What top companies do to attract and hire veterans

What top companies do to attract and hire veteransWhat top companies do to attract and hire veteransWhat top companies do to attract and hire veteransVeteran employment has been on an uptick over the past decadegoing from a post-9/11 unemployment rate of nearly 10% to a historic low of 3.7% in 2017, according to the U.S. Bureau of Labor Statistics.This is very good news, both for veterans and for the companies who are benefiting from hiring veterans. But therbeies still more that employers and staffing firms can do to make veteran transitions to civilian jobs easierand also to attract more veteran job candidatesaccording to a new and Military.com survey.Our surveywhich polled 300 veteransrevealed that, in spite of improving conditions, there remains a communication gap between employers and job seekers. Surprisingly, a majority (55%) of respondents felt that recruiters and HR professionals didnt understand their experience and a whopping 63% were disappointed in the support they got in their job search.For employers and staffing firms, this miscommunication has serious consequences, namely that you may miss your diversity and veteran recruitment goals and lose out on an incredible talent pool.In plus-rechnen to surveying vets, we also compiled our fourth annual Best Companies for Veterans list in advance of Veterans Day. These businesses best practices, combined with our poll, reveal top strategies for creating enviable veteran hiring programs.Heres what our nations bravest told us they want from you1. Accept military training in place of civilian credentials (79%)Military training equips veterans with a unique toolbox of hard skills, from coding to project management to health careand soft skills, which include leadership, teamwork, and working well under pressure. But many former military personnel find they dont have the specific certification, credential or degree listed on a job posting, having gained their skills in military training, so they might not ap ply.Because theres so much crossover in relevant experience (especially in industries such as IT and defense), top veteran-friendly companies often accept military training as an equivalent for some civilian credentials in order to capitalize on hiringcandidates with strong backgrounds in jobs theyre eager to fill. For example, BAE Systems (9 on our list) honors several military training credentials in lieu of formal certifications in areas such as welding, intelligence analysis, and project management.It can pay for recruiters to take the time to understand what veteran training means. One of the simplest ways to determine if a candidates skills match your needs is to simply ask them to explain their background. A simple conversation can prevent missed opportunities to discuss how their military experience can be an asset, if not for this job perhaps for a future one.2. Demonstrate a track record of hiring veterans (74%)With candidates of all stripes increasingly assessing companie s for cultural fit, its no wonder that veterans want to see that you have welcomed other veterans. This is why two of the biggest factors that we look at when evaluating winners for our Best Companies for Veterans awards are the percentage of year-to-date veteran hires and the percentage of total employees that comprise veterans.Together, unterstellung numbers tell us that a company is making a short-term and long-term commitment to veteran hiring. Our winner this year, ManTech, had a tremendous showing of veteran talent47% YTD and 47% total hires.If your company has strong numbers (they dont need to be this strong), and youre comfortable with being held accountable, you could consider going public with your results as parte of your veteran recruitment marketing. But even if youre newly committedto veteran hiring, you can demonstrate it through employer branding. For example, you could share a video on your career page or social channels of a recent veteran hire talking about his or her experiences at the company.3. Have a dedicated veteran recruiting team (58%)All of the ten winners of our Best Companies for Veterans awards haverecruiters who arespecifically focused on veteran hiring. The fact that these companies also have had results for their programs shows the benefit of a strategy that includes segmenting your talent acquisition professionals to increase diversity, in this case, in the area of veteran hiring. If your company or staffing firm is too small to have a person or team thats100% dedicated to veteran hiring, you could still benefit from giving the responsibility to one person as part of their job or having a committee that works toward the goal together. Recruiters can use resume search tools to find candidates with military experience who also meet other qualifications in your job description. Technology has made this kind of pinpointed candidate search much more efficient than in the past, so even smaller companies without the resources of an enterprise-level organization can actively search for veterans to hire.Another strategy to consider is outreach. At PRISM (5), they make a concerted effort to educate their recruiters and hiring managers on developments in the local veteran community as a way of strengthening their relationship with a valuable talent pool.4. Have recruiters who are veterans themselves (64%)To alleviate the communication gap between veteran candidates and recruiters, some companies are taking the next step beyond simply having dedicated veteran recruiters in their workforce. Theyre hiring recruiters who are veterans themselves. Then, as part of your employer branding, you can advertise to the veteran community that your team has first-hand knowledge of transitioning out of the service.The top-ranked companies on this years list all have veterans on their recruiting teamsand some, such as CACI (2) and Booz Allen Hamilton (4) have more than ten, sending a clear message to veteran candidates that they a re not only valued candidates but that their experience is understood.If you dont currently have veterans on your recruiting team, you can still benefit from this approach, by making sure to connect candidates and new hires with any former military personnel on staff as part of the hiring process.5. Offer special veteran onboarding programs (60%)Onboarding can mean different things for different companies. For some, it starts on day onewith a new-hire orientation, whereas for others it can start earlier in the hiring process.For a company such as PRISM, the onboarding process starts with the first contact with a veteran candidate by offering resume writing advice and interview techniques and continues through a veteran performance management system with day one, week one, and monthly check-ins with a career counselor.Even a small TA staff can develop a program that involves the entire team and incorporates periodic check-ins, mentoring with senior staff, or a buddy system that helps new hires acclimate to your company culture. If your company doesnt already have some kind of onboarding or mentoring program in place, consider adding one, and make sure prospective candidates know about these programs by promoting them onyour career site, the benefits section of job descriptions, and any other employer branding materials you create.Even if your company cant commit to every single one of these actions, adopting just one or more can make a big difference in your veteran hiring results, and much of the framework can be applied against other diversity hiring as well. For more inspiring best practices on veteran hiring, check out our 2018 and Military.com Best Companies for Veterans list.

