Ideas, Formulas and Shortcuts for How to List Associate Degree on Resume

Ideas, Formulas and Shortcuts for How to List Associate Degree on Resume The Fight Against How to List Associate Degree on Resume Others may choose to remain in school longer and pursue an even higher degree of education as a way to earn their graduate level. If you dont have lots of work experience to demonstrate your abilities and capabilities at work, it can be important to list any appropriate college coursework, even when you didnt graduate with a degree. Since you may see, it isnt hard to understand how to list education in progress on a resume. Students who would like to get an education and jump immediately into a particular career may wish to think about an associate in applied science. Furthermore, many schools provide diplomas and certificates in core regions of study as a shorter, more affordable alternate to the associate level. Some can choose to go to graduate school online. Online ADN programs typically have a couple of years to finish. fruchtwein associate programs are made to be completed in two decades, allowing students to minimize their tuition expenses and join the workforce as nahe daran sein as possible. Experienced faculty members offer a lot of firsthand wisdom and individual attention. Naturally, a degree can be a really beneficial asset, but the experience here has a greater value. You have to include your latest work experience first and work backwards. There are two things you will need to learn if you wish to understand how to list education in progress on your resume. An Associate of Science degree, on the flip side, has a wide variety of career possibilities out there. Community colleges along with online distance institutions often have special classifications for working students and enable them to take classes around their workday schedule. Education is among a small number of key associate employers search for on resumes. It is one of a few key sections employers look for on resumes. The Demise of How to List Associate Degree on Resume In the event the position necessitates work experience more than education, you might set your work experience in addition to your resume. People who have lately completed associate degree programs and are seeking work will have to create a resume to highlight associate achievements in a means that will separate them from the competition. Individuals who have lately completed associates degree programs and are interested in work will have to create a resume to highlight their achievements in a manner that will separate them from the competition. For the time being, list education prior to your work experience first. Most bachelors degree programs need you to select a major and complete a last project. Needless to say, you wouldnt incorporate a degree here as you have never been awarded one. A doctorate degree is the maximum level of academic level. An associate degree offers you a good foundation that will help you meet your educational and p rofessional targets. Dont hesitate to include in-progress university degrees, as well as internet degrees that you might be pursuing. Various kinds of associate degrees are obtainable for todays students. With careful planning and some research, you might find your four-year degree will be able to help you get an associates degree more quickly. Not all associate degrees are made equal. While undergraduate school is a chance for students to try out various classes, see the things that they like and perhaps switch majors from time to time, graduate school is far more structured in the feeling that students already understand the things that they want. The school you decide to earn your associate degree can make all of the difference on earth. Normally, its based upon the quantity of hours you attend a class per week. The range of years it requires to finish an associates program is dependent upon the man pursuing the level, but generally takes two years to finish. If you kno w a possible employer will want to realize that you have the proper credentials before considering your other experience, place your education at the how of the webpage just below your contact info and skilled summary. Its possible for you to tailor your skills list to the necessities of the jobfor that you are applying. Make sure you make the info youre looking for. It is crucial to include as much pertinent info about yourself as possible so that you are able to show prospective employers all that you have to give. Associate degrees are just two-year degrees. In the past, they may have been enough to start careers in certain industries, but the expectation has changed. A bachelors degree is really valuable for somebody to have on their resume. Earning an associates degree may be valuable asset to you if youre changing careers, need to become extra training for a work promotion or would like to improve a current degree. There are 3 specific varieties of associates degrees. The following are a few of the advantages of making an associates degree.

5 ways to get over your jet lag as you return to work

5 ways to get over your jet lag as you return to work5 ways to get over your jet lag as you return to workI just returned from a week of vacation across the pond, and I feel like a time traveler displaced. My up is down, my east is west, and my body currently thinks its living six hours ahead in Europe. My predicament, known more commonly as jet lag, makes settling back into work rhythms harder than usual as my body wants to stay up later or take a nap in the middle of the day. Our bodieshave a central circadian clock that regulate ourenergy, mood, and ability to stay alert, and when we travel long distances, we confuse and upend our clocks routines.If youre a frequent geschftlicher umgang traveler or employee returning back from a vacation across many time zones, coping with jet lag is an inevitable side effect of the joys of travel. Heres how to ease your transition and alleviate the time-bending effects of jet lag when you return back to the office.1) Go outside if you need to sta y upThe sun is natures body regulator. When were outside in daylight, our bodies naturally sync up their internal clocks to our environments. Exposure to bright lights can shift your 24-hour biological schedule that would otherwise make you think its bedtime. When youre exposed to light in the morning, you wake up earlier. So, when you go east, you need early morning light to make you wake up earlier for the earlier time zone, and when you go west you want to be exposed to bright lights later to make you stay up later for the later time zone.Its a trick thats been proven to work. Scientists found that they could minimize the effects of jet lag by having participants wake up earlier and shiftparticipants circadian rhythms into their destinations time zone before they even left for their flight.So if youre in a time zone where you need to be awake or youre currently working jet lagged, take a break to walk outside.2) Exercise early in the dayBefore you head off to work for your meetin gs, try exercising. It stimulates blood flow and sends more oxygenated blood pumping through your body, making your brain and the rest of you sharp and alert. Just remember elend to exercise three hours before bedtime. That could prevent you from falling asleep.3) Avoid any chemicals that interfere with sleepAvoid caffeine, alcohol, and nicotine before your intended bedtime. These stimulants are only going throw off your circadian rhythm even more than it already is.It may be tempting to take a nip of alcohol to help you relax and speed up your sleepiness, but as Harvard University points out, alcohol is ultimately a stimulant which will increase the number of times you wake up at night andwill decrease the quality of sleep youll get.4) Drink waterWater is the secret weapon flight attendants use to keep their energy levels up across time zones.You may be tempted to reach for the coffee, but for me, water is much more effective and keeping away the tiredness that can come with jet la g,Nadia Clinton, Delta Air Lines Country Manager told Business Insider.5) Give yourself timeThe biggest lesson in overcoming major jet lag is realizing that theres no quick Band-Aid solution for recovery. The Sleep Health Foundation says that adjusting to your new time zone takes at least 2 or 3 days. So as youre groggy and tired in the meantime, recognize that these symptoms are unpleasant, but they will inevitably pass. Go easy on yourself. Dont expect a miraculous recovery your first day back in the office.

