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- 09/19/16--11:00: _The best and worst ...
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- 09/23/16--09:34: _A Wharton professor...
- 09/27/16--10:35: _I've worked in HR f...
- 09/28/16--08:51: _Unorthodox question...
- 09/28/16--11:00: _Citi is trying to b...
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- 10/02/16--09:03: _12 high-paying jobs...
- 10/05/16--09:30: _The best jobs for e...
- 10/06/16--12:02: _Warby Parker CEO: O...
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- 10/10/16--05:26: _How to know if you ...
- 10/11/16--14:26: _Here are the 9 best...
- 10/12/16--08:25: _Here are the 11 mos...
- 10/19/16--03:01: _A résumé expert rev...
- 10/20/16--08:02: _The 20 college majo...
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- 10/24/16--03:21: _Shake Shack founder...
- 10/24/16--08:57: _Here is the perfect...
- 09/19/16--11:00: The best and worst states to make a living in 2016
- In column one, write down the pleasures you enjoy and the temptations that you want to do.
- In column two, write down the tasks and behaviors you should be doing, but often procrastinate on.
- Only listen to audiobooks or podcasts you love while exercising.
- Only get a pedicure while processing overdue work emails.
- Only watch your favorite show while ironing or doing household chores.
- Eat at your favorite restaurant when conducting your monthly meeting with a difficult colleague.
- Getting a workout in will never feel like an urgent task on any particular day, but exercising consistently will change your health and your life.
- Cleaning your office space or kitchen will rarely feel like an immediate need, but reducing clutter can clear your mind and reduce chronic stress.
- Practicing the fundamentals of your craft is often boring, but when you master these core skills you begin to separate yourself from your competitors.
- 09/28/16--11:00: Citi is trying to become a better place to work for new parents
- 10/02/16--09:03: 12 high-paying jobs college students can do in their spare time
- 10/05/16--09:30: The best jobs for every personality type
- 10/06/16--12:02: Warby Parker CEO: Our best employees share 3 qualities
- 10/09/16--05:30: How to answer Elon Musk's favorite job interview question
- 10/10/16--05:26: How to know if you have what it takes to be a CEO
- 10/11/16--14:26: Here are the 9 best internships at Wall Street banks
- 10/12/16--08:25: Here are the 11 most prestigious internships in America
- "Leading internet retail company with over 137 million active customer accounts."
- "Reputation for low prices and reliability."
- "Lack of charitable corporate giving in past years."
- "Employees often work long days and overtime hours, especially during the holidays."
- “Great culture; fantastic and intelligent coworkers”
- “Challenging work, top-tier clients, lots of development opportunities”
- “Prestige and exit opportunities”
- “Long hours and high pressure environment”
- “Politics and slow moving decision processes”
- “Working in Times Square stinks”
- "Reputation for great customer and employee experience."
- "Most well-known names in entertainment and amusement."
- "Large company with some corporate politics."
- 10/19/16--03:01: A résumé expert reveals what a perfect résumé looks like
- 10/20/16--08:02: The 20 college majors that lead to the most satisfying careers
Not all states are created equal when it comes to making a living. While your income might be greater in places like New York or California, high tax rates and cost of living can greatly affect your lifestyle.
The personal-finance site MoneyRates used several data sources, including the US Bureau of Labor Statistics, to determine the best and worst states for making a living in 2016. The ranking is based on five factors: average wages, state tax rates, cost of living, unemployment rates, and incidents of workplace injuries.
Check out the best and worst states below:
With no state-income tax and low cost of living, Wyoming took the No. 1 spot this year, beating out last year's winner, Texas.
For the sixth year in a row, Hawaii was named the worst state to make a living for its 68.6% higher cost of living than the national average.
Shake Shack founder and CEO of Union Square Hospitality Group, Danny Meyer, started his first restaurant at 27. He looks back at the biggest mistake he made in the early years of his career as a restaurateur.
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Like many people, Katy Milkman knew she should be exercising more.
But each day she left her job as a professor at the University of Pennsylvania feeling exhausted and drained.
By the time she made it home, all she wanted to do was curl up on the couch and read a book or turn on her favorite TV show. On this particular day, she wanted to read "The Hunger Games."
That’s when she had an idea.