Talking Money with Family at the Holidays

Talking Money with Family at the HolidaysTalking Money with Family at the HolidaysRead morePosted by LearnVest, RecessionWire.com Unemployment-Friendly Gifts Your Favorite Kid Recession Briefing 12.21 Happy Holidays No Foreclosures Screwed 1,200 at Fujitsu

How to know when you need a mental health day

How to know when you need a mental health dayHow to know when you need a mental health dayNo matter how much you love yur job, going to work day after day can be taxing. Just as you would take a sick day to get over a nasty cold, taking the occasional mental health daycan help you recover from stress, anxiety, or depression. The most important step is to recognize the signs that you need a mental health day and to give yourself permission to take the day off.How to know you need a mental health dayApproximately1 in 5 American adults experiences mental illness in any given year, with millions more reaching subclinical levels of stress, anxiety, and sadness that do not warrant a formal diagnosis. That means that nearly all of us will need a mental health day at some point (or, likely, many points) in our working lives. Following are some common indicators that you need a mental health day You dread going to work.More than 28% of people say that work is a significant source of stress an d anxiety. While we all experience periodic stressors at work, it is important to occasionally check in with yourself about how your job affects you. If you find yourself dreading going to work every day, its time to take some time to recharge. You cannot shut your mind off when you get home. Whenever possible, it is good to leave work at work, allowing you to fully enjoy your home life. When workplace stressors take over your mental life, you need a break. You feel irritable and on the verge of snapping. Being snippy with your coworkers, spouse, kids, or other people in your life are sure signs of burnout. Losing your temper at work may have drastic consequences, so be proactive about taking time off when you notice yourself becoming very irritable. You have difficulty sleeping. Chronically high levels of stress hormones can seriously mess with your sleep. Difficulty falling asleep or staying asleep are signs that you need a mental health day. You just dont care anymore. Feeling a loss of interest in things you used to enjoy may be a sign of depression. If you find yourself mentally checking out of meetings and doing the bare minimum to get by, its time for a mental health day. After all,severity of depression is associated with a significant loss of work productivity, even for individuals with minor depression symptoms.How to ask for a mental health dayGive Yourself PermissionPerhaps the biggest hurdle to taking a mental health day is giving yourself permission to do it. Workers sometimes say that they feel guilty or lazy when taking a day off if they are not really sick. However, mental health is just as important as physical health Taking a mental health daynow can prevent moreserious problems later.Know Your Office CultureYour approach to asking for a mental health day will depend on your workplace culture. In some offices, saying Im feelingburntout and need to take a sick day to tend to my mental health is perfectly acceptable. In others, that statement would lead to raised eyebrows. It is usually safe to take a middle ground approach Im not feeling my best. I need to take a day off to ensure I can remain efficient and productive when I return.Plan In AdvanceIf you feel burnout on the horizon, planning a mental health day in advance is a great way to be courteous to the rest of your team. Schedule your mental health day for a time when you dont have important meetings or deadlines so you dont leave your colleagues in the lurch.Change Your Workplace Culture Surrounding Mental HealthNearly70% of professionals do not feel that their employers do enough to prevent burnout. Being transparent about mental health challenges, particularly if you are in a supervisory role, mayreduce stigmaandempower other employees to discuss their own need for mental health days.The bottom line is, if you need a mental health day, ask for one Your supervisors response gives you a clue to the larger workplace culture and can help you make decisions about yo ur longevity with the organization.Thisdeutsche post agwas originally published onKununu.com.

Video International Engineering Education Summit in China

Video International Engineering Education Summit in China Video International Engineering Education Summit in China Video International Engineering Education Summit in ChinaASME President Marc W. Goldsmith, speaking at an international conference in Beijing, said educators around the world must share ideas and innovations to ensure that graduating engineers are always ready to step into productive roles in industry.Goldsmith spoke in December at the International Mechanical Engineering Education Summit. Well over 200 educators and industry representatives participated from across China, South Korea, the United Kingdom and the United States.The Summit was co-sponsored by ASME, the Chinese Mechanical Engineering Society (CMES) and the United Kingdoms Institution of Mechanical Engineering (IMechE).ASMEs ermchtigung included Allan Kirkpatrick of Colorado State University, Patricia Brackin of Georgia Institute of Technology, Imtiaz Haque of Clemson University, and Thomas Perry and Michael Michaud, both of ASME. The copyright of this program is owned by ASME.

