Just click on this link,sign up and you recieve $25!Simple process!
Atlanta Career Fair August 2, 2016
11:00 am – 2:00 pm
Ramada Plaza Atlanta Downtown
450 Capitol Avenue SE, Atlanta, GA 30312
Saturday, July 23, 2016
Atlanta Career Fairs 2016 Hosted By Zone X Productions!
Zone X Productions head quarters is located in Atlanta and we would like to announce the upcoming job fair events.Their will be over 100 + companies at the career fair and our company is one of them,so their is many job seekers looking,choose your career wisely.Come apply for a career at Zone X Productions and see why we were on Forbes Top 100 Small Business in America!
AUGUST 2 / 2016
OCTOBER 19 / 2016
Atlanta Career Fair October 19, 2016
11:00 am – 2:00 pm
Ramada Plaza Atlanta Downtown
450 Capitol Avenue SE, Atlanta, GA 30312
DECEMBER 1 / 2016
Atlanta Career Fair December 1, 2016
11:00 am – 2:00 pm
Ramada Plaza Atlanta Downtown
450 Capitol Avenue SE, Atlanta, GA 30312
CEO's are 66% More likely to have these personality trait!
What differentiates CEOs from all the people who never make it to the c-suite? Is it brains? Ambition? Luck? The answer will vary from company to company, but there are some characteristics that appear across organizations. And one such characteristic is how people approach change.
This past month, 4,018 leaders and professionals have taken the free online test “How Do You Personally Feel About Change?” One of the questions asks respondents to select from these options:
• I undertake career/business changes that others describe as difficult or audacious.
• I undertake career/business changes that are achievable and realistic.
• I don’t undertake very many career/business changes.
CEOs Of America’s Best Employers 2016
Launch Gallery
If you’ve ever struggled to convince people to start a really big change, you won’t be surprised to learn that less than a third of respondents undertake changes that are difficult or audacious. Generally people either avoid change or they undertake changes that seem more achievable. All the clichés about change being hard and people avoiding change are pretty accurate.
But while this is true overall, I discovered big differences in how people view change when I dissected the data by position. For instance, 45% of top executives undertake changes that others describe as difficult or audacious. But for frontline employees, that number is only 27%. So in the average company, the CEO is 66% more likely to want audacious change than the employees.
The following chart shows the data for all job levels:
You can see from the chart that there is a very strong linear relationship between how high a person ranks in the company and how much they undertake audacious change.
Frontline employees and junior managers are more likely to enjoy the traditional status quo, and if they do embrace change, it’s more likely to be cautious and measured.
By contrast, CEOs are much more likely to be the change advocates I call Venturers. Venturers are motivated by risk, change, and uncertainty. They thrive when the environment or the work is constantly changing. They tend to like challenges and jump at the opportunity to be the first to do something new. And that means they’re also not terrified of failure, especially if they know they’ll find a chance to try again. Venturers prefer adventure to security. In fact, they find doing the same thing every day incredibly boring. They like to break through their comfort zones, so they regularly challenge themselves with audacious and difficult challenges.
Venturers have some very distinct personality characteristics. And it’s no small coincidence that these characteristics are found more often in CEO roles than in frontline employees or junior managers. In fact, we might surmise from this data that perhaps one way to increase your odds of becoming CEO is to undertake more difficult and audacious change. It’s no guarantee of career success, of course. And obviously, if 45% of CEOS undertake big changes, that means 55% either embrace a more cautious change or avoid change altogether. But the linear relationship between one’s rung on the career ladder and audacious change is really striking. And for anyone interested in discovering the secrets to becoming CEO, this is important data to absorb.
It’s also a good measurement with which to evaluate your current CEO. Do they undertake audacious and difficult change, or are they more cautious and circumspect? When it comes to figuring out what types of change you should pursue to advance your career, one important barometer is the type of change that’s generally supported in your company. If you undertake change that’s too cautious, you risk being left behind. But if you’re on the audacious end of the spectrum and your CEO is not, you might find yourself in political hot water.
Is undertaking audacious change an inborn personality characteristic? Is it learned? Or is it some combination of the two? The truth is, we don’t definitively know, but it’s a good bet that both nature and circumstance have a role to play.
It is true that some people are more predisposed to undertake significant change, climb higher mountains, and tolerate more risk. And this is generally observable in even very small children. On your local playground you’ve probably seen some kids who look like they’re ready for the X-Games while others seem intimidated by the monkey bars.
But it’s also true that CEOs are often under great pressure to undertake audacious change. Boards regularly compare their CEO to executives like the late Steve Jobs, who talked about making a dent in the universe, or other larger-than-life personalities. And if you’re the CEO being compared to Steve Jobs, you are going to feel pressure to undertake more audacious and difficult changes, just to have any hope of comparing favorably.