What if she created a rule for herself? What if she was only allowed to read "The Hunger Games" when she went to the gym?
"I struggle at the end of a long day to get myself to the gym even though I know that I should go. And at the end of a long day, I also struggle with the desire to watch my favorite TV shows instead of getting work done.
And so I actually realized that those two temptations, those two struggles I faced, could be combined to solve both problems."
-Katy Milkman, Wharton School of Business
Milkman’s strategy worked. Not only did she go to the gym more often, she actually looked forward to going to the gym because it meant that she got to do one of her favorite things: read a good book or watch her favorite TV shows.
This idea that you can make it easier to perform a behavior that is good for you in the long-run by combining it with a behavior that feels good in the short-run is what Milkman refers to as "temptation bundling." You are essentially bundling behaviors you are tempted to do with behaviors that you should do, but often neglect.
Milkman was happy with the progress that she was making in her own life, but she wanted to see if the idea extended beyond her own behavior. Given her interest in behavioral economics and her teaching post at one of the country’s finest universities, she naturally decided to design a research study.
Milkman and her colleagues studied the exercise habits of 226 students, faculty, and staff at the University of Pennsylvania. After teaching a cohort of the participants how to use temptation bundling, Milkman found that people who used temptation bundling were 29 percent to 51 percent more likely to exercise when compared to the control group. The findings were quickly published in Management Science (full study).
The range of results depended on the degree to which participants implemented temptation bundling. A full treatment resulted in a 51 percent improvement. An intermediate treatment led to a 29 percent improvement.
How to create your temptation bundle
There is a simple exercise you can use to figure out your own temptation bundling strategy.
You’re going to create a two column list:
Take your time and write down as many behaviors as possible. Then, browse your list and see if you can link one of your instantly gratifying "want" behaviors with something you "should" be doing.
Here are a few common examples of temptation bundling:
Always important, never urgent
There are many factors that contribute to success, but you can make a strong argument that consistently accomplishing tasks which are important, but not urgent is the one ability that separates top performers from everyone else.
Consider how many tasks are important to our progress, but not urgent in our daily lives.
Temptation bundling offers a simple way to accomplish these tasks that are always important, but never feel urgent. By using your guilty pleasures pull you in, you make it easier to follow through on more difficult habits that pay off in the long-run.
An HR veteran with over 15 years of experience shares her insider’s take on what really goes down during the hiring process.
Before launching my own consulting business, I earned my HR stripes working for everyone from big-name financial service companies to an equally big electronics and entertainment company.
So I know firsthand the techniques that are used to vet potential employees — and it’s not all as compliant as you’d expect.
If there’s one thing my time in the trenches has taught me it’s that HR reps are willing to do a lot to pinpoint the right employee.
Think hiring managers aren’t trolling your social media accounts? Or that having children won’t impact your odds of landing a great gig?
Take it from me: These are some lesser-known, semi-sly tricks that hiring managers resort to—regularly.
1. We dig (and I mean really dig) into your background
It goes without saying that hiring managers are going to contact your references to check whether those accolades on your résumé are legit.
But prehiring reconnaissance goes a lot further than that.
The HR community is small, and while it isn’t exactly kosher, many of us will call someone we know at a company where a candidate has worked previously.
The goal is to get “off-the-record” insights about the person’s work habits, personality, aptitude and more. We’re getting the inside scoop — from someone who isn’t on the candidate’s referral list.
Don’t believe me?
In the last month alone, I’ve received two calls from HR reps asking whether I’d vouch for former colleagues.
Another way managers dig around is through social media — especially LinkedIn.
After scanning a person’s LinkedIn network, I’ve become skeptical about candidates who don’t have enough industry connections. It makes me question if they’re overmarketing themselves.
Of course, being mindful of what you post on all of your social media channels is a no-brainer. I’ve even heard of managers who snoop on their own employees’ accounts to see if they’ve been talking poorly about the company.
2. Have kids? Why you might not have the job …
Although it’s illegal for an employer to take someone’s family into account when considering them for a position, that doesn’t mean it doesn’t happen.
Personally, I don’t believe this is usually malicious or deliberate. But a candidate can’t control what might be lurking in a hiring manager’s subconscious. (“Will this person really get the job done if they’ve got little kids waiting at home?”)
And it’s not just HR managers who fall prey to this kind of second-guessing.
