The Perils of Top Down Management to Your Organization

The Perils of Top Down Management to Your OrganizationThe Perils of Top Down Management to Your OrganizationYou may bedrngnis have heard of top down management, or bottom up management, but you are definitely familiar with the former, as its a traditional management style. Essentially, the boss makes all of the decisions and the employees carry them out. In a top down configuration, all employees know what they are supposed to do, and hopefully, they do their tasks responsibly. Granted, few businesses run exclusively on top down management with a dictatorial CEO, but many operate in a modified one, with each department run by a leader who directs (micromanages) the work of other employees. Perils exist to the organization when top down management is the method used for managing employees. Here are four problems with top down management. You Miss out on Great Ideas Yes, the boss knows the business and wants the business to succeed, but no one person knows everything. And, even if the boss knows everything about this business, remember your company doesnt operate in a vacuum. You have competitors who challenge you daily. You have clients that change over time. You have market forces going on that will impact your business one way or another. You need ideas and input from other people. Youre paying people to do the work you should listen to their ideas as well. You need to actively encourage their input so that they own the plans and progress. Diversity is hugely talked about these days, but diversity is mora than having people with different skin colors sitting in your office. Diversity is about hearing different ideas, honoring the background and experience of your employees, and encouraging respectful interaction for continuous improvement and change management. And, this broader view of diversity means that you need to listen to people who arent sitting in the corner office. But, if you operate with a strict top down management approach, the senior team di rects all of the work, and no one learns the skills they need to learn so that they are prepared for a promotion. It Kills Employee Engagement People work for three reasons the money, the challenge, and the sense of accomplishment. In a job that only fulfills one of these needs- the money- fruchtwein people will spend their time looking to move on. Or, they will look for engagement elsewhere. This is okay- each employee makes choices, and if you want a job where you can just go, do your job and come home and focus on your family and hobbies, thats fine. But, a wise company wants people who are engaged at work. For that to happen, your employees need a challenge and a sense of accomplishment. If your job is to simply do what youre told, it may challenge you, but its not going to challenge you as much as a job in which you have to figure out the details and plan. Youll experience a small sense of accomplishment when you complete any task, but youll experience a better sense of acc omplishment if youve had to figure out what to do and how to do it. Youre more likely to feel satisfaction when youve put some brain power into the work. Succession Planning Is a Disaster When most of the employees in the company just do the work, and a team of leaders comes up with the ideas,what happens when one of those leaders quit? You have to hire from the outside because no one who is lower in the hierarchy knows how to come up with ideas or lead. Its all been done by the management team. While it sometimes makes sense to bring in leadership from the outside, it is better to prepare people from within the organization. You want people to grow in their careers- it keeps them engaged and challenged and gives them a sense of accomplishment. When a senior manager quits, youre stuck. You have to look for an employee from the outside or promote an employee who has little experience in thinking, planning, or directing the work of other employees. Your Employees Are Micromanag ed There are so many things that dont matter. For instance, if you do task A first or task B. Sure, it usually makes sense to do task A first, but occasionally it makes more sense to do B first. In a top down management organization, employees are stuck doing A first even when B makes a lot more sense on this particular day. They cant make decisions for themselves. This micromanaging not only makes employees frustrated, it often hurts the business in the long run. Why? Because flexibility gives the employees the option to come up with the best solution for the situation. There is no right way to talk to an angry customer. There are plenty of identifiable wrong ones, but not a single right way. When you have top down management, an employee has to follow instructions from a boss who has never met this customer, doesnt know the exact situation, and cant judge the tension already in the room. Its not effective. Your employees should make the decisions when people are genuinely closest to the situation and the need for a decision. Can You Fix Top Down Management? You dont have to get rid of your hierarchy in favor of some trendy holacracywhere everyone functions as an equal. What you can do is give your employees power and influence over their own sphere. Managers still direct the work, but you allow the employees to carry out the work how they see best. This can grate on the nerves of managers who are used to their word being the equivalent of a commandment issued from on high. But, it can not only reduce the stress and pressure on the leadership team but increase the engagement and happiness of the employees. Youll need to ease into a change. For instance, you can start asking your team for input and then (this is super important) implement at least one of these ideas. You may think that your idea is better, but keep in mind that your team is closer to the actual work than you are- because they are doing it. Try it out. Then, when an employee comes to you w ith a problem, you can provide a few ideas or brainstorm and then say, but do what you think is best, and mean it. Remember, that even if the employees idea fails, you cant get angry or punish the employee. You can give feedback and work through why the solution didnt work out but you cannot provide punishment for the failure. And, the lack of punishment for failure is the key when you are attempting to break away from a strict top down management style. Remember, people arent used to failing because they arent used to succeeding. Its about learning and learning always has failure associated with it. You have to teach them that its okay to try and fail because otherwise, they wont learn how to try and succeed. If your business currently operates with top down management, begin fixing this perilous situation now. Youll experience a bit of a rocky road, but youll gain a better workforce for your efforts.

Top 10 tips for creating a great Studios video

Top 10 tips for creating a great Studios videoTop 10 tips for creating a great Studios videoTop 10 tips for creating a great Studios videoWhy post text-only job ads when you can post ones that include videos of you or someone from your team talking directly to candidates about the position youre trying to fill?Video job ads let you do mora than tell candidates about your jobs. They let you show what its like to work at your company, and describe in your own words, what makes this opportunity so fantastic.More than that, video job ads can increase response rates. According to a recent Wisteria study, visitors spend 2.6 more time on pages with video than without. Thats more time for candidates to investigate your open position- and to decide whether its the right fit for them.Since youre bedrngnis a professional video producer (dont worry, you dont have to be), were thrilled to share Monsters tool to help you make videos that you can add to your job adsStudios.If you havent done so y et,download the appand start recordingBefore you do,we put together a few tips to help you make the best-looking video job ads- right from your phoneTip 1 Write short scriptsOn the one hand, you want your script to be engaging and informative. On the other, you dont want it to sound like a doctoral dissertation.A short script can still convey a compelling message if you focus on just a few key points.Start your video job ad with a short, to-the-point intro like Hi, my name is Rosie Garcia here at the Acme Company. We have an open job for a project manager in our Cranford, NJ office.You can create your own script or make things really easy by using one of oursample scripts.Tip 2 Put it on a tripodPicture this. Youve set up the perfect shot. Youre in the frame, your scripts rehearsed, and youve done a great dry run. You push recordand you sneeze. Your phone goes flying and your perfect shot is gone. Ugh.For jiggle-free, sneeze-proof recording, always distributions-mix your phone secur ely on a tripod standing on a flat surface. Trying to record with a hand-held phone is a recipe for video disaster. One that can easily be avoided with a tripod.Tip 3 Use good lightingYoure not shooting a horror movie, so theres no need for eerie backlighting (i.e., standing with your back to a window).Youll also want to make sure the room youre recording in isnt too bright. The right lighting helps set the tone for the video. Make sure theres no glare or shadows on or around your speaker(s) when youre setting up to record.Another tip You could purchase an external camera flash to give your smartphone an extra light enhancer to use wherever you end up shooting your video job ad.Tip 4 Use clean backgroundsCandidates want to see younot the crumpled coffee cups from the morning meeting that somehow wound up on your desk.Eliminate distractions by using crisp, uncluttered backgrounds (but not blank walls thats too bland) so candidates can focus on you and your message.Tip 5Capture clear audioAvoid sounding like youre broadcasting from the moon or spitting into the phone.Standing too far from, or too close to the phone can detract from what youre saying, as candidates will struggle to hear you.To get the best quality audio, stand or sit about four to five feet from the phone. Speak clearly and pace your delivery.Tip 6 Use your own wordsCandidates look for authenticity in a prospective employer.Using your own words when you speak will go a long way to helping candidates gain confidence in you as an honest, transparent employer.Although you want to sound natural, remember to rehearse what you want to say before you hit record to avoid mumbling and stumbling over your thoughts.Tip 7 Follow your own brand guidelinesIt may be tempting to stray from your companys branding guidelines (would that really be so bad?), butdont do it.Your video is an opportunity to not only talk about your company and open job, but to also get your brand noticed.Brand recognition plays a criti cal role in attracting interested candidates who fit your job and company.Tip 8 Dont regurgitate the exact job descriptionThe objective is toaddto your Job Ad, not to repeat the description verbatim.Think of some creative ways to show off your culture (e.g., if your company is known for its highly collaborative culture, insert a clip of teams working together).By showing, not just telling what makes your company and the job so great, youll give candidates more reason to want to apply.Tip 9 Set candidate expectationsDont leave candidates hanging.Theyve invested the time to watch your video, so you know theyre interested.Give them something in return. Include in your script next steps for them to take, as well as a clear call to action like an Apply Now or Click to Apply button.Tip 10 Practice makes perfectIt may take just one take, or maybe a few more.The more you practice recording, the better the video. And the better the video, the more candidates will engage and respond.