Memorial Day 2019 - Thank You for Your Service !

Memorial Day 2019 - Thank You for Your Service Memorial Day 2019 - Thank You for Your Service Memorial Day 2019 Thank You for Your Service SPECIAL MEMORIAL DAY 2019 OFFER FOR SERVICE PEOPLE FREE MILITARY TO FEDERAL CAREER GUIDE BOOK portable document format.Kathryn Troutman took her books to the IWO JIMA in NYC during Fleet Week in 2010. We took our Military to Federal Career Guide 2nd Ed. Autographed copies and got a tour of the Aircraft Carrier and a CH53 by Helicopter Crew Chiefs. Since Fleet Week was going on in NYC at the same time, we took 10 of our books down to the Iwo Jima and signed and gave away books to the military personnel on the ship and the CH53 helicopter crew chiefs.THIS FREE EBOOK OFFER IS GOOD UNTIL JUNE 10, 2019 1159 PM ET.HOW TO GET YOUR EBOOKWrite to kathrynresume-place.com for a free PDF copyof the Military to Federal Career Guide, 2nd Ed.Subjectline Free Book Request, your name, and your service. In the text of the email, please tell me when you are getti ng out of the service, or if you are already out, what your career path was in the military and what you would like to achieve in a public service position. I will send you the book PDF. No obligation at all Thank you so much for your service. Kathryn Troutman, Author and Publisher. This book is for YOU only. Do not email to anyone else. Copyright 2019.WE are asking for your current / past MOC, Military Service and your Target Federal Job Title so that we can publish an updated book with popular job series by transitioning military THANK you for your service and your information We want to help you land a Federal JobMemorial Day 2019 Thinking about your next Public Service CareerMay 25, 2019 Kathryn Troutman, Author and Publisher,Military to Federal Career Guide 2nd Ed.Re-publishing a blog from a Memorial Day Event in 2010 in NYCKathryn Troutman rolled out the 2nd edition of the Military to Federal Career Guide, 2nd Edition at the Book Expo of America in NYC last week. The secon d edition is VERY different from the first edition. The new book is 130 pages and is $18.95 and STILL contains a CD with sample in Word to use as templates. The samples are all from E-5 and E-7 military careers that are transitioning into federal services. It is easy to read and will be very helpful to the returning and separating military. Photos by Zoey Troutman.The expected turnout of librarians was really disappointing, but we always learn something about book publishing to bring back to our publishing and distribution services at The Resume Place, Inc. We found out the librarians have to PAY to come to the BEA now. And the librarians usually come to BEA on weekends. But we will find other ways to meet with librarians.Zoey Troutman and Kim Schmitt are looking at the Miltiary book at Justins sample resume. This is the lead sample in the Book. CH 53 Helicopter Crew Chief, E-5, Jeremy is leaving USMC to go back to finish college degree. And is seeking Program Analyst position at Go vernment Printing Office. We featured TEAMWORK, CRITICAL THINKING, PLANNING, COORDINATING and other competencies that are transferrable to a civil service position.I met Joe McCarthy, author of Checks for Vets, a guidetook to help wartime service veterans and their surviving spouses receive VA pensions to pay for long-term care. Tips for Veterans are posted on his website.The Military to Federal Career Guide, 2nd Edition will be available in all major booksellers in achter monat des jahres 1st. There are a few pre-publication copies available for previewing. Please write to kathrynresume-place.com for a free copy of the book.Memorial Day 2019 - Thank You for Your Service Memorial Day 2019 Thank You for Your Service SPECIAL MEMORIAL DAY 2019 OFFER FOR SERVICE PEOPLE FREE MILITARY TO FEDERAL CAREER GUIDE BOOK PDF.Kathryn Troutman took her books to the IWO JIMA in NYC during Fleet Week in 2010. We took our Military to Federal Career Guide 2nd Ed. Autographed copies and got a tour of the Aircraft Carrier and a CH53 by Helicopter Crew Chiefs. Since Fleet Week was going on in NYC at the same time, we took 10 of our books down to the Iwo Jima and signed and gave away books to the military personnel on the ship and the CH53 helicopter crew chiefs.THIS FREE EBOOK OFFER IS GOOD UNTIL JUNE 10, 2019 1159 PM ET.HOW TO GET YOUR EBOOKWrite to kathrynresume-place.com for a free PDF copyof the Military to Federal Career Guide, 2nd Ed.Subjectline Free Book Request, your name, and your service. In the text of the email, please tell me when you are getting out of the service, or if you are already out, what your career path was in the military and what you would like to achieve in a public service position. I will send you the book PDF. No obligation at all Thank you so much for your service. Kathryn Troutman, Author and Publisher. This book is for YOU only. Do not email to anyone else. Copyright 2019.WE are asking for your current / past MOC, Military Service and your Target Federal Job Title so that we can publish an updated book with popular job series by transitioning military THANK you for your service and your information We want to help you land a Federal JobMemorial Day 2019 Thinking about your next Public Service CareerMay 25, 2019 Kathryn Troutman, Author and Publisher,Military to Federal Career Guide 2nd Ed.Re-publishing a blog from a Memorial Day Event in 2010 in NYCKathryn Troutman rolled out the 2nd edition of the Military to Federal Career Guide, 2nd Edition at the Book Expo of America in NYC last week. The second edition is VERY different from the first edition. The new book is 130 pages and is $18.95 and STILL contains a CD with sample in Word to use as templates. The samples are all from E-5 and E-7 military careers that are transitioning into federal services. It is easy to read and will be very helpful to the returning and separating military. Photos by Zoey Troutman.The expected turnout of librarians was really disappointing, but we always learn something about book publishing to bring back to our publishing and distribution services at The Resume Place, Inc. We found out the librarians have to PAY to come to the BEA now. And the librarians usually come to BEA on weekends. But we will find other ways to meet with librarians.Zoey Troutman and Kim Schmitt are looking at the Miltiary book at Justins sample resume. This is the lead sample in the Book. CH 53 Helicopter Crew Chief, E-5, Jeremy is leaving USMC to go back to finish college degree. And is seeking Program Analyst position at Government Printing Office. We featured TEAMWORK, CRITICAL THINKING, PLANNING, COORDINATING and other competencies that are transferrable to a civil service position.I met Joe McCarthy, author of Checks for Vets, a guidetook to help wartime service veterans and their surviving spouses receive VA pensions to pay for long-term care. Tips for Veterans are posted on his website.The Military to Federal Career Guide, 2nd Edition will b e available in all major booksellers in August 1st. There are a few pre-publication copies available for previewing. Please write to kathrynresume-place.com for a free copy of the book.