I once worked at a financial organization where the internal sales team was mostly comprised of guys fresh out of college. When they interviewed new employees, I found out many of them used the opportunity to suss out if a candidate had kids by posing questions like, “What do you like to do on the weekends?” It was a tactic to see if the person would bring up little league or other kid-centric activities.
Knowing that new employees would be required to work long hours, these guys assumed that children would make these candidates less committed—and less likely to party after work and wholeheartedly embrace the company culture.
Certain hiring managers (especially those who don’t have a legal background) really want to make sure that the person they hire is a good culture fit — someone who’ll make a good employee and buddy.
But this impulse can end up alienating qualified candidates simply because they don’t gel on a personal level. In the case of that financial company, it created a bias against women — and we, in HR, brought the practice to a screeching halt.
And while we’re on the topic of bias, I hate to say it, but if a woman is interviewing while pregnant, she’s probably better off keeping that to herself until she knows she’s got the job.
It’s especially relevant at the executive level, when the stakes are typically higher. While a manager would never come out and say it, my experience leads me to believe that mothers, in general, do get passed over more than childless applicants.
3. The offer you get often has plenty of wiggle room
During the hiring process, salary negotiations are par for the course. But most managers can offer you way more than they let on.
That said, they probably can’t budge too much when it comes to base salary—there’s typically a range in mind before the interview ever takes place. But they can throw in different types of financial extras.
Sign-on bonuses, for starters, are attractive to HR managers because they don’t reoccur or show up in the employee’s salary line. And many hiring managers are willing and able to throw in a onetime cash-out if that’s what it takes to seal the deal.
The same goes for relocation packages. While some companies have rigid policies in place when it comes to relocating new hires, it’s still very much a gray area that many HR managers have no problem negotiating.
The catch, not surprisingly, is that interviewers aren’t exactly eager to offer up such perks. It’s up to you to ask.
Bringing up a sign-on bonus or relocation package will likely get you more traction than if you focus on the salary alone. Even so, that doesn’t mean negotiating the base salary isn’t still worth it—but you’ll need to convince the HR manager why you should be at the higher end of their preestablished range.
I’ve even seen people successfully negotiate to have a new company match the last job’s total compensation package.
4. Mutual exits are more common than you think
If an employee quits — as opposed to getting laid off — severance and unemployment benefits likely go out the window. So from a financial standpoint, it appears to be in a company’s best interest to have a less-than-stellar employee quit on their own.
Would a manager ever deliberately try to get a disliked employee to voluntarily hit the road? I’ve heard it happens — but it’s more likely to come from a direct manager, and the HR person may find out about it after the fact, when the manager shares that they “rode a guy hard” until he quit.
I think sometimes these managers struggle with giving feedback and coaching employees, or run into situations where they feel backed up against a wall. The end result is that they run out of patience—and make crummy management decisions.
A few of my current clients have experienced this kind of passive-aggressive approach, and I encouraged them to negotiate a happier ending by way of a desirable exit package.
Essentially, the company allows the employee to leave on certain mutually-agreed-upon terms. In some cases, it may require the employee to stay until a certain end date, finish a particular project, or agree not to take talent from the company for a set amount of time. In return, the employee receives a specific amount of money, known as a retention payment.
The deal, known as a mutual separation, isn’t considered severance. It’s also something that happens all of the time behind closed doors.
It’s yet another example of how established employees and new hires alike can even the playing field — so long as they’re informed.
NOW WATCH: The sleep habits all successful people share
The fast-yet-fresh chain had some unorthodox questions to ask before hiring their newest wave of employees in September. This year, Chipotle plans to hire 5,000 new employees.
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Citigroup is going to let employees take a little more parental leave.
The bank told its workers on September 28 that it would extend paid maternal leave to 16 weeks from 13, and second parent leave to 8 weeks from 2.
In addition, staff can take 10 weeks of unpaid protected leave, for a total of 26 weeks away within the 12 months after a child arrives.
Parents will also have access to benefits offered by the Bright Horizons Care Advantage program, which offers support for children who face learning disabilities, attention issues, emotional challenges and development disabilities.
The changes will take effect on January 1, 2017.
