How To Become A Loan Officer In New York - Work It Daily

Step by step instructions to Become A Loan Officer In New York - Work It Daily Any individual who has been pondering turning into a home loan advance official in New York in 2014 ought to be making a move now as opposed to standing by any more. At the present time is an incredible chance to work in contract banking, however there are sure government and state-level necessities that forthcoming credit officials must know about. Most importantly, future credit officials need to comprehend why this is an extraordinary chance to enter the home loan beginning business sector. Related: 6 Signs You're On The Wrong Career Path The lodging and private home loan showcases in the United States endured a time of incredible downturn during the Great American Recession and the worldwide monetary emergency. It required the Federal Reserve extensive exertion to invigorate the lodging economy, and the principal look at a genuine recuperation showed up after the expected time 2012. Following quite a while of home loan credit adjustments and renegotiating action on account of government activities, for example, the Home Affordable Modification Program (HAMP) and others, the 2013 home loan advertise really extended to incorporate home buys. The main concern is this: Americans are by and by purchasing home and the lodging economy is developing and including occupations. This is going on in the Empire State and over the U.S. This is uplifting news for contract advance officials who remain to win a considerable amount of cash in 2014 and past. This is the means by which to begin: 1. Instruction In the overwhelming days of the lodging bubble before the Great American Recession, contract loaning organizations didn't require much in the method of instruction and preparing from their advance officials. Things have certainly changed in such manner, and credit officials need to comprehend contract banking. Fortunately for advance official hopefuls, some home loan moneylenders despite everything offer passage level places that include instruction and preparing. 2. Enrollment The New York Department of Financial Services (DFS) is the state controller accountable for permitting and oversight of home loan advance officials. The Empire State utilizes the National Mortgage Licensing System (NMLS), which all credit officials must get comfortable with. Enlistment is a touch of a complex procedure that requires significant personal investigations. The most ideal approach to move toward this stage is with a home loan bank as a support. Significant retail banks, for example, Prospect Mortgage in some cases employ future credit officials and guide them through the instruction, enlistment and authorizing process through hands on preparing. 3. Experience And Professionalism Home loan moneylenders who support credit officials in New York make a sizable interest in their prospects. Permit application handling expenses, obligatory instruction, test arrangements, enlistment charges, and guarantee bond premiums are significant prerequisites secured by loan specialists who hope to recover their venture with committed home loan banking experts. It is significant for advance officials to begin organizing with Realtors, money related organizers and network pioneers to grow a book of business that their banks can work with. This is probably the most ideal approaches to build up ability and set up a decent notoriety in this rewarding, yet profoundly serious, field of fund. Related Posts The Best Kept Secret In The Job Market 5 Dynamic Ways To Reinvent Your Career Path The Worst Reasons To Pick A Career Path Photograph Credit: Shutterstock Have you joined our vocation development club?Join Us Today!