The Most Popular Resume Software Engineer

The Most Popular Resume Software Engineer Resume Software Engineer for Dummies In huge projects, people can specialize in only 1 role. If you wish to enter the business, you should be able to work both alone and with different individuals. Probably not but its still worth trying. Most engineers believe they dont have a thing to blog. The Debate Over Resume Software Engineer Software developers ought to be technical workers. Furthermora, you can look for software developer jobs on Monster. If you wish to apply as a software Ddveloper, you might have a look at our Sample Resumes. It is possible to also landsee Resume Templates. The Chronicles of Resume Software Engineer Analyzing the important characteristics of the resume and going through a number of the resume samples will also aid in getting better ideas. You ought to be able to articulate clearly the requirements of a project youre working on, in addition to be in a position to go over any challenges or issues that c ome up. If you would like to do more of that work and place an objective, youre wasting space. You ought to be able to at all times think analytically so that youre able to provide solutions to underlying problems. The majority of the huge employers and job boards utilize applicant tracking systems to shop and manage the large number of resumes received by them. A whole lot of positions arent posted on the standard websites and require a bit more investigating. Thus, ensure your network administrator resume shows lots of distinct accomplishments. Soft abilities, on the flip side, are interpersonal skills. To begin with, list the master list of each and every skill youve got, obviously linked to your experience for a software engineer Its also hard to deal with concurrency issues at two unique levels. While technical pros resumes do not will need to be pretty, formatting can earn a massive difference in a resumes readability. The software tester assures that the element is excellent to run and there are not any bugs. 1 The very best example of a software engineer resume is one which receives the interview. If you dont wish to make such mistakes then have a look at the below-listed expert software engineer resumes and locate the suitable one for you. There are a few common mistakes that software developers will need to be careful to avoid. Small companies often require help with even straightforward networking tasks. If you own a lot of work on GitHub, GitHub Pages is a simple means to turn your repositories into a web site that may act as your portfolio. Research has been carried out in the region of international software development during the last 15 decades and an extensive body of relevant work published which highlights the advantages and problems linked to the elaborate activity. Ok, I Think I Understand Resume Software Engineer, Now Tell Me About Resume Software Engineer Professional engineer licenses are particular to the state that has awarded them, and must be regularly retaken. In some portions of the US such as Texas, using the expression Engineer is governed by law and reserved only for use by individuals that have a Professional Engineer license. To qualify for an ASQ certification, you must have 4-8 decades of work experience based on your educational hintergrund. Paid intern, co-op or another course work cannot be applied toward the job experience requirement. Heres What I Know About Resume Software Engineer If you would like to find the job that you have been eyeing on, then you must rehearse the feasible answers to questions that may pop up during the interview. Each job will call for unique abilities and experiences, so make certain you read the work description carefully and concentrate on the skills listed by the employer. Ahead of the interview, you must be ready with all you need. Dont forget to read our tips and advice that you should consider for the work interview. Read the work descr iption to list out the essential keywords you want to grow your resume. Youre able to have a look at the software engineer job description released by the recruiter to know the responsibilities necessary for the position. Just be sure that the recruiter can get in contact with you as easily as possible. You might have certain specializations assisting you to prosper in a specific job area. You should be able to lead the reader to feel that you perfectly match the position. If youre intent on becoming a good engineer, think about earning a level to be more employable. Possessing a great knowledge on coding and good resume will assist the job seekers to find the work easily. Understanding how to compose a good resume is a significant skill as an applicant, as it can help you to receive your dream job for a software engineer in the organization you need to work in. You do not need to agonize on locating the ideal formula for writing your resume because well take you through the whole process. Be sure to study the school which you are applying to before writing your cover letter so that you may add a tiny enthusiasm to demonstrate why you would like to work there. Your network administrator resume must present your education isnt only a bit of paper. You are able to emphasize the relevant skills in your professional summary that allows the employer to rapidly receive a grasp of the majority of impressive and pertinent things in your profile. Theres a misconception your technical abilities, with all technology youve worked on, needs should be the primary focus of a resume. 1 product might be in the very first phase while the second could be in the last developmental phase. You dont have the fundamental computer skills you will need to receive the job that you desire. You probably have the proper computer abilities. Additionally, it is going to help you show off your very best PC skills easily Networking is among the most essential details of the wo rk search approach. Begin with the CCENT exam, then spend the ICND2. Whatever They Told You About Resume Software Engineer Is Dead Wrong...And Heres Why It isnt hard to just list your responsibilities for each preceding role and continue on. Conduct extensive background research into all the companies youre interested in working for. Listing skills necessary for the position is a no-brainer. Some of your prior projects may have been for internal usage, or may be safeguarded under non-disclosure agreements.