"We recognize that families and parental roles evolve and that our policies should evolve to support those changing needs,"Terry Hogan, head of global diversity at Citi, said in a memo to staff. "To that end, we are pleased to announce our enhanced parenting leave policies to support Citi parents, regardless of gender, in caring for and building a bond with their newborn and newly adopted children."
Numerous banks have been changing their parental-leave policies as of late. Goldman Sachs provides 16 weeks of fully paid maternity leave, according to its website, and last year it increased its paid parental leave for non-primary parents to four weeks.
Morgan Stanley provides 16 weeks of paid parental leave to primary caregivers. JPMorgan upped fully paid parental leave for primary caregivers in the US to 16 weeks from 12. Bank of America also made a similar move in March.
The changes are being made to try to help workers maintain a better work-life balance — and to make the firms more attractive places to work.
You don't have to wait until you have a degree to get a job and start paying off your college debt.
The key to finding a part-time job for a busy college student is to look for high-quality positions with a flexible schedule that are from a trustworthy source, says Brie Reynolds, a senior career specialist at FlexJobs.
"There are a lot of scams in work-from-home jobs, so college students should be aware of them and be cautious when searching," she explains.
To get you started, here's a list of 12 high-paying part-time jobs for college students from FlexJobs:
Natalie Walters contributed to a previous version of this article.
Pay: Up to $55 an hour
Description: Writers work as employees or freelancers and must have excellent writing and editing skills, as well as the ability to work under deadlines. Depending on the writing job, a writer will be responsible for creating specific and focused content in one or more subject areas.
Pay: Up to $40 an hour
Description: Working with a style guide, content editors ensure accurate grammar, spelling, and quick turnaround with sometimes high volumes of content to edit.
Pay: Up to $37 an hour
Description: Online researchers support business professionals by researching questions to deliver clients with high quality answers and personable explanations. Excellent research skills and the ability to find quality content are a must. Expertise in certain areas as well as general knowledge of business is desired.
See the rest of the story at Business Insider
America's biggest companies have been operating on the assumption for decades that certain personalities correspond to certain jobs, and one of the main tools they've used is the Myers-Briggs Type Indicator (MBTI) personality test.
It assigns people one of 16 personality types based on how they measure themselves against four criteria — it's the test where you can find out if you're an ESTJ or an ISTP. According to statistics from a few years ago, around 80% of Fortune 500 companies use the test, as does the world's largest hedge fund.
To determine five of the best jobs for every personality, we consulted one of the most popular personality guides based on the Myers-Briggs system, "Do What You Are," which has sold more than 1 million copies over its five editions, and spoke with one of its authors, Paul Tieger. (Note: The book is not affiliated with the Myers & Briggs Foundation, the company that manages the official MBTI test.)
The job lists aren't meant to be definitive, but rather serve as a fun way to see how certain occupations attract a particular kind of person.
Figure out which type suits you best, and then check out the charts below.
See the rest of the story at Business Insider
Last year, eyewear-maker Warby Parker became one of the only online retailers to exceed a $1 billion valuation before going public or getting acquired.
The company's co-CEOs Dave Gilboa and Neil Blumenthal — along with cofounders Andrew Hunt and Jeff Raider — have grown Warby Parker into a go-to destination for affordable designer specs since its founding in 2010, boldly challenging the monopoly held by industry heavyweight Luxottica.
The company has headquarters in New York City, a new office in Nashville, and operates nearly 40 retail locations across the country. For the rapidly expanding business, hiring employees who will help push the company's mission forward is as important as ever.
Business Insider recently spoke with Gilboa at Cosmopolitan and SoFi's Fun Fearless Money event about the qualities Warby Parker looks for in the people they hire. Here's what he said:
"We found that the characteristics of our best employees tend to be that they're curious, lifelong learners. Within our business and the world in general, things are changing so rapidly that even if you have certain relevant experience for a function, odds are that the way that function operates is going to change so dramatically over the next few years so we need people who are flexible and adaptable that want to learn and change."
"Another is people that are passionate about the brand and want to be at the company for the right reasons that don't look at it just as a job, but are really excited to build something much bigger as part of our team."
"In a startup, there are so many things going on at the same time that we just don't have the ability for people to wait and be told by their manager exactly what they need to do. We need people that have identified problems and solve them."
We asked Zelnick Media Capital founder Strauss Zelnick about how you can tell if you or somebody else has what it takes to be a CEO.