The Future of Work

The Future of Work I often think about the future of work â€" mainly because I’m eager to get to a better place than we are today. Work, as we know it, is just not built for real people with real lives. Fundamentally, ‘work’ is long overdue for an overhaul, and all the current disruptions present such an abundance of inter-related possibilities, that I’m daring to be (cautiously) optimistic! Of course, the bar we’re starting off is pretty low. Our current understanding of work is hanging on to some really old ideas. For example: the five day week, eight hour day model, stemming from the International Workingmen’s Association in Geneva in 1866. career paths that were first designed in the 1950s, running from post school/university until one’s mid-fifties, when everyone retired to live out their remaining 14 years in relative peace and harmony. This ignores the fact that we’re already living (on average) into our eighties and are fast heading towards the long touted 100 year life! talent processes that assumed a single linear career, with one peak, where no one took a career break, ever, for any reason, and assumed we could all be assessed at our best and most productive in the work place between the ages of 28 and 35 years of age, and no later. For the record, 73% of Australian women have children around that age. The first paid maternity leave came into effect for Government employees in Australia in 1973, so since then we’ve been clear on seeking to keep our careers on track even with some breaks. the very outdated concept of the ‘control test’ (which is rapidly in retreat) at the foundation of all our employment relationships, despite predictions that by 2020 35-40% of the working population will be independent contractors and not ‘controlled’ employees. We’ve hung on to all those things despite so many other things changing. Businesses (and lives) are now 24/7. We can move work around our global community in a second, and work is rarely as physically demanding as it was in the cotton mills of the industrial revolution. So, from this point, it’s easy to agree we can do a lot better. Of course, we need to temper our excitement with the reality that some of the disruptors have been around for years and we’re yet to truly embrace the opportunities they offer. Like technology. We’ve talked remote ‘away from the office’ work for ages, but not really mainstreamed it into the big jobs. Similarly, job sharing and part-time. We’ve run whole conferences on flexi-work and shared and re-shared the stories of working mums. Despite that decade of conversation and amazing possibility, it’s still front page news when a big corporation says “we’re going to make our jobs flexible” and conference keynotes are about how hard that is to achieve. So what’s different and why should we be optimistic now? Three things. Three really big socio-economic shifts that change all the rules. 1. Economics Our ageing population is forcing us to face the fact that our economic model needs more of us contributing for longer. The large communities of great capability and expertise that we’ve too long left on the sideline â€" people with disability, women (and men) with children or caring responsibilities, and people over 55 years â€" are now required to contribute in order for the economy to be productive and sustainable. There is every chance that this moment will have the same impact on women’s employment, in particular, as WWII had in the 1940s. 2. Social Change Large scale social change means the gender-based model, so heavily structured in favour of men, is being questioned. Men now expect their partners in life to be as career-oriented as they are. Women expect their partners to be as keen to take a role in parenting as they do. People with children (single parents, same sex couples, traditional families â€" in fact all of us) and people with more in their life than work (which is most of us) are changing all the rules by telling their stories and expecting flexibility. Conversations about “Mummy (and Daddy) tracks” versus “Partner Paths” are no longer acceptable. 3. Start up Culture Perhaps most importantly: Courageous and inspiring entrepreneurs are rising up and building businesses in a fundamentally new way and changing the very definition of ‘work’. For the first time in a decade they are just IT startups, who tend to work 24/7, but rather they are businesses purpose built to change the way we work. For the first time, corporates are losing some awesome talent to social enterprises that are run for people who need or prefer to work differently, (if you want an example, look up FightingChance.org.au for some serious inspiration!). Just a few years ago, we called them “social entrepreneurs’. Increasingly, we’re expecting ALL businesses to run to a model that is not only ‘for profit’, but also for what might best be referred to as “social prosperity”. Profitable for sure, but equally good for our health and well being, our relationships, our community and our environment. Inside these new businesses, they’re also very comfortable with a wide range of employment relationships, from the traditional employee, to the remote partner, to the independent contractor. They’re creating communities of common purpose and not a corporate cult. Where to from here? Against this backdrop, the future of work will start with a rethink of hours. Not “part-time” but work in pieces â€" all sorts of pieces to make up the seven days of the new ‘normal’ business week. We will rethink “location”. Work will move to where the people who can do it, want to be. Recruitment will target a much broader group of potential candidates, from vastly different backgrounds. The shortage of key capabilities, and the rapid rise of new ones, will mean we recruit attributes and potential and then train for skills and capability. Training will move from traditional training facilities to a hybrid model, with much of it taking place just-in-time inside a workplace. Talent management will need to look at potential outside the 28-35 year group to where more great potential lives in people in their early 20s, people in their 40s and 50s, and heaven forbid, their 60s (when most of us will still have 15 years of good work contribution to be made). Talent processes will also be built against multiple career peaks, and not the singular linear career paths of the past. It’s estimated, the generation in their twenties today will have four or more completely unique careers. Rewards need to be attractive when working very differently. Like profit share for people with profound disability who don’t work ‘hourly’ every day, or joint ventures for people who want to own their business and build wealth not negotiate a salary. The rise of portfolio work will also mean most of us have two or three employers, at any one time, as we eagerly build a multi-faceted skillset and experience portfolio, linked to our purpose and passions. The Code of Ethics, will be difficult to enforce when a person has three employers and their own strong opinions on political and social issues. And beyond all the basics, leadership will look very different when the ‘caste’ system of organisational structure, built on privilege and that “control test”, will be replaced by much more egalitarian expectations. Leaders will need to genuinely attract and retain people based on caring about them, having a positive impact on them and their employability, and providing a much better (virtual) place to work. Communities of shared purpose where all employees are considered volunteers not ‘captives’. Described like this, there’s every chance that the future of work could be much better designed for humans and the society we want to live in today. Perhaps, we could make that our whole objective. About  Rhonda Rhonda  has spent her career on the people stuff, working with some of the biggest and best companies all around the world, but she has always thought â€" “we could do this better. We could make work (and leadership) better for all of us â€" more inclusive, more real, and more ‘human’. She fundamentally believes that inclusion, good leadership and treating each other as equals, is not only foundational for good people practices in organisations but equally of more equitable and prosperous economies and communities. In short, if we include as many people as possible in work, then we start to build the sort of community and society we all want to live in. Rhonda is also co-founder of  mwah, a Community, a Toolkit, a Think Tank, and a Boutique Consultancy, all aimed at Making Work Absolutely Human. A knowledge base and a community of all the real stuff you need to lead and work with people, today and in the future. About FlexCareers FlexCareers has engineered game-changing technology to connect talented individuals with progressive employers offering flexible work. FlexCareers also offers a fully integrated suite of coaching, training and re-accreditation courses for skills enhancement, including our proprietary return to work Relaunchship Program. FlexCareers host regular employer roundtable events to help move the needle on flexibility and gender diversity in the workplace, and are regular contributors to a variety of businesses and publications, supporting learning and best practice thinking in flexible working practices. If you need support to develop, embed or review your flexible working policies and programs, you can contact us here . For Employers | For Job Seekers | FlexCoach | FlexPro | The Blog FlexCareers is changing the way careers work. Join the conversation and connect with us: Facebook | LinkedIn | Twitter Free Career Coaching Join FlexCareers and our panel of FlexCoaches every Tuesday night in the TALENTED FLEXIBLE WORKFORCE Facebook Group. Access support and discuss the issues that matter to you with our community of job seekers and employers.