Study finds that women dont spread catty gossip any more than men do

Study finds that women dont spread catty gossip any mora than men doStudy finds that women dont spread catty gossip any more than men doA new study from the University of California Riverside debunked the stereotype that women gossip negatively more than men. However, it did discover that everyone gossips nearly an hour a day about 52 minutes on average.Gossip was defined by the researchers as talking about someone who isnt there and isnt inherently negative.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe study was the first to exhaustively examine conversational buzz. There is a surprising dearth of information about who gossips and how, given public interest and opinion on the subject, said Megan Robbins, an assistant psychology professor who led the study, in a release.For the research, the researchers used data from 467 people 269 women, 198 men who wore a portable listening device t hat samples what people said throughout the day. About 10% of participants conversations were recorded, and then listened to and analyzed by research assistants.In all, there were 4,003 instances of gossip. The researchers organized the resultsAbout 75% of the gossip was neutral.While women do gossip more than men, they do it primarily in a neutral way thats meant to shares information.The gossip recorded was overwhelmingly about a real-life acquaintance, not a celebrity.Younger people were more likely to gossip negatively than older adults.Another stereotype busted poor people dont gossip more than wealthy people.The next time you get a burning in your ear, you can rest easier. People may be talking about you but probably not in a bad way.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe w orst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

How to Choose the Best Job Offer, Part I

How to Choose the Best Job Offer, Part IHow to Choose the Best Job Offer, Part IHow to Choose the Best Job Offer, Part IWahoo You got an offer Your job search and interviewing strategies paid off. But wait ... whats that? You have two offers? Three? Holy cowIf this is the boat youre in, consider yourself lucky. While getting even one offer is great news, having more than one gives you a safety net, increases your negotiating power, and raises your sense of control over your future. You get to choose which deal is the sweetest, and ask for more of what you want if one offer isnt good enough to win you over.To give you an idea of how you can sort out the details, Ive created a handy chart to compare the terms of two hypothetical job offers.Offer 1Offer 2Personal NotesWage / Salary$42,000/year$46,000/yearBonuses / RaisesMerit increase probable after annual performance reviewMerit increase probable after annual performance reviewPaid Time Off2 weeks vacation, 5 sick days, 11 paid holiday s2 weeks vacation, no set number of sick days, 7 paid holidaysInsuranceHealth, life, dental, vision, prescription, reimbursement accountHealth, dental, vision, prescription, long- and short-term disabilityNeed life insurance to protect family401(k) ContributionsEnroll after 6 months, company match up to 6%Enroll after 90 days, company match up to 3%Tuition ReimbursementN/AN/AStock OptionsAvailable after one yearN/A (Non-public company)RelocationN/AN/ACommute25 minutes to downtown35 minutes to small townPotential for heavy morning traffic downtown - could take subwayOpportunity for AdvancementTitle change flexibility only, unless higher position opensNon-hierarchical structure but ability to move within departmentsLevel of IndependenceMainly independent, report directly to managerReport to senior level, who reports to managerCloser supervision with 2, not sure Id like thatCost of LivingManageableManageableWould be more comfortable with higher salary for higher 401(k) contributionsBut dont stop there. Other important factors to consider include Hours, work environment, boss and coworkers, job security, training and career development, and work-related travel, if any.So now that youve mapped out the differences, how do you determine what the best fit is for you?Identify Level of Importance Is a higher salary more important than life insurance? Is a longer commute to a small town that big of a deal? Is moving up the corporate ladder more important than zur seite hin gelegen transitions?Identify Most Attractive Offer Overall Which offer, before any negotiating, meets most of your needs?Identify Areas of Negotiation Lets say you consider Offer 2 more attractive overall, but you could really use employer-paid life insurance and would prefer more paid time off. With another offer to fall back on, you have the upper hand in negotiations and if the company really wants you, they just might step up to meet your needs.In the end, your decision may come down to something a s simple as which offer feels right. Think it through, weigh the pros and cons, and trust your gut.When youve made your choice, follow up with How to Choose the Best Offer Part II, in which I address how to reject an offer without burning bridges.

What You Need to Know About Communication Resume Examples

What You Need to Know About Communication Resume Examples What the In-Crowd Wont Tell You About Communication Resume Examples Your cover letter is a good chance to elaborate on your communication abilities. To create the best usage of your communication skills, its important to think about your audience and the best format to communicate with them in. The absolute most apparent sort of verbal communication is oral, and a range of examples of oral communication are easily available. Developing appropriate communication within the workplace can be rather challenging, especially whenever the language barrier becomes a situation. Communication is an indispensable part of daily life. Folks will appreciate your thoughtful method of communication and will be more likely to react positively to you. Communication skills are important for nearly every position. They allow you to understand and be understood by others. Maybe youre interested in a particular industry. Most jobs require that you have a fundamental comprehension of computer programs including Excel and Microsoft Office, in addition to skills in internet navigation, social networking sites and email systems. The Good, the Bad and Communication Resume Examples Effective communication revolves around the concept of trust. A superb speaker is additionally a great listener, so learn how to remain attentive when conversing with other individuals. Giving presentations indicates you can engage with large audiences. Superior communication demands time and effort to attain, and its your responsibility to work your way to becoming that kind of individual. You cant spend your entire life avoiding each and every issue that arrives by, and that means you must discover how to handle it through proper communication. At work, individuals are more inclined to respond to ideas that are presented with confidence. The entire point of setting an aim is to increase your identity, alongside the perception others h ave of you. The Communication Resume Examples Trap Youve got to specify the amount of profit and telecommunication sure its accurate Effectively managing social networking platforms will be a crucial part of your position. Naturally, you need to understand telecommunication is valuable to the business you wish to join. You are able to also state education position youre applying for and the explanations for why telecommunication applied. The Fundamentals of Communication Resume Examples Revealed For instance, if youre communicating with a possible employer, its far better to send a formal email or call them on the telephone. Based on the circumstance, you might even should send a formal, typed letter over other kinds of communication. Regardless, direct communication plays a main role in establishing credibility, together with a crystal clear message and a precise language. Of course communicating on behalf of another person is much simpler than doing it for yourself. L ying on your CV may look like a very good idea at the time but its only going to end badly. Before you buy a chance to discuss your qualification in a work interview, you will want to write about them in a CV. April 23 2016 24 comments in regards to writing a cv it can help to have a good instance of a fantastic cv to benchmark your own cv against. Locating a job doesnt need to be hard. Irrespective of the job that youre applying for, employers will expect you to have excellent written and verbal communication abilities. Recruiters might not allow you to know what it is wholly wrong with the file, so making to locate the best is imperative. A graduate nurse can be somebody whos recently graduated and prepared to input the technical field. Communication Resume Examples - Dead or Alive? You presently have the skills you must compose an excellent resume. Maybe youve employed your listening skills to comprehend how youre able to employ your understanding and experience to enhan ce the operation of others on your team still attempting to learn the ropes. If youre able to clearly reveal that youve got strong communication skills on your resume you will improve your likelihood of obtaining a very first interview since they are some of the greatest skills to put on a resume. There are some fundamental communication skills that are important for most positions though some jobs require some particular abilities. You could also understand the learning targets. You can also understand the wertmiger zuwachs targets. Communication goals can consist of a selection of long-term objectives and short-term targets. Possessing smart communication goals ought to be part of the criteria in determining what you would like to achieve in the long term.

A Deadly Mistake Uncovered on Skills and Qualifications for Resume and How to Avoid It

A Deadly Mistake Uncovered on Skills and Qualifications for Resume and How to Avoid It The Foolproof Skills and Qualifications for Resume Strategy If your aim is to be the top applicant for any specific position, you should touch upon both of these regions in your resume. While you would like to include your skill set, make certain that you present the data in a chronological fashion. The ideal distributions-mix to promote your skills is inside this section. The ability to keep a level head, or more to the point, to demonstrate restraint and exhibit calm when ones head isnt so level is an integral qualification. The organization is searching for somebody who has just the skill set they will need to acquire the best out of that position and you have to use your resume skills section and the remainder of the resume to show them that you are that person. For instance, say youre applying for the place of dump truck driver. While bank teller jobs can act as a great way to enter the discipline of finance, its important that you demonstrate that you have the required skills to serve as the surface of the branch. The Appeal of Skills and Qualifications for Resume Marketers dont have to have any distinctive certifications, but there are lots of optional certifications generally accepted in the business as indicating an applicant is committed to the area. There are 400 freelancers on the website, which makes it the UKs biggest team of mobile wellness and beauty professionals. If youre really motivated to land a specific job, interview professionals in the area and ask them what it requires to excel in their job. For instance, if youre looking for employment in the medical care business, listing your yoga certification indicates that youre likely a health advocate and leader. The Unexpected Truth About Skills and Qualifications for Resume My role is to keep a world class customer experience on the internet that will achieve loyalty and retention. The capac ity to remain patient with complaints or even aggression is crucial to supplying great care. When creating an effective resume, you want to understand how to compose a skills section as it is but one of the very first things a possible employer will start looking for to find a fundamental comprehension of what you, as a prospective employee, can bring to their company. Takes initiative to recognize fhigkeit issues and take the required steps to resolve them. If you would like to learn more about the items listed in the resume of a particular status in the area of sales, you can browse through our Sales Associate Resumes. When you compose a list of Core Competencies, you are going to want to include about 10. One reason you are going to want to do this is something named Applicant Tracking Systems (ATS). Resumes concentrate on your prior job experiences. Simply take the opportunity to critique the job posting, so youre acquainted with what the employer wants. Some are brief , while some include additional information about the job and the provider. 1 day is never enjoy the next, and no circumstance is the exact same. For instance, a graphic designer needs both soft creativity abilities and tough adobe photoshop skills to do their job well. You are able to look on the internet for a list of soft abilities or hard skills to offer you a few ideas. The very best additional skills for resume writing are the ones that are linked to the job. Bear in mind, the majority of the distinctive skills that you place on your resume ought to be job-related skills taken from the work description and your best transferable skills. At Flynn, it isnt only a job, it is a career. If youre still not positive if one of these skills are suitable for your situation, one quick approach to check which skills the employer is seeking is to confirm the work description. You should also possess the key soft skills employers search for. Get ready to answer questions regarding your interpersonal skills in the work interview. If you dont have one of these skills, it may be time for you to acquire a couple. Perhaps your skill set is wholly different. Soft skills can help you get the job that you want, but only as long as you own a standout resume you can trust. Therefore, its a versatile skill to include. Skills and Qualifications for Resume Features The main reason for this is that ATS software is intended to read through resumes to be able to discard any which do not incorporate the keywords which were programmed for that specific position. You may use a number of the subsequent statements in your resume. Read through it a couple of occasions and youll probably spot three or four vital skills mentioned many times throughout the document. You ought to use decent judgment when including additional info on your resume.