Zelnick is CEO of video game company Take-Two Interactive and also served as CEO of BMG Entertainment.
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Internships are key to shaping your career path. They allow you to gain real world experience, and most importantly, let you test drive a company.
Good internships, however, are tough to get. It's especially intense on Wall Street, where thousands of applicants with stellar grades pour in each summer.
To make your life easier, Vault.com has surveyed more than 11,000 current and former interns to compile a list of best internships for 2017.
The respondents were asked to rate and review their own internship experiences based on various factors, such as compensation and meaningfulness of assignments. On a scale of 1 to 10, respondents rated their internship experiences in five main areas: interview process, quality of life, career development, compensation and benefits, and full-time employment prospects.
Vault then averaged the rating for each company and ranked them in order. Take a look at the 10 highest rated internships among investment banks:
9. Lazard Summer Analyst Internship Program
Pros: "The people - everyone is willing to train and help you become great. We also had great exposure to the full teams, and the senior people."
Cons: "The internship was great, although the hours took some getting used to. That being said, I wouldn't have changed the experience."
Advice to potential interns: "I do think it comes down to not just culture or strength of the employer, but the combination of the two. You can end up with a great name, but not a great experience. Talk to as many people as you can, both employees and former interns/Analysts so you can get a true perspective on the experience you will have. You will learn more if you like the people you are with, but if you can like the people with whom you are staffed and you're doing meaningful work, it will be that much more rewarding."
8. Barclays Investment Bank (Americas) Front Office Summer Analyst and Associate Programs
Pros: "The culture of the firm was top-notch. The HR department does a great job organizing events that help network interns with both senior and junior bankers across the firm."
Cons: "The work flow was very unpredictable. Sometimes I was incredibly busy; sometimes I was twiddling my thumbs."
Advice to potential interns: "In general, Barclays takes care of its interns. The summer experience can vary widely based on your group placement. Some groups have a fantastic culture; others are much more demanding. When thinking about group placement, find people in the bank you can trust to give you candid advice on which groups to preference and which groups to avoid."
7. Goldman Sachs Global Summer Internship
Pros: "Exposure to different roles within the division, culture of the workplace, access to senior level people, enjoyed getting to meet/spending time with everyone, very determined to find you a role within the firm. It was incredible that every intern was hired at the end of the summer, two of which in roles that they did not anticipate hiring for."
Cons: "Very little...only problem was that as an intern, you can do limited "real analyst work" in Sales & Trading since it requires certain licenses. This was not a surprise though."
Advice to Potential Interns:"Get to know everyone you can in the office, and attempt to create strong relationships with a few people. Once you do this, people will be willing to go out of their way to help create a position."
See the rest of the story at Business Insider
Internships are a great way to showcase your skills and get your foot in the door for your dream career.
They give you a sense of the corporate culture, day-to-day work as well as growth opportunities at the company. Employers are also able to evaluate and snap up great talent at an earlier stage.
Getting a desirable internship, however, can be an exhausting process. To help applicants narrow down on their selections, Vault.com has surveyed more than 11,000 current and former interns on the most prestigious internships for 2017.
The respondents rated a list of companies on a scale of 1 to 10, with 10 being the highest ("It's a dream job!") and 1 being the lowest ("No one wants to work there"). They were asked to rate only the companies with reputations they are familiar with.
Vault then averaged the rating for each company and ranked them in order. Take a look at the 11 most prestigious internships on their list:
10. Morgan Stanley
9. The Walt Disney Company
See the rest of the story at Business Insider
There are plenty of ways to make a mistake when drafting a résumé. Take advice from Amanda Augustine, career-advice expert for TopResume, in order to ensure that you're representing yourself in a way that will impress recruiters.
Produced by Justin Gmoser
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For some, the best jobs are the ones that make the world a better place, and choosing the right college major can help get you there.