Improving the Candidate Experience

Improving the Candidate ExperienceImproving the Candidate ExperienceImproving the Candidate ExperienceCandidate experience is one of the hottest topics in recruiting today for businesses of every size small, medium or large.Why? Because yur companys ability to successfully attract and recruit top talent depends on how well you manage the hiring process. This hur-long webinar explainsHow the candidate experience came to be and has evolved within the recruiting industry.Its importance through each phase of the recruiting process.The impact of a negative and positive candidate experience on both your recruiting and bottom line.How you can improve the candidate experience in your organization.Watch this archived webinarand learn to enhance candidate interactions using your career site, recruiting efforts and hiring process.Candidate Experience Webinar PDFelendenzeichen Youll need Adobe Reader to view the PDF file above.Download Adobe Reader.About the PresenterAmy Hughes, FormerDirector, Professional ServicesAmy has over 14 years experience in working with clients to develop successful online recruitment campaigns. Since joining in 1997, she has held various responsibilities, giving her a thorough understanding of the recruitment industry.Webinar Transcript Improving the Candidate ExperienceWelcome to this webinar presented by Monster. Thanks for joining us today. Im Connie Blaszczyk, Managing Editor of the Resource Center. Our presentation today is on improving the candidate experience our presenter is Amy Hughes.Thank you, Connie, and welcome everyone.The material were going to talk about today is going to be very relevant to the candidate experience through the hiring process.So whether youre a recruiter, a hiring manager, or a small business owner, youve likely heard about at least one of the hot recruiting trendsthat are beingdiscussed on employment blogs.The Importance of the Candidate ExperienceBuzz words like big data and mobile recruiting are frequently use d today, and frequently discussed in industry articles and on blogs. And bloggers in the industry often talked about how big data analytics can transform your recruiting strategy, or how important mobile readiness is in streamlining your apply process. And while each of ansicht topics is important, theres aleidher subject that is widely recognized, yet companies rarely dig deep to analyze and understand the impact of candidates experience.Larger companies who recruit high volumes of candidates are implementing changes to improve the candidate experience. And they understand the implications that both good and schwimmbad binnenseeker experiences with the recruiting process can have on their employer brand, and their ability to attract talent. But for other organizations its alfruchtwein an elephant in the room, because it requires a thorough analysis of how seekers interact with each of you, the people behind the brand. The candidate experience is all about those interactions.Regardl ess of the size of your company, that your ability to successfully attract and recruit top talent depends on the ability to manage the hiring process and the candidate experience through the hiring process. Its about how the candidate is treated, and how they perceive theyre being treated throughout the hiring cycle.So, were going to examine candidate experience in mora detail. Today, specifically, were going to talk about how the candidate experience came to be, and has evolved within the recruiting industry. Its important through each phase of the recruiting process, as well as the impact of a negative and positive candidate experience on both your recruiting efforts, as well as potentially, your bottom line and then how you can improve the candidate experience in your organization.NewRecruiting TrendsNow before we get started, I wanted to just level set on some of those hot topics that I talked about. From a big data perspective, theres many applications of big data in recruiting . And at a very high level, its about bringing information and data points together to tell a story or make a business case around recruiting and workforce planning. It can help companies understand their skill gaps and strengths to develop targeted campaigns to reach and attract top talent.For example, SeeMore technology allows organizations to find talent and understand recruitment effectiveness across all of their resumes, your own private resume database regardless of source. But then, social profiles also come in to play and this something that were seeing mora often. Companies are using social profiles, which is a big shift because we collect resume as recruiters, as organizations, we want insight into a candidates skills and experience and that traditionally comes through the resume and thats what our apply process dictates that were asking for that resume.We are starting to see some companies accepting a social profile in lieu of a resume, particularly early in the recruitin g process. And this is especially true if the organization is recruiting passive candidates to build a pipeline. Social profiles can offer a better representation of someones partieal brand, and allow seekers to present themselves with mora depth than a traditional resume which just documents the work experience and education. Social profiles allow us as recruiter and business owners to stay connected with behauptung candidates, both through social platforms, as well as some of the technology thats available today to manage candidate response management campaigns.Then there is employer branding. This is not a new term in the industry at all but its really the idea of playing on the consumer brand but highlighting your strengths as an employer. So showcasing your values through culture the value prop to your target audience. Its really about why would someone want to work for you versus another company. Its creating transparency into your culture, insight, and again why someone wou ld want to work for you.Recruiting is about selling, right? Its selling the best aspects of the organization and the opportunity. Taking it a step further, this is about the personalization of the employer. The people who represent and live in your brand interact with job seekers and applicants. You can have a strong employer brand but its really the people behind the brand that make it a reality and are the authenticity of the employment brand.Mobile is another hot topic and I would hazard a guess that everyone on this call has a smartphone, an iPad, a tablet or some kind of technology that allows them to be mobile. That they can stay connected whenever they are. The sale of smartphones and tablets has surpassed traditional desktops and laptops so we know that people are active and on the go and being able to connect through social, through email no matter where they are. So mora and mora jobs seekers expect mobiles optimization. So if your site isnt mobile ready and maybe your pag es take too long to load or you have poor navigation through mobile, candidates could leave your site and maybe not return.The other hot topic is increased competition. Its always been difficult to find top talent. The unemployment rate for candidates with a college degree has always hovered around four percent I think its actually a bit lower than that right now. If the unemployment rate continues to decline, theres an increased competition for talent.In high-demand industries including IT recruiting as well as in healthcare hiring there is also talent shortages for talent which further complicate matters. So across all industries, job seekers have more opportunities to consider which is going to make it harder for you to attract and retain talent.Then there is candid experience and again, candid experience is about the experiences seekers have with us, with our brand, with our technology, as recruiters, as HR generalists, as small business owners and how ansicht experiences shap e their perceptions of our company. Interestingly enough, of all the topics that weve discussed they all tie back to the candidates experience.Because for example, you might have all kinds of data points at your fingertips but if the job seekers that you extract from this data dont have a positive interaction with your brand, youve likely senfgas them. Or if you how job seekers interact with your employment brand, whether its through a job ad, your career site, or talking to you or one of your recruiters, if that impacted their perception of your company and whether or not theyd work with you. So how we treat candidates is perhaps the best differentiator of whether or not a candidate would consider working for our companies.Defining the Candidate ExperienceLets take a step back and define candidate experience because this can be kind of vague, right? Because candidate experience is hard to define because peoples attitude and behaviors are going to vary. Based on their own experienc e, as well as the interaction with our brand and with the people behind the brand. So the concept of candidate experience is the result of the work of people like Gerry Crispin, Elaine Oiler and other industry experts.The candidate experience monograph was originally published in 2011 and offers an explanation of the candidate experience and its important in recruiting. So this is their definition. Its the attitude and behaviors of individuals who aspire to work for a firm about the recruiting process. The stakeholders in the process, the work, and the company itself as a place to work.So in other words, every interaction with your company, whether itll be a reading a job posting, visiting the career site, talking to an employer or hiring manager, or the actual apply and vorstellungsgesprch process can positively or negatively impact the job seekers perception of your company. Your candidates decide to join your organization or not, based on how well you treat them, and how well-inf ormed they are throughout the process, and most importantly if theyre treated just as pieces of paper or leaves versus human beings.So every phase of the recruitment process from attraction and sourcing to onboarding is taken into consideration when we evaluate candidate experience. But whats really made the candidate experience more top of mind within the industry? And how do we really get here?Its automation. Applicant tracking systems emerged to help companies manage high volume of resumes, and attract candidates to the hiring process. While they make the hiring process easier in many cases and they provide key metrics around recruiting success, with automation, it became an impersonal interaction. But, social media changed that. Social media changed seekers expectations on how they interact with brands. Its how they purchase the product or how they learn more of how its like to work for the company. So, with social there is much more visibility into a company than ever before.A post about an interaction with a brand can reach hundreds and thousands of people through social media recruiting. Today, candidates have more choices, yet is harder for employers to differentiate themselves, and establish how their values, and their culture, and products, and people represent a unique opportunity for top candidates. So am employers are really starting to understand that, in buchen to attract talent the candidates experience with the brand is critically important, and this applies to all sizes oforganizations whether you are hiring one person a year or thousands of people a year.Whether you use an applicant tracking system, or you have an online lead form, or even just use email, it is part of the process and we have to acknowledge that, and it does impact candidate experience. But this is only a piece of the process, technology is one way we interact with seekers and applicants.But its really the people behind the technology that can truly impact a candidates perc eptions. So I like to think of it this way, we look at as recruiters, and HR generalists and even small business owners we have people coming in and applying for positions in our stores, our restaurants, and theyre leaving behind their resume or theyre leaving behind that application, but behind every resume is a human being. And behind whatever technology a company uses, is the people the recruiters, the hiring managers, the office managers that make the candidate experience the human interaction and that human connection.This is what weve lost a little bit with the automation, but job seekers have come to expect and they want to be treated with respect, acknowledging that their time is valuable that I took an interest in the company so respect the fact that I invested this time.What does this mean to you as a recruiter or as a HR generalist? Your role is actually very significant because youre on the front line of the candidate experience and youre the one delivering or not deli vering on expectations that a candidate might have as they interact with you and your company brand. And its your job to deliver on the experience your company wants your candidate to have as they interact with you and your brand.And sometimes thats not defined, well talk about that and how you can actually start to evaluate and assess candidate experience for your organization. But because there is so much technology, and people are connected in new ways through mobile, and through social, and because technology often powers part of the process, we have to recognize that we need to find a balance between what we ask the candidate to do when applying for a job, or taking an online assessment, with that need for personal interaction with the people behind the brand.Humanizing the Candidate ExperienceTechnology and automation particularly in larger companies is inevitable, right? But we must challenge ourselves to identify changes in the process that allow for better communication w ith candidates throughout the hiring process. And whether thats through technology, or ourselves, and managing that in owning the communication back to the candidates, particularly those that has made it into the interview process and beyond.In smaller businesses, I get it, its sometimes difficult to follow up with every candidate, but be aware of the tools and technology that are available to you to help you automate the parts of the process that make sense. So for example, on Monster, if you purchase a job ad, you also receive free screening questionnaires that can help you identify the most qualified applicants. You can also set up auto-response letters so no candidate feels as if their resume has gone into the infamous black hole. Make the most of what you have and use the technology that is available to you.What should a good candidate experience answer? We target quality candidates by segmenting their key prospects and welcome customized content. But its really answering these questions, and its going to be different for every candidate. But they really want to know, and this is part of the recruiting pitchWhy would I want to work here?Whats the culture like?How is it unique?Whats different about your organization versus what Im doing now?Whats the commitment to work-life balance?Who works here?And then you as you move through the process what does the application process look like? Is