5 tips to maintain balance for working adults going back to school

5 tips to maintain balance for working adults going back to school5 tips to maintain balance for working adults going back to schoolYou have goals and dreams. You have ideas for transforming your career through higher education. You also have a life. Going back to school when you have other major responsibilities is certainly courageous and worthwhile, but it also may be one of the most difficult things you ever do.Here are five tips to help maintain your balance (and your sanity) while juggling school and the rest of lifes responsibilities.Set small, actionable goals that align with your main goalYou can set these in weekly or monthly increments. Achieving mini goals can help you stay motivated and energized to keep pushing forward.Put your life into your calendarCreate a schedule and stick to it as much as possible. It should include everything from family activities to the time you designate for studying. This will help you prioritize goals and manage your time.Try scheduling out your day in 30-minute increments to maximize productivity. This can also help you determine when activities take longer than planned, so you can adjust moving forward and ensure you devote the appropriate time needed to accomplish each task.Let something goAssess all of your responsibilities right now. Prioritize what must remain in your hands and what you can let go. This can be one of the most difficult parts of the process however, it can make a huge difference in your stress level.For example, perhaps you are heavily involved in a non-profit- near and dear to your heart. If this adds an extra two hours of work to your week, it may be time to put it on hold. Delegate responsibilities to people who are trustworthy, so you have peace of mind (and time) to focus on other things.Utilize the resources availableThis includes things that will speed up your comprehension of subjects, such as tutoring. From the beginning of your program, take time to identify the resources offered to you. Reflect on what would be helpful to you and ask if it exists.Resources can also include supportive friends and family who may be willing to lend a hand, particularly when they are aware of what you are trying to accomplish.Take time for yourselfI know, I know. You are busier than ever trying to juggle everything. Not allowing yourself a break may work for a bit, but eventually, you are likely to burn out.Schedule regular breaks, whether it is a few hours of fun or a full weekend away.Haley Foutch, EdS, NCC is a Senior Career Counselor at University of Phoenix. University of Phoenix is innovating to help working adults move efficiently from education to careers in a rapidly changing world. Flexible schedules, relevant and engaging courses, and interactive learning can help students more effectively pursue career and personal aspirations while balancing their busy lives.

Expense Report Madness Management Resources Blog

Expense Report Madness Management Resurces BlogExpense Report Madness Management Resources BlogCompanies need to carefully monitor their costs, and make sure employees are reimbursed appropriately for legitimate job-related expenses. But when workers submit improper expense report requests, its enough to make a chief financial officer scream (or laugh out loud, and then scream).And its likely a lot of CFOs are feeling the need to scream these days New research from Robert Half Management Resources suggests that inappropriate requests for reimbursement are common.When asked if they have seen such requests increase or decrease over the past three years, the majority of CFOs we surveyed (88 percent) said that they have seen either no change or an increase in inappropriate expense report requests.Check out our slideshow to see 20 top unusual expense report requests from this years survey20 Unusual Expense Report Requests from Robert HalfHere are just a few examples of what some employee s have expected their companies to pay forA new carRental homesVacationsA flat-screen TVNo the above is leid a list of top prizes from the Showcase Showdown on The Price Is Right. However, the employees who submitted these outrageous requests - and those who asked for their company to reimburse them for loan payments, their monthly rent and another persons salary () - perhaps do deserve special acknowledgment for their, shall we say, gumption?There are also some truly oddball requests that have come across CFOs desks since our last survey on this topicA doggie day spa (bow-wow)Taxidermy services (yikes)Dance classes (tango, anyone?)A side of beef (moo)A welder (what?)It must be said, though, that not all of the unusual things professionals want to expense are big-ticket items - or completely bizarre. One employee submitted a 10-cent parking meter charge, for example. (A legitimate request, perhaps but really?) And another employee asked to be reimbursed for the purchase of toil et paper.Some of the items workers asked to be paid back for are at least practical and show their heart might be in the right place, even if their head may not beChild careBaby productsDiapersFamily lunchMoving expenses for a family petDeodorantDental billsFurnitureTo help reduce expense report mayhem, Tim Hird, executive director for Robert Half Management Resources, recommends that companies make sure that their expense reporting process is as clear as possible and communicated effectively to all employees. He says, Take a big-picture view of the program. Is it spelled out completely? Are you using the latest tools available? Removing ambiguity can help reduce the number of problematic requests.Expense or not? Three questions to askNow, as for those professionals who are wondering whether the scuba diving lessons they took while on a business trip to Miami or the roses they bought for a loved one are legitimate expense report items, we recommend they ask themselves these three qu estions1.Is this within the companys policies?If youre worried that something falls outside of what the company would typically greenlight as an expense, run it by your manager or the human resources department before submitting your request.2.Could there be any confusion?Clear charges with your manager that might be considered out of the norm so that your requests are not viewed as an attempt to have the business cover your personal expenses. Tickets to a sporting event you purchased to treat a client - and that your boss didnt know about in advance - would be an example of something you should confirm is acceptable to expense before asking for reimbursement from the company.3.Would Grandma approve?If you paid for something that you couldnt talk to a parent, grandparent or spouse about because you would be embarrassed, dont try to expense it.Your biggest ally when compiling your expense report is common sense. Youll stay out of hot water if you ensure your requests align with com pany policies - and your expectations are grounded in reality.

7 tactics to help you keep engaged at work in the heat

7 tactics to help you keep engaged at work in the heat7 tactics to help you keep engaged at work in the heatSummer the nights are longer the weathers warmer and the mood is brighter. But if, like the majority of the population, you are stuck in your office during this wonderful time you may find yourself a little more hot and bothered and a lot less focused than normal.It can be really difficult to motivate yourself to tackle a mountain of emails when your get up and go, has got up and gone to a beach, with a sangria in one hand and an ice-lolly in the other. So, we have put together our top tips to help you stay cool and collected in an office-based heatwave.1. Keep hydratedUp your H20 to enaya you are staying hydrated, alert and focused. Drinking more as the weather heats up is bedrngnis only essential for stopping dehydration and sun (or Aperol Spritz)-induced headaches but is also imperative in helping decrease fatigue, brain fog, and irritability.Not a fan of water? Add fruit for an added flavour-boost of vitamins and minerals or a spoonful of chia seeds to help retain water and keep you hydrated for longer.2. Treat yo selfIts hard enough dealing with Donna from HR, your boss breathing down your neck and the long commute on a good day but when the temperature doubles, sodoesthe stress, strains and pit-stains. So, make sure that you are treating yourself for accomplishing your workload. Whether that is with a glass of Pimms after work, a new breezy summer outfit or a snazzy new pedicure set goals, smash them and reap the rewards.3. Cool chicIf the phrase goes,dress for the body you wantand the body you want is cool, breezy and moist-free then we have just the tip for you. Swap fitted heavy suits for skirts and dresses and incorporate lighter materials where feasible. Speak to your boss if you are unsure where your limitations lie when it comes to your works dress code. Just remember you need to be comfortable but not too casual it will be even harder t o concentrate when your outfit screams beach-ready but your boss screams 9 am board-room.4. Plan aheadHaving a routine planned out and on paper (or app) is the easiest way to make sure you are hitting your goals throughout the day and stopping your mind from wandering to an Out of Office mindset. Make sure to include both professional, personal and social tasks to help you prioritise and keep on track.5. Switch it upAs important as it is to make sure you are sticking to your planned routines and goals its also very important to keep things interesting and exciting to keep yourself motivated and to avoid falling into a rut. Where possible try and work outside, say yes to more opportunities, meet friends for coffee or drinks after work rather than heading straight home or ask to work a different shift.6. Keep your coolWhen temperatures are rising its very easy for stress levels and anxiety to follow suit but make sure to keep your cool. Getting angry can not only ruin your mood but also your entire offices, as well as literally making you all hot and flustered under the collar. Work and manners dont just stop because its summer so make sure to remove yourself from any situation if it starts to heat up and allow yourself the ability to calm down before returning cool and level-headed.7. Just get outAs much as we want it too, summer doesnt stay around for long so make sure to make the most of it. Allowing yourself the ability to spend as much time outside basking in the wonderful sunshine can help you to stay more motivated in more ways than one. Having plans that you can look forward too can help you work harder to finish on time, as well as helping you to work even better the next day after having a carefree and sunny evening. The boost of Vitamin D can help elevate your endorphins and unlock your creativity. Try walking to the office instead of jumping on the tube, ask to meet clients or colleagues outside for coffee and give yourself sunshine breaks to harv est the rays benefits.This article was originally published on YourCoffeeBreak.co.uk.