So what should you do with all this information? Start simply. Look at your current company. Are there lots of big changes or are things pretty status quo? Is your CEO a Venturer or more cautious? Then once you have a handle on your current environment, do an honest assessment of yourself. How would people describe your approach to change? And how does that assessment fit within your current environment
Some ideas of how Pokemon go will help your company grow!
They say “timing is everything.” Nintendo seems to have hit the jackpot with its July 5th release of Pokemon Go, its augmented reality game.
By the time this column publishes, it will have been downloaded more than 8 million times, Nintendo will be averaging $1.6 million in daily revenue, and the Pokemon Go Facebook page will have well over 1 million subscribers.
The world is craving positive distraction. We are all psychologically exhausted from draining world events including senseless shootings, Brexit, and a toxic presidential campaign.
Further, we are squarely in the center of the mid-year slump when low morale and flat sales plague many organizations. We’ve just passed the halfway point so we are scrutinizing our revenues, and we’re all getting a little weary of the hot & volatile summer weather.
Pokemon Go has indeed given the world some respite from all of the sadness and stress.
Pokemon Go has infiltrated Corporate America. There is no denying it. Entire industries are re-shaping their go-to-market strategies. The restaurant industry finds themselves at the mercy of patrons who are downgrading their Yelp reviews because they don’t have any Pokemon on premise.
Employers are at a loss of how to deal with distracted employees.
I’m a firm believer in the Yin-Yang philosophy: Within crisis lies opportunity.
As Pikachu and Charizard continue to take over the hearts and minds of gamers everywhere, here are three ways business leaders can tap into this renewed energy, and harness it within their organizations:
Implement a Team Building Exercise. Organizations can put some friendly competition around the play. Create a “war room” with a leader board so that all employees can participate.
Pokemons don’t care about organizational pecking orders. Pokemon Go levels the playing field, and creates communications and co-working opportunities that previously didn’t exist. Executives should definitely get in on the action. This is a wonderful opportunity to connect with employees that otherwise don’t have access to the executive team.
Harness the Power of Pokemon Positivity. Pokemon Go is having a dramatic effect on mental health! It is boosting moods, lowering anxiety, and significantly helping with depression. These impacts trickle into the workplace, improving morale.
One Twitter fan remarked, “PokemonGo has already been a better treatment for my depression than anything my doctor prescribed or therapist recommended.”
Get Your Employees Moving. Pokemon Go brilliantly gets people out of the office for some exercise, which also helps stimulate creativity, and disconnects them from work for a brief period of time. They can venture out alone or in groups. They come back re-energized, de-stressed, and ready for the second half of the work day.
For the foreseeable future, Pokemon Go is here to stay. Even Mark Cuban has joined in, using it as an opportunity to connect with his son.
Smart leaders will embrace the renewed energy, and create opportunities for connection, rather than creating separation.
While I predict it may be a while before Pokemons become an attractive employee benefit, companies won’t be able to stop their employees from engaging.
Pokemon pursuits for now are indeed the new Happy Hours.
Good luck in your chases!
Saturday, July 16, 2016
20 Great Jobs Without requiring a College Degree!
This is our report for 2016,here at Zone X Productions we wanted to help those who couldn't afford college find good high paying jobs,well your in luck.
As millions of college graduates prepare to walk across the stage to receive their diplomas and join the workforce, they face an economy with high unemployment rates, increasing competition for jobs and mounting debt from their college expenses.
Compare that to currently working employees who didn’t attend college but have spent the past four years making money and honing their workplace skills while amassing little to no debt. Not going to college certainly doesn’t jive with what our parents and teachers drummed into us growing up. But it begs the question: does it really pay to go to college? Is it worth earning a minimum of a four-year college degree, at least financially speaking?
There’s no simple answer. In fact, there’s much more to consider before taking the position that college no longer is worth the investment.
Let’s Look At The Numbers
The annual cost for undergraduate tuition, room and board is estimated to be $12,804 at public institutions and $32,184 at private institutions for the 2010 academic year, according to the U.S. Department of Education’s National Center for Education Statistics. That means that even a modest education—a bachelor’s degree from a public university or college—will cost at least $50,000. That expense can quadruple if you attend a top-level private university. Add to this the “opportunity cost,” meaning what you could earn over four years of working at a job instead of studying full-time, and you’re talking real money! So how long, if it all, does it take new graduates to recoup all those college costs?
Assuming you have no degree but are willing to do some advanced training, such as attending a technical school, you could earn around $30,000 a year as a beginner, if you are sharp. That means that over four years, you’d earn about $120,000, while your counterpart who’s in college earns little or nothing, and may even carry the same amount in debt by graduation.
In fact, the average debt for student loans is about $25,000, according to the Institute for College Access & Success' Project on Student Debt. Debts of $100,000 or more isn’t unheard of either, especially for those going to prestigious schools or those earning advanced degrees.
The table below compares the incomes of the top jobs in the Jobs Rated report, based on educational attainment required to get hired.