it long? Is it tedious? And then what happens after I complete theapply? How will I know if Ive been selected to move on through the hiring process?Reducing Candidate Drop OffLets also start to talk aboutcandidate drop off.Candidate drop off can be anywhere from 60% to 90% depending on the process, so thats not unusual, and responding to applicants. Thats also a common problem, so well get to well just talk about each of those as we continue with this conversation.So lets think about the process today. Every company has a different process for recruiting. And whatever you r processes are, think about the experience from a candidates perspective. So is it okay that the candidate experience that were asking candidates who invest 40 minutes in their first interaction with you? Think about some of the interactions that you might have as a recruiter and in your perception of candidates who dont complete the apply process. That theyre not right for your organization.Perhaps we dont speak to candidates unless theyve been through the apply process. Or that the large majority of candidates who apply never hear back from the organization. Some of the people that view drop-off rates is a positive thing. I would question that and ask are you sure that you only want to interview the people that spent 40 minutes on the initial application process?Because the likelihood is that the people that you really want to talk to are the ones that have dropped off because they cant be bothered with that cumbersome, long investment of time. So, the question really becomes how many candidates are we losing as a result of that current process? Or even lack of process is sometimes a problem.So candidates remember, right? And everyone on this phone at some point, myself included weve all applied for different jobs. And hopefully there have been some very good experiences. But its likely that we all have a story about a bad experience or a bad interaction with the company. And think about that for a moment. How did it make you feel? Did you walk away feeling that the company showed you respect and appreciated your interest in the company?Personally I remember going to an interview, and was not greeted very warmly by the receptionist. I was made to wait in the lobby, well past the scheduled interview time. And when I finally did meet with the hiring manager, they were distracted and didnt seem very invested in the interview. So it left me with a very bad taste in my mouth.Just like us, candidates remember these experiences. And in a time when we have a labor shortage and increased competition, these interactions can have a large impact on our recruiting efforts. Think about it again that bad experience and how likely would you be to recommend a friend apply to that company.From my own experience after I left that company and that poor interview I would never recommend any of my friends to apply to that organization just based on my own experience. The implications there can be pretty vast when you think about it. So why is it important? Again, when we think about the secret responses to our interactions with our company, they do impact our recruiting goals.Weve talked about drop off rate to the applied process, but have you taken any steps to reduce the candidate drop off? How many qualified applicants are we losing because of our apply process? So, if you eliminate some of these barriers, consider the possibility that youre going to get more qualified applications.Focusing on the Post-Apply ProcessAnd what about post-apply communicati on? What processes are in place to ensure candidates are kept informed of their status, especially the frontrunners? The people that you think stand a good chance of being offered an opportunity within the organization. Because again, recruiting is selling, and selling the job and the company. And if youre not communicating with your candidates, youre not selling them.I recognize that there are barriers in the process even a recruiter having a bad day can result in a candidate having a poor experience. Throughout the process, we need to be adding more value than we extract.So, think about your company and your processes does the number of candidates who have a positive interaction with your brand outweigh those who have a negative experience? We call this the positive-negative ratio.If more seekers have a good experience outnumber the bad, then we feel like we have a pretty solid process. But is it really? Because how many people are we not interviewing because of a bad experience? And, how is this impacting our ability to reach our overall goals whether its hiring one person, 20 people, or 500 people.On the flip side, if we strive for a helpful, thoughtful hiring process, your employees are likely to be a better fit to the organization because they understand the contributions to your organization, and have clear expectations about their role. A poor candidate experience can impact new hires in retention, because if what youre selling isnt authentic then those employees are going to be less engaged? Thiscan lead to less productivity and higher employee turnover.All of these factors negatively impact the bottom line, because if you want hiring the right people at the right time, then youre also having a ripple effect through the organization on your current staff and their job satisfaction.Additionally, what about the cost of hiring people who dont fit within the organization whether it be a cultural fit or a skilled fit. Our goal here is to create a positive candidate experience which drives a greater quality of hire, and someone who stays engaged with the company after becoming an employee.This is where I was talking about the domino effect or the ripple effect through the organization because it definitely extends beyond just the ability to reach our recruiting goal it also can impact your bottom line.HowCandidate Experience Impacts the Bottom LineResearch from the candidate experience awards goes back to the Talent Board and Gerry Crispin and Elaine Oiler.Every year they have the candidate experience awards where companies can nominate themselves to be benchmarked against candidate experience, their own view of what their candidate experience is, as well as having their applicants surveyed, and aligning that data to get real feedback on how good or how bad their process is. And through their research, it indicates that companies are likely to lose approximately nine percent of their candidates as customers.This percentage 9% may n ot seem big in the overall scheme of things, but for some of the companies and the firms that actually participate in candidate experience theyre larger companies, right?So that nine percent is exceptionally large as is its potential impact to the bottom line.Conversely, when they treat candidates well, they have a more prominent impact on changing the customer status positively, meaning 23% were more inclined to buy from that organization. So theres definitely animpact not onlythe implications of referring friends but on the consumer buying behavior within those organizations as well.Taking it a step further, think of the larger impact on the organization. Whether you have one job position or 20, whats the cost of vacancy? How much employeeproductivity and revenueis lost when a position is open for 30, 60, 90 days or longer? What does that impact have in your current staff? Are they working overtime to maintain production or are they covering additional territories to generate r evenue?If so, does this potentially put them at risk if you cant hire quickly by exacerbating the issue? Lets take a look at a couple different scenarios and put this in some real life implications.Hiring software engineers. I dont know if theres anyone in the call today that needs to hire software engineers, but from an IT perspective, itsvery challenging to source software engineers today. My brother is a small business owner in San Diego Im going to use him as an example here.His company manufactures underwater cameras. His target audience from a consumer standpoint is professional videographers.Its a very small business. He has about 12 employees he has a constant need for manufacturing and product development and staying ahead of the competition and keeping in line with each of the new video cameras that companies like Nokia and Sony are releasing every year. He needs to hire two engineers. But he has a really tough time because no one knows who he is from an employment brand s tandpoint.His company is well-recognized within his industry as having a very reputable product, but hes not known as an employer. And hes in San Diego, competing with bigger brands like Google, like eBay, for some of that same talent. So it increases his time to hire, and ultimately hes having a real issue with product development and getting products to market in time, often missing some deadlines.For the people who are currently working for him, the employee morale can start to decline. And if he cant keep up with the competition because hes unable to get the right engineers in place, then the competition can leap forward, taking more of the market share within the industry.So the way he addresses the candidate experience and attracts people to his organization is by selling them on a couple key points one, that they are a small company because of that, the engineers that he brings in are going to be exposed to a lot of different tasks andresponsibilities. This allows themto real ly hone their skills as kind of a stomping ground, build their skills and learn things that can further develop and enhance their career.He knows that some of the candidates that he hires are likely going to move on to some of the bigger companies but hes giving them that training, that background, that experience, to be able to make that leap. Playing on the fact that they are well-known within their industry, that they have access to those big brands like Nokia and Sony, from a product development standpoint.Thereare other implications of this in the real world as well, right? These include the overall impact to an organization, especially for somesmaller businesses. Say, for example, you have an office manager who quits without giving notice.Being a small business in a small community, you might not be well-known or you have a limited candidate pool. And then, compounding that you have competitive pay, but you cant offer benefits.So the result is that youve got a small candidate pool to choose from, and sometimes it can be difficult to find qualified candidates. And what happens is that as a business owner, youre pulling double duty, youre trying to manage business, and youre trying to do the back-end invoicing, billing.Your stress level increases and perhaps the staff is getting frustrated as well, putting them at risk, and the outcome potentially could be that your bills arent getting paid, or the shipments or products are delayed and ultimately the revenue suffers.So, not having access to talent because youre not providing a good candidate experience through whatever media youre using to bring in applicants is really important, and extends beyond just the ability to reach recruiting goals.The Social Media FactorNewstravels fast through social media so we cant talk about candidate experience without mentioning social media because both good and bad experiences can and are shared socially on sites like Facebook or Twitter and to some degree Glassdoor. But good and bad experiences with a brand can travel easily on social media.On the positive side, there have been numerous instances where companies have used Twitter to share information on relief efforts or their community outreach to various food banks to feed the hungry. Where theyre either donating canned goods or the staff is actually working at the food bank. And from a consumer perspective, we see instances where a customer received great service and shared these experiences with their network. So sometimes this good experience is shared on your Facebook page or on your Twitter page. It could just be on the candidates own personal page but its seen by everyone on their network.And we all know how social media works. That if youre on Twitter re-Tweeting it, favoriting it it starts to be seen by a broader audience. So tweets can be seen not only by the companys followers but the followers of the person who tweeted the comment.On the negative side, unfortunately, this seems to be an instance where bad news can travel faster itsjusthuman nature. Weve seen instances of complaints about customer service, flight delays, products that dont meet our expectations. I know personally I have used Tweeter to express some dissatisfaction with some products that I received and the manner in which they were shipped, multiple products shipped at different dates, and used social media as a way to get the companys attention and it was very effective.That is something that was seen by the people who follow me and if they share a comment, just like I said, it can be seen by their network and it just goes on, and on, and on. So just like a tweet about that customer service might make a consumer rethink a purchase, it can also make a job seeker think twice about applying for a job.A candidate is less likely to buy or use your goods or services as are the people in your network. Bad candidate experiences can ultimately impact your bottom lines in ways you might not anticipate.Bec ause candidate experience can be impacted at any stage of the process, its important to review each step that you ask candidates to take. The hiring process is different for every company. Who does the hiring or how many positions you fill annually.We have attraction and sourcing. We have the actual apply process assessment that the candidate might be asked to take, the interview process, the offer, and then on-boarding.What some candidatesmight perceive as a positive experience, others will consider a negative experience. The interactions with your brand, your people and your technology is a personal experience for every individual. And while candidate experience isnt about pleasing everyone, it should tie back to the goals of your company and the people you need to hire. So it goes back to the idea of that positive-negative ratio that I mentioned earlier. Adding more values than we extract, and creating more positive experiences than negative.And so as candidates move through the hiring process, the risk of them having a negative interaction increases. A qualified candidate actually may be willing to sit through a 40 minute apply process, but then decided to opt out after having to wait 30 minutes for an interview with the hiring manager. And seekers are often decision-makers when it comes to whether or not they work for your company.We often think of recruiters and hiring managers as in control, but the reality is that the seekers can and do opt out at different stages of the process as well. So we need to evaluate each step of the process to make sure that were not losing top talent. And while I wish that there was a magic formula or a boiler plate template to follow as it relates to candidate experienceit would make all of our lives a lot easierUnfortunately, theres not because, again, it is based on your goals as an organization