5 of the Best Millennial Resume Tips

5 of the Best Millennial Resume Tips5 of the Best Millennial Resume TipsWriting a resume has changed quite a bit since that of the previous generation. Where soft skills and extended experience was once encouraged, todays resumes should be more value focused and trimmed to about one page. For millennial professionals, this means focusing on what you can provide to the employer, rather than focusing on how long your resume is. For more millennial resume tips, check out the list belowHere are five millennial resume tips.1. Create a value statement.While an objective statement has long been a part of resumes, its more important to show value when creating a resume. Spend time creating a value statement that not only showcases your skills and experience, but relates them to real-world business issues. By creating a value statement, you can show your strengths and value to the hiring company.Similar to a Summary of Qualifications, your value statement is a combination of your skills, expe rience, and personality traits that qualify you for a particular rolemora than 5 years experience in training development and delivery, motivation and team building/leadership, general and technical project management, product marketing and management, negotiation, and mediation.2. Lose the fluff.Employers are looking for candidates that will contribute to the organization in a specific manner. They are not focusing on skills or qualifications that are more universal. As a millennial, it is important to focus on the value you can provide to a given company, rather than all the fluff (also known as soft skills) you often see in older resumes. Dont focus a lot of time on the soft skills you possess rather, focus on the achievement-based experience and skills you have. This is what will set you apart from the competition and make an impression.3. Add project work and achievements.A lot of millennials have project-based experience or non-job-related achievements that can be applied to j ob applications. Highlight experiences such as internships, freelance work, or even volunteer projects that have given you experience and skills needed for a given position, or that might attract a certain employer.4. Check for relevance.In the past, a resume would have included all experience that a person had acquired. With newer formats and with trying to keep a resume to about one page, millennials should focus on relevance and quality over quantity. This applies to work experience, as well as project work and achievements. Rather than list everything you have ever done, include experiences and skills that are relevant to the position and will make you stand out.5. Keep it simple.As a generation, millennials are quite innovative and creative. Although it might sound like a good idea to jazz up your resume, its probably something you should hold off on doing. One of the biggest reasons is that most resumes are being delivered through online systems. Sending in a creative resume c ould hurt your chances of your resume ever being seen outside the computer system.Now, this doesnt mean you cant put a little personality into your cover letter and resume. And for those in the design field where creativity is a plus, consider having two resumes, or hand-deliver it if you have the ability to do so. Another option would be to create an online portfolio so you can submit both a standard resume and pieces of your work.Remember as you send out your resume to make sure it is focused on the value you can provide to the company, while also making you stand out from the competition. Lose the fluff and provide employers with hard facts that will prove to them that you will be an asset to the company. And, while it might be fun to add personality to your resume, consider sticking to a more traditional format and setting up an easily shareable portfolio.Readers, what millennial resume tips do you find to be most useful? Share your tips with us belowCheck Out the Top 100 Compan ies with Remote Jobs

Applicant Tracking System Evaluation Toolkit

Applicant Tracking System Evaluation ToolkitApplicant Tracking System Evaluation ToolkitFinding the right applicant tracking ordnungsprinzip that meets all the needs of your organization can be an overwhelming task. It can be a challenge even knowing where to start when considering applicant tracking ordnungsprinzips and how to compare each solution. Here you will find important areas to investigate, questions to ask and responses to analyze during the applicant tracking systems evaluation process. This ingestaltation will guide your company in the search for the appropriate applicant tracking system to meet your needs. Identify Applicant Tracking System Decision Makers A company must organize itself internally before starting any applicant tracking systems evaluation process. When preparing to evaluate an applicant tracking system, it is essential to form a collaboration of stakeholders and give these decision makers time to arrive at an informed decision. Your selection committ ee should be prepared to assess the strengths and weaknesses of each applicant tracking system vendor. The selection committee should include these members. Selection Executive This is usually a Senior Vice President (SVP) or Vice President (VP) of Human Resources who can empower the other committee members with a clear directive and vision. The person should also have the ability to explain the vendor selection in terms of Return on Investment (ROI) to his/her counterparts.Selection Manager This person must have a full understanding of the hiring process and the companys pain points in order to create proper search and selection tactics.Committee Member To ensure the users voice is represented and that successful annahme an kindes statt of the chosen solution will occur. Committee Contributors These are members from other departments that provide additional input to the applicant tracking system selection process. Those with financial expertise can give input on the financial stabi lity of the vendors or compare the total cost of each applicant tracking system in relation to the project budget. IT contributors can educate committee members on the technical capabilities of the vendors applicant tracking systems and help compare each solution to your current system.Committee members should be people who can recognize the value of technology tools, process optimization, and customer service as it relates to your corporate vision of talent management. Document Your Current Hiring Process After you have assembled your applicant tracking system selection committee, your first assignment is to create a document that tracks the process of the employee requisition, your hiring process, and the role of the hiring manager, the recruiter, and the candidate to complete a hire. Then your committee should discuss why each step is necessary and what would happen if it were eliminated. Simplify your hiring process and make sure each step is really adding value and helping you produce quality hires. This will allow your committee to compare the needs of your hiring process with the capabilities of each applicant tracking system. This evaluation is a great opportunity to learn about best practices in hiring and to review and optimize your current hiring process. Identify Requirements for Your Applicant Tracking System Now that you have clearly identified your companys hiring process, your committee is fully prepared to identify your company requirements for an applicant tracking system. Bear in mind that you want to have a clear-cut answer to the following questions Why are you buying this applicant tracking system?Is your current hiring process aligned with your company goals? Keeping these questions in mind will help your committee make a strong case to purchase an applicant tracking solution. In order for the applicant tracking system you choose to have a strong connection to the ROI, your committee must create clear expectations of what you wa nt in an applicant tracking system. Your applicant tracking system should build a better relationship between recruiters and hiring managers, streamline your requisition creation and approval process, and improve your quality of hires. Your applicant tracking system should streamline the recruitment efforts of Human Resource professionals through automation, creating a more efficient and cost-effective hiring process. This is the perfect time to address common HR challenges, such as High volume of resumes with no effective way of accepting, reviewing and managing.High volume of job opportunities with cumbersome internal communication.Inability to access information quickly and report on all recruiting metrics.Losing qualified applicants due to haphazard storage of resumes.Duplication of recruiting efforts between various branch offices and divisions locally or abroad.Excessive IT maintenance and support expenses with homegrown technology.Ineffective tracking of EEO-OFCCP compliance data. Struggling to get proper attention from IT for technology upgrades and enhancements. Also, take this opportunity to consider the value of improvements from new processes and technologies such as avoiding using different modules,improving communication, andaddressing global issues. To keep this manageable you need to identify essential must haves in order to eliminate unqualified vendors. For instance, as a fundamental factor, your committee may decide that you will only consider vendors that provide a Web-based solution as opposed to an installed system, as the hosted solution eliminates any burden on your IT team. Identify Requirements for Your Applicant Tracking System Identifying clear business goals will connect your priorities to your requirements. It is imperative that your committee stays focused on its anfangsbuchstabe system requirements. The committee must avoid being distracted by system elements that are bedrngnis in line with your companys priorities. You have recognized the important business goals and key requirements to consider when forming your own objectives. Key Requirements to Consider in an Applicant Tracking System Process efficiencies centralizing a process can improve a variety of tasks including, but not limited to, job requisitions, tracking, management of employee referral and transfer programs.Allows candidates to quickly and easily apply to your organization for salary and hourly hire without going through multiple pages of questions.Can facilitate high-volume recruiting while remaining cost-effective.A highly configurable, scalable solution that can configure to our unique hiring management process and capable to accommodate our evolving needs as our organization grows or our processes change. Improved reporting capabilities many organizations are challenged with determining their total spends on vendors, sourcing, and comparing metrics. Coordinating through a single source will allow for accurate centralized report ing.Allows recruiters to search the database on all information, and by specific parameters.Includes a Reporting Center that enables users to groe nachfrage ad-hoc reports and save criteria for future use, as well as run industry standard reports, including cost-per-hire, time-to-fill, source effectiveness, and more. Build Brand Identity and Awareness Creating a connection between an applicant and a positive employment experience will craft recognition of the brand. A strong brand can generate trust that will drive applicant traffic and enhance your talent pool.Branded Career Center web pages may be accessible through your companys Web site.Allows recruiters to easily post career information to the company Web site.Provide multi-language capabilities for global support.EEO/AAP Compliant.The ability to maintain an accurate measure of such information will keep in agreement with federal regulations and avoid any legal actions against the organization. It will also help to establi sh applicant quality. Capable of capturing, tracking, and reporting voluntary EEO data, while remaining in compliance with the guidelines set forth by the EEO/OFCCP.Capable of pre-screening candidates with elimination questions in order to indicate those who meet basic qualifications for the position.Improved communications.Establishes an environment that effectively informs, will unify all the users and streamline the organizations operations.Includes a Communication Center to facilitate communication among recruiters, hiring managers, and candidates. Also allows users to schedule appointments, leave notes and interview feedback, to send mass messages, and auto-respond to applicants upon receipt of resume. Customer sttze for the Applicant Tracking System Full user adoption depends on the level of customer support provided by the vendor during and after implementation.Readily available support team, dedicated to managing company and user issues while employing industry best pra ctices.The highest level of support available at no charge to your company. Applicant Tracking Systems Vendor Assessment It is recommended that you ask for a Request for Proposal (RFP) from potential vendors your committee has decided to consider. This is your opportunity to gain clarification on any topic to help your committee determine whether the applicant tracking software can do the required job. Your committee should consider the following major issues to devise an effective RFP Does the system support the main concerns of your committee? This ties into the previous part of the evaluation process you must know your process completely before you can determine what features you need. Your committee cannot be distracted by solutions that may offer functions that are not your main priority. While they may seem attractive, many flashy features and functions will not create any value for your organization if they will not be adopted by your users.Has the vendor installed the sy stem in another organization of a similar size? Your committee should have access to references that can give you insight on issues such as customer satisfaction and follow up the implementation process, and hidden fees. Remember, features are of no value without strong user adoption.What does the implementation process entail? Having a successful adoption rate begins with proper implementation. You want to be sure that your chosen vendor does not leave your users without proper training and continuous support. The implementation should be centered on your organizations recruitment process, not learning how to accommodate to their system.You should never have the feeling that your implementation program will leave you feeling lost and unsure of the vendors capabilities. During the evaluation process your committee should have the impression that, based on your department priorities and business goals, your implementation will create a strong foundation for a long lebenspartnership w ith your applicant tracking system provider. Remember that high user adoption to the applicant tracking system will generate a higher ROI. mora About Applicant Tracking Systems Vendor Assessment What is the vision and growth strategy of the vendor? The vendor must demonstrate leadership and foresight as a market leader. In order to present a comprehensive solution, the vendor should take into consideration your specific needs and prepare for change and growth in the future.Determine whether this solution contributes to your overall business plan? In the end, the Selection Executive will likely need to display an expected ROI in order to make a strong case for the solution.The Selection Executive must look for savings on such things as recruitment advertising, employee value of the use of search firms, and process optimization provided by the vendor. The company should also save on employee retention and candidate quality. It can be overwhelming to create a fully detailed docume nt of inquiries that will encompass all the necessary topics to evaluate an applicant tracking system. Beyond features and functions, your committee should be sure to discuss the vendors ability to serve as a long-term partner to your organization. As your committee conducts its vendor assessment process, you want to be sure to consider such factors asFinancial Stability Conduct due diligence on the financial statements of all prospective vendors under review. You will find this is a perfect topic through which your financial committee contributor can guide you.Qualities of Strategic Partners To offer a complete solution some vendors will partner with other service companies in order to offer their clients a more comprehensive suite of services. Your committee should be aware of any partnerships that are involved with the competing vendors. The information can provide an insight into the possible partnership between your company and the vendor. Recruitment Capabilities Regardless of your company size, you need to make sure that the vendor has the capability to support the full employee life cycle, from applicant tracking, onboarding, succession planning to off-boarding. This will prevent your company from growing out of its solution, which would likely result in aggravation, a new evaluation, and costly implementation fees.Future Product Development Be sure that the vendor conveys a strong understanding of the challenges facing recruitment now and in the future. The vendor you choose must be on the pulse of technology and industry news in order to adjust to your changing needs and ensure that the solutions configurations are being used to its fullest potential. Integration with HRIS Although you may want your IT committee contributor to provide input on this matter, it should not sway your committee into using an applicant tracking system that will not adequately serve the entire department. Any vendor worth considering should provide the capability to move ke y information from its system into your HRIS system with minimal difficulty. Summary of Vendor Selection for Applicant Tracking Systems The timeline for a vendor selection process for an applicant tracking system can range from a month to six or more to complete. The following is a suggested timetable that will allow your committee to project a timeframe for the vendor selection process for an applicant tracking system. Please be advised that this is subject to change based on a preferred implementation date. Timeline for Your Vendor Selection for Applicant Tracking Systems Form a selection committee - 1 weekIdentify company needs - 1 to 2 weeks Objectively assess vendors against the identified company needs with the following process Create a long list of possible vendors - 1 weekRequest RFPs to provide clarification on any topic or concern - 4 weeksCreate a shortlist using your key evaluation criteria - 1 to 2 weeksFinalize a vendor - 3 to 6 weeksDemonstrate various system s - as soon as possibleSales presentations - as soon as possibleSite visits - as needed Keep in mind that the main goal of an applicant tracking system is to empower your users. Committee members should be able to recognize and place a value upon technology tools, process optimization, company vision, and customer support in order to strategically narrow down the vendors into a short list of real possibilities. It is likely that your short list may not have many distinguishing functional differences therefore it is important to keep the less tangible elements of that vendor in mind. Your committee should look to sources of information such as the vendors Web site, newsgroups, Human Resource portals, and tradeshows. Connect with colleagues at other companies that are similar in size, needs, and industry to learn from their experiences. Partnering with a service-oriented vendor that is the most compatible fit with your organizations vision and goals for the future will prove invaluabl e for all key players in your applicant tracking system evaluation, selection, and implementation. More About Recruiting and Hiring Recruiting Stars Top Ten Ways to Get Great Candidates.Use LinkedIn for Recruiting Employees.