Video Interviewing Do This First - Spark Hire

Video Interviewing Do This First - Spark HireGet Team Buy-InIn between the hiring process, employee engagement, payroll, and administrative HR tasks, hopefully, you squeeze in moments to look at new tools to improve your day-to-day work. As you investigate new forms of HR technology, its important to know how much work is involved in each tools implementation.Many tools tout their ease of use, but thats only half the battle. To effectively begin with a video einstellungsgesprching platform, for instance, there are three additional keys to successful implementationGet Team Buy-InBefore you commit to a video interviewing platform, its crucial to make sure your team recognizes how the tool will make their jobs better and easier. Understand video interviewing can replace your time-consuming phone screens, and increase your hiring efficiency by 5-7x. The best way to start using video interviewing is to begin with the first step a test job. When you are ready to implement video interviewin g, youll want to have a few positions to test with. That way, you can check how video interviewing works within a variety of positions, from entry-level to popular positions, to hard-to-fill ones. Then set your hiring team (not just HR but all hiring managers) up for success by scheduling a training session with your video interviewing company. The best video interviewing platforms provide live training options, both on-demand and live. Training sessions give the hiring team confidence in using the video interviewing platform easily and efficiently. Additionally, video interviewing platforms customer success teams have seen every application of their platform in action and can advise on video interviewing best practices. This training session will help you decide where video interviewing will live within the hiring process and a rubric for a bad, okay, good, and great video interview.Make the Process Repeatableplatzdeckchen up your initial video interviewing process to be repeatable from the start. This means clearly defining who is responsible for each step of the video interview. Everyone involved should have a specific process to follow with inviting, following up with, and reviewing candidate interviews. Planning to re-evaluate regularly is an important part of making your process repeatable. When the time comes, get feedback from hiring managers and candidates on what worked well, what didnt, and how you can make video interviews easily adopted by the rest of the organization.To ensure your screening process is repeatable and bias-free, standardize it. Document the steps you go through to create the job ad, interview questions, video interview reviewers, and shortlisting process. Through this document, determine who owns each step of the video interviewing process, from actually creating the job and interview in the platform, to inviting and reviewing candidate interviews.After each hiring project (or every few, as you get more and more used to video inte rviewing), reassess your video interviewing process with the help of your dedicated account manager. They will provide you with an assessment of your interviewing metrics, explain advanced features of your video interviewing platform, and can assist in brainstorming new ideas to make your hiring process greatPersonalize the ExperienceSince video interviewing is still gaining ground in the hiring process, it might be unknown territory for some of your candidates. But this shouldnt deter you from using a video interviewing platform. Remind your candidates theres a partie on the other end of the video interviewing platform by personalizing the experience and youll be surprised at the positive feedback you receive. First, notify candidates about the video interview by outlining your unique hiring process before they apply. Setting the expectation a video interview will be part of your hiring process allows candidates to prepare appropriately, as many review the hiring process before the y even apply. When you send a video interview invitation included resources like a help center, technical supports contact information, and candidate resources created by your video interviewing platform.Next, examine the video interview process. Within the candidate experience, find opportunities for personalization for your company. The best video interviewing platforms allow you to customize the colors and logos used on the interview, so the experience matches your brand. To improve the personalization of the candidate experience, choose a service that provides candidate experience videos. These videos play automatically at the beginning and end of a candidates interview. For example, in an intro video, you would greet the candidates, introduce yourself, and thank them for applying to your organization. Briefly explain how the video interview helps them, as candidates, present themselves even better and sell themselves for the position. At the end of the interview, an outro video gives you an opportunity to personally thank the candidate and explain the next steps.The last element of personalization you can add to your video interviewing process are video questions. These allow any member of your organization to ask candidates one of your interview questions on video. Asking questions on video give candidates the added benefit of understanding the tone of your question. Then, they can react more naturally so the video interview feels more conversational.Wrap-UpBy following these guidelines youll be set up for success before you even send out your first interview. Your team will have a standardized, repeatable process that will allow them to adjust and improve the process as needed. Candidates will have a personalized experience that will help them show you what they have to offer. Youll be well on your way to increasing your efficiency, hiring better candidates, and realizing the complete benefits of video interviewing.