and your target audience and it is a personal interaction for every individual. But you need to establish a protocol, implemen t it, and follow it, and ultimately do the best with what you have to deliver good candidate experience. So lets take a little bit closer look at each of these steps in the process, and how candidate experience can be impacted.Candidate Experience through Attraction and SourcingWhen were trying to find and identify talent for our organization, we use a lot of different tactics. You could use job ads. You may have the social media pages. You could use Power Resume Searchyou may also have acareer site. Whatever forms of media youre using as part of your campaign, large or small, you should create that positive first impression. So, again, aligning with the business goals and your target audience, develop content that is relevant to that community.Military content, for example, isnt going to apply to every company, but it doesnt mean if Im a military veteran that I still cant find value in the information you provided. I might be interested in your company after reading about your IT d epartment, learning more about your benefits package. So Im able to extract value even though there wasnt any content geared specifically towards military.Byshowcasing different departments and your employees the people that work for you can also improve the candidate experience, because who else to better tell your story than the people who work for you. Help potential candidatesunderstand the value each department plays in the success of the organization give them transparency into the environment in which theyre going to be working and who theyre going to be working with.Most often this isthe type of information theyre looking for.If youre a small company and dont have a robust career site, remember that these same ideas can be adapted to an external job ad because thats exactly what a job ad is. When you post a job ad on Monster, it is an advertisement, its not your internal job description, its an advertisement.So you want to target the right audience and make sure that youre including your companys value proposition and differentiate yourself.So, again, its making the best of what you have and if you dont have a career site, develop a consistent selling pitch an EVP Employer Value Proposition that you communicate in job ads, even if youre talking to candidates out of the resume database, in a cold call, when recruiting one on one, or whenever you pickup the phone, smiling and dialing.Companieswith a GreatCandidate ExperienceHere are a few examples of companies that and these are larger organizations admittedly but they are all winners of the candidate experience awards,to give you an idea of how different companies use their business goals to communicate content to potential candidates.ADPhighlights their employees from different departments and then they break it down and give people the opportunity to be able to search as well as join their talent community. So there may not be an opportunity for that person at the present time, but they can conne ct with them socially, or join their talent community to learn of future opportunities.But who is ADP? Why work at ADP? So heres all the training and development benefits information. In working at ADP, they do have a veterans and military initiative. Its laid out in a very clean, easy to read format.Case Mate uses video which, if youre hiring a younger workforce, video is a great tool to use to engage candidates. So they use this in the operation sales and e-commerce.They talk about the benefits and perks, they give candidates the ability to sign up for job alerts. And then theres also some navigation at the top about their openings and why Case Mate. The ability to connect socially is important to job seekers, as well as awards and accolades that the company has won. This helps them know that the company is well recognized as an employer of choice.Capital One hasa lot of different needs as a large organization. But theyve done a good job of communicating that in a way where the ca ndidate can easily find the information thats most relevant to them through the job search, through the quick links as well as video. So they have multiple videos actually integrated into their career site.And then lastly, Im just going to show you Home Depot, primarily because as we all think of them as retail companies and I spend a lot of time at Home Depot. Were doing some remodeling in our house and working on the lawn, so whether Im getting garden supplies or paint or who knows what, I then think of them as retail. But they also have the supply chain, the call center for their e-com, their merchandising and then corporate positions.And the other thing I think is great is they do have a strong military initiative. They hire a lot of veterans coming out of the military and they use military skills translator, making it very easy for the veterans to enter in their MOC code and then each MOC code has skills associated with it. Its what they did in the military, and its able to the n scan the open positions at the Home Depot, and return the jobs for which they are the best fit.Thats a pretty sleek application for those of you who are doing some military hiring.Refining the Apply ProcessWith the apply process, the key is to eliminate barriers, and whether or not you are using an applicant tracking system, you might use standard apply process, which gives you access to our screening questionnaires. Scrutinize it, eliminate steps, remove questions (if you are asking screening questions) but make sure to ask between 3 to 5 questions. Really identify the must-haves of the candidate. Most importantly, if you are asking for any personal information, such as the drivers license or security number, be clear as to why you are asking for it.Early on in the in the application process, job seekers are going to be skeptical about leaving that type ofinformation. So if it is required, make sure that the job seeker understands why. Concerning language, if youre hiring bilingu al, make it available in that other language, and set expectations as to how long the process will take, and what next steps are. Thats important. And think about implementing Apply with Monster, which allows the candidate to upload their resume, streamlining the apply process.And assessment. Theres a number of different assessments that companies require, and some of them take place pre-interview some of them are post-interview. Were talking about background checks, credit checks, drug screening, skills and aptitude testing. Whatever assessments you require of your candidates, just be upfront about it, and set expectations that this is what theyre going to be asked to do throughout the hiring process.I would encourage you to evaluate the different screening and assessmentsand where they take place in the process because if you require too many assessments early on, candidates can kind of start to move from a low risk, into high risk, into opting out. And the goal is to keep the t op candidates where they perceive a positive interaction with the brand.Evaluating the Interview ProcessThe interview process is important its often viewed as a corporate process, but we need to consider the fact that the interview is also an opportunity for the candidate to evaluate the company. The candidate interview is a tool for both the employer and the job seeker. So as the recruiters, as hiring managers, as HR generalists, were often the ones questioning the candidates skills and experience to do the job. But from a candidate perspective, theyre trying to determine whether or not they like us, whether they like the hiring manager, whether or not they like the work environment, or whether or not its a place they can grow professionally.As recruiters, we need to realize this interactive conversation is just as important to the job seeker as it is to us.We need to think about how we made them feel when they walk away from the interview, or you and everyone else the candidate in teracted with. Were they welcoming? Were they kept waiting in the lobby or did you actually take them on a tour of the office or the facility?After the interview, make sure that youre closing loop, even if the candidate is not selected. This is getting into those negative perceptions that can go viral socially, that can impact the bottom line and result in less referral. So, the fat black hole syndrome extends beyond the apply process, but through the interview process as wellnot providing that feedback and closing the loop with candidates is perceived as a negative. And if a candidate declines an offer, for whatever reason, do everything you can to preserve that candidates experience with your brand as a positive one.Making the Offer and BeyondYouve found the perfect candidate its time to make thema job offer. So candidate experience doesnt end here. This is where the communication can be most important, because if you say youre going to extend an offer, and you have trouble worki ng with HR to get the package put together, and a week or two goes by, that candidate could opt out. So keep the lines of communication open between the time the offer is accepted and the start date. And make them feel like they made the right choice.Send a package once the offer is accepted, so work with HR to make sure that weve got all of our ducks in a row, and include a note from someone on the team (their hiring manager or a team lead) welcoming them to the organization. If possible, include a handwritten note from the CEO. What a great way to make someone feel special. Take them to lunch on their first day, either with the hiring manager or with the team, if possible, but wyoue really want themto feel that they made the right choice.Then onboarding. Thisis a shift, because now were moving from candidate experienceto the hiring process, and setting the stage for the employee experience. We want to make sure that the hiring manager is engaged, that we have established goals and a timeline for the new hire. You want to create a schedule of touch points between the employee, you, the recruiter, HRand sometimes even the executive team.Theyre going to be hopefully meeting more frequently with the hiring managerhave a 30-day touch point as a recruiter or as an HR generalist and go back and see how things are going.Then, at90 days, have someone from the executive team reach out to see how the candidate is doing again, the idea is that were keeping them engaged with the organization and taking that feedback and incorporating it into our candidate experience.And then we need to generate impact beyondthe candidate experience. I often get asked, Well, isnt it just the recruiters and the hiring managers that are responsible for candidate experience? And the answer is no, were all responsible for impacting the candidate experience. Its really a lot more complicated than just assuming its the people who interact on the front end of this.In the candidate experience, s urveys conducted by the talent board (both recruiters and hiring managers) can influence the candidate experience, but also the people they interact with. Theyre also going to be looking on sites like Facebook andTwitter to see who they have in their network and who theyre connected with. So current and former employees can also influence and impact their perception of the company.Candidates who are interested in the culture of your firm and how they align to the success of the firm are increasingly researching companies to see how they fit within the company culture. And its also a desire to make sure theres a personal fit in the skills set. This applies both for us as employers and as a candidate.From a candidate experience stand point, its also making sure that our recruiting leaders, and even the VP of recruiting, understands the importance and the impact on the bottom line and whether we are able to evaluate and assess our process. How do we measure this? With external surveys . Talking to people who have gone through your recruitment process and declined offers inquire about their experience and why they declined the offer.Theres also internal surveys. Ask recent hires what they liked ordidnt like about the process and how they feel like it could be improved upon. Assess the feedback from candidates from your career site, including email response to those who answerthe question, How can we improve our site? or, How can we improve your experience? And then, even exit interviews, because that is a way to perhaps find out that we werent really authentic in explaining the job.As a result, some of our employees are leaving sooner than we would have anticipated.Your Next StepSo whats your next step? Put on that job seeker hat and go to one of your jobs, and go to your career site, and interact with your company through the eyes of the job seeker. Thats the first step. Secondly, create a list of things that bother you about your hiring process from start to end . And then step three is start implementing changes to improve candidate experience. These can be small changes. They can be things that you decide individually, youre going to take. Make more effort to respond to applicants. Or make a promise to yourself Im going to set up time in my calendar to communicate with people who have made it through a certain phase of the hiring process. Or I am going to look into automated letters to be able to make sure that every candidate gets a response.Its making the best of what you have, and if youre an individual contributor, it could just be some small steps that improve the candidate experience. Hopefully, its talking to your co-workers, fellow recruiters, fellow HR generalists, and even your managers, to have a larger conversation around the candidate experience, and how you can take a closer inspection.At the end of the day, ask yourself, Can I afford not to?Every company is going to be differentin how you hire andthe number of people that you hire. But if you want to ensure a positive candidate experience that results in more qualified applicants, better hires, and candidates that have a positive perception of your company, its a question you have to ask yourself. The reality is it may require an investment in people, technology and social media but the costs often outweigh the benefits in terms of successfully finding qualified talent.At Monster,we are a partner sponsor of the candidate experience awards. We challenge ourselves every day to ensure seekers who come to have a good candidate experience, whatever apply process they are using, that there isinteraction with our search and the job seeker content we have on our site. We also work with individual companies to help them understand our candidate experience from the front end from a seekers perspective. There are alsoconsulting services we also have a number of different products and services such as TalentCRM to improve the candidate experience, candidate rel ationship management, launch self-managed campaigns to interact with candidates as well ascareer site hosting. From a social perspective we have Twitter Cards that allow you to engage with your followers on the Twitter platform.Thank you Amyfor that informativewebinaron Improving the Candidates Experience.Have a great day.