The True Meaning of Resume Critique Free

The True Meaning of Resume Critique Free Resume Critique Free Fundamentals Explained Fortunately there are lots of completely free sources where you are able to get help writing your resume. There are several good resume writing sources readily available on the internet that can provide you free resume writing tips. There are two methods to analyze how to assess a resume. One of the greatest methods to make certain your resume gets noticed is to get eye-catching, appropriate section headers. Show your employer you have a great comprehension of the group spirit. Our talent is to assist you to sell your talents. Many times every good resume can be become a powerful resume simply by identifying minor regions of adjustment. All they should know is if youve got the experience, education and expertise to successful manage the job. The Resume Critique Free Game The verbal temperament of the interview in consideration usually means that listening skills are crucial to the total results of the interview practice. With respect to location, the interview happens in a secluded room away from any sort of distraction and noise. For example, the interviewer has avoided open-ended questions that may have more than 1 answer thus reducing clarity. Employing a custom resume instead of a generic one is going to greatly increase your odds of an interview, as youll be a better match in the view of the reader. Our aim is to make koranvers that youve got a premium quality resume at the lowest feasible price tag. Theres no doubt that a resume which is both cohesive and professional will have a much better prospect of standing from the crowd even supposing its made utilizing a template. Getting the fruchtwein of a resource that wont only help save you time, but is demonstrated to elevate your opportunity of scoring a work simply is logical. The Little-Known Secrets to Resume Critique Free In case you have any questions or run into any problems of any of the templates, you can get in touch with me anytime The objective tells the employer exactly what kind of work you wish to do. The totally free review is in fact free, hassle-free, and doesnt need a credit card to start. The submission deadlines are rapidly approaching and I want to completely be achieved with the application process in the upcoming few days. With a resume evaluation form, the applicant will be in a position to have a whole checklist as an assurance which he managed to state every substantial information that is to be thought about by the hiring employer. The correct candidates are going to have the proper buzzwords in the proper places, including descriptions of past work history and accomplishments. Not when you request a complimentary evaluation. For instance, one person involved with the hiring process might put a larger emphasis on a qualification than another individual. One of the most significant dangers involved with the majority of online resume critiques is a true critique is involved. No matter your motivation, presenting an expert letter is able to help you reach your objective. There are quite a lot of explanations for why you should have your resume review. If you have just recently written your resume and started your job search, the only method to know whether your resume is very likely to fail you is to get a professional resume critique. The Lost Secret of Resume Critique Free On the web site you will locate samples along with CV templates and models which can be downloaded at no cost. If a recruiter can screen resumes correctly, that will enable them to find the most suitable candidate in the shortest period of time. If selected for additional evaluation, you are going to be contacted via email. Having your resume critiqued over the phone will be able to help you get the particular questions and issues youve got address. Resume Critique Free Options Some are pure scam. If you opt to click the links on our website, we might get compensation. There are lots of free resume review services. Each WEEK which you are without a job costs you morethan the purchase price of our services Each WEEK which youre without a job costs you more than the purchase price of our services Pay attention when you subscribe, however, because most services provide a number of different plans and a few plans limit the characteristics or number of resumes youll be able to create. If you are searching for a higher-end company, please see the top 10 list mentioned previously. Tell how youre a perfect match for the job. Every open position differs. Every work description differs. To make your work even easier (so you dont need to search)In addition, useful recommendation letters such as what jobs can be suited to the applicants skills may also be included by the employer especially in the event the applicant showed a potential for some other jobs provided by the organization. Bad Phrases There are lots of phrases th at are advisable not to utilize in a CV. Our website was made for the unemployed searching for employment.