Hiring Top Talent Best Methods for Sourcing, Screening, and Interviewing

Hiring Top Talent Best Methods for Sourcing, Screening, and InterviewingThis post is part of a series of articles that will be written in a mora personal format from Spark Hire CEO, Josh Tolan. These articles will reference specific questions asked on Quora.Question What are the best methods for sourcing, screening, and hiring top talent?Im going to approach my response with the assumption that youre a growing startup thats starting to scale to 10, 20, or even 100 people. It also sounds like youre solely responsible for recruiting (most likely a founder) or have a limited amount of recruiting resources. So the key here is to be lean and agile while also being highly effective to enkoranvers youre ending up with the best people for your open roles. There isnt going to be a single method thatll drive your recruiting success, but you can put together a stack of tools and strategies thatll drive meaningful results. Ill outline certain strategies, processes, and some tools thatll help you execute them below.When I suggest certain tools and strategies for sourcing, screening, and interviewing, Im keeping the following in mindSpeed Why? You cant afford to get bogged down by your hiring processBudget Why? Youre operating on a small budgetConvenience Why? Youre short on time because of limited resourcesEffectiveness Why? You need to be effective at scaleBarrier to entry Why? You cant get caught up with something that takes too long to implementHiring PrepGo through these steps before you start recruiting and youll have a strong foundation for recruiting success. Before you start hiring for a position, come up with a clear description for the job. What are the requirements? What are the responsibilities? What is the opportunity for growth?How does this position fit within the organization?What does the team look like?Next, determine how youre going to evaluate candidates.What are the most important skills?Who is on the hiring team for this position?What interview qu estions are you going to ask at different points in the process?Now its time to create your hiring process.What are the steps?What is the timeline for each step?What is your target hire date for this position?Lastly, youll need to create a job advertisement based off the description. They keyword here is advertisement. This is whats going to sell the job.Why should people apply? Why should they want to work for you? What is the potenzial?You can drive as much traffic to your job advertisement as you want, but it means nothing if the ad doesnt convert so make it good.SourcingInbound getting your job advertisement out there to create an engine for inbound applications.Launch a careers page on your websiteTake advantage of free job boards (dont forget about the niche ones)Make it easy for candidates to apply to your jobs no matter where they are postedYoure going to need to test out a few paid job boards to determine your best candidate sources.Leverage your network and the network of your employees ask for referrals and offer incentivesOutbound reaching people who you want to target directly or those who arent actively searchingWrite an outbound message template or series of templates (sequence) that youll cold message to candidates. Keep it short, relevant, and personal. Make sure theres a call-to-action at the end.Research where your candidates are most active online. More specifically, where are they most likely to be searching for jobs or promoting their qualifications? In most cases, this will be LinkedIn and thats a good distribution policy to start.Ensure youre tracking the candidates you reach out to.At a high level, coming up with an inbound and outbound sourcing strategy is going to start getting your applications coming in. Id expect to spend a few hundred dollars (give or take) on getting your job advertisement out, but youll quickly discover which sources work best for you.From a tools perspective, I really suggest getting an applicant tracking s ystem. It must be easy to sign up, use, and cost effective. At Spark Hire, we partner with a bunch of applicant tracking systems and they are all awesome for different use cases. For a startup/small business, here are a few that offer a self-service signupApplicantPro (applicantpro.com)JazzHR (jazzhr.com)Recruitee (recruitee.com)RecruiterBox (recruiterbox.com)Workable (workable.com)Applicant tracking systems offer a lot of functionality, but for your purposes, theyll help you launch a careers page, post to a bunch of job boards, manage your inbound applications, keep records of which candidates youre reaching out to, provide you with analytics on your best candidate sources, and track your candidate through the different stages of your hiring process.If you decide to not use an applicant tracking system, I suggest first posting your job directly onIndeed (indeed.com) broadest reachZipRecruiter (ziprecruiter.com) pushes your job to a bunch of boards at onceCraigslist (craigslist.co m) cheap and local, but will drive applicantsScreeningOnce youve received applications and sorted through your resumes, its time to start screening your candidates. This step is critical because its where you determine who youre going to invest a lot of time and effort into during the interviewing process.There are really three ways to go herePhone ScreensMany debate the effectiveness of phone screens, but they are pretty standard in the hiring process. If you decide to do phone screens, the key to making them effective is 1) consistency and 2) the questions you ask. Make sure youre asking all of the candidates the exact saatkorn revealing interview questions and come up with a worksheet so you can easily evaluate and compare them. The challenge with phone screens is that its a big investment of time for not a whole lot of insight. Therefore, its critical that you are efficient with your time.Look into scheduling tools which will allow you to easily book times with candidates. Thes e tools will let you send a scheduler link to a candidate and they can select a time from your calendar based on your availability. No more back and forthSpark Hires Interview Scheduling SoftwareCalendly (calendly.com)YouCanBookMe (youcanbook.me)ScheduleOnce (scheduleonce.com)One-Way Video InterviewsIve seen some people mention video interviews when answering this question so Im glad to see that being mentioned.A one-way video interview is asynchronous meaning you come up with interview questions that a candidate records video responses to on their own time. Think of it like a selfie interview.I came up with the idea for Spark Hire because the company I welches previously working for was scaling fast and we were limited on hiring resources plus wasting a ton of time on bad in-person interviews as a result of misleading phone screens.The great thing about one-way video interviews is that candidate are interviewing 247 and as a busy startup founder/SMB owner/recruiter on an overworked team, you gain that time back in the day. In addition, all of your candidates are answering the exact same questions so its easy to compare them.CombinationIMHO, the best screening process is a combination of a quick phone call and one-way video interview. In my hiring process, I like to book a 5-10 minute phone call to give the candidate an overview of our hiring process and info on the job. Its actually more of an opportunity for me to pitch them on the position. I then outline how the one-way video interview fits into the bigger picture and what they can expect in our hiring process going forward. Sure it takes a few more minutes of time, but it sets up a better candidate experience and youre more likely to convert candidates later in your recruiting funnel as a result.Whatever screening method you choose, you should be collaborating with the hiring team to ensure youre asking questions that lead to better decisions being made about who advances in your hiring process.Interviewi ngIm referring to face-to-face interviews here. If youre hiring remotely, this can include live video interviews.Come up with an interview kitWhat questions are you going to ask and why?How does an answer to an individual question factor into your overall evaluation?Breakdown your interview questions by category. For example, when I conduct face-to-face interviews, I have it broken down to questions related to things such as experience, skills, personality/cultural fit, potential, etc.Structure the order in which youre going to ask your questionsPrepare for commonly asked candidate questions (e.g. compensation, benefits, typical day, etc.) so you can answer them when the candidate asks. If you expect your candidate to prepare for interviews, you better be prepared tooCome up with an administrative/organization planWho is involved in this process?How are you scheduling your interviews?Ensure the logistics are on point. Nothing is a bigger turn off to a candidate when youre unorganize d. The biggest compliment Ive received when doing a face-to-face interview was a candidate telling me that our interview process was more structured than any other company they were interviewed with.Come up with a win the candidate planWhat are the highlights of working for your company? You need to make sure you hit on these when youre meeting face-to-face.Is the interview taking place at your office? Take them on a tour and introduce them to people. Help them picture themselves walking around the space and interacting with co-workers.Remember, candidates are interviewing you just as much as you are interviewing them.Come up with a post-interview planThis comes back to your hiring team. If youre collaborating with others on this hire, make sure you have a set process for how youre going to review candidates that you interview face-to-face. Hiring processes get dragged out when hiring team members arent held accountable to a plan.When are you going to get back to the candidate? Whet her its good news or bad news, whats the plan?Be ready to jump on the opportunity to hire a rockstar candidate. Top candidates wont stay on the market long so if you dont waste time get the offer out if the candidate is the right fit.HiringWhen its time to make the offer, make sure you communicate effectively with your candidate. Re-convey the benefits of working for your company, talk about the potential for growth in the position, etc. Give candidates a realistic deadline to get back to you and make sure you send it in writing. Dont stop recruiting/interviewing for this role until the candidate accepts the position. Youve built a lot of momentum at this point and you dont want to have to start over if a candidate declines your offer.Follow these tips, strategies, and processes and youll be in a good place as you start to ramp up your hiring efforts. Let me know if you have any questions. Connect with me on LinkedIn here https//linkedin.com/in/joshtolanView the original question o n Quora