Air Force Enlisted Job AFSC 3D1X1 (Client Systems)

Air Force Enlisted Job AFSC 3D1X1 (Client Systems) Air Force Enlisted Job AFSC 3D1X1 (Client Systems) 3D1X1, Client Systems AFSC was officially established on November 1, 2009. This AFSC was created by converting AFSC 2E2X1. Client Systems personnel are Air Force computer networking specialists. Client Systems personnel deploy, sustain, troubleshoot, and repair standard voice, data, video network, and cryptographic client devices in fixed and deployed environments. They sustain and operate systems through effective troubleshooting, repair, and system performance analysis. They also manage client user accounts and organizational client device accounts. Duties Performs Client-Level Information Technology Support FunctionsManages hardware and software. Performs configuration, management, and troubleshooting. Removes and replaces components and peripherals to restore system operation. Installs and configures software operating systems and applications. Provides service to end-users for operation, restoration, and configuration of information systems. Reports security incidents and executes corrective security procedures. Performs Client-Level Voice Network Functions. Manages Hardware and SoftwarePerforms configuration, management to include adds, moves, changes, and troubleshooting. Plans, schedules, and implements installation and maintenance functions associated with voice systems. Removes and replaces telephone instruments. Reports security incidents and executes corrective security procedures. Performs Client-Level Personal Wireless Communication Systems (PWCS) FunctionsManages hardware, software, and Controlled Cryptographic Items (CCI). Performs configuration management and troubleshooting. Plans, schedules, and implements installation and maintenance functions associated with PWCS. Removes and replaces components and peripherals to restore system operation. Reports security incidents and executes corrective security procedures. Reports spectrum interference incidents. Plans, Organizes and Directs Sustainment ActivitiesEstablishes work standards, methods, and controls for preventative, scheduled, and unscheduled maintenance actions. Determines extent and economy of repair of malfunctioning equipment. Ensures compliance with technical data, instructions, and work standards. Develops and enforces safety standards. Interprets malfunctions and prescribes corrective action. Serves on, or directs inspection teams organized to evaluate base or command sustainment programs. Manages, or performs, research and development projects for assigned systems. Coordinates and documents repairs. Manages, administers, controls, and evaluates contracts. Job Training Initial Skills Training (Tech School)AF Technical School graduation results in the award of a 3-skill level (apprentice). Following Air Force Basic Training, airmen in this AFSC attend the following course(s): Course # E3ABR3D131 01AA, Client Systems Specialist Course at Keesler AFB, MS - length unknown. Certification TrainingAfter tech school, individuals report to their permanent duty assignment, where they are entered into 5-level (technician) upgrade training. This training is a combination of on-the-job task certification, and enrollment in a correspondence course called a Career Development Course (CDC). Once the airmans trainer(s) have certified that they are qualified to perform all tasks related to that assignment, and once they complete the CDC, including the final closed-book written test, they are upgraded to the 5-skill level, and are considered to be certified to perform their job with minimal supervision. Advanced TrainingUpon achieving the rank of Staff Sergeant, airmen are entered into 7-level (craftsman) training. A craftsman can expect to fill various supervisory and management positions such as shift leader, element NCOIC (Noncommissioned Officer in Charge), flight superintendent, and various staff positions. Upon promotion to the rank of Senior Master Sergeant, personnel convert to AFSC 3D190, Cyber Operations Superintendent. 3D190 personnel provide direct supervision and management to personnel in AFSCs 3D1X1, 3D1X2, 3D1X3, 3D1X4, 3D1X5, 3D1X6, and 3D0X7. A 9-level can expect to fill positions such as flight chief, superintendent, and various staff NCOIC jobs. Assignment LocationsVirtually any Air Force Base. Average Promotion Times (Time in Service)Airman (E-2): 6 monthsAirman First Class (E-3): 16 monthsSenior Airman (E-4): 3 yearsStaff Sergeant (E-5): 4.85 yearsTechnical Sergeant (E-6): 10.88 yearsMaster Sergeant (E-7): 16.56 yearsSenior Master Sergeant (E-8): 20.47 yearsChief Master Sergeant (E-9): 23.57 years Required ASVAB Composite Score: E-70 Security Clearance Requirement: Secret Strength Requirement:  G Other Requirements Must be a US CitizenCompletion of high school is mandatory.Additional courses in business, mathematics, computer science, or information technologies are desirable.A certification is desirable.The ability to obtain a government drivers license is mandatory.

Why Every Job Seeker Needs More Than One Resume

Why Every Job Seeker Needs More Than One Resume Why Every Job Seeker Needs More Than One Resume Hunting for a job is hard work. In between researching companies you want to apply to , drafting your application materials, and networking , it can be a huge time suck. So it’s not a surprise that many people try to shave off time and effort where they can - it’s all about working smarter, not harder. But unfortunately, some of the corners people cut don’t just reduce the amount of time they spend searching for a job - they also reduce their chances of actually getting a call back from a recruiter. Case in point: drafting a one-size-fits-all resume. Once you’ve created a resume that you’re really proud of, it’s tempting to blast it out to all of the jobs you apply to. But doing so is a missed opportunity, says Michele Moore, certified career coach at Ama La Vida . “Employers are not interested in ‘vanilla’ candidates and genuinely appreciate when applicants take the time to highlight the reasons they are a perfect fit for the position so they can more easily spot these individuals and move them to the next stage of screening,” Moore says. Because of that, “you should absolutely tailor your resume to suit the company, industry, location, and other parameters of the role.”   The good news? You don’t need to completely start from scratch. The most recent final version of your resume can serve as a template - things like your contact info won’t change, but there are a few specific fields you want to customize. Here’s what Moore recommends. When customizing your resume to a particular opportunity, “this is probably the best place to spend your time, reflecting on the vacancy description and pulling out of it key words and phrases that align with your talents. Then make sure your resume includes these words and phrases,” Moore says. Not only is this critical in making sure that recruiters and hiring managers know you’re the right person for the role - it’s critical for the computer scanning your resume as well. “This is particularly important when today’s Applicant Tracking Systems (ATSs) use these items to auto-screen applications in the early rounds,” Moore says. “Without including some of these crucial skills, your resume may never even make it to a recruiter or hiring manager.” Experience comes in at a close second for the most important area to update with each company you apply to. “Similar to [skills], the precious real estate on your resume should be used to hit on only those things that are pertinent to the job description ,” Moore says. Depending on how many different positions you’ve had over the years, you may be able to omit certain jobs entirely if they’re not applicable to the role you’ve got your eyes on. But if you do have to pull from just a handful of prior work experiences, make sure that you highlight how those past positions have prepared you for the one at hand. “You may be very proud of your banking background, but if you are applying for a position in the hospitality industry, this may not be as relevant as some other areas of your resume. Speak to your strengths and try to link transferable skills when attempting to move from one field or industry to another,” Moore recommends. “For example, in the above instance, speak about how you served clients at the bank in a way that ties into the priorities of a hospitality-based employer.” When it comes down to it, skills and work experience are what matter most - but it’s nice if you can give recruiters and hiring managers a glimpse of who you are outside of those areas as well. For that reason, adding an Additional Experience section that highlights volunteer work , hobbies, and interests is often a good idea. “Personal sections of one’s resume (like outside hobbies or interests) have fallen out of vogue in the last few years, but this is one area where you can really differentiate yourself, particularly if you have done things outside of work that speak to the company’s core values ,” Moore says. “For instance, if a company has an active corporate responsibility program, your work with that local literacy program or homeless shelter may show them that giving back is also important to you and you will endorse and espouse these values on the job.” Okay, you’ve got me - this isn’t a part of your resume, but it’s worth bringing up that cover letters , just like resumes, should be tailored as well. “Outside of your resume, use your cover letter to demonstrate your understanding of the company, its mission, and its vision. Do your homework and explain why you are interested in working for the firm and why you believe you would be a great fit in specific terms,” Moore shares. “Overused or trite phrases that may be found in any cover letter will simply be overlooked and not give you those extra points you may need to get a call.” Will tailoring your materials to each position you apply to be a little bit more work? Yes. But will it pay off in the end? Absolutely. “Personalizing your resume… is not only a good idea, but also becoming more necessary in today’s job market where there is keen competition for great entry-level roles ,” Moore shares. “Even if you don’t see the opportunity to tailor your skills or experience (or don’t have much experience yet), there is always something that can help you stand out from the rest. Even things like your location, availability, interests, educational aspirations, or personal attributes can help you land a great job!”