Unlock the Secrets of These 10 Tech Job Titles

Unlock the Secrets of These 10 Tech Job Titles Heres a list of 10 common tech job titles, what they mean, and what skills and background are required to do them. One of the biggest challenges in alfruchtwein all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind... and the construction industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Stati sticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent geschftliches miteinander strategy. pResearch presented in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The i ndustry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industry boom, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive vorkaufsrecht for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give emplo yees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.

Retail Salesperson Job Description Sample

Retail Salesperson Job Description SampleRetail Salesperson Job Description SampleRetail Salesperson Job Description SampleThis retail salesperson sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Retail Salesperson Job ResponsibilitiesServes customers by helping them select products.Retail Salesperson Job DutiesWelcomes customers by greeting them offering them assistance.Directs customers by escorting them to racks and counters suggesting items.Advises customers by providing information on products.Helps customer make selections by building customer confidence offering suggestions and opinions.Documents sale by creating or updating customer profile records.Processes payments by totaling purchases processing checks, cash, and store or other credit cards.Keeps clientele informed by notifying them of preferred customer sales and future merchandise of potential interest.Contributes to team effort by accomplishing related results as needed.Retail Salesperson Skills and QualificationsListening, Customer Service, Meeting Sales Goals, Selling to Customer Needs, Product Knowledge, People Skills, Energy Level, Dependability, General Math Skills, Verbal Communication, Job KnowledgeFind out mora about recruiting trends inthe retail industry. Employers Post a job in minutes to reach candidates everywhere. Job Seekers Search Retail Salesperson Jobs and apply on now. Learn more about the hiring processVideo Make yourRecruiting Stand OutIs Perfectionism Hijacking your Hiring Process?How to Interview to Uncover a Candidates Ethical Standards

The Dos and Donts of Resume Editing

The Dos and Donts of Resume EditingThe Dos and Donts of Resume Editing Usually, practice makes perfect, but in the case of resume writing, meticulous editing and fine-tuning are what ll lead you to the perfect resume . However, keep in mind that refining your resume requires a very unique set of lenses to be able to see its flaws and imperfections. With so many contradictory guidelines and common misconceptions about what makes a job-winning resume, it s hard to know for sure what to change or where to even begin.To demystify some of the ambiguities surrounding the resume editing process, here s a hand-picked list of some of the most important do s and don ts to be aware of during this stage.Do list your most impressive and relevant achievements firstWhile you might have jotted down the different sections of your resume in whatever order they happened to pop into your mind, this is not always optimal. Instead, you want to move your most impressive accomplish ments to the top of your resume. That way, your resume will make a great first impression as soon as the hiring manager begins reading it.Do optimize for applicant tracking systemsNo matter how good your resume looks to the human eye, it might still have trouble getting past applicant tracking systems . These resume robots are used by large organizations (and sometimes small ones too) to weed out unqualified candidates during the anfangsbuchstabe hiring process. They work by scoring your resume based on how well it matches the job description and meets the predefined requirements.Some common tactics to get past unterstellung robots include incorporating the appropriate keywords , formatting your resume properly, and utilizing standardized resume headers. For a more complete guide on how to beat these pesky programs, check out this detailed article .You might have forgotten to include them in your initial draft, but they re important to mention. Soft skills refer to the intangi ble assets that employers look in candidates, such as communication skills, problem-solving prowess, and teamwork ability. While you shouldnt list these soft skills in your Skills section, the bullet points on your resume should be written in a manner that implies that you possess them.Do tailor your resume for different jobsResume editing isn t a one and done deal. In fact, often times you ll need more than one resume at your disposal so you can submit the most appropriate one to the job youre applying for. This is why professional resume writers often craft multiple resumes for a single client. For example, suppose that you ve had working experience in both finance and accounting , but you re currently applying for a job that is strictly finance. You ll definitely make a stronger impression and appear to be a better fit by emphasizing your finance-related accomplishments while downplaying your accounting experience on the resume you submit.Do try getting your resume to fit exactly one pageWith your initial draft, your resume is usually never exactly one page in length. While you might read from other online sources that this is all fine and dandy, I always suggest that job seekers make the extra effort to get their resume to fit on one full page unless they have over 15 years of work experience . After all, why take the unnecessary risk of irritating a hiring manager who s fussy about resume length.Admittedly, sometimes it s hard to get it just right. Maybe you re having trouble filling the page up because you have little to no work experience . If you haven t already, consider adding in the names of the most impressive courses you ve taken in school, or perhaps include a summary or objective statement at the top.While it s great to have the mindset of leaving no stone unturned, everyone already assumes you have experience with Microsoft Word and Outlook . There s also no point in mentioning that you know English if it s obvious tha t you ve worked in an English-speaking country your entire life. Instead, save your precious resume real estate for more technical skills that are far more impressive.If you do know a second language though, be sure to mention it, as it s currently a very sought-after talent that companies love.Don t get overly fancy with pictures and colorsUnless you re in an industry like fashion or graphic design that openly encourages resumes with unique and aesthetically pleasing layouts , it s almost always better to stick with a basic resume template.This is true for a number of reasons. For one, hiring managers are used to seeing standard resume formats. They don t want to spend extra time getting accustomed to your unique layout. To be quite frank, some hiring managers won t even bother reading resumes that aren t formatted according to industry standards. They assume the resume is all style and no substance. On top of that, let s not forget that resumes need to appease the resu me robots. As you might expect, robots are heartless and they don t care for pretty colors or aesthetics. In fact, they might have trouble processing your resume, and this could severely hurt your chances of moving past the first stage of the hiring process.You didn t help lead a group initiative. You spearheaded one. Always look to use stronger and more impressive power verbs at the beginning of your bullet points, while avoiding weaker ones like help or assisted. I see this all the time. The resume begins every one of its bullet points with a verb, but then suddenly, out of nowhere, one lone bullet point decides it s perfectly fine to start itself off with a noun. While it may seem like no big deal, some recruiters can get really ticked off by this inconsistency and conclude that you re not a detail-oriented job candidate. Just remember to keep things consistent it s not hard if you look out for itDon t forget to ask someone to proofreadIt s great that you took the time to edit and refine your resume . Now let your friends and family members help as well. If even professional writers and authors have editors to proofread and make changes to their works, then you should too. It s easy at times to think that what you wrote makes perfect sense, because after all, you wrote it But unfortunately, we re all prone to making some mistakes or suboptimal writing decisions that we simply can t catch and fix ourselves. So never skip this final step it might just be the most important onePeter Yang is a career coach, human resources expert, and professional resume writer. You can check out his company at ResumeGo , a firm that provides career counseling and resume writing services.

Top PMF Job Application Tips

Top PMF Job Application Tips Top PMF Job Application Tips Top PMF Job Application Tips Now that the PMF application is open, were inviting Certified Federal Career Coach, Kate Battiato to guest write our blog. Here are Kates top tips: Successfully navigating the PMF application process is its own unique challenge unlike any other you might have previously experienced. The points listed below can help you to not only familiarize yourself with the application and interview process, but also to better understand the big picture of what PMF has in store for you: 1) In the PMF, leadership style is everything. Dont dominate. Instead, collaborate, synergize. In preparing your PMF resume, and other application materials, dont feel like the program is looking for you to demonstrate your leadership qualities by the degree to which you take charge and personally tackle every issue that arises. In truth, its not about “you”. Its about identifying and developing committed public service leaders who can problem solve collaboratively and thrive in the unique context of federal government service. In the federal workplace, leadership requires the ability to quickly adapt to political or global changes that agency staff have little or no control over. Keep in mind that the PMF reviewers are not necessarily looking for the archetypal Type A leader who steamrolls their way to success. Instead, theyre looking for individuals who will do well and be a good fit for the context of federal government service. This means being adaptable, flexible, and creative about how to lead by collaborative facilitation rather than fiat. 2) Becoming a PMF Finalist is only the beginning. Just imagine, youve made it through the gauntlet of the online situational judgement and personality assessment, perfected your essays, nailed your in-person interview day and received the felicitous news that youve been selected as a PMF Finalist. After a few well-deserved happy dances, prepare to buckle down for the second half of your PMF journey, securing your placement. Your non-competitive hiring authority is good for 12 months from the date you are selected as a Finalist, and be prepared to use that as your number one talking point for the duration. Though the PMF is considered prestigious, and can be extremely helpful in obtaining a position in hard to access agencies like State and USAID, dont expect everyone in the federal government to be familiar with the program. Some agencies, especially those targeted by STEM applicants (e.g. USDA, NSF), have little to no familiarity with the program. This leaves finalists with the need to develop a tight elevator speech explaining what your status as a PMF Finalist means and how it can be of assistance to HR Specialists and Hiring Managers as a shortcut to filling positions. Network proactively to seek out specific offices youre interested in serving as a PMF, and be creative in pitching how a Presidential Management Fellow in their ranks would be of service to your agency of choice. 3) Going through the process is valuable experience. Keep in mind that whether or not you ultimately land a placement as a Presidential Management Fellow, the process itself is a rich learning experience and great real-world practice which can help you master high-stakes job applications and interviews. These are marketable skills which the PMF process can help you build for a lifetime and apply inside or outside public service. How far you get in the process may itself be a great gauge for where you should focus your efforts in improving your job search game. Apply yourself and treat it as the learning opportunity, and you will position yourself to learn how you can demonstrate core competencies, such as collaborative facilitation, interpersonal problem solving and adaptability. These skills apply not only to future federal job searches, but also to private industry searches and success in landing your dream job, wherever that may be. Kate Battiato has been a Certified Federal Career Coach and Job Search Trainer since 2015. She served as the Career Development Coordinator at The University of Wisconsin Madison MPA/MIPA program, the La Follette School of Public Affairs, and is herself a graduate of the program. She also served as a Career and Academic Advisor at the Middlebury Institute of International Studies at Monterey. Over the years shes taught PMF workshops and helped students apply for the PMF program, including her husband who was selected as a STEM finalist in 2014. Kate is now providing career development services to Associates of The Mattox Group staffing firm, as well as outplacement services, private career coaching and career development classes with The Mattox Group family of business services. Writing the PMF Federal Resume? We can help you with our professional services. GET A FEDERAL RESUME QUOTE Send your current, up-to-date resume, and a sample job announcement for a free quote. Order a PDF of the Students Federal Career Guide 3rd EditionBEST BOOK FOR STUDENTS AND RECENT GRADS Written to help students feature EDUCATION in their federal resume for PATHWAYS and Competitive Federal Jobs. Samples of course descriptions, new skills, internships, projects, papers to improve qualifications for PATHWAYS or entry level federal positions. 2018-2019 Resume Place, Inc. Only available as PDF $9.95