Fear Technology

Fear Technology Fear Technology Fear TechHalloween isa time for children to become superheroes, cartoon characters, and more. OK, maybe its not just for children. Theres also the candy. You cant forget the candy.But theres something else a slice of the population is interested in when it comes to this charming holiday Being scared. Terrified even.And few things do that better than the time-honored tradition of the haunted house, many of which arise for a limited time, trying to turn someones town into Fearsville. Monsters, gore, and craziness pop out at visitors, but the fact is, those objects and monsters dont go flying around by themselves.The truth is it can be simple or more complicated, says Rich Hanf, who was owner of House of the Living Dead in Lake Grove, NY and is now Horror Master (similar to a director) of Fright Trail in Scott, LA. A mechanical creature, for example, can be motor driven, with two big flywheels, for instance, and you dont see the monofilament line, and its going in a line. You can also use simple weights and pulleys.Animatronic goblin on display during HalloWeekends at Cedar Point amusement park. bild Gregory Varnum / Wikimedia CommonsAnimatronics are also a popular mainstay. Thats air driven and has to do with pistons, he says. For instance, lets say you have a scissor jack, almost like what would put under the car to change a flat tire. Suppose the bottom of it was against the wall and, instead of cranking it, pistons will throw the scissor jack out of the way and back. You can have scares coming out. These pistons are connected to compressors because its air driven but its also connected to controllers. They tell solenoids when to open and when to shut and solenoids determine when air goes out and where it goes to.He estimates the more complicated animatronics will use around 15 or 20 pistons.One animatronics example he loves is a werewolf hes worked with that has a 90 degree turn. Its laser-triggered. The reflector goes back to t he laser, he says. When someone walks through, it breaks that laser beam and that triggers the event and now the werewolf is eight or ten feet high hovering over you and its snarling at you.He says the big challenge can be preserving it. When you have something outdoors, youre needing to cover it well, putting ant poison around it or putting it in plexi-boxes to keep moisture out, he says. People might think about the technology holding up, but what about the elements? Even indoor setups arent immune. Just one issue is keeping the water from the air compressor from getting into the valves and pistons because it can result in rust, says Steve Bailey, owner of The Haunted Scare House in Wharton, NJ.But the machines are only as effective as the understanding of psychology. You have to understand how to time the scares, how to space them out, he says. You need to also keep a distance so the next group doesnt already see the group ahead being frightened and having the scare ruined for th em. But when its working well and you see a thousand people in your queue and everyone is being frightened and having a great time, its what makes this job worth it. When geschftlicher umgang is bad? Now thats scary.Eric Butterman is an independent writer.But when its working well and you see a thousand people in your queue and everyone is being frightened and having a great time, its what makes this job worth it.Rich Hanf, Horror Master

Sample Resume for Boutique Owner Job Position

Sample Resume for Boutique Owner Job PositionSample Resume for Boutique Owner Job PositionBoutique ownership lets you turn something youre passionate about into a career. While boutique is almost synonymous with fashion and beauty, the term also applies to specialty shops in a variety of niches. Getting in the door to boutique ownership may require landing investors, become part owner of an existing business or flourishing in a franchise. Whichever path you take, youll need a great resume to pave the way.Boutique ownership typically requires two things a good head for business and interest or experience in the specific niche. Ensure your resume demonstrates both by incorporating details of your work, education and hobby history. Make sure to include any degrees and relevant certifications, especially in the business, legal, accounting or HR worlds.If youre stuck on what to say, take a look at our boutique owner resume template below for inspiration. Create this Resume Christopher La ird3961 Norma LaneShreveport, LA 71109(555)-200-5276c.lairdtmail.comObjectiveTo be a part of an organization or consortium of boutique owners whereby good business strategies and plans would be enhanced to help each business owner progress in their area in terms of income and cloutSummary of QualificationsKnowledge in operating boutique shopsExcellent skills in motivating boutique personnel in running storesAbility in using computer operating systems related to workAbility in giving excellent customer serviceExcellent in conceptualizing store displaysProfessional ExperienceBoutique Owner, January 2007 PresentGlam Rock Fashion House, San Diego, CA ResponsibilitiesUsed savvy business skills and in-depth knowledge of fashion retail industry to generate profit.Oversaw all aspect of the boutique operations from planning and purchasing.Managed inventory control of all merchandise.Set up the in-store displays and managed employees.Researched for new and current trends that can help the bu siness in succeeding and to offer customer or client satisfaction.Store Manager, May 2004- December 2006The Container Store, Bellevue, WA ResponsibilitiesDeveloped skill level and talent of all employees by driving sales and business.Participated in an extensive training to display a strong command of the business approach.Devised and developed marketing strategies, visual merchandising and service standards.Supervised inventory control, recruiting and training.Coached employees and staff to improved performance through communication, accountability in goal setting and visionary leadership.EducationMasters Degree in Business Management, 2004New York UniversityBachelors Degree in Business Management, 2002New York UniversityCustomize ResumeMore Sample ResumesBookkeeper Resume Boutique Owner Resume Brand Ambassador Resume Bridal Consultant Resume Budget Analyst Resume

How to create a culture of inclusion in the workplace

How to create a culture of inclusion in the workplace How to create a culture of inclusion in the workplace For years, diversity in most organizations has been largely a numbers game. Leaders worked to understand the baseline of women and underrepresented minorities in their workforce and viewed increasing those numbers as the solution to the diversity parity problem. But a focus on numbers addresses only half of the factors required for your organization to truly benefit from diversity.The missing piece - perhaps even more essential - is how well women and underrepresented minorities are actually included in the culture that you have created. Don’t confuse “hiring” with “inclusion.” Inclusion is more than a seat at the table; it’s having your voice heard and your opinions and expertise valued, even if your perspectives differ from others on the team and especially if they do.Aside from recruiting talent to your organization to close the diversity gap, what can you do to improve inclusion? Begin by examining the individual human factors that can stifle it from happening.Ther e are four major human factors that define the contribution to an inclusive culture that any member of your team can make. Understanding how to assess and leverage these factors is key to creating a culture that not only has diverse representation, but benefits from it.Drivers of mindsetEach of the individuals on your team was raised with a set of tenets around race, ethnicity, gender, sexual orientation and other differences. Those beliefs translated into an accepted set of norms that influenced how these people behave when interacting with people different from themselves.Creating an inclusive culture requires recognizing and evaluating the personal beliefs at play in workplace interactions so each team member can understand how he or she came to adopt their worldview around diversity. An assessment of every leader/manager’s level of cultural competency is essential to revealing the level of capability they possess to contribute to building an inclusive environment and driving p roductivity in significant ways.In one recent cultural competency assessment, for example, all of the sales managers in a specific region were evaluated, and the results revealed a near-perfect correlation with their sales performance.   As a leader, therefore, eliminating individuals from the team who demonstrate “conscious incompetence” around cultural inclusion may be the tough decision that you have to make.These are individuals who are rooted in beliefs that make inclusion impossible. Worse, they have no desire to change and are, thus, “consciously incompetent” as it relates to cultural inclusion. They are likely not your best performers overall.Inherent personalityPurpose Linked Consulting’s research on purpose and passion revealed that each of us possesses 10 distinct personality factors in the form of observable passions that influence how we interact with and are perceived by others. According to the research, our passions are derived from our deeper sense of purp ose, so they are important elements of personality that play a role in workplace interactions.As a leader, assessing how the 10 personality factors, or passion archetypes, are operating on your team is central to supporting an inclusive culture. The  Passion Profiler  assessment is designed to help you leverage your team’s passion archetypes by creating a common language through which individuals can understand the value that each person brings to the team, and how each person’s passions offer the diversity of perspective required to solve problems and execute strategies.The assessment also helps individuals better understand the genesis of their conflicts so they appreciate that not all conflicting views are rooted in commonly viewed differences like race, gender, and so on.Team inclusionMindset and passion has a significant impact on team interactions but, until recently, rarely has it been assessed scientifically. While conducting her  Illusion of Inclusion  research in 1990, Patricia Pope, CEO of  Pope Consulting, found that some employees think they are more included than they actually are, while others can be more included than they believe they have been.Today, many organizations that are committed to diversity and inclusion use employee-engagement surveys as a proxy for measuring inclusion without a process for measuring inclusion itself. “I found this to be an odd phenomenon,” Pope shared. “After all, organizations don’t measure productivity by asking employees how hard they think they are working.”Clearly, more well-defined measures were needed. Pope’s solution was to create the Team Inclusion Profile assessment, a tool that measures both team effectiveness and inclusion, allowing leaders to understand what inclusion looks like on a day-to-day basis.“My 40+ years of working in the DI industry shows that inclusive cultures can be measured over time. We see this through increased ability to retain employees from diverse backgrounds. U pward mobility of those from diverse backgrounds are also viewed as ‘merit-based’ (rather than as special treatment or affirmative action hires or promotions),”   said Pope. “Most important of all, these organizations experience breakthrough innovation. The Team Inclusion Profile shows you where you’re starting and what steps need to be taken to expand inclusion among team members.”Training and accountabilityFocusing on diversity training first is where most organizations begin when attempting to address perceived issues in the culture. Yet, doing so without assessing the human factors described above will likely yield disappointing results.Training is not a panacea for driving behavioral change, especially when that needed change isn’t rooted in a deep understanding of the impact that individual mindset and personality can have on inclusion. Training should follow a robust assessment process so that it can be customized to address specific issues discovered on an indi vidual and environmental basis. Training should also be reinforced with accountability measures and feedback, prompting individuals to remain committed to demonstrating the behaviors required to create and maintain a culture of inclusion.In summary: Metrics matter.  Assess where individuals are on a mindset and personality level so that they and you are aware of their cultural capabilities and passions. This empowers employees to take steps to increase their cultural competency where necessary. Leverage a common language, such as the passion archetypes, for individuals to understand how aspects of personality, such as passion, influence team and interpersonal interactions. A common language can serve as a vehicle for healthy feedback and collaboration. Measure inclusion, and don’t mistake engagement for it. It’s true that people become more engaged when they feel included, but you can lose a whole lot of talent waiting for engagement scores to rise as inclusion lags. Build accountability through short-term action plans with forward-leaning objectives. Monitor these plans closely and update them quarterly. Setting long-term diversity and inclusion goals is fine, but short-term milestones that are carefully monitored makes those goals a reality. To reinforce an inclusive culture,  create a safe space for discussion, dialogue and dissenting views, both on your team and within the larger organization. If individuals feel free to raise viewpoints, you’re likely to create better solutions and gain important insights about issues before they fester into larger problems. Creating a diverse and inclusive culture requires an elegant process that embraces the whole of the personalities and mindsets at play in the organization. Almost no organization seeking to thrive and remain competitive can afford to do without it.Alaina Love is chief operating officer and president of  Purpose Linked Consulting  and co-author of “The Purpose Linked Organization: How Passionate Leaders Inspire Winning Teams and Great Results”  (McGraw-Hill). She is a recovering HR executive, a global speaker and leadership expert, and passionate about everything having to do with, well … passion. Her passion archetypes are Builder, Transformer and Healer. You can learn more about how to grow leaders, build passionate teams and leverage passion to create great customer outcomes  here.When she’s not working with her Fortune 500 client base, Love is busy writing her next book, “Passionality, The Art and Science of Finding Your Passion and Living Your Bliss,” which explores t he alignment of personality, purpose and passion, and the science of how it contributes to our well being. Follow Love on  Twitter,  Facebook,  YouTube  or her  blog.If you enjoyed this article, sign up for SmartBrief’s free e-mails for  HR execs  and  for any workplace leader, among SmartBrief’s  more than 200 industry-focused newsletters.