Social Media Background Checks

Social Media Background Checks Social Media Background Checks Many employers use search engines and social media to discover information about prospective and current employees. In some cases, that information, especially social media information from sites like Facebook and Twitter, has been used to not hire candidates for a job or to fire employees. However, there are potentially discrimination issues involved. Its also time-consuming for hiring managers to research employees themselves. Social Intelligence Corporation (SIC) addresses both issues by providing in-depth background checks for employers that include online research from social media and other internet sites and complies with the Fair Credit Reporting Act (FCRA) and anti-discrimination laws. The company has created a process for checking that makes its easy for employers to quickly and simply discover information about applicants and employees. Social Intelligence Corporation (SIC) Social Intelligence Corporation (SIC) provides an online service that employers can use to conduct background checks on the internet presence and history of job applicants or to monitor current employees online behavior. SIC provides both background checks for prospective employees and ongoing screening of current employees. Social Intelligence Corporation Background Checks and Screening In addition to popular social media sites (Facebook, Twitter, YouTube, etc.) screening, SIC searches the deep web - web pages incapable of being discovered by searching through a conventional search engine like Google or Bing. This includes some university, academic, government, and private databases unavailable to the general public. Information gathered from these sources isnt as readily available as information that shows up in standard searches. Information Shared With Employers What makes SIC different is that it doesnt provide all the information found to employers. The company is compliant with the Federal Credit Reporting Act and although SIC has access to this large amount of information, not all of it is shared with employers. Reports only provide information requested by the employers pre-defined criteria, so extra information that may illegally and negatively impact an employers perception of a potential or current employee never enters the hiring or monitoring process. Information that is not reported includes any protected class characteristics that federal anti-discrimination laws deem unusable in the hiring process (race, religion, natural origin, age, sex, familial status, sexual orientation, disability status, etc.) How the Service Works Social Intelligence Corporations automated collection technology allows SIC to provide reports within 24 to 48 hours while still having social media activity about every job applicant manually reviewed. When the information is reviewed, protected information is filtered out of the report. Reporting includes information on objectionable material, such as racist remarks or behavior, explicit photos and video, and illegal activity as defined by the employer. Employers are benefitted by being alerted if their potential or current employees violate the companys standards for online behavior without the risk of discrimination charges that comes with standard search engine screening. Job Seeker and Employee Advice Its important to note that this service makes it even easier for employers to find out information that can be held against you when youre job searching or on the job. Its really important to be careful what you post on social media, blogs, and other internet sites. The chances of someone finding information that could be damaging to your career are high. Your best bet is to be careful about what you post and to presume that what you post is public, despite any privacy settings you may have.

Legal Secretary Career Profile

Legal Secretary Career Profile Legal Secretary Career Profile Legal secretaries, also called administrative assistants, legal assistants or executive assistants, perform the daily clerical functions required for the efficient operation of a legal office. Beyond the usual filing, typing, dictation and phone-answering duties of the secretary, legal secretaries possess specialized skills unique to the legal profession. Legal secretaries sometimes start out as legal receptionists before moving into a secretarial role. Experienced secretaries are often promoted to senior secretarial positions or paralegal positions within the law firm or organization. Legal Secretary Duties Responsibilities Legal secretaries have a number of administrative duties to support attorneys and the office. On any given day, they may perform duties such as the following: Prepare correspondence to various partiesType legal documents, including pleadings, motions, briefs, discovery documents, and subpoenas.Maintain complex docket systems to track the myriad of legal filing deadlinesCreate and populate spreadsheetsIndex and update pleadings and discovery bindersSchedule depositions, site inspections, hearings, closings, and meetingsDraft correspondence and routine legal documents such as deposition notices and legal invoices Legal secretaries also assist with legal research and communicate with attorneys, experts, opposing counsel, vendors, and other staff. Legal Secretary Salary Legal secretary salaries vary depending upon experience, geographic location, and practice setting. Salaries can range from $28,000 for entry-level professionals employed in a small firm to $65,500 for senior legal secretaries employed in a large firm, according to the Internet Legal Research Group. The U.S. Bureau of Labor also provides salary information. A legal secretary salary varies based on the level of experience, geographical location, and other factors: Median Annual Salary: More than $76,500 ($36.78/hour)Top 10% Annual Salary: More than $44,730 ($21.5/hour)Bottom 10% Annual Salary: More than $27,080 ($13.02/hour) Source: U.S. Bureau of Labor Statistics, 2017 Education, Training Certification While some secretaries in the industry possess no formal training, the largest number of career opportunities exist for formally trained legal secretaries who have completed some post-secondary training or a four-year college degree. Education: Legal secretarial programs are offered by community colleges, technical centers, and private career schools and take one to two years to complete.Certification: Certification for legal secretaries is a growing trend and may enhance employment opportunities. The National Association for Legal Professionals (NALS) bestows an ALS designation upon legal secretaries who pass a four-hour, three-part examination. Legal Secretary Skills Competencies In addition to formal education, training or certifications, legal secretaries perform better at their jobs when they possess certain additional skills, such as the following: Grasp of terminology: Familiarity with legal terminology,Familiarity with legal procedure: State and federal court filing rules, basic legal procedure and law office protocol are important for the legal secretary.Strong time-management skills: In addition to excellent typing and dictation skills, legal secretaries must be extremely deadline-oriented since missing a filing deadline can result in a default judgment (automatically losing a case).Computer skills: As office and legal processes become more automated, legal secretaries must possess excellent computer skills and be proficient with word processing, spreadsheet, legal research, presentation, and time and billing software. In addition to core legal secretarial skills, successful secretaries also possess all or most of these 8 work traits. Job Outlook Increased demand for legal services and client-driven efforts to reduce legal costs should continue to create job opportunities for legal secretaries. According to Monster.com’s career advice center, legal secretarial jobs will continue to multiply, particularly in the corporate arena. Work Environment The large majority of legal secretaries work in law firms. However, corporate legal departments, the government, public interest firms, and the judiciary also employ legal secretaries. Work Schedule Legal secretaries typically work a standard, full-time work schedule, although they may need to put in additional work hours before or during a trial. How to Get the Job BRUSH UP YOUR SKILLSThe National Association of Legal Professionals is an organization offering professional development by providing continuing legal education, certifications, information, and training to individuals in the legal services industry.APPLYLook at job-search resources like Indeed.com, Monster.com, and Glassdoor.com for available legal secretary positions. You can also visit the career center of your school, the websites of individual law firms or stop by in person to apply to existing job openings. Comparing Similar Jobs People interested in becoming a legal secretary also consider the following career paths, listed with their median annual salaries: Word processor or typist: $38,740Executive secretary: $59,340  Source: U.S. Bureau of Labor Statistics, 2017