Superstar chef Tyler Florence on the secret to making the right hires

Superstar chef Tyler Florence on the secret to making the right hires Superstar chef Tyler Florence on the secret to making the right hires If you care at all about food, then there is a very good chance you know who Tyler Florence is. The Food Network star has been a household name for the last 15 years in the ever-growing, ever-trending, ever-Instagrammable world of cuisine and all that comes with it. He has hosted numerous shows including How To Boil Water ( a show for people like me who personally struggle with this), Food 911, The Great Food Truck Race,  Food Court Wars, and Worst Cooks in America  and Tyler Ultimate as well as various specials. He is also a regular guest on The Today Show, The View, The Tonight Show,  and Good Morning America amongst others.He has written at least 12 cookbooks, including many best-sellers, and restaurants including the notable Wayfare Tavern in San Francisco. In other words, he’s basically the king of food. And as the king of food, he knows a thing or two about being a leader as he runs eight different companies.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Ladders caught up with Florence  at the PGA Championship in Long Island, New York, where he hosted the PGA Championship Welcome Dinner on May 15 and also created a special dish that was sold in the  Chase Sapphire Cardmember Club.  He was on hand in the Chase Sapphire Cardmember Club on May 16 to tape an episode of ‘The Erik Anders Lang Show’ podcast,  and we had the chance to chat after that.On the most important thing, a leader can doThe most important thing you can do as the head of the company is your hiring decisions. The potential can be there  but maybe the execution is not there and you bring somebody in who doesn’t meet everybody’s standards. You want to create a level of excellence that is self-policing. What if there is something deconstructive about their contribution?On finding the right talentThat kind of thing gets figured out pretty fast. My level of leadership hiring people who get t he vision and get the storyline. In the hospitality industry, we call it having the “b-positive blood type.” You have to be positive and that needs to be your blood type. When you get people in that mix and their part of the culture and they provide great content, either food or video or books, then you just let them do their job.We see it pretty fast. When we bring someone new into the group we all speed date them on quick little 10-15 min interviews. Someone is gonna say something like, ‘They were very interesting, but it was very telling when they said this.’ We’re a medium-sized company but also very intimate. Hiring is the most important thing you can do.On turning down ‘The Bachelor’ and ‘The Apprentice’I think both of those are the wrong energy. You are a product of your path and if your path is full of a bunch of clunky misfires it’s not going to work. It’s OK to have a couple of L’s in your column but you can’t have it out shadow your wins. L’s a re healthy if you are trying hard, but not if you have a lot of misfires. You have to be very particular and listen to your own internal compass at all times. There is power in the no.On failureIf you’re not failing you’re not trying hard enough. That’s kinda cliche and I’ve heard it about 1000 times but it’s true If you’re not really trying to make strides into the known you’re not breaking ground. You’re not doing anything innovative. You are mimicking something you’ve seen or read. Sometimes it takes a while. You can’t just walk into a meeting and go ‘Hey guys! Imagine this…’ You need to go ‘Hey guys, watch this’ and that’s when you get better at filtering out your own thought process.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

How to move toward your fears and conquer them

How to move toward your fears and conquer them How to move toward your fears and conquer them For all the things that we’re taught in school, the most important lesson we learn in life is one that is a product of the school of hard knocks: Fear is our lifelong adversary and friend. Fear is what moves us. Fear is what keeps us in our place. Fear is what pushes us backwards. Fear is what scares us. But boy does fear inspire us. Our quest is to learn how this lifelong adversary and friend can both spur us on, and tear us apart.Think of what an education in life really means. Ask yourself - what does it mean to you?Is it about getting good grades to get a good job? Is it about getting to know yourself in a truer, more intimate way? Is it about love? Hope? Faith? Knowledge? What are the things that you truly want to comprise your life - system be damned? And what are you willing to do to get them?Every step of your journey, fear will be there by your side. So you better get used to it. And it’s helpful to realize that no matter your path, you will learn as much from fear as you will learn from anything else. It will shape you, but you are also empowered to use it to shape the world around you.The education of lifeWe learn how to read, learn arithmetic, analyze compounds, elements and more, and yet the most important lessons of life: overcoming fear and adversity, rebounding from mistakes and failures and developing rock-solid personal and professional relationships come outside of our school system. We’re expected to glean these things from parents, friends, even enemies.But what about when we don’t?We’re left to our own faculties, which are often unable or inexperienced enough to help us with the things that really matter. A great education will take you far. There’s no doubt about it. But where you really go for the win is when you learn how to meld emotional intelligence into your thoughts and actions.This piece from Harvard Business Review, by Matt Brubaker and Foster Mobley, takes into account four great ways to combat fear. It’s an exce llent step-by-step process to incorporate emotional intelligence and break down four parts of fear and how this cycle manifests itself in our lives: “Step 1: Acknowledge the Fear: In the acknowledge phase, we suggest that people take a close look at their history and examine the choices they’ve made and the reasons behind those choices.” “Step 2: Interrogate the fear to better understand it: assess current reality and look at the costs of fear … spend time considering what it would mean if (you)failed at something.” “Step 3: Choose a different course of action:  This is about deciding what to do next and making commitments - understanding what truly matters to you.” “Step 4: Act on that choice - in a way that aligns with your values:  The last step is to deliver on your commitments.” Attributes like acknowledging, confronting and choosing action and commitment are essential for dealing with fear. This brings out our self-awareness, empathy, self-care and the courage to combat fear. Absolutely essential for living life on our terms.And yet, so many of us run away from our dreams. Our problem isn’t that we aren’t bold, mindful or thoughtful enough, it’s that we give in to fear.Making your moveYou can also try this simple exercise:Think about the thing that you love most in life.This may be your family or loved ones, but cast that to the side for a second and place that into a separate bucket. Think about the thing, hobby, activity or venture that you are most passionate about, that gets you excited, inspired, enthused and that truly lights the fire inside of you. What are the things that give color and meaning to your life?The things that you dream about, that deep down your intuition, heart and mind are calling you to do?Now - try this simple exercise: Look back at the past six months. How many times have you moved in the direction of this thing during that time period? In fact - if you were to attempt in hindsight to measure your progress toward that thing that you love, how far have you actually traveled?What if I told you that all of the successful people that you admire started out from identical circumstances to you? I’m not talking about financial status or class, race or background. I’m talking about the mental and emotional states in life. The fight or flight response to tackling your biggest dreams and challenges.We either move in the direction of what we want most, or by not advancing - or perhaps even retreating - we stay stuck. We never find out the answer to one of life’s most important questions: What if we actually become who were are destined to be?It’s never a question of desire. To want or hope begins in our minds. Then, we have to believe that what we want is possible. That’s called faith. By backing fa ith with enthusiasm, we have formed a firm, rock-solid foundation of emotional and mental well-being. Without this, it’s doubtful you will ever be able to do something great.The good news is - it’s very likely you already have this. You certainly have this in you, you need to believe and you need to get excited about it.From this seminal moment - this epic life decision point - is the crossroads of whether you will live the life of your dreams or settle for mediocrity. I don’t mean to sound dour or pessimistic, in fact, far from it. I’m an external optimist. And I’m also here to tell you that this next step - this willingness and wherewithal to overcome fear - is what will make or break you.Counterintuitive fightIf you’re willing to fight - you first must be willing to mentally and emotionally prepare yourself to overcome that terrible enemy who threatens to thwart you before you even begin. You must overcome the voice inside your head telling you all of the follow ing lies: You’re not talented/good/skilled/able enough You’re too old OR too young You don’t have enough experience You won’t know what to do with success You won’t be able to grow your business You’re better off trying something different; this is too tough And the list goes on. If you’ve ever been there before, please, know that I’ve been and will continue to be right there with you. And so will the greatest success stories in every field and industry all throughout history. No one knows for sure if they’re ever going to make it. Our success and ideas are dependent on whether tens, hundreds, thousands and millions of other people will accept, need or want them!And no matter how well researched or prepared we are in the market we aim to penetrate, we will never, ever know until we try. Whether our idea is original or unoriginal, we have to give things a shot.This is why secondly, it all comes down to action. Are you willing to act? Are you willing to go for what you really want? Because if you are, you must turn back to your foundation of desire, faith and enthusiasm. You must not care what others think. You must fight on by using fear to your advantage. This is how to achieve the greatest hopes and dreams of your life.Face your f earsJoin my newsletter for ways to improve your life and confront your biggest fears. If you’re interested in working with me try me here.This article first appeared on Medium.

