires should be able to look beyond their departments to understand how their work affects larger company goals. CareerBuilder found that73%of companies prioritized a strong work ethic in hiring - more than any other factor - so it might serve you well to prioritize drive, as well.3. Follow through on expectations you setOnce your internal hire takes up a new mantle, dont leave that person twisting in the wind. Set clear expectations on what good wertmiger zuwachs should look like in the role, then be present to help the new hire achieve great results.Onlyabout half of employees worldwidestrongly agree that they understand what their bosses expect from them . Employees who guess at their bosses priorities are less able to meet those unknown goals and more stressed than they need to be. Remove that stress by providing clear goals - bonus points if you can also outline paths to achieve them - and help employees as they adjust to their new roles.Follow up with candidates regularly after their interviews to provide feedback and to listen. Allow employees to communicate perceived gaps in expectations or unclear instructions and help them fill those gaps. Internal-hire candidates have proven themselves to be capable and curious, so give them the benefit of the doubt. With the right investment, they will reward the faith of their leaders with strong results.Hiring an internal candidate is not the easy way out. If anything, its even more difficult than bringing in an outsider. With greater challenges come greater rewards, however, and the companies that perfect their internal hiring processes and interviews can reap the benefits of a strong, self-replenishing talent pool.Suresh Sambandamis the CEO ofKiSSFLOW, a SaaS-based enterprise-level workflow and business process automation platform with more than 10,000 customers across 120 countries. He is an entrepreneur on a mission to democratize cutting-edge technologies and help enterprises leverage automation.If you enjoyed this article, sign up for SmartBriefs free e-mails onHRandcareer development, among SmartBriefsmore than 200 industry-focused newsletters.