Web Development Blogs to Level up Your Programming Skills

Web Development Blogs to Level up Your Programming Skills Web Development Blogs to Level up Your Programming Skills We all have different learning preferences: Some like videos and others like books. Some of us like a little of both. Here are eight popular blogs with a variety of content mediums, all focused on web development programming to help you level up your skills and learn about new advances in the web design industry. 1. SitePoint Offers books, videos, and courses for a low monthly premium membership fee of $9. Content on the site covers html, CSS, Java, and more. Each month includes a feature hub report on a new topic of interest. The site also provides daily emails around the month’s feature topic so you can get more information. 2. David Walsh This blog takes more of a traditional format with regular posts and popular features. It focuses a great deal on practice over theory, providing many examples to help teach aspiring web developers.  David Walsh, who works as a senior developer at Mozilla, updates the blog frequently and writes on a wide variety of topics. 3. CSS-Tricks As the name suggests, this blog focuses on CSS. Their  almanac  is a place you can go to learn all things CSS. The site also offers some additional information including interesting articles on JS, jQuery, PHP, and more. Chris Coyier is the founder and writes many of the posts. 4. A List Apart A List Apart covers just about every topic relevant to web programming including: design, development, content, technology, and more. It is written by a variety of authors. Now and then, they also write books and run events. 5. Matt Might The website might look bare bones at first glance, but the content is better than the aesthetics. This blog covers a range of topics (not always programming-related), organized by heading on the front page. You could read articles under Programming Languages, Functional Programming, Compilation, Productivity, or a range of others. The articles are generally written in clear, understandable language. 6. Scotch.io This site offers a variety of content including: courses, posts, and a glossary. Readers love the long tutorial posts which are very thorough, focusing on giving you a comprehensive understanding of the tools and processes being discussed. Often the tutorials will have you building something in real time (or completing another type of task). If you like what you see on the blog, the full courses often follow suit with deeper insight. 7. Joel on Software Joel Spolsky spent 15 years running his blog, ultimately compiling over a thousand articles on it. Posts cover topics from business management to coding habits and software development. Joel isn’t posting much to the site anymore but  it’s well worth it to browse through past articles and take a look at the top 10 list. 8. Scott Hanselman With thousands of subscribers and a miles-long resume, Scott Hanselman is one of the most popular web programming bloggers out there. He’s been writing for over a decade, covering programming, technology, gadgets, the industry’s past and future, and more. (And if you’re tired of reading- he also runs three podcasts and a channel on Youtube!)

Video Chapter 1K12 Attracting STEM Teachers

Video Chapter 1K12 Attracting STEM Teachers Video Chapter 1K12 Attracting STEM Teachers Video: Chapter 1 - K-12: Attracting STEM Teachers Chapter 1K-12: Attracting STEM Teachers Based on the scenario below, Chapter 1 focuses on Bellas middle school math teacher who inspires the class by taking them to a Maker Faire and then announces that he is leaving the teaching profession. How can we recruit and retain strong educators in math and science? THE SCENARIO: Will Engineers Be True Global Problem Solvers? In the United States, middle school student Bella attends a Maker Faire and is inspired to join the schools robotics team. In Zambia, young Kamillo examines his villages broken water pump and wonders how it can be repaired. Both young people have started on a path that could lead them to confront some of the largest challenges on the planet. How will each be prepared and empowered to be true problem solvers? Watch Chapter 2 - Sustainable Global Development Join the conversation! This video is part of the ASME Decision Point Dialogues seriesan initiative designed to challenge thought leaders from industry, government, academia and NGOs to grapple with some of the most complex questions facing engineers and technologists today. The series raises awareness of existing conflict points and stimulates the kind of debate that leads to bold decision making and disruptive learning. In this first installment, the panel tackles the question of how to prepare and inspire generations of engineers to solve the most pressing global challenges. The copyright of this program is owned by ASME.

How I Chose One Job Offer Over Another

How I Chose One Job Offer Over Another How I Chose One Job Offer Over Another As a recent college graduate trying to find a job, I found myself in an enviable situation: more than one job offer to choose from. But as excited as I was, this was one of the hardest decisions I’ve had to face. On the one hand, I had my first full-time job offer for a receptionist/administrative position. It wasn’t relevant to my field of interest, but it was a good opportunity, nonetheless. On the other hand, I had a part-time public relations internship offer. The work really interested me, but there was no guarantee for the future. To make it all the more difficult, the full-time position was with a startup offering competitive compensation, full benefits and equity. The internship offered less pay, but it was with an established, reputable company that I knew I could learn a great deal from. It was like comparing apples to oranges. So how -  and why - did I choose to take the internship at Robert Half? I took the job that sounded most interesting to me and that would best foster my professional growth. And I tried to ignore everything else. If you’re a recent graduate, more money and cooler perks certainly sound appealing. But are you prepared to start your career in a field that’s unrelated to your desired profession and potentially unfulfilling? I wasn’t. Robert Half offers resources to help you reach your career goals. Explore our Career Center for advice on resume preparation, interviewing and more.   Questions to ask when choosing one job offer over another Here are five questions I asked myself when comparing the two positions - and I encourage you to ask the same questions  if you're ever considering more than one job offer.   1. What are your career goals, and which job will eventually lead to a better opportunity? Consider the job offers and how they align with your desired career path. Ask yourself if either position will offer opportunity for advancement and professional gain, or if you will find yourself in a position with limited growth potential. Inquire about opportunities to attend trainings, participate in workshops or take advantage of other benefits that can enhance your professional development. When I interviewed for the insternship at Robert Half, I learned it was full of opportunities to learn new things through training courses and from established professionals. And the work was in line with what I imagined myself doing years from now. 2. Will you have a good mentor? When considering a job offer, especially as a recent graduate, it is important to take a position that allows you to find a mentor. A good mentor will help you learn the ropes, expand your network and take steps to reach your career goals. At Robert Half, I have not one, but two, extremely valuable mentors. Both provide me with challenging assignments, guidance and constructive feedback, and they really motivate me to achieve my highest potential. Like my mentors, your mentor should be a person who you can truly look up to in your profession. 3. How is the company structure and culture? Will you look forward to coming into work every day? What’s your impression of the people with whom you’ve interacted? Does the company seem like a good fit? Company culture can make all the difference when it comes to job satisfaction and can even make up for a lower salary or less generous benefits. There are a few ways to evaluate company culture. You can start by checking out reviews on Glassdoor to see how current employees really feel about their company. (But, as with any online review, there are a few caveats to consider.) Also, when you go in for the interview, really pay attention and evaluate your potential colleagues and supervisors - it’s important to determine what type of work environment best fits your personality and brings out your best performance. 4. Have you made a pros and cons list? It’s much easier to decide between job offers when you have the information laid out side by side. Start with compensation and then compare benefits, location and commute times, job duties, opportunities for advancement, stability of the company, office environment and any other aspect that could contribute to your job satisfaction. Chances are one choice will begin to outweigh the other. 5. What is your gut telling you? Your initial reactions of each prospective employer, based on the interview, people you’ve interacted with, compensation package and job responsibilities, should be a good indication of which role is right for you. Be honest with yourself and really consider which position you will be happiest in over the long run. Remember, you'll be spending the majority of your days there, so try to be sure the work is both enjoyable and challenging. Still can't decide which job offer is best for you? When all else fails, flip a coin. Before it lands, you will likely know which side you were hoping for! Still looking for the right job offer? See how Robert Half can help your job search.   Visit Our Job Seekers Page   More advice on how to find a job and launch a successful career First Jobs Leave Lasting Impressions Advice for the Recent College Graduate

7 Ways To Create Beneficial Alliances At Work

7 Ways To Create Beneficial Alliances At Work 7 Ways To Create Beneficial Alliances At Work The workplace a fertile spot for relationship development because- let’s face it- we spend more time in the office than we do at home. But it’s also the perfect place to cruise for professional allies because right beside our cubicles are dozens of other people who share our interests, schedules, and the all-important access to the boss, points out Irene S. Levine, Ph.D., psychologist and friendship expert. Bonus: If you are able to snag a work friend or two, “a confidante in the office will not only make the day go by faster but it will help you enjoy your work a lot more,” says millennial career expert Jill Jacinto. Who doesn’t want that? So here’s how to  score friends and professional allies at work. 1. Take advantage of group outings. Whether your company hosts a weekly happy hour , optional town-hall-style meetings, or posts open positions for its softball team, Jacinto says you should say “yes” more often than “no” to these invitations in order to make new work friends. That’s because “these scenarios pull you out of your work bubble and can connect you with people in many different departments,” she says. “This is a perfect opportunity to learn more about your company but also find friends across the company.” 2. Resist gossiping. Gabbing about the weird poster Anne has pinned to her cubicle while you’re at the communal coffee spot may seem like a good ice breaker, but Levine says that participating in- or worse, initiating- office gossip can stunt the growth of work relationships. “Be cautious not to spread rumors or gossip,” she warns, “because they can spread like wildfire through a workplace. They can poison the environment and reflect badly on you.” 3. Eat in the communal kitchen . You’re surrounded- probably, quite literally- at work. So, who could blame you if your instinct is to grab a solo lunch , or sip your coffee while you hide in the stairwell? “But slow down,” encourages Jacinto. Stop by the communal kitchen on your way out and “chit chat with your coworkers- ask them about their days, weekend plans, their favorite Keurig flavor or lunch spot,” she says. “Just get to know them.” 4. Offer to help. “If your coworker sends you a Slack message and wants your advice, take advantage of them reaching out to build a relationship,” advises Jacinto. How so? Instead of replying in kind- whether on Slack or via email- offer to set up a face-to-face meeting so that you can take on the issue together, Jacinto says. Then, “remember to insert some chit chat, like, ‘Did you watch the new season of #Girlboss on Netflix?’ or ‘Have you heard about that Frye Festival fiasco?’ or ‘Any vacation plans coming up?’” she suggests. 5. Ask a coworker on a date. No, we don’t mean in a romantic sense ! But ask a colleague to get out of the office for a coffee break, or see if she might be willing to grab a drink or a bite to eat after work, suggests Jacinto. “Placing yourselves in spaces outside the office can help your friendship grow,” she explains. “People tend to be more relaxed outside of the office and let their guard down. Just don’t spend the whole time talking about work.” Of course, if an outside get-together does turn from friendship to romance - it can happen accidentally!- then “tread very slowly,” warns Levine. After all, “if things don’t work out, you can’t get ‘divorced,’” she says. “You’ll have to be with that person every day.” 6. Find common ground beyond your cubicles. As Jacinto mentioned above, a big key to making work friends is to actually talk about things other than work. If you can get to know coworkers’ interests outside the office, you may find some common ground on which to build a friendship, she says. “I had a coworker who I always traded music with and this led us becoming friends and going to concerts together,” Jacinto shares. 7. Remember: Not all friendships last forever. If you make new friends at work, realize that not each one of them will always be in your corner. “Some workplace friendships do turn sour, ” warns Levine. “If that happens, you need to remain civil and professional. You don’t want to let the breakup interfere with your work or make co-workers feel uncomfortable.”