What Person should a CVs be written in

What Person should a CVs be written in What Person should a CVs be written in One of the essential decisions you should make when you begin making your CVs. Regardless of whether you have to write in the first or third person. Your resume should never be made in the third person. Utilize the principal person. However overlook the pronoun I. For example, in the event that youre an administrative pro. As opposed to stating I encouraged travel for senior organization,. You should state Composed travel for senior position. It is also progressively clear, attracting an individual, propelling the chronicle. The aptitudes and the achievements as excellent to you. If you need the spotter to see the person behind the work. This may be the methodology you should, as it in like manner empowers you to demonstrate your vitality. Utilize the third individual in CVs To more sift through your resume, use bolded and focused on words. Be dependable. If you solid an association name you would say portion. Striking all the association names in that fragment. In case you stress dates for one position. Do in like manner for all your various positions. The certified truth is that both contracting administrator. Determination delegates need a direct, genuine CV. They get bewildered by whatever else. Staying by our earlier point, we are sharp â€" ensure!! Finally, clients are using your CV to pass judgment on your sensibility. While they may think you are unconventional for using the third individual, when in doubt. They will lean towards the contenders whose CVs are more straightforward to process. This may give off an impression of being clear, at the same time, is there any valid justification why it shouldnt be? It expected to happen The typical rundown of references is debilitating and garbage. By and large since it is made in the free third person. The example toward the principal singular rundown of references. In which contenders fabricate a relationship among themselves and their likely chief. It is single direction work competitors are traversing. The essential bit of leeway of the third individual methodology is that is recognized as a standard resume convention. Its progressively formal and impacts it to seem like you perceive whats ordinary. Regardless, the essential individual rundown of references not puts a couple of particulars around experience. That would by one way or another or another be vague from various hopefuls, in any case, it also gives an investigate each candidate personality. Note how the overview of this advancing capable isolates the movement searchers novel offer.