Survey Americans have an extremely high bar for what constitutes online harassment

Survey Americans have an extremely high bar for what constitutes online harassment Survey Americans have an extremely high bar for what constitutes online harassment When it comes to online harassment, Americans have different ideas of where to draw the line.According to a newly published Pew Research Center survey, Americans broadly agree that explicit personal threats are harassment, but are more divided on behaviors like publicly sharing private information or insulting the recipient with “unkind words.”Survey: Americans have high bar for what’s online harassmentTo test American attitudes of online harassment, the March survey of  4,151 U.S. adults presented respondents with a fictional scenario of escalating online interactions that had the growing potential for violence. Here’s one scenario the participants were shown:“Julie posts on her social media account, defending one side of a controversial political issue. A few people reply to her, with some supporting and some opposing her. As more people see her post, Julie receives unkind messages. Eventually her post is shared by a popular blogger with thousands of followers, and Julie receives vulgar messages that insult her looks and sexual behavior. She also notices people posting pictures of her that have been edited to include sexual images. Eventually, she receives threatening messages.”The vast majority - 89% - of those surveyed said that somewhere in this scenario Julie experienced harassment, but they were more divided on where the harassment had occurred. Only one in five respondents thought a blogger making Julie’s post go viral was harassment. The participants were split on whether unkind messages constituted harassment, with 43% answering that it was.More than two-thirds of participants were willing to concede that “vulgar messages,” photoshopping Julie’s likeness to include sexual content, and explicit threats were harassment.When the gender of the person in the scenario was changed, it did not significantly change participants’ attitudes of whether an incident of harassment had occurred.  Female respondents, however, were three times m ore likely than male respondents to see harassment in the action of the popular blogger sharing Julie’s post.Do Americans see personal agreements going public online as harassment? In a separate scenario where someone takes a private disagreement and shares it to a public online platform, respondents were split on whether that constituted harassment.Americans divided on whether the platform hosting harassment has responsibilityWe may broadly agree that fictional Julie experienced harassment, but we are less likely to think that a platform needs to step in to stop it. While 85% of adults surveyed said Julie receiving vulgar sexual messages was harassment, just 66% thought that the platform where the messages were being sent should intervene to address the behavior.This survey shows us that Americans are still unclear on who should bear the weight of responsibility for stopping online harassment. If we are divided on what online harassment is, then we don’t know where protections for stopping online harassment are needed.That aligns with journalist Amanda Hess’s  research  finding that police are less likely to view online harassment as a threat. Hess cites a 2009 paper that found that online harassment is more likely to be minimized and dismissed by the public as “harmless locker-room talk,” while its victims are seen as “overly sensitive complainers.”When police and social media platforms are not seen as responsible authorities to intervene, victims are left with the burden of deciding what is a threat. As Hess detailed in her research on gendered cyber harassment, “The victim faces a psychological dilemma: How should she understand her own fear?”

Quack Like a Duck and Other Secrets of Successful Career Change

Quack Like a Duck and Other Secrets of Successful Career Change Quack Like a Duck and Other Secrets of Successful Career Change Nicholas Lore, founder of the Rockport Institute, is a career development pioneer. He single-handedly transformed the career coaching field, he’s been commended for excellence by 2 US Presidents, and his book “The Pathfinder’ is one of the best selling career books in US history. Over the last 29 years he’s helped over 14,000 people to make a change. I was fortunate to spend an hour on the phone with Nick recently, and I picked his brain about the career change process. Here are the key things I learned: Take a holistic approach to the decision When Nick started out, career counselors all followed the same model â€" using very basic interest and personality tests to identify and suggest jobs that might suit you. It was a flawed model and even now, Nick believes many career change ‘experts’ are misguided, focusing solely on one aspect such as ‘following your passion’ or ‘identifying your life purpose.’ Instead, he says, career change decision-making must be a holistic process. He points out that a passion for animals won’t necessarily translate into happiness if you take a job in an animal protection agency. You may find you don’t like your tasks, or the people, or the salary, or the hours. And what started out as a passion can quickly feel like a millstone around your neck. That’s why Nick guides his clients through a holistic decision-making process. He likens it to detective work â€" identifying and interpreting clues in order to guide each person towards the right decision. Go beyond the dream You may think you know exactly what you want do, but Nick encourages his clients to   “expand what’s possible.” He believes we tend to base our dreams about the future on what we have known in the past, and he encourages his clients to think beyond what they know and consider completely new possibilities. In the process, many find joy and self-expression in work they had not previously considered. Be realistic According to Nick, there are two different tracks to consider when working through a career change decision. The first is reality: We all have constraints on what changes we can make. Perhaps you have to pay for two kids in college. Perhaps you need to stay in a certain regional location.   Your talents and skills are another reality constraint â€" if you can’t draw, you can’t become a video game artist. The second is what Nick calls ‘the invented world.’ By this he means the world you decide that you want to create for yourself (within the limitations of reality of course). To help people create their invented world, Nick and his staff coach them through a series of exercises designed to help them explore, research, and understand all of the many possibilities. He also encourages people making a career change to research the reality of the positions they are considering. It’s easy to imagine only the good things about your desired role without considering the down sides. It’s also common for people to succumb to “yeah-but” thoughts that keep them from making a change. Don’t focus on random options Nick says one of the biggest mistakes career changers make is that they start by thinking through random options. (“Maybe I could be a psychologist” … “Perhaps I could learn to style hair” … “I wonder if I should become an accountant.”) While this approach might result in success, it’s more likely to lead to a dead end. Instead Nick recommends developing definite clear, written statement of your specifications for happiness before you start to consider options. This list should include both your reality constraints and your ideal “invented world.” And as you make your choice, ask yourself ‘what will it take to get there?’ to be sure you’re willing (and able) to do what is necessary. For example, one 40 year-old client of Nick’s decided she wanted to be a doctor, gave up her job, and went to medical school in order to make the change. That kind of commitment is only possible when you have fully thought through your decision from all possible angles. A resume isn’t going to do the trick A good resume is important but it can’t get you where you need to be without a creative approach. In general, employers are looking for someone with experience in the specified field or industry. They are not looking to take a chance on someone new and untested. This means that you can’t just apply to advertised positions and wait for the phone to ring. Instead, you need a more creative approach. Nick puts it this way: “if you want to be a duck, you need to walk, talk and fly like a duck.” He gives the example of one client, a successful economist who realized she had an amazing gift for product design. But as a middle-aged professional, she wasn’t enthusiastic about returning to school to learn an entirely new skill set. Seeking other ways to break into her chosen field, she devised a creative solution â€" she set up, planned, organized and moderated a symposium on breakthrough design, held at the Smithsonian. In this way, she placed herself right into the middle of the product design field with the key players. Or as Nick put it “she beamed her way up rather than battling her way up.” This strategy has become easier than ever with the advent of social media. Sites like LinkedIn allow you to reach out and connect with people from any industry. Services Like Twitter allow you to initiate conversation with anyone you choose. For no cost at all, you can set up a blog about your target profession and very quickly build a strong reputation. Remember, if you want to be a duck, you have to act like one. My conversation with Nick was inspiring. He told me that what keeps him going after 29 years is his commitment to helping people love their lives. What a great mission!

This is what you take home from a $100K salary in Americas biggest cities

This is what you take home from a $100K salary in America's biggest cities This is what you take home from a $100K salary in America's biggest cities The recent tax cut has been in effect for several months now, and the US Congress might, in fact, make it permanent  beyond 2025. Republicans would argue that the tax cut should never be allowed to lapse so that businesses can have confidence in their rates. What about average workers? Total take-home pay actually depends to a great degree on where people live.Click to enlargeWe created our map by first taking the  largest city  in each state, and calculating the total tax burden associated with living there according to  SmartAsset. We wanted to keep things simple, so we used $100,000 as a baseline annual salary. $100k comes out to $8,333 in monthly net income, from which we subtracted state and local income taxes for each city, if applicable. We also subtracted tax levies that apply equally to everyone, like the federal income tax and FICA. The size and color of each circle correspond to total take-home pay after taxes. This lets you easily see where an upper-middle-class professio nal salary goes the furthest, and which places have comparably high tax burdens.Here are the ten cities where workers earning $100,000 a year end up with the lowest take-home pay each month.1. New York City, NY: $5,5742. Portland, OR: $5,6633. Louisville, KY: $5,6914. Baltimore, MD: $5,7015. Honolulu, HI: $5,7266. Philadelphia, PA: $5,7467. Los Angeles, CA: $5,7528. Boise, ID: $5,7729. Wilmington, DE: $5,79110. Detroit, MI: $5,797Our map reveals a few key things about the total tax burden facing Americans living in large cities. First of all, there are lots of small circles scattered throughout the Midwest and South, indicating that it’s not just coastal cities with comparably high tax burdens. Granted, the heaviest burden falls to New Yorkers, where workers earning $100,000 a year only keep $5,574 each month, but Louisville, KY isn’t too far off at $5,691. From Boise, ID to Detroit, MI and Little Rock, AR to Billings, MT, many landlocked cities nowhere near the coasts have subs tantial local taxes.What’s the best place to live if you’re only interested in keeping as much money as possible? Luckily, there are several cities with zero local and state taxes, and you don’t necessarily have to move to Wyoming or Alaska to find them. Cheyenne, WY or Anchorage, AK are perfectly fine places to live (and quite beautiful), but there are other diverse cities with low taxes too, such as Houston, TX and Seattle, WA. You can keep a full $6,329 in take-home pay each month in the largest cities in 9 states.Almost everybody loves the idea of keeping more of their own paycheck, even if they  don’t realize  the difference Trump’s tax cut made. Regardless of what polls say, our map proves that tax rates have more to do with location than what people often realize. Learn more about the  geography of taxation  in the US, how  Trump’s tax plan  affected workers (and especially the  top 1%  of earners).Data:  Table 1.1This article first appeared on HowMuch.