Snake Robots Crawl to the Rescue, Part 1

Snake Robots Crawl to the Rescue, Part 1 Snake Robots Crawl to the Rescue, Part 1 Snake Robots Crawlto the Rescue, Part 1 Snakes move rapidly through unstructured environments and avoid obstacles by going around or over them, or through small holes in the obstacle, such as a rock pile. For years, engineers have studied the remarkable locomotion capabilities of snakes to make snake-like robots that move in similar ways. Snake robots or snakebots are especially valuable in search-and-rescue operations. They come in a variety of shapes and sizes, ranging from 20-30-foot-long snakebots that work on the ocean floor to tiny medical snakebots used inside the human body for surgical procedures. The CMU team prepares their snake robot for a search mission. Image: Carnegie Mellon University Traditional snakebots move using snake-like motions such as sidewinding and lateral undulation. But the next-generation snakebots are more modular in design, consisting of a series of independent modules that are connected and programmed to work together. This redundancy allows them to continue to function even if several modules are destroyed. New advances in actuators, motion planning algorithms, force feedback, and modularity are taking snake robots to a higher level of complexity and functionality. Next-generation snake robots emerging from Carnegie Mellon University, Stanford University, and Worcester Polytechnic Institute labs are leading the pack. For You: The latest in mechatronics from ASME.org When the robot goes over bumpy terrain, the series elastic actuators allow us to not perfectly plan the footsteps, but rather let the robot automatically conform to the environment the way animals do.Prof. Howie Choset, Carnegie Mellon University Modular Snakebots Carnegie Mellon Universitys Robotics Institute is considered by many to be the home of snake robot design and development. CMU engineers have made advances in force-sensing technology so the robot can determine how tightly it needs to wrap around an object in order to cling oneliminating the need to preprogram the robot based on best-guess conditions of its operational environment. These robots are of modular design, where segments or modules can be added or subtracted to change its length. Each module is a series-elastic actuator packed with sensors that enable controllable position, velocity, and sensitive torque control, as well as three axis inertial measurement. With six legs connected to a rectangular body, CMUs Snake Monster robot is actually not a snake. The legs, however, move with snake-like action. The actuators measure and regulate the force it exerts, as well as the forces upon it. The joints in the leg feel the force of the robot being pushed and then, in an effort to zero-out the force it feels, the robot walks in the direction it is being pushed, says CMU professor of robotics Howie Choset. The force feedback allows for very simple controls that can adapt to a wide range of terrains. When the robot goes over bumpy terrain, the series elastic actuators allow us to not perfectly plan the footsteps, but rather let the robot automatically conform to the environment the way animals do, he says. Part 2 of Snake Robots Crawl to the Rescue uncovers the type of robosnakes slithering out of Stanford University and Worcester Polytechnic Institute. Mark Crawford is an independent writer. Read More: Take a Spin and a Splash on the Hydro Bike The Chain Gang MRI-Safe Robots Treat Epilepsy

This is how much the happiest workers in America make

This is how much the happiest workers in America make This is how much the happiest workers in America make New LinkedIn Learning research shed light on people in the yearly income bracket who like their jobs the most. Surprisingly, 81% members of the $51,000-$75,000 pool said they have “job satisfaction,” the most of any category. But this wasn’t even the highest amount of income surveyed.  It turns out more money doesn’t necessarily mean you’ll feel better about the job you have. “A big finding â€" the more money people make, the more stress they tend to feel at work,” the LinkedIn post says.Almost 1,000 American LinkedIn currently working took the survey, which was released around the time that LinkedIn Learning offered a stress management course  featuring  the executive director of The American Institute of Stress  as the instructor.How much people in different income brackets like their jobsSo how did the people with the heftiest paychecks feel? The numbers show that 74% of those making $251,000 or more enjoy their positions.Seventy-nine percent of those making $201,000 -$250,000 like their jobs, 74% of those making $151,000-$200,000 do and 76% of those in the $101,000-$150,000 and $75,000-$100,000 categories do, respectively. Sixty-nine percent of those in the lowest income bracket, $35,000-$50,000, like their positions.Who is the most stressed at workFifty-two percent of men and women, respectively, each said they were “stressed” on the job, but the real differences come into play when you look at findings based on income level.Sixty-eight percent of those within the top two wealthiest income brackets surveyed- $251,000 and more and $201,000-$250,000, respectively- are stressed. Fifty-two percent of those making $151,000-$200,000, 54% making $101,000-$150,000 and 52% of people earning $75,000-$100,000 say they are as well. Thirty-eight percent of those making $51,000-$75,000 and 47% of those making $35,000-$50,000 said they were stressed.The survey also showed who is the most stressed by age, with 52% of Baby Boomers, 57% of those in Generat ion X and 44% of millennials saying they feel this way at work.What to do if you’re stressed at work:When the feeling is overwhelmingShifting your focus to your breath can go a long way when you’re in this situation. It’s pretty simple, but will give you the time to cool off or center yourself if you need to.So take a moment to do this the next time you’re feeling super stressed in the office.When emails are getting in your wayResearch has found that managing your emails every 45 minutes at work can be a good way to get ahead of them- and stay there.So instead of saving them all for the end of the day (or worse, the early morning), take the time to read and decide what to do with each in these relatively short increments.When you don’t really know what’s expected of youResearch has found that the biggest source of employees’ stress at is “unclear goals.” If this is you in a nutshell, make sure you approach your boss well before a huge deadline comes up, or you’r e given far more responsibility. Checking in with them regularly will keep you up to speed on the results they’re looking for while simultaneously showing them that you take your job seriously.