Here are 20 college majors that may not lead to the greatest salary growth but can still offer some of the most satisfying careers:
DON'T MISS: 20 college majors where the pay goes nowhere
20. Athletic training
Common jobs: Athletic Trainer, physical therapist, assistant athletic trainer
People who find their job meaningful: 76%
Starting median pay: $36,000
Mid-career median pay: $51,900
19. Human Services
Common jobs: Medical case manager, social worker, program coordinator, non-profit organization
People who find their job meaningful: 78%
Starting median pay: $34,000
Mid-career median pay: $44,600
18. Social work
Common jobs: Social worker, medical case manager, social services director
People who find their job meaningful: 78%
Starting median pay: $33,800
Mid-career median pay: $46,700
See the rest of the story at Business Insider
"I Know How She Does It" author Laura Vanderkam explains an effective scheduling trick for getting important, but not urgent, tasks done.
Shake Shack founder and CEO of Union Square Hospitality Group, Danny Meyer, is a master of hospitality. At 27, he started his first restaurant. When he first started Shake Shack, it was a small hot dog cart. Now it boasts restaurants all over the globe. Meyer reveals what it takes to build a powerful brand like his beloved Shake Shack.
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Writing an email isn't so hard, but figuring out how to sign off can be a real challenge.
Is "cheers" too casual? Too pretentious? Too British? Is "sincerely" timeless and professional, or stodgy and overly formal?
Perhaps, as Matthew J.X. Malady persuasively argued at Slate, we should just call the whole thing off and ditch the email closer altogether.
But as anyone who has sat staring blankly at a screen, weighing "best" vs. "all best" vs. "all the best" knows, not signing off doesn't feel quite right, either — especially if the context is professional.
"Not closing seems way too abrupt,"business etiquette expert Barbara Pachter tells Business Insider. "If you have a salutation, you should have a closing to balance it out."
Will Schwalbe, who co-authored "SEND: Why People Email So Badly and How to Do It Better" with David Shipley, agrees, pointing out that "we don't go around in life barking orders at one another and we shouldn't on email either."
And, manners aside, the email close serves a practical function. It helps "define the personality of the email's content," says Aliza Licht, author of the career guide "Leave Your Mark."
It's also an opportunity to define or redefine your relationship to your correspondent, Schwalbe adds. A shift from "love" to "best," for example, indicates that you may have a problem.
If we accept — at least for the moment — that email sign-offs are here to stay, the question becomes which one to use, and in what contexts to use it.
We had Pachter, Schwalbe, and Licht weigh in on 27 common email closings. Here are the ones they say to avoid in most situations — and which one to use when you're just not sure.
All three experts agree that "best" is among the safest possible choices, inoffensive, and almost universally appropriate.
So when in doubt, go with "best."
Sign offs to avoid in most situations:
Everyone agrees that what Schwalbe calls the "whole 'thanks' family" really makes sense only when you're genuinely thanking someone for an actual thing they did for you
Fine if it's for a favor the person has done, but obnoxious if it's a command disguised as premature gratitude," Schwalbe says.
Licht agrees. It "comes off as not really that thankful," she says.
While "thanks" doesn't particularly bother Pachter, the consensus is that you can probably do better.
That said, the exclamation-point version ("Thanks!") is Licht's go-to for internal communication when she's expressing actual gratitude. It's happy and sincere, she says. Schwalbe, too, considers himself a general "fan of exclamation points," within reason.
2. 'Thanks again'
Again, Schwalbe and Licht aren't fans.
It's "even worse then 'thanks' if it's a command and not genuine gratitude," he says.
3. 'Thanks so much'
Licht and Pachter think it's fine. Schwalbe has had enough of my questions about the "thanks" family.
4. 'TTYL,' 'TAFN,' etc.
Avoid slang and acronyms, like TTYL ("talk to you later") or TAFN ("that's all for now"). These are unprofessional and confusing.
5. 'All best'
Pachter notes that, in general, the rule is that the more words you use, the more formal the closing, which makes "all best" slightly more formal than "best." Licht, though, isn't a fan of this one, calling it "too effusive."
Are you really sending ALL your best, or just some?"
Still, it's a relatively safe choice.
6. 'Best wishes'
Ever so slightly more formal than 'all best' or 'best,' it's a good one for initial contact," Schwalbe says. Licht thinks it's "stuffy." Another pretty low-risk option.
Is this a cover letter? Because otherwise, no," says Licht.
Very formal, and could seem cold if it follows more intimate sign-offs," Schwalbe cautions.</p>
But Pachter feels that it all depends on the opening salutation. If you began with "dear," then "sincerely" is appropriate, she says.