5 Tips for Writing a Cover Letter That Gets Job Interviews

5 Tips for Writing a Cover Letter That Gets Job Interviews5 Tips for Writing a Cover Letter That Gets Job Interviews18Writing a titelblatt letter can be a tedious task. After youve been on the job hunt for some time, you may be tempted to cut corners and start cranking out generic titelseite letters. After all, writing a cover letter specific to each and every job that youre applying for takes a whole lot of time, with no guarantee that youll even get a call back from a hiring manager. Here are some tips for writing a cover letter that is more effective, authentic, and will help increase your chances of getting a job interview.Be quick. Many job seekers will start off writing a cover letter in the exact same way. Theyll write something like, Im applying for the _________ position that I recently saw posted in the ____________ location. (Snooze.) Or they will be overly cocky with Stop reading other resumes now I am the perfect candidate (Sure you are, along with the other 200 applican ts who claim that. Yawn.)The first sentence of your cover letter should grab your reader, not tell him or her something they already know. Instead, let the hiring manager know why you want this particular job with their particular company. Researching the companys website and showing them youve done your homework before applying will differentiate you from 95% of the other candidates right off the bat. Your enthusiasm for THIS opportunity should shine through from the first sentence.Be personal. Sure, it may be frowned upon to name-drop socially, but when it comes to finding a job, knowing someone at the company who can vouch for you really goes a long way. Considering the fact that most bosses tend to hire people they know (or are personally referred to), its in your best interest to show a connection to your prospective boss within the first paragraph or two of your cover letter. But dont simply mention your shared connections name explain your connection to that individual, along with how that person has helped you during your career or what you have learned from him or her ideally. Being personal whenwriting a cover letter can go a long way towards getting an interview.Be practical.Gone are the days of addressing your cover letter To whom it may concern. To a hiring manager, that can be a clear indicator that a job candidate hasnt done her homework. Through sites such as LinkedIn and Twitter, it is fairly easy to find out who the person doing the hiring is, and as such, you should use their name when you address them in your cover letter. A generically addressed cover letter could easily wind up at the bottom of the pile, or worse, in the garbage.Be a problem-solver.You read through the job description a few times and understand the demands of the position inside and out. But what about the rest of the companys needs? Do a little digging and find out how your potential position ties into the overall workings of the company. Then, when writing your cover le tter, discuss the challenges that the company faces and offers your insights on how you think you could help the company overcome them- if you were hired. Not only does this show that you took the time and effort to find out more about the company, but that youre also a solutions-based person who will work as a team member to fix any issues. Both of these are very strong (and desirable) qualities that a potential boss is looking for in job candidates.Be patient.From the job posting, the position sounds fabulous. It aligns with your career goals and interests, and your workplace skills and successes make you a cinch for the position. Problem is, you really need a telecommuting job, and the ad doesnt say anything about remote work being an option. As eager as you may be to find out if you can work at home, you should remain mum in your cover letter about your desire to telecommute. Instead, wait until youre offered the position before bringing up the work-at-home option (that is, if t he issue hasnt already been brought up by your prospective boss). That way, you can give him the opportunity to really get to know you (and like you) without having to contend with the issue of you working from home.While having a strong resume is an important part of your job application, its really your cover letter that can get you to the next level in your job search. So take the time to make it memorable, and youll be on your way to job search success in no time.Readers, how much time do you spend writing a cover letter? Do you customize them for each job, or are you (ahem) secretly cutting and pasting parts of previous cover letters into the current one? Let us know your cover letter tips and tricks in the comments section below