How to Ace an Interview for a Freelance Job

How to Ace an Interview for a Freelance Job How to Ace an Interview for a Freelance Job While a freelance job interview isnt extremely different from a normal, permanent-position interview, interviewing for a freelance or contract position can require a slightly different approach. As a freelancer, its important to emphasize your diligence, dependability, and trustworthiness. Additionally, since a client might be screening numerous other freelancers, its always important to be on the top of your game. Here's How to Ace an Interview for a Freelance Gig Focus on your experience and skills most applicable to the job you’re applying for. Many freelancers have a variety of skills, and might dabble in multiple different freelance ventures at the same time. However, it’s important to focus your interview answers on the specific job you’re applying for. This might seem obvious, but sometimes even the same title can take on two different forms. Think, for example, about a “project manager” who might be managing software development in one gig, and research or development in another. Or, a “graphic designer” who works on everything from responsive web design to print brochures to banners. Make sure you fully understand the job you’re applying for, and then tailor your answers to include your skills and experience most relevant to the job at hand.  Review some of the questions you may be asked, so you can prepare a response. Do make a mention of your other attributes. That’s certainly not to say that you should present yourself as a single-focus freelancer if that’s not the case. If you do have other skills that you think could add value to your client’s projects, share them. This can help strengthen your case if you present it in the right way. For example, you might say, “Though my focus is graphic design, I am also a copywriter, so I can assist with writing, editing and proofreading the copy on your marketing materials, in addition to working on the design.” Be ready to provide references. As a freelancer, having references to vouch for you is very important. Unlike working in a permanent position where poor performance would get you fired or demoted, and thus be evident on your resume, poor performance as a freelancer isn’t always as obvious. So, don’t be surprised if a client wants to speak to your references. Have your references’ contact information ready to share. A past client who appreciated your work is ideal. If that’s not possible, ask a former manager or supervisor, a former coworker or someone you’ve worked directly with in some capacity. Be mindful about providing the contact information of your existing clients. You don’t want them to think you’re ditching them or overloading yourself to the point where you’re unable to fully invest yourself in their work. Come with talking points. While it’s relatively easy to “wing it” when talking about your own experience (though this certainly isn’t a recommended approach), it’s not easy to “wing it” when you’re talking to a client about his or her company or past projects. It really does benefit you to Google like crazy: research the person you’re interviewing with, the company, projects they’ve worked on in the past and even other people they’ve worked with. Once you’ve found this information, how can you use it? Here are some suggestions: You can express admiration for one of their past projects, and note ways that it might be similar to a successful project you’ve worked on.Emphasize your appreciation for their mission statement or organizational goals and provide examples of how your own experience lines up.You can ask what distinguishes them from similar companies, or acknowledge a unique approach they might have taken in their work (citing specific examples from your research). Ask the right questions. Convey your attention to detail, organizational abilities and planning skills by asking specific questions about the position you would like to take on. You can ask: How many hours per week you’re expected to workWhat is the client’s end goal in the projectsIf the client has taken on projects like this before, and if so, what approaches and work styles have been successful in the past, and what has been unsuccessfulWhat forms of communication will be usedHow often will meetings or check-ins be required Emphasize your dedication and diligence. By nature, freelance or contract work requires a high level of trust between client and contractor: trust that the contractor work will get done well and on time, while working independently, and that the client will pay in a timely manner as well. It’s important to establish yourself as someone who is trustworthy, responsible and accessible. Additionally, you’ll want to portray yourself as someone who is committed to a project even if you aren’t an official or permanent member of the client’s team. The best way to do this is to share specific anecdotes or examples about when you went above and beyond as a freelancer. Have your application materials and assets ready to share. Provide a printed copy of your resume and your portfolio, if applicable. If you can’t provide a hard copy of work examples, have a URL to share or bring your laptop or tablet to the interview so your potential new client can view your work on the spot. If you didnt provide these resources during your interview, follow up immediately with a thank you note that includes relevant links. Know what you’re worth. If the topic of payment comes up during your interview, don’t waiver or sound unsure. Be honest about what you’re usually paid - don’t pad it, but don’t be afraid to speak up for your worth.  Here are tips for pricing freelance projects and how to negotiate freelance rates. Stay professional. Treat your freelance interview as formally as you would any other interview, whether you’re interviewing by phone, by video, or in-person. Show up on time, or early; present yourself in a polished, professional manner; since your interviewer could be speaking to a multitude of people, it’s especially important to be on top of your game.  Check out these tips on how to prepare for an interview ahead of time.

Why its hard to recognize genius

Why it's hard to recognize genius Why it's hard to recognize genius On January 1, 1962, four young men- John Lennon, Paul McCartney, George Harrison, and Pete Best- auditioned for a record deal at Decca Records in North London. They played 15 songs, vying for a break after two years of struggling in local clubs and pubs.Decca was polite, but rejected the band. “Guitar groups are on the way out,” they commented. “The Beatles have no future in show business.”This turned out to be one of the worst mistakes in the history of the music industry.The Decca people weren’t idiots; they knew the music biz. But they were human. And we humans, it turns out, are bad at recognizing genius.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Says psychologist David Dunning  in a recent interview with Smart Planet,“We cannot recognize the best among us, because we simply do not have the competency to be able to recognize how competent those people are.”That’s a little troubling, but it makes sense.  For the last couple of decades, Dunning has performed experiments to show how people tend to overestimate their intelligence. (40% of us think we’re in the top 5% of the intelligence spectrum, it turns out.) Recently, he’s turned his work toward genius, showing that people consistently underestimate the intellectual performance of their smarter peers. “Genius hides in plain sight,” he says. “People do not have the competence or the skill or the intellectual scaffolding to recognize people who out-perform them.”And unfortunately, genius has another problem: true geniuses- and breakthrough ideas- often sound crazy.Artistic works are often not recognized as genius until long after their time. Inventions like the telephone, radio, automobile, and television were all dismissed by the experts of their days. “There is no reason anyone would want a computer in their home,” said Digital Equipment Corp. president Ken Olson in 1977. When Fedex founder Fred Smith presented his idea for an overnight delivery service to his management professor at Yale, the professor shot it down. “In order to earn better than a ‘C’,” he said, “the idea must be feasible.”“The best startup ideas seem at first like bad ideas,”  writes  Paul Graham, founder of Y-Combinator and business essayist.Graham has worked with 100s of startups, including billion-dollar behemoths like Dropbox and Airbnb.“If a good idea were obviously good, someone else would already have done it. So the most successful founders tend to work on ideas that few beside them realize are good. Which is not that far from a description of insanity, till you reach the point where you see results.”The sweet spot, he says, for great investments is therefore at the intersection of “sounds crazy” and “is a good idea.”So, we can’t see the brilliance in front of us because we think we’re right when we’re wrong. And truly revolutionary ideas by def inition cut against conventional wisdom. But we’d rather not be Decca Records and miss out on The Beatles. Most of us could use a genius breakthrough or two in our work lives.Is there anything we can do?Nobel Prize winner Richard Feynman, who’s regarded by many as the last great genius in modern physics, had only a 122 IQ- much lower than many working physicists today. The difference between Feynman and his peers, and the reason he was able to contribute so much to science despite a run-of-the-mill IQ, was his propensity to look at problems from weird angles.Instead of approaching questions based on the knowledge he had and the conventional ways that others thought of the problems, he rethought the questions themselves.In other words, if we want to recognize genius (or perhaps be it), we need to pay more attention to people who ask questions like, “What if [common belief] weren’t true?” and “What if we had to approach this backward?” These are the kinds of questions th at lead to breakthroughs.Albert Einstein was once (allegedly) asked the difference between him and the average person. He replied that the average person would stop searching for a needle in a haystack once she or he found it. Einstein, on the other hand, would keep looking through the entire haystack for all possible needles.Curiosity is a less daunting skill for “normal” people to master than technical aptitude or whatever it is we think makes for genius. After all,  someone  eventually gave the Beatles a record deal. And that someone didn’t have a 150 IQ.Genius, it turns out, has less to do with the size of your mind than how open it is.This article first appeared on LinkedIn.

9 executive presence practices that arm you against ageism at work

9 executive presence practices that arm you against ageism at work 9 executive presence practices that arm you against ageism at work A 54-year-old worker who lost his job in 2008 at the beginning of the Great Recession is now 65 years old. According to the US Equal Employment Opportunity Commission, the average unemployment duration for a 54-year-old at that time was almost a year, and it may have taken that person two or three years to find a new job. Further, that new job may not have been on a par with the one she had before. To make up for that financial loss, she will likely need to work longer than originally planned.Now consider a 54-year-old worker who loses his job in today’s economy. Today, jobs are more plentiful and conditions are more favorable compared to 10 years ago. But, there is one constant for today’s 54-year-old â€" age discrimination.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!The Bureau of Labor and Statistics sites three findings from a recent study on ageism in the workplace that aren’ t good. The statistical evidence on 40,000 job applicants for more than 13,000 job positions in 12 cities spread across 11 states shows that there is age discrimination in hiring- discrimination against both women and men.Older applicants- those 64 to 66 years of age- experience more age discrimination than middle-age applicants ages 49 to 51. Women- especially older women, but even those of middle age- experience more age discrimination in hiring than men do.Policymakers have attempted to boost the labor supply of older workers but these measures hurt the worker who has been laid off in her 50s.Policies center around reforming the Social Security program: reducing benefits for those who retire as early as age 62 or at any time before reaching full retirement age; increasing the full retirement age; and taxing Social Security benefits at a lower rate, for both those who continue working while receiving benefits and those who retire and receive benefits (a double-edged sword in that, at the same time, that it will induce some older workers to keep working, it will encourage others to retire and receive the lower taxed benefits).But age discrimination in hiring has the potential to thwart all these reforms.It is increasingly difficult to prove age discrimination so the best point of defense is to remove it as an issue from the hiring manager’s perspective by being focused on your value proposition not your age. This takes mindful focus on your signature strengths and active positivity. It demands a shift in your mindset if you want to convey a presence that will shift theirs.1. Be the part.Develop daily routines that keep you in good shape. Dress sharply. Study contemporary magazines to notice what looks are trending at work. Like it or not image matters. When you are in good shape you have a great presence that shows confidence. Show that you understand discipline and structure by how you take care of yourself. Eat well. Exercise. Do yoga. Meditate. Pray. Wal k. Read material that inspires you every day. Develop mindful practices that keep you grounded.Other people are less apt to care about you if they think you don’t think highly enough of yourself to take care of yourself. Your appearance gives a first and lasting impression.2. Network with people outside your age groupWho will you develop a relationship with from each of the many generations that are in the workforce today? How will you do that? Join associations. Spend time in new places. Attend professional meetings. Go to networking events and MeetUp groups. Gen Z, iGen, or Centennials: Born 1996 â€" TBD Millennials or Gen Y: Born 1977 â€" 1995 Generation X: Born 1965 â€" 1976 Baby Boomers: Born 1946 â€" 1964 Traditionalists or Silent Generation: Born 1945 and before 3. Seek to work on things that areMeasurable;  Not easily transferable;  New and different and  Hold a high learning curve.  This includes relationship building, specific expertise, soft skills, negotiating, inspiring, leadership, strategic ability. If you aren’t, do so. If that means leaving the company or transferring to a different role â€" consider it before they can replace you with someone younger at half the cost.4. Work for a company that LIVES the values that hang on the wall.Define YOUR values. Research companies that actively employ and promote people of all age groups. Ask about this among your friends and social networks.5. Make time to mentor others.Share your expertise. Counsel people. Have an open door. Be the person no one wants to see let go.6. Have a response ready for when the interviewer says, “You’re overqualified.”“I’ve spent my career with the pressures of corporate America. At this point, I am excited to find a role where I can put my expertise to work to actually accomplish something without the extrinsic noise.”7. Define your signature strengths and be able to speak to how you use them to create measurable results.Those results should have numbers in them â€" increased sales 8% in the first year, decreased costs 9%. Ask your friends and colleagues to define your strengths.Go online and take free strengths assessments. Build your self-awareness so you can be in a role that aligns with your talents.8. Write down three people over the age of 55 who you admire.Then list what you observe about them that draws you to them. How will you emulate them? What is it about their executive presence that intrigues you? Continue to observe the presence â€" body image, tone of voice, carriage, when and how they speak â€" of leaders you like.9. Separate your lifelong career accomplishments from any limiting instance at hand.Nothing negates all that you have done. Make a list of all that you are grateful for. No one can take that away from you.For a worksheet on 10 Tips to Develop Your Executive Presence Plan Against Ageism, click here.Mary Lee Gannon, ACC, CAE is an executive coach and corporate CEO who helps busy leaders get off the treadmill to nowhere to be more effective, earn more, be calmer and enjoy connected relationships with the people who matter while it still matters. Watch her FREE Master Class training on Three Things to Transform Your Life and Career Right Now at  www.MaryLeeGannon.com.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