The 11 Reasons You Make Bad Job-Changing Decisions

The 11 Reasons You Make Bad Job-Changing Decisions The 11 Reasons You Make Bad Job-Changing Decisions Listen to Podcast Now: Listen in iTunes Download Audio File Do you feel you continue to make poor career choices? Are you confused why you make awful job-changing decisions? There are obviously many factors that contribute to your decisions and decision-making abilities, but there are essentially 11 reasons you make bad job-changing decisions. Below are the summary and highlights from the original podcast.  I’ve included a handy, ultimate job interview preparation guide to ensure you’re in order.  If you like this material, keep an eye out for an upcoming free video and live workshop on transforming your career I’ll be conducting starting October 27, 2016. All my Tips for Work and Life ® blog subscribers will be alerted as we get closer. INCOMPLETE INFORMATION You didn’t  gather enough information. How many times have you thought if I’d only have known that then? There are usually two issues here. It’s likely your inventory of questions or topic areas to investigate was incomplete. Additionally, you probably didn’t dig deep enough (even if you had a complete inventory of questions.) Overcome this issue by creating an exhaustive list of questions to ensure you’re covering everything. Make sure to keep asking “Why?” until you can’t ask “Why?” anymore. There is no friendlier, joint three-letter word complete sentence I can think of when it comes to your decision-making prowess. For the really ambitious, there is loads (I mean loads) of insight on decision-making in my award-winning book The Hiring Prophecies: Psychology Behind Recruiting Successful Employees. You can get an entire digital experience, including the eBook, audio and guides for free here. You had more options but didn’t know it. You were lazy when it came to investigating all your options. Make sure to think creatively and exhaust all avenues. INCORRECT INFORMATION You’re looking where you shouldn’t be (or placing too much weight on the wrong information). Social Media Sites, LinkedIn, and Corporate Sites (Glassdoor, Vault, Wetfeet) are filled with angriness (mostly). Don’t place too much weight on information where the deck is stacked. Overcome this issue by keeping all your intake in its proper context. And, make sure to do you own investigation before you’re willing to take someone else’s (especially a stranger’s) word for it. This is, after all, your career. You expect good advice from someone who doesn’t have all the information. Here’s a scenario. You’ve just given five minutes worth of your (own) bias-filled information to people (a mentor, confidant, co-worker, spouse or whomever) and asked them for advice. If this needs further explaining, go back to You Didn’t Gather Enough Information. They’re now you. MOTIVES You weren’t clear (with yourself) on your (own) motives. Remember your whys! When people go through a lengthy (interviewing) process, for some reason they forget the reasons why they started the process. They also tend to abandon or minimize their (happiness) criteria in favor of the shiny bells and toys the employer has placed in front of them. You were driven by someone else’s motives. Don’t do it for your parents, friends, coworkers, spouse, or anyone else. You’ll resent them. This is your life! FEAR You fear loss. You’re worried you’ll lose what you already have (your reputation, easy commute, a job you can do in your sleep, your friendships with coworkers, etc.) Make sure to keep your outlook balanced. You’re gaining much too. You fear hardship. Boo hoo this new job will be hard. You’re not sure you’re up for the challenge. Chances are, if a company wants to hire you, you’re qualified and will kick butt if you put some effort into it! OVERCONFIDENCE You’re bravado makes you senseless. Overconfidence stems from many sources, but for our purposes assume it comes from your lack of correct or complete information. Just make sure to investigate wholly and you’ll be in great shape. (P.S. Do not mistake overconfidence for confidence.) BIASES You have the status-quo bias. You have a strong preference to keep your life as-is! You also think any change is a loss of what you currently have instead of a gain for the better. Do not focusing solely on what you’re losing or place greater emphasis than is necessary. You have the sunk-cost bias. You’re placing too much weight on time you’ve spent and what you’ve accumulated (something you’ve built, any labor of love, memories, etc.). You need to remove your emotional attachment and rechannel it. One of the easiest way’s to do this is ask yourself, “If I wasn’t currently working here, would this job, or the new one, align better to my criteria?” Bam. There they are. Eleven nasty ones. I always love to hear from you. What are reasons you think you or others have made poor job-changing decisions? Like this episode?  Please share it via social media and review it on iTunes! I can keep this blog and all future podcasts and videos ad-free and sponsor-free ONLY because you share my work! Please share or subscribe to  my podcast and YouTube channel  too! Want more advanced material?  Join the milewalk Academy and grab some of the free offerings that support the instruction in this post!