Cultural Fit Assessment When Interviewing Your Candidates

Cultural Fit Assessment When Interviewing Your CandidatesCultural Fit Assessment When Interviewing Your CandidatesCultural fit is best understood when you consider it within the context of your organizations culture and how your organizations culture was formed. A potential employee may express and exhibit the characteristics, language, and values that exist within the current organizational culture - or not. You want to hire only candidates whose belief and behavior systems appear congruent with your organizational culture. The candidate whose values, beliefs, outlook, and behavior are congruent with those existing within the current organization is likely to be a good cultural fit for the organization. An employee who is a good cultural fit works well in the existing workplace environment. Employees who fail to fit within the environment generally leave to find a work environment or culture which is more congruent with their own values and beliefs. Cultural Fit as a Selection Cr iteria One of the main purposes of a job bewerbungsgesprch is to enable the employees on the interview gruppe to assess the potential cultural fit of a job candidate. Interaction in the interview setting with a potential employee is key to employee selection. The candidate must exhibit both the necessary qualifications to perform the job and the essential fit needed to work effectively within the existing organization. The purpose of the majority of interview questions asked during a job interview is to assess a candidates cultural fit. How the candidate answers the questions is a deciding factor in employee selection. In a behavioral interview (which is recommended), how a candidate has approached a variety of work situations in the past tells you whether the candidates style and behavior are congruent with the style used successfully in your organization. Examples of Cultural Fit When you are considering the cultural fit of an applicant, here are examples that will guide your assessment. An employee who works well on a team and who appreciates the input of a variety of people is likely to work well in an organization that stresses teamwork and in which teams are integral to daily operation. An employee who wants to work alone the majority of the time may not find a good cultural fit in a team-oriented workplace.An employee who wants to be told what to do will not fare well in an organization that stresses employee empowerment and personal accountability.An organization leader whose style emphasizes command and control will not successfully lead in an organization in which employees expect to have their input, opinions, and commitments solicited and carefully regarded. An individual who needs flexible hours because she has children with diverse activities before and after school is not a good cultural fit for a job requiring rigid work shift coverage.A developer who is most comfortable working alone in a cubicle or an geschftszimmer might not have the cu ltural fit necessary to work on a development team that shares code. This will be especially tricky if each persons part of the project must work interdependently with the work of other employees. So, cultural fit is the ability of an employee to comfortably work in an environment that is congruent with his own beliefs, values, and needs. The challenge for employers is to identify and hire employees who fit their work culture. The second challenge for employers is to consciously shape a work culture that will ensure the success of the organization. The employees hired must be trusted to help with this fine balance. Cultural Fit Is Congruence With an Organizations Culture Culture, the environment you have created for employees in your workplace, is made up of the values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people. Culture is the behavior that results when a group arrives at a set of - generally unspoken and unwritten - rules for working together. An organizations culture is made up of all of the life experiences each employee brings to the organization. Culture is especially influenced by the organizations founder, executives, and other managerial staff because of their role in decision making and strategic direction. The rewards and recognition offered to employees, what is valued and reinforced, powerfully shapes an organizations culture. Culture manifests itself in an organizations language,decision making,symbols,stories and legends, anddaily work practices. An employee who is a good cultural fit will work well within the environment and culture you have created.