How to Answer Job Interview Questions About Your Grades

How to Answer Job Interview Questions About Your Grades How to Answer Job Interview Questions About Your Grades When you are applying for an entry-level position, a typical job interview question is for the interviewer to ask you about your grades and how they represent you as a person. It can either be tricky or easy to answer depending, of course, on the grades you received. The Straight-A Student If youre an A student, your answer will be easy, but you should also express your skills and varied experience outside of the classroom. For example, you dont want your potential employer to think youre book-smart only, lacking social fluency or the ability to interact and communicate well with others. Further, you’ll want to emphasize any work experience you’ve gained during your college career, including internships, volunteer work, and part-time jobs. These show prospective employers that you know how to function in a workplace as well as in a classroom. The Average and Below Average Student If your grades were only average, or worse, you have some reframing to do. The good news is that no college career is summed up entirely with grades. In fact, as far as employers are concerned, your grades won’t matter at all once you have a few years of experience under your belt. Your goal right now is to show the hiring manager your skills and experience outside of your academic achievements. Regardless of your grades, its most important to frame your answer in a way that conveys that you are an intelligent, diligent, and well-rounded worker who would add value to the company. Preparation is key to pulling this off. The last thing you want is to seem uncomfortable when you’re telling your story. These sample interview answers will help you choose the best approach. Edit them to fit your personal experiences and background. How to Answer if You Have Good Grades Yes, I feel my grades are a very accurate indication of my success in college and graduate school. I took my academics very seriously and worked very hard for the grades I received. I am proud of the achievements I have made. But, Id also like to emphasize my extracurricular activities where Ive demonstrated leadership and interpersonal skills in addition to academic success.Yes, I am a hard worker who takes my grades very seriously. My success didnt necessarily come easily to me. I spent a lot of time studying, while also balancing an internship and extracurriculars where I obtained real-life work skills. It wasnt an easy feat, but I managed to succeed in all three areas, and I think this is a good indication of my diligence and dedication to my responsibilities. “Yes, my grades are indicative of my academic achievement. But to be honest, I’m even more proud of some of the projects I worked on outside of my classes. I spent much of my free time junior and senior years volunteering at a local shelter, and the experience helped guide my career path. I believe that I found my purpose as a result of my volunteer work, and several staff members helped me find and land my internship senior year.” If You Have Average, Inconsistent, or Poor Grades My grades are a good indication of my academic achievement, but in a way, you may not expect. The improvement that you will see over four years of college does not show lack of achievement in those early semesters. Rather, it shows the effects of finding an area of study that I was passionate about and good at.As you can see, Ive gotten average grades while in college, but I think my involvement with other aspects of my college life offers better evidence of my achievement. For example, Im a Marketing and Events Chair for my sorority, coordinating all of our social and fundraising events and marketing outreach. I also hold a marketing internship at a local agency and am Vice President of the Undergraduate Marketing Club. My efforts have been focused on developing real-world skills rather than scoring all A grades on my exams. My grades are not a good indication of what I achieved academically in college. Not because I got bad grades, but because the fieldwork and internships that I participated in are where I achieved the most academically. If you want to ‘see’ my achievements, I will share my portfolio and tell you about my work experiences.

Customize this Outstanding Managing Editor Resume Sample

Customize this Outstanding Managing Editor Resume Sample Customize this Outstanding Managing Editor Resume Sample A great resume can help you in your job search by proving to employers you are capable and qualified for any job. Creating a resume that accomplishes this feat is not as easy as it sounds. Many jobseekers in the publishing or writing field use examples to help them get closer to resume success, and looking through samples can give you more inspiration about what sounds best.Below, find out if your resume is ready for success by comparing it to the managing editor resume sample. Review each section for formatting help and ideas for the details and phrasing you want to use. The resume builder is another key tool to help you get closer to a top resume.Create Resume Jaclyn Jameson100 Broadway LaneNew Parkland, CA, 91010Cell: (555) 987-1234example-email@example.comProfessional SummaryPrimary print publication Managing Editor with background in daily newspapers and periodical magazines. Technically savvy and leader in the integration of print and digital mediums. Innovative editor with ab ility to maintain quality print content.Core QualificationsPrint technologyAP StyleAPA StyleEditing softwareStory creationPersonnel managementExperienceMarch 2010 to October 2012New City Land News—New Cityland, CAManaging EditorOversaw editorial team at daily newspaper in major California city.Implemented new editing software technologies to increase efficiency by 30%.Received California Journalist Society Outstanding Editor Award in 2011.Developed and launched innovative features magazine for Sunday edition of newspaper. January 2014 to February 2015Los Angeles Times—Los Angeles, CAManaging EditorManaged editorial team of 30 professionals at major U.S. daily newspaper.Created new weekly magazine for publication.Assisted in design and implementation of new editing software system for publication.Developed new government reporting team stationed in Sacramento.Education2009 University of California, New Cityland, CABachelor of Arts, JournalismCustomize ResumeWhy Is This a Good Managing Editor Resume Sample?Landing a top job as a managing editor with a reputable publishing organization is tough if your resume isn’t compelling and effective. In this managing editor resume sample, you get an overview of how to convince a hiring manager you’re effectively prepared and talented. It’s best to begin your document with a summary statement, like the example’s. In a few brief sentences, this summary statement explains what the applicant has to offer a publication, such as innovation, leadership, and print experience. Hiring managers want to see a list of relevant skills in the next part of the resume. The managing editor resume sample details six specific industry competencies an employer might want from a candidate. The list is reader friendly because of the way it’s organized into short, concise bulleted points. The sample resume most likely got ideas about what to include by reviewing the job description. You should also incorporate key terms fr om the job description, such as editing, AP style, APA style, or technology in the list somehow.The work history section can help a hiring manager get an idea about the candidate’s prior professional experiences. In the managing editor resume sample, the applicant demonstrates experience closely connected to the coveted job title. The writer also lists jobs by date and includes a few important details about proud achievements and regular duties. Additionally, the applicant illuminates specific accomplishments from past experiences. The writer mentions an award won as an outstanding editor in 2011. The sample also includes information about management experience over a staff of 30 workers.At the end of this document, there are details about educational history. The managing editor position most likely requires some sort of college degree, and this candidate meets the standard with a Bachelor of Arts in Journalism. Since graduation was in 2009, there’s no need to go into too much detail here.Why You Need a Strong Managing Editor ResumeThose who work in publishing have struggled for good job opportunities for the past few years. Editors may find even more challenges in the next few years since there’s an expected decline in print jobs by at least five percent by 2024. One way to ensure your success is to write a great resume that gets you noticed among all the steep competition. Editors may also have it tougher because of the nature of the work in this field. Hiring managers for publications may put resumes through an extra amount of scrutiny since an editor’s work is all about accuracy and perfection. Following the example of the managing editor resume sample could help you find more success in your career in publishing.Costly Managing Editor Resume Mistakes To AvoidCandidates today can’t afford to make mistakes in their resumes if they want to get the job of their dreams. If you make a spelling or grammar error in your document, you can most likely co unt yourself out of contention. Another way you may unintentionally doom yourself to failure is if your resume is poorly organized or difficult to read. Style and readability go a long way, and if you opt for large blocks of text and lengthy paragraphs instead of short phrases and bullets, you may struggle to get interest. It’s better to follow the best practices from the managing editor resume sample. In the sample, you can also see some of the most desirable attributes necessary for a successful managing editor. You shouldn’t forget to include details about your leadership experience. Managing editors also need to describe their skills with the most common editing computer programs, and some hiring managers may also want more details about your type of editing experience, such as daily newspaper or magazine publications.ConclusionYour resume’s effectiveness can determine if you will be successful in your search for a job in publishing. Don’t let yourself get off course wit h a document that doesn’t get results. Instead, guide your writing process with the managing editor resume sample and secure the right job for your career aspirations and ultimate life goals.