8. 'Looking forward'
Totally fine, they agree — assuming you're actually going to see that person in the near future. Otherwise, skip it.
9. 'Speak with you soon'
"Only if you really want to," Schwalbe says.
If you don't, though, it's not a good option.
10. 'Talk soon'
The more casual cousin of "speak with you soon," this one follows pretty much the same rules as its relative. If you actually will be talking soon, it's fine — though Licht isn't sold on it). If you don't actually plan to talk soon, it's insincere.
11. 'More soon'
"You are committing yourself to a second reply," Schwalbe cautions. "Do you really want to do that? Or should you just take a moment and answer the thing properly right now?"
Licht feels even more strongly.
"Promises can be forgotten," she says. "Under-promise, over-deliver."
Absolutely not," says Pachter, who feels that it's just not professional. But Schwalbe says that it has become "remarkably accepted even in casual (very casual) business correspondence."
That said, it's "best to use in reply to someone else who is using and not initiate.
Licht says that she uses a version of it herself — "Aliza x"— for "friendly yet professional" notes, but agrees you have to have a "pre-existing close relationship."
Strangely, it's the hugs, not the kisses, that make this one inappropriate. While "xx" may have a place in the working world, "xoxo" is "really for dear friends and people with whom you are even more intimate," Schwalbe says.
A fan of the whole "warm" family, Schwalbe thinks that "warmly" is less formal than "sincerely," but a little more formal than the whole "best" family, and Pachter likes it, too.
Licht, however, is unimpressed.
Snorefest," she says.
This one is unexpectedly controversial: Schwalbe likes it, Licht thinks it's a "double snorefest," and Pachter finds it "a little teenage.
It's fine," Pachter says, though <span>she's not sold on it.
It always seems a bit like you want to be Australian," Schwalbe says.
To Licht, it seems "pretentious, unless you're actually British."
Schwalbe suggests a test: Would you say it to people in person? If so, go for it. If not, reserve it for the British.
17. — [your name]
Licht and Schwalbe agree that it's "c<span>old" and "abrupt."
18. First initial ('A.')
The problem here is confusion.
"I personally don't like it," Pachter says. "What does it stand for? I guess it's okay, but it's not something I would do."
Schwalbe points out that unless you know someone well, it's annoying because "you aren't telling them what to call you. If I do 'W,' people don't know if I'm 'Will' or 'William.'"
"I never understood this one," Licht says. "Yours what?"
If you are going to use it, though, Schwalbe says that it's one of the more formal options, though it's not quite as formal as "sincerely."
20. 'Yours truly'
According to Pachter's "more words, more formal" rule, this is a step above "yours."
Still, Licht says it strikes her as "fake."
21. 'Yours faithfully'
I always assume it's going to be a marriage proposal," Pachter says.</p>
Don't use it.
A little stiff," Schwalbe says. "Also, it brings to mind, for people of a certain age, Diana Ross singing 'Upside Down.'"
Unless you're addressing the US president, Licht says it's too formal.
If you do happen to be addressing POTUS, though, you're on the right track. A variation — "respectfully yours"— is indeed the standard close for addressing government officials and clergy, Pachter says.
23. 'Looking forward to hearing from you'
A minefield of power dynamics, this one is "a bit presumptuous, but fine if you are doing a favor for someone," Schwalbe says.
It's not fine, however, if you're the one asking.
Plus, as Licht points out, it puts you in a "subservient position where you can't take action, but must wait for the other person's cue."
24. 'Take care'
Licht gives it a lukewarm "ehh," and Schwalbe says it provokes anxiety.
I feel this is akin to 'safe travels,' albeit with a slightly medical connotation." It makes him "a bit paranoid," he says. "Like you know I'm in danger and I don't."
Hate, hate, hate," says Licht, though she says that she hates the supposedly more casual abbreviated version — "Rgds"— even more. "It's like you're so busy you can't even spell it."
Schwalbe, however, doesn't mind it.
Nice," he says, noting that it's "a little formal." Think of it as the equivalent to the "warm" family, he advises.
26. [nothing at all]
While it's "absolutely fine as a chain progresses," Schwalbe says, "it's nice to end the first volley with a sign off.
Once a conversation is underway, though, Pachter approves of getting rid of both the salutation and the close.