Best Operations Resume Top 10 Operations Resumes in 2019 with Samples

Best Operations Resume Top 10 Operations Resumes in 2019 with Samples Best Operations Resume Top 10 Operations Resumes in 2019 with Samples Writing an operations resume isn't an easy task and we totally understand and know the challenges one faces when making an operations resume. That's why, we've compiled 10 best operations resume in this article with samples that will guide you on how to make a job winning operations resume. Below you will find 10 different operations profiles and with them the method of how to make these resumes. So, by the end of this guide, you will be able to: Make an operations resume of your particular profile Make the key skills section the right way Identify where to make the key achievements section Write and include your professional experience in the correct way Senior Operations Manager - (Shipping) To make the above resume of an office manager, we've used the Royal Blue template. This template is useful for those people who have extensive work to incorporate in their resume. This template saves a lot of space as it includes personal information section right beside the header and the title and doesn't require a separate space for the personal information section. The ideal font size for writing the body of the resume should be 10-12 points whereas the font size for the header should be 14-16 points. If you opt for making your resume on Hiration's Online Resume Builder then you will find the font sizes for the resume header and body pre-customized. So, use Hiration's Online Resume Builder to make your resume now! Senior Mortgage Operations Manager We've used the Traditional Maroon template to make the above resume of a senior mortgage operations manager. We've started off the resume by first writing the name and then comes the personal information section. That's how a resume starts, with your name. Your name should be the first thing to be written in the resume. Also, remember not to name your resume as 'Resume'. In the personal information section we've first written the mobile number and then the e-mail. Follow the same sequence of information when writing your personal information section. In addition to this, you can also go for Hiration's Resume Reviewing Service to check if your resumes compliance with industry norms. Senior Operations Manager - (E-commerce) The Traditional Blue template is used to make the resume of senior operations manager. As you can see in the resume above, in the personal information section, we've written the location using the format {city name, country pin}. So, when making your resume, instead of writing the full address, just write the city name and the country pin. Also, please maintain standard formatting of all your locations: (city, state) if you are applying within the country and (state, country) if you are applying internationally throughout the resume just like we have maintained it in the example above. If you make your resume at Hiration's Online Resume Builder then you'll get the location pre-set in the format of city name and country pin code. You just have to select them from a drop down box. Supply Chain And Procurement To make the above resume of sales manager operations specialist, we've used the Signature Timeline template. While making a resume people often forget to put a job title. In the example above, 'Supply Chain And Procurement' is the profile title. Always include a job title optimized according to the profiles which you are targeting. The reason for that is it make it easy to gauge for which profile you're applying for or if you're coming from a completely different profile. Hence, it is important to provide complete clarity with respect to your job. You can further optimize your job title depending on the profiles which you are targeting, just like we have done in the resume above. Also, you can go for Hiration's Resume Reviewing Services to check its global compatibility. Operations Project Management Expert We've used the Material Color template to make the resume of operations and project management expert. Use a summary section instead of an objective section if you have over 3 years of experience. Also, we like to misappropriate a JFK quote along the lines of “Ask not what your company can do for you, but what you can do for the company.” Instead of highlighting a list of things that you expect from the organization, showcase your skills instead and convince the recruiter how you plan on using those skills in the company. See the operations and project management expert resume above to get better clarity on how we've written the summary section. We've first mentioned the profile of the person and then the number of years of experience that the person holds. Start of your summary in the same manner. Then continue with cause-effect points. Write what are your skills and how you can use them to benefit the company. You can also opt for making your resume at Hiration's Online Resume Builder. FB Operations Head The Orange Twist template is used to make the above resume of an FB Operations Head. Often people forget to include a key skills section in their resume. Key skills section comes just after the profile summary section. Including the key skills section is important because it helps you pass the ATS test. The Applicant Tracking System works on a keyword matching algorithm wherein they match the keywords in your keywords to the keywords in the job description that you have applied for, thus helping you get through the first screening by the ATS. When making this section, only include the hard kills and not the soft skills. Also, when making this section, put a bullet before each keyword. Make sure your keywords don't exceed the limit of three lines. Look at the above given resume to see how to make a key skills section. In addition to this, you can opt for Hiration's Resume Reviewing Services to check if your resume is recruiter friendly. Top Level Logistics Leader To make the above resume of top level logistics leader, we've used the 'New York' template. It’s possible that the recruiter might not have heard of the companies where you worked at. Include a one line description of the same just below the company name. In this description, try to sell that organization to the reader. You can mention some facts around the revenues, total number of employees, number of customers etc. - basically anything which tells the reader that you were working for a good company. Do that for all the companies where you've worked at. Separate a single line for it and begin your profile from a new paragraph. Look at the resume above and see how we've written a short, one line description for each company. Do the same in your resume as well. Write things that would instantly quantify the significance of the company in the mind of the recruiter. If you'll make your resume at Hiration's Online Resume Builder then you'll get a small, single lined space, specially dedicated for writing the one line descriptions of the companies. So, hurry and make your resume at Hiration's Online Resume Builder now! Operations Specialist Sales/BD Manager The London template is used to write the resume of operations sales/BD manager specialist. Formatting your resume to make it more coherent would require you to draw clear distinctions between your role and your contributions. Align your profile/job title and company to the left, and the location and time period to the right, for all your professional experience sections. Dates to the right are the industry standard and recruiters usually look for them this way. Look at the above given resume to get a better idea of how to write the professional experience section. You can also opt for Hiration's Resume Reviewing Services to check your resumes performance assessment (how well written your resume is to get shortlisted) Process Delivery Lead The Amsterdam template is used to make the resume of process delivery lead. The dates written in the resume must be in the form of (mm/yy-mm/yy) throughout your resume. (mm/yy-mm/yy) format is the correct format to be used in the resume while writing the dates. Also, start all your sentences in the resume with a power verb. Power verbs have a better impact on the minds of the recruiters. Make sure that all the points in the resume begin with a power verb, and in past tense (excluding points in your current profile). These power verbs communicate your message more strongly and confidently than when using other verbs. Look at the above given resume to get a better idea on the format of the dates. Look how they are consistent throughout the resume. Also, observe how every sentence is started using a power verb. In addition to this, see how we have highlighted all the important words and phrases in the resume. By highlighting the important words,numbers and phrases you can make the recruiter directly read what you want them to read. Also, by using Hiration's Online Resume Builder, you also get the option to include timeline in your resume to show the history of your work in short. So, use Hiration's Online Resume Builder Now! Operations Planning Expert To make the above resume of an operations planning expert, we've used the Barcelona template. For resumes that have an extensive work history and are of senior post like the one above, you should break your points into three parts: (a) Your Contribution (b) Effect/Impact and (c) Corresponding Achievements To ensure that your resume reflects most value, you should structure ALL your contribution points in that way. Additionally, make sure all your points don't exceed one line. If they do, either split them into multiple points or create sub points. To get more clear idea on how to write your points for a senior post look at the resume given above. All the points in the above resume show the three attributes mentioned above as well as they don't exceed the one line limit. In addition to this, go for Hiration's Resume Reviewing Services to check its conversion scope. Still got more concerns around your Operations resume? Drop in a line at team@hiration.com and our resume experts will get back to you!