Top Resume Formats Free Tips!

Top Resume Formats Free Tips! The Upside to Resume Formats Free Besides the above mentioned, in the event you're changing cities it's advisable but not mandatory to arrange for a neighborhood number of your intended city. There's also some information concerning the perfect time of transport, the assortment of transport unit, along with the entire number of charges. If you still have to save more space for other info, which you want to add to your resume, single line spacing is an excellent decision in your case. In fact, totally free bill of lading type newspapers can be found the world wide web to make the procedure even simpler. The resume in Canada is a fundamental part of the job application procedure. Folks utilize an assortment of resume templates which use different sort of design approaches, but ultimately it's always likely to come to the simple fact that your resume should convey a very clear message above your skills, your experience, and also why you'd be the ideal candidate for the position. The work description might also earn a difference. Together with mentioning the work type, if you're going to give a tiny description of your work in the cv then it's going to be best too. Have a peek at some of our favourite formats below or browse our whole assortment of free resume format layouts. Based on our findings we've designed quite a few free resume templates that it is possible to pick from and that should help you distinguish yourself from the crowd. There are lots of beautiful resume templates out there, but nevertheless, it can be simple to feel as a lot of the greatest cost a ridiculous q uantity of money, require special design programs in order to edit, or both. There are lots of free resume templates readily available on the web but sometimes it can be quite hard to choose the best one that is most suited to you. Employing a custom resume instead of a generic one is going to greatly increase your odds of an interview, as you'll be a better match in the view of the reader. What's also cool about our hand-picked selection is the simple fact that lots of packages include bonuses like cover letters or company cards. Once you have decided on your perfect resume template from our selection, follow our totally free expert guidance about ways to craft the ideal modern resume. Finding the Best Resume Formats Free LinkedIn plays a crucial part in Job hiring procedure and frequently the job seekers will appreciate if its provided. As with other creative resumes, it is not meant for the majority of employers, so you might want to get a traditionally formatted resume on hand to complement it. Employers find it quite unattractive. Resume is the very first thing when employers get to understand about you. Below, you will locate an instance of precisely how complicated that paperwork really is for a typical letter-of-credit transaction. What you ought to know about sending an application and a resume to each employer is that you're not the only applicant. Or perhaps you simply should locate a new job. Don't make the error of answering each job posting with the very same generic resume. Vital Pieces of Resume Formats Free Resumizer free resume creator allows you to preview your resume at any location in the creation procedure. It is possible to also have criticism from your pal or family for the last design. 7 Another absolutely free Word resume example made by MOO together with Microsoft. There are several online resume maker tools which will sure help you to acquire a resume in pdf format only as long as you pay them. Resume formats ensure that your best achievements are right there on the top, prepared to be noticed. After you know who you are interested in being in the working world, it will become much simpler to write about yourself. To start with, the career objective of the resume has to be catchy. The same is true for social media profiles. All sections may be visible so that recruiters will know where to search for the most significant info about you. Opportunities are everywhere, and only you may get what you would like. Developing a good resume, referred to as a CV in a few countries, is among the most important measures to securing employment in Canada. Our creative templates let you stick out from the crowd.

Life After Server Resume Objective

Life After Server Resume Objective Be as detailed as you can when summarizing your reach of work. Working in the hospitality industry takes a candidate to possess certain abilities and qualities. The examples provided above are guaranteed to direct you in crafting one. Proactive individual with exceptional leadership and client service abilities. Ideas, Formulas and Shortcuts for Server Resume Objective In exactly the same way that you're predicted to market the best offerings of the fine dining restaurant, you also need to emphasize the abilities and qualifications that make you the very best candidate for the job. Thus, it's also wise to state your objective to make sure prompt and amazing customer service to diners. The restaurant business is hiring. The waiter resume example can be readily adapted to clearly show your private experience. In this manner, the applicant creates a convincing argument that she'd be an asset to the business in a managerial function. Also e xplain you will be pleased to supply any extra documents they may need. The statement should convey the value you're going to be bringing to the company if you're offered the chance to work with them. The objective statement has a crucial role in your application. Server Resume Objective Like many other job positions, if you seek a work function in the food service business, you've got to compose a resume. Every employer is searching for the candidate that has what it requires to be successful at work and permit them to realize their targets. The career objective statement has to be written exclusively for the job which you are applying to. Though it's the ideal job for men and women who get bored easily on the job. Therefore, the demand for an eye-catching resume objective is important. This objective examples will guide you just how to write a great objective for a waitress resume. Objectives are made to obtain an employer to concentrate on just what the remainder of th e resume must say. Your objective should have the ability to grab attention immediately. Don't forget to customize to the position you're applying for. To make a productive objective for the server resume is to understand what the employer is searching for in the most suitable person for the position. Writing the perfect and targeted resume objective can be a little tricky, but in the event the candidate is mindful of their job-relevant abilities, it ought not be too much issue. Start with utilizing a resume objective. Without the correct abilities, no restaurant manager will seriously consider you. The job of a server is among the entry points in the restaurant business but it's the most challenging one. In a fast-paced restaurant, the server might be alternately switching several hats during her or his shift. A restaurant server resume ought to be focused on the abilities and individual attributes the candidate possesses. The Fundamentals of Server Resume Objective Revealed In order to make certain your professional resume will support your targets, utilize t his server job description to inform what you ought to highlight on your resume. By agreeing you accept using cookies in accord with our cookie policy. Resume examples for free will help you in a step-by-step process on how best to compose your resume. Find out more about sending numerous resumes here. The reverse-chronological resume format is the best way to go. With a social media resume, you're making an effort to impress many individuals, therefore it's necessary to observe key design and format suggestions to be certain that your very first impression will get it right. Our resume builder makes it simple to create a well-written resume in a couple of minutes. It makes it easy to create an in a matter of minutes. Our resume builder will provide you with tips and examples on the best way to compose your resume summary. If this Banquet Server resume example was not sufficient for you, you're absolutely free to review several other samples and templates from our website . If this Restaurant Server resume example was not sufficient for you, you're totally free to review various other samples and templates from our website. If this Fine Dining Server resume example was not sufficient for you, you're absolutely free to review several other samples and templates from our website. Servers also finish a range of other job duties also. To find out more on what it requires to be a Banquet Server, have a look at our complete Banquet Server Job Description. Restaurant Server Resume is just one of greater content at this moment. A trendy Food Runner Resume has an essential role in your job hunting. It is the duty of the server to ensure guests' needs are satisfied and that they have got an enjoyable experience. Everyone knows the food service sector is just one of the more tightly regulated industries on earth. Instead, your objective should help it become clear that you're seeking specifically to work as a server in a special type of work atmosphe re. Although some people are inclined to think that working as a restaurant server is a simple job, but it takes a lot of tasks from somebody. For more detailed advice on how to turn into a waiter or waitress the decent folks at Gradspot provide a nice resource about it. In the event the objective statement is unclear and non specific then the recruiter is going to have a notion that you're very confused individual unable to deal with the pressures which come along with the bartender job. A well written resume is one that is not so overwhelming in the opinion of employers. A hostess who's applying for a new job should compose her resume in a manner which gets noticed. Make sure that you get the information you're looking for. Resumes may be used for a number of reasons but most often they're utilized to secure new employment. Listing your latest instructional pursuits initial. Start with listing your greatest degree first.