Startup Suns

Startup Suns Startup Suns Startup Suns There is scarcely a more futuristic sounding technology than nuclear fusion. It is the power source in the heart of every star, the process that created every atom of oxygen, carbon, and iron in the universe, and the far-off hope of clean and bountiful energy. In Vancouver, B.C., a team of engineers and technicians is developing a machine that will demonstrate a path to making practical, affordable fusion power. Talk to Mike Donaldson, vice president of engineering at General Fusion, the startup thats building the machine, and he will go on excitedly about the worlds biggest plasma injector his team has built and the smoke ring-like vortices that will hold their shape due to magnetic fields the rings themselves produce. But there are also hammers. General Fusion builds large devices, tests them, and iterates based on the resultsmuch like a software company. Image: General Fusion Not exactly hammers, but pistons that mechanically smash the sphere of molten lead that encases the plasma. The hollow space in the center of the sphere crunches down on the plasma, raising its density to the point where the ions of heavy hydrogen merge together to make helium and release energy. If all goes well, the pistons will compress and recoil once every second for months on end, unleashing around 80 kWh of thermal energy with every stroke. Weve already built the pistons at scale and demonstrated that they will have the repeatability required to do this compression, Donaldson said. It sounds outlandish, squashing plasmas with hammers to make pollution-free energy. But no more outlandish than the contention that General Fusion and a number of other startups have madeand made convincingly enough to attract millions of dollars from such billionaire tech investors as Jeff Bezos and the late Paul Allenthat a demonstration commercial fusion reactor will be ready by the end of the next decade. And that it will be built not by an international Big Science research project but by a scrappy startup. Commonwealth Fusion, launched in March 2018 as a spin-off of MITs Plasma Science and Fusion Center. Others have been operating under the radar for nearly two decades. Befitting the merging of plasma physics and startup culture, each company has a bit of secret sauce that they hope will make the difference between success and failure. Blackboard Panacea With wind and solar power growing at incredibly fast ratesand with their prices now rivaling some of the cheapest power on the gridits easy to imagine that no new sources of power are necessary. Why even bother with fusion? When you take any technology and scale it up by many orders of magnitude, there are issues that arise with a massive deployment that dont necessarily arise at a smaller scale, said Stewart Prager, the former head of the Princeton Plasma Physics Laboratory, a fusion research facility in New Jersey. The problem of clean energy is so significant that it would be foolhardy not to pursue all attractive approaches. The nuclear power that has been deployed up to now is based on fission, the process in which heavy atoms capture stray neutrons, become unstable, and split into two or more parts. The energy embodied by one atom of uranium or plutonium is greater than the sum of all the daughter particles, so when an atom fissions, the result is a release of energy. Capture that energy in a reactor and it can power a city. The basic insight of fusion is similar to that behind fission: the mass-energy equivalent of two atoms of heavy hydrogen, known as either deuterium or tritium depending on how many neutrons they have, is greater than that of one atom of helium. When those deuteriums or tritiums fuse together to form helium, that extra energy must be released. Astrophysicists in the 1920s and 1930s realized that process is what powered the stars, and weapons designers adapted it to produce higher-yield thermonuclear weapons. Once physicists began sketching out how much energy could be captured through extracting heavy hydrogen from seawater and fusing it, fusion became a byword for clean, unlimited power. Getting from a blackboard calculation to a viable energy source has been almost impossibly difficult. Recommended for You: Special Report on Clean Energy Some of the difficulty has been in the physics. Unlike uranium and plutonium, which can fission spontaneously in a large enough pile, atoms dont fuse together unless given a mighty shove. Thats because each atomic nucleus is positively charged and as the nuclei get closer together, the repulsive electromagnetic force ramps up exponentially. To overcome that force, atoms have to move incredibly fast; expressed as a temperature, the atoms need to be hundreds of millions or billions of degrees, so hot that the electrons are stripped away. One doesnt want a billion-degree plasma hitting a wallthe plasma will cool and the wall will be damagedso proposed fusion designs have bottled the plasma up in a magnetic field. But that makes extracting the energy from a fusion reaction tricky. Also, while fusion is usually described as clean, the fusion reactions that are easiest to produce (involving neutron-bearing isotopes of hydrogen) wind up throwing off lots of stray neutrons, which embed themselves in the surrounding equipment and create radioactive waste. Until recently, fusion was a challenge so daunting that it took resources on a national or international scale to tackle them. The U.S. Department of Energy built a series of large facilities to blast small pellets of hydrogen with high-energy lasers in hopes of producing a plasma hot enough for fusion. Sandia National Laboratorys Z machine has the same goal, via running a nanosecond pulse of 18 million amp current through a wire. A number of groups built facilities to contain plasmas within doughnut-shape magnetic fields, called tokamaks, with the aim of eventually holding them long enough to ignite fusion. The biggest effort, the international research facility known as ITER, is under construction in southern France. The culmination of decades of Big Science research, the $20 billion project to build an enormous magnetic bottle will be considered a success if it can run continuously for 20 minutes and fuse atoms together sometime after 2035. Negating Neutrons ITER is emblematic of Big Science and casts a huge shadow, but there are a surprising number of publicly announced smaller fusion efforts. In 2014, for instance, aerospace giant Lockheed Martin released promotional materials about a fusion reactor development program being run out of its famed Skunk Works research complex in Palmdale, Calif. The goal of its compact fusion effort was to create a reactor small enough to fit on the back of a flatbed truck. The company has filed for several patents derived from this research, but to date little concrete information has been divulged. Fusion start-up TAE Technologies sprung from a very public sourcea 1997 paper in the journal Sciencebefore spending most of the next two decades in so-called stealth mode. The papers proposed accelerating two beams of ions to very high speed then slamming them together, much as what happens within a particle accelerator. The hope was that colliding beams would be more efficient at creating fusion-friendly conditions than the plasmas that had been used up to that time. As research at TAE continued through the 2000s at its headquarters in Foothills Ranch in suburban Orange County, Calif., the original beam concept was abandoned. But another fresh idea in the Science paper lives on. Instead of fusing isotopes of hydrogen together, TAE is working toward fusing single protons into nuclei of boron. That reaction results in an ion of standard carbon, but one that is too energetic to remain stable. It quickly falls apart, decaying into three helium ions and a burst of gamma rays. (The name TAE is contracted from tri-alpha energy, a reference to the atomic physics name for helium ions: alpha particles.) One thing that the reaction doesnt produce is stray neutrons, which means proton-boron fusion would make less radioactive waste than other types of fusion. The boron itself is also non-radioactive and is more abundant in the Earths crust than uranium or thorium, and unlike deuterium or other exotic forms of hydrogen, it can be mined and stored as a solid. Hydrogen-boron is difficult to do. It requires 20 to 30 times more energy to cook than deuterium-tritium fuel, said Michl Binderbauer, president and chief technology officer at TAE and one of the co-authors of the 1997 Science paper. But the upside is that over a 40-year lifetime of our machine, there will be no consequential damage from neutrons. That is a huge difference. Even so, the energy requirement is not trivial. Whereas the plasma to be created at ITER is expected to be 100 million C, TAE will need to reach 3 billion C to create the force necessary to push the protons and the boron ions together. The magnetic bottle to contain this hot plasma is configured differently than most conventional designs. Instead of a doughnut-shape vessel to avoid open magnetic field lines from which the plasma could escape, the TAE reactor is long and designed to allow some of the plasma to leak out the ends so that the helium produced via fusion doesnt dampen reactions. You can control the plasma profile with the outflow, Binderbauer said. And when you do it right, you can select what you are pulling out. TAE plans to draw energy from the decelerating outflow of electrically charged particles as they fly past electrodes outside the magnetic envelope. The company has spent more than a decade developing the technology to hold the plasma in place long enough to achieve fusion, and researchers there believe they have reached that benchmark. In February 2018, the company announced that its latest experimental plasma generator, a $100 million machine nicknamed Norman for one of the companys founders, had been making progress toward hitting the hot enough benchmark. Though Binderbauer and his team are confident they can overcome the technical issues needed to achieve fusion in the next decade, Princetons Prager noted dryly that opting for proton-boron fusion makes reaching that goal daunting. Compared to other efforts, Prager said, the physics challenges of the TAE approach are very much harder. Atom Smasher If TAEs secret weapon is its fuel, General Fusion is betting on its reactorsimultaneously ungainly and elegant. The rendering of the reactor makes it look like an elephantine pincushion: a massive sphere with large cylinders radiating outward. Rather than contain a plasma within a magnetic bottle for seconds until the ions smack into each other, the reactor actively compresses the magnetically held plasma to the point of ignitionwhich should take just milliseconds. Its a daring departure from conventional fusion set-ups, and it will require some innovative engineering to work. In addition to the injectors that create a ring of deuterium-tritium plasma in the center of the sphere, the General Fusion reactor must spin a wall of molten lead and lithium then, once a second, fire pistons that drive the wall symmetrically to the center. To produce the maximum compression, the compressed gas-powered pistons need to move in sync with an accuracy of a few tens of microseconds, repeatedly, for as long as the reactor runs. For all its smashing atoms with hammers vibe, the concept, called magnetized target fusion, offers some decided advantages. For one, the lead-lithium blanket soaks up all the stray neutrons produced through the fusion of deuterium and tritium, and absorbs their energy as well. That heats up the blanket and conventional heat exchangers along the wall of the reactor to generate steam for power conversion. The molten blanket also protects the rest of the reactor from damage from the high-temperature plasma. A lot of the other fusion schemes have the problem where, even if they create fusion, their machines are going to get brittle due to neutron bombardment, Donaldson said. Weve taken care of that as part of our architecture. In its Vancouver facility, General Fusion has already fabricated and tested many of the subsystems needed to make the hydrogen plasma and compress it to the point of fusion. Theyve even made cavities in liquid metal, as they will need to in a working fusion reactor, and pounded the metal with a few pistonsThats the biggest engineering challenge weve tackled to date. The ethos has been to build devices, test them, and then iterate based on the results. The pace is more like that of a software company than an international science experiment like ITER. The next step, Donaldson said, is to integrate all these systems into a demonstration of the technologyfiring once a day rather than once a second. We feel our concept has the easiest and most practical path to commercialization, Donaldson said. Though Donaldson and his team are confident they are working toward a power plant, they are following a less proven route to fusion, so they will need to demonstrate that the concept is practical. Small and Fast Commonwealth Fusion doesnt have that problemthey are building on the work that has been done by large-scale fusion researchers for decades. According to Bob Mumgaard, Commonwealths CEO, the number of unknowns in their design is vanishingly small. ITER is a science experiment, and its being built in that bespoke, scientific experiment manner, Mumgaard said. In our case, we feel the tokamak has reached a level of maturity where we can strip things out of it, simplify it, and make it more applicable to a commercial product. Mumgaard says the model is much like space launch vehicles: NASA built generation after generation of experimental launch vehicles to push the limits of the technology, then startups like SpaceX could come in, strip out the redundant features, and create new products that were both more reliable and less expensive. The startup emerged from the plasma physics lab at MIT in early 2018. Many of the companys principals, such as Mumgaard, chief technology officer Dan Brunner, and chief science officer Brandon Sorbom, are graduates of the school. And the early renderings of Commonwealth Fusions proposed reactor look like scale models of international tokamak fusion experiments to which MIT physicists have contributed. The scale is the key, though. Mumgaard explained that Commonwealths fusion device will take advantage of new types of powerful magnets that will enable it to contain its plasma in a smaller, tighter torus than has been previously possible. That, in turn, will allow other parts of the power plant to become smaller and less expensive. We now have technologybasic engineering technology, not moonshot technologythat can produce much higher magnetic fields because of new superconductors, Mumgaard said. You can make plasma systems smaller with the same performance. And if we can make them smaller, we can make them more power dense, more economical, and easier to build. Rather than pursuing a new avenue that might create a shortcut to a commercial reactor, as TAE and General Fusion are, Commonwealth is using the expertise built up over decades of mainline fusion research and working to turn it into a commercial product as quickly as possible. Mumgaard projects the confidence of someone who sees the object of a long quest peeking over the horizon. Indeed, he lays out a fairly short time frameabout three more years of RD, then four years of buildingto reach the first prototype reactor. By the time ITER is up and running, Mumgaard believes Commonwealth Fusion may have the capability to begin producing commercial reactors. One of the advantages of the approach that were taking is that we dont need a lot of plasma physics and fusion expertisethats embodied in the mainline approach, Mumgaard said. Were adding in the engineering of making it manufacturable. That requires mechanical engineers and structural engineers and systems engineers, the type of high-end engineering youd find on a Formula One team or a place like SpaceX. Princetons Prager believes Commonwealth Fusions approach of taking the existing state of plasma physics and turning that into a product is a sound one. That effort is different from many other companies in the field because it is developing the mainstream fusion concept, he said, and adding the technological advance of high-field magnets. Thats not to say that other approaches wont work. Prager suggests that we may eventually wind up with multiple fusion power concepts breaking into commercialization. There might be a first-generation fusion reactor, Prager said, citing the doughnut-shape reactor as a potential winner, but then another one of these concepts, such as the one TAE is developing, could become a second-generation reactor. Fusion will probably remain a futuristic-sounding technology for the time-beinga byword for something that would be world changing if we could only get it. But the momentum in the field seems to be building, and money and talent pouring seems to point to a breakthrough that will catch the cynics by surprise. We have come very far with fusionthats something not generally appreciated by the public, Prager said. We still have engineering and science challenges, but I think we can see our way through them. We might not have a commercial plant in 15 years, but its not 50 years off, either. Jeffrey Winters is a senior editor at Mechanical Engineering magazine. Also read:Special Report on Clean Energy Readthe latest issue of theMechanical Engineering Magazine.