AVERAGE INCOME LEVELS, TOP 20 JOBS
No College Degree vs. Jobs Requiring 4-Year Degree or Higher
No College Degree vs. Jobs Requiring 4-Year Degree or Higher
| Beginning | Midlevel | Top | |
|---|---|---|---|
| No College Required | $28,350 | $47,200 | $79,150 |
| 4-year degree or higher | $51,250 | $85,300 | $130,600 |
When it comes to the facts and figures, however, an advanced degree really does pay off even though grads will carry some debt into their new careers. The math is all there. In fact, the average American worker with a four-year degree will earn over one million dollars more than their non-degreed counterparts during their career.
That is, except for those college grads that opt for short careers (i.e., stay-at-home parents who begin families just a few years after graduation) where a degree doesn’t pay. It takes several years in the workforce, armed with a college degree, to make it worthwhile. And when it does pay off, it’s worth the effort.
Unless you’re Bill Gates, Mark Zuckerberg or Steve Jobs, the only way it doesn’t pay to have a four-year degree is to have a career in one of the following highest paying jobs available for non-college grads:However like always we do suggest to get a college degree to further increase your chances of being successful.
Friday, July 15, 2016
Donald Trump said Zone X Productions is one of the companies in America Bringing Jobs To Americans!
As you know,we pride on helping our fellow Americans have jobs espically during tough economic times.We have a promo video showing how Zone X Productions is bringing jobs back to America.
HOW to get a guarantee job with employment referral,let Zone X Productions referral you to a job!Must READ!
There is one thing you can do that increases your chances of being hired: getting an employee referral. Referred candidates are more likely to get hired, perform better and last longer in jobs. This is why companies, large and small, are investing in referral programs. It makes good business sense for them and for you.This is why Zone X Productions is here to help those who are looking for jobs,with our employee referral program,we will send your resume for a small fee of only $50.00 to over 100,000 companies both online and offline.
Here are seven things you need to know about being a referred candidate, based on a recent survey commissioned by iCIMS, a provider of talent acquisition solutions:
1. Referred candidates have better odds of getting hired. When an employee refers someone, that candidate is hired about two-thirds of the time. Plain and simple: You must find people who work inside companies you are interested in working for. Use your in-person network, LinkedIn, Twitter and even Facebook to identify the names of people you already know. It doesn't matter what role your contact is in. What matters is that you let them know the types of roles you are interested in and that you stay on his or her radar, just in case something comes up. It is always best to reach out to people before a job is posted.
2. Employees do make referrals. Employees are jumping on the referral bandwagon. Sixty percent of employees have referred at least one person to an open position within the company, and 38 percent of employees have referred multiple candidates for open jobs. If you are at all skeptical, don't be. By nature, people want to help, and it doesn't take much effort for an employee to refer you for a job. Just ask.
3. Candidates should start at the top. The higher the person referring you is on the corporate ladder, the better your chances of getting hired. Almost all candidates (91 percent) referred by a director level or above were hired, versus 53 percent of hired referrals from an entry-level candidate. If you do know top level executives, reach out to them first. However, don't hesitate to reach out to anyone you know inside the company, because being referred by any level employee increases your chances.
4. Referral incentives exist. While 63 percent of employers currently follow a documented employee referral process, the remaining companies accept referrals in a less formal way. Either formally or informally, companies realize that referrals make great employees and cost less to hire. When asking an employee to refer you, you're actually helping your contact reap rewards.
5. Referrals are the most important job-search resource. Seventy-six percent of job seekers ranked employee referrals as being of high to extremely high importance. This resource ranked higher than company career sites, job boards and even LinkedIn. You may be not believe all the experts who proclaim the power of networking, but you can't dismiss the advice when job seekers report how important referrals are as a resource.
6. Referred employees love their jobs. Sixty-five percent of referred employees were very satisfied with job fit or their ability to fulfill the requirements of the position, and 50 percent were very satisfied with how well they fit within the company. You don't just want a paycheck – you want a job you will enjoy. Leverage the power of past colleagues to help you identify a company and job where you are more likely to be happy.
7. Size makes a difference. If you're targeting small companies with 99 or fewer employees, 14 percent of new hires came from referrals. Medium companies (100 to 999 employees) hire 24 percent of referrals, and companies with 1,000 or more employees fill 27 percent of jobs through referrals. No matter the size of the company, hiring happens through referrals. It may be more difficult to find someone within a smaller company, but don't give up.
E-mail us your resume,with your name,address,e-mail,etc alone with the processing fee of $50.00,you can pay us through paypal or we accept money order.We will then send you a e-mail confirming we have recieved your resume and have send it to over 100,000+ available job positions you desire to be hired.We can't guarantee employment but we do guarantee well intended results.
Bottom line: The best way to get your résumé to the top of the stack is by getting referred. The tools exist today to identify people who work inside companies you are interested in. It is easier to keep track of past colleagues. Plus, companies value the quality of employees who come from referrals. Isn't it time you paid more attention to this job-search resource?
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