If Youre a 50 Something On The Job-Hunt, Read This - Walrath Recruiting, Inc.

If Youre a 50 Something On The Job-Hunt, Read This - Walrath Recruiting, Inc. If youre a 50 something and are hesitant about going back on the job hunt, youre not the only one. Applying to new companies/ jobs after staying at a company for over 10+ years can be nerve-racking. You may feel like no one wants to hire someone in your age bracket, but luckily, thats not true. There are so many advantages of starting a new job after 50, including the opportunity to start a career YOU are passionate about. Check out the positives of later-career job searching, below! Make Your Resume Timeless Having years of experience under your belt is EXTREMELY beneficial. However, you want your resume to reflect the experience, rather than the time frame youve taken to get there. When it’s been 20+ years since graduation, having the year you graduated listed on your resume isnt relevant anymore. So feel free to remove anything that “ages” your resume, and focus more on elaborating on your job responsibilities and why youre a great candidate for the positions youre looking to apply to. Revisit Your Circle One of the first things you should do when youre starting your later-career job search is to revisit your circle. Shoot out some messages to the network of people that you know through things like hobbies, sports, past co-workers, friends etc. The best way to get your foot in the door is through a warm-introduction. So going through your network first can make it a smoother transition. Familiarize Yourself With Interview Questions The most common reason later-career job seekers are hesitant to begin the interview process is because of the interview itself. Your solution? Practice. Do some research to find out common interview questions and practice how you would answer them. You can also interview with companies youre not as serious about landing the job, to get some real-life practice. The more you get comfortable with interviewing, the more you’ll feel confident with them. Consider Part-Time Positions If you are still struggling with finding a position youre interested in, start with part-time positions. Part-time allows you to get the experience in the related field youre looking for. If either party thinks it’s a good fit, you’re in a perfect position if a full-time position is available. If not, you have a great part-time job to hold you over and give you experience while you find something better suited for you. Treat Yourself (Physically and Mentally) Treat yourself. Do some grooming, get a haircut/color, buy a new outfit and do something to spruce up your look. Not only will it show you care and are serious, but it will also make you feel significantly more confident. While youre at it, pick up a personal development book such as You are a Badass by Jen Sincero  or The Energy Bus  by Jon Gordon. If you are fueling your brain with positivity, you can’t help but FEEL positive in the process. Age= Experience, Use it Although you may feel insignificantly out of place interviewing as a 50 something, try to view your age in a different light. Your age gives you experience, which gives you a competitive advantage. You have had MORE time doing more things, which means you are probably more knowledgeable in certain areas. The more experience, the more of a trusted candidate you become. Use This Opportunity to Do What You Desire If you have the opportunity to switch your career/profession after a decade or more of staying at one company, use this as a time to find something you are truly passionate about. This is the perfect time to get involved in a company, organization, a career doing something you enjoy. It will make your workday more enjoyable as well and make the whole transition worthwhile. Stay Confident And above nothing else, be confident. We have sprinkled that word throughout this blog because it’s true. The more you believe in yourself, your ability and your experience- the more confidently you will present yourself.