How Workplace Happiness Affects Your Paycheck

How Workplace Happiness Affects Your Paycheck How Workplace Happiness Affects Your Paycheck Studies have shown that when we are happy at work, we are smarter, more motivated, more competitive and, thus more successful. While it’s widely known that overall fulfillment allows us to enjoy more meaningful relationships and better health, few understand that it impacts a paycheck…significantly. Nose to the Grindstone: The Correlation Between Success and  Happiness   There is a big misconception among many  corporations and educational institutions that success leads to  happiness. Often, we tell ourselves that once we get the promotion we want, the pay raise we feel we deserve or the recognition we desire,  happiness  will follow. Until recently, it was widely thought that focusing on productivity and performance, even to the detriment of our well-being, would lead us to become more successful and, therefore  happier. Everyone has heard the phrase, Keep your nose to the grindstone.” However, recent research in psychology and neuroscience has proven that fulfillment and  happiness are a key ingredient to a successful career. Optimism fuels performance and achievement which, in turn allows us to advance monetarily. In simper terms,  happiness  is not a random event in the distant future. Treat it as such and not only will it hinder your ability to succeed, but it will also prevent you from living life to the fullest. Dopamine, Serotonin and the Brain’s Reaction   Countless studies have shown that our brains are literally hardwired to perform at their best when they are in a positive mindset. When we feel optimistic about our future, dopamine and serotonin are released in our brains. In conjunction with providing a heightened sense of well-being, dopamine and serotonin allow us to more rapidly organize new information and become more skilled at complex analysis and problem solving. Specifically, a clear head allows for 100% engagement. Conversely, perseverating on your problems exhausts most of your capacity for attention which drains energy as well as performance levels. It’s no secret that, as a group low performing employees take home sparse paychecks. Consider the following: A recent study at the University of Toronto found that our mood can change what we see. When shown pictures with multiple images, those in negative moods could not process as much as their positive counterparts. Positive emotions expand our peripheral line of vision. People who were asked to think about the  happiest  day of their life prior to a formal exam scored higher than those simply given the test. Exercises   An individual who can learn to control their thoughts will maintain control of their happiness  and, thus career potential. While doing so is easier said than done (it takes significant practice and discipline), below are three easier exercises that could begin making a difference today. Think of your brain as a computer disk with a finite amount of space. Consider your surroundings, inner monologue, other people in the room and your desired task as small files that quickly fill that disk to capacity. The more stored on that disk, the less available room there is for intelligently evaluating information and making rational decisions. Thus, its useless to allow that disk to be filled with thoughts of self-doubt as you are throwing away valuable space. Know what you stand for. Define what your core beliefs are always remember to live in the present, resolve with the past and create your ideal future. Keep healthy. Success requires not only our minds, but our body, energy and spirit as well. Eat well, exercise and when necessary, practice some form of mediation. Neuroscientists have found that monks who spend years meditating actually grow their left prefrontal cortex. In the End   Happiness  is more than a good feeling, it is also a crucial ingredient of our success. Allow your brain the capacity to feel positive and heightened creativity, resilience and intellectual capacity will quickly follow. If you wish to increase the number on your paycheck, choose  happiness  as one of your definitive goals. Then, place all your energy, will power and effort towards chasing that goal.

A Review of Resume Team Player

A Review of Resume Team Player Choose and use the words carefully as language is a powerful medium, which is the sole way whereby you present yourself first in the front of the employer. There's social interaction at work and you may need to work with others on occasion, which is the reason why having the skills is essential. Make certain you have a minumum of one case of a time you demonstrated every one of the top five skills listed here. Use action words to describe your previous actions as an alternative to mentioning the job duties. Many employees wind up feeling that their existing employers cannot offer what they want and proceed to scan the marketplace. The typical recruiter receives 80 job applications every day. Obviously, each job will call for unique abilities and experiences, so make certain you read the job description with care and concentrate on the skills listed by the employer. You're going to need an outstanding resume to acquire the work prospect. Whether there are very less relevant traits, you can incorporate the ones which are nearly related to the work profile or that could help you in raising your efficiency in 1 way or the other. Keep in mind that even if you're a seasoned candidate, your job relevant qualities can create a difference in receiving you the interview call. If you showcase your abilities and abilities within this sort of style, you will normally receive a far better response. A great deal of research about the organization profile and your prospective work profile will assist you in listing the most suitable skills for the job. Whatever They Told You About Resume Team Player Is Dead Wrong...And Here's Why You wish to be a dependable team member in order for your coworkers can trust you. Put that achievement on your resume to verify that it is possible to adapt when challenged an excellent employers search for. You might not know whether the employer demands a cover letter or not. A clerk is principa lly regarded as a worker who's accountable for performing several pursuits. Employers have numerous choices for filtering the outcomes of their keyword searches. Resume Introduction Earlier resumes weren't thought to be very crucial since they are today. Your resume should not mention your individual hobbies, unless these have an immediate bearing on your favorite career path. Separate resumes are offered for assorted disciplines. Resume Team Player Ideas Therefore, you must design a separate resume based on the profile of the company for each application. You've got to design your application in a manner it interests the employer in going through your details and they'll call you for the interview to talk about the further specifics. In such situations, you can ignore the irrelevant information. Ideally, it's recommended that you give all of the contact details at the surface of the document. If you're a senior professional, pay attention to your business abilities and technical expertise also. Advertising is an extensive area which is made up of distinct sections. Freelance editors work on several assignments according to their convenience from home. Therefore, if you're a bartender searching for a better job, a Bartender Blank Resume Template can help you a whole lot. When employed as a freelance editor, you are going to be handling different projects at a moment. The Fight Against Resume Team Player Don't make fancy resumes because it is going to result into rejection. That you're sending a resume needs to be obvious the instantaneous someone opens the file. Qualifications Required In America, when you're applying for the place of an OPM investigator, the simple criterion you must satisfy is you must possess US citizenship. Resume templates are perfect for folks who don't possess the skill of producing impressive resumes. In some instances, a job posting might attracts a couple of hundred resumes. This time is essential to be able to give examiners the chance to analyze the thesis carefully. Additionally, a customer may ask the writer to submit part of the job for review and, if needed, ask them to make corrections. The best resume is the one which generates most interviews and creates an effect on the employer in the brief period of time.