11 Companies Hiring Just in Time for the Holiday Season With Awesome Perks

11 Companies Hiring Just in Time for the Holiday Season With Awesome Perks 11 Companies Hiring Just in Time for the Holiday Season With Awesome Perks Great news for those in the retail industry - according to Glassdoor’s Local Pay Reports , the salaries for several key retail roles are on the rise, outpacing many other job titles and industries. In fact, store managers (up 4.0 percent to $48,616), cashiers (up 3.7 percent to $27,549), warehouse associates (up 4.3 percent to $42,893) and truck drivers (up 4.1 percent to $52,629) have some of the fastest-growing salaries, fueled largely by the seasonal demand for retail workers. But beyond just salaries, many retailers are offering competitive benefits in order to attract the talent they need during this busy time. Given this, it’s hard to imagine a better time to find a job in retail than right now. So if you need some extra cash for the holidays and want to work for a company that offers a total compensation package, consider a job at one of the following companies. Benefits: Starbucks calls their total pay package “ Your Special Blend ,” and it includes tailored benefits that may include bonuses, 401(k) matching and discounted stock purchase options for those working 20 or more hours a week. In addition, their Starbucks College Achievement Plan allows employees to earn a fully-paid bachelor’s degree through Arizona State University’s online program. What Employees Say: “Company perks like Insurance for part-time employees, College assistance programs, Flexible Hours, Fun environment.” - Former Shift Supervisor Benefits: Sephora employees are never left wanting for great beauty products. Team members get free products throughout the year, as well as generous discounts. And no matter your role - full-time, part-time, seasonal, etc. - you’re eligible for a bonus based on company performance. What Employees Say: “always opportunities to grow within the company. your career path is always top of mind and the company invest so much in making sure you get where you want to go. the development is amazing. never have i worked for [an] employer that cares nearly as much. they really want to see you win and i love that about this company.” - Current Education Lead Benefits: Employees who work 20 or more hours per week at Amazon get a range of benefits, including “life and disability insurance, dental and vision insurance with premiums paid in full by Amazon, and funding towards medical insurance,” says Business Insider . They can also become eligible for Amazon’s Career Choice program , which offers tuition assistance for training in high-demand careers. What Employees Say: “Pros: 1. The pay is Great 2. The cool coworkers 3. Nice management 4. Good hours 5. Part timers get benefits.” - Current Warehouse Worker Benefits: 10 percent discount at Target and Target.com with a 20 percent wellness discount on select food and products, flexible scheduling and competitive pay. What Employees Say: “Lots of learning, developing as well as challenging the status quo. Learn to work through big picture problems that plague many workplaces.” - Current Executive Team Leader Benefits: A generous 25% discount that kicks in immediately, as well as flexible schedules, competitive pay and opportunities for growth and development. What Employees Say: “The people you work with are wonderful! The customers are great and it is so much fun helping them find the right pieces! If you are willing to learn management is willing to teach! The products are beautiful which helps to sell! I love that it is not commissioned so the environment is very friendly!” - Current Sales Associate Benefits: UPS’ Earn and Learn program offers full-time benefits like medical and dental coverage and tuition assistance to part-time employees as well. What Employees Say: “Benefits package, overtime for over 5 hrs of work for part-time employees, tuition reimbursement, top of the line health insurance that does not come out of your paycheck, 401k after 5 yrs of service, paid vacations and holidays, no required weekends unless specified in your bid position, opportunities to change positions and be promoted.” - Current High Volume Sorter Benefits: After a certain period, all Costco employees - full-time hourly, part-time hourly, and salaried - are eligible for benefits which include healthcare, dental care, vision, 401(k) and a stock plan, to name just a few. What Employees Say: “Best retail job out there with room to move up in the company if you stick around. Really easy going and friendly environment.” - Former Merchandiser Benefits: After 89 days of employment, eligible part-time employees can receive a host of benefits such as Part-time Medical Plans, Pharmacy Discount Card, Dental, Vision, Holiday, 401(k) Plan and more. What Employees Say: “Working part-time allows for flexibility, some benefits, 401k, medical, dental, vision as well as a way to stay active and be paid for it.” - Current Employee Benefits: When employees (part-time or full-time) at REI reach their individual, department and company goals, they’re eligible for bonuses through the Annual Incentive Plan. In addition, team members earn a whopping 50% discount on all REI Gear and Apparel, as well as a 30% discount on most REI Adventures trips, to name just a few perks. What Employees Say: “Excellent benefits and the pay was decent as a seasonal employee. Also great discounts.” - Former Sales Employee Benefits: In advance of the hiring season, Kohl’s is on a hiring frenzy - and they’re offering competitive benefits to attract the right candidates. Kohl’s employees get a 15% associate discount, weekly paychecks, paid lunch breaks, free access to an onsite wellness clinic, average hours and weekend incentives, shift premiums and more! What Employees Say: “Flexible hours and starting pay is good for associates. Always an opportunity to grow and switch departments.” - Current Customer Service Associate Benefits: In addition to an employee discount, Land’s End employees located at the call center, distribution center and corporate headquarters have access to the Comer Center , a state-of-the-art wellness facility which contains a gym, pool, sports leagues and a variety of exercise, nutrition and wellness classes. What Employees Say: “The company treats their employees in the same manner we are expected to treat the customer…with extraordinary care & service.” - Current Customer Service Specialist

New Questions About How to Put Cum Laude on Resume Answered and Why You Must Read Every Word of This Report

New Questions About How to Put Cum Laude on Resume Answered and Why You Must Read Every Word of This Report What You Don't Know About How to Put Cum Laude on Resume If you're applying to 10 general litigation openings, one particular version could be just fine. If it comes to cover letters, you can stick out by mirroring the voice of the organization in your letter. The major advantage of a resume parser is to conserve time on adding candidate information right into the ATS. The exact same should be said about how to select the suitable format. Doing well in school and graduating with distinction isn't worth as much as experience or great recommendations a couple of years later on, but it might help you stick out in the crowded job market, especially when you're a new graduate. The examples above reveal that you are able to write cum laude on your resume in many ways. The perfect place to explain why you need to visit grad school is in your private statement. Most grad pro grams require some type of private statement, which is where you'll receive the very best opportunity to inform the school why your experiences and interests make you the ideal candidate for the program. By carefully targeting resumes for particular jobs, you're able to greatly enhance your odds of getting noticed in the work industry. Alas, many job applicants don't provide that same degree of care to their education section. There are a lot of resume strategies to master which will help you land the job that you desire. Since you may see, the candidate quantified how lots of new employees he trained and the number of patients he treated daily. How to Put Cum Laude on Resume and How to Put Cum Laude on Resume - The Perfect Combination Putting an objective on top of your resume is becoming obsolete. If you've just graduated, think about placing your education section prior to your experience section. Always lead with your very best foot forward, so if you've got an outstand ing education and just a little quantity of work experience, list your education first. Education has become the most powerful weapon that you can use to modify the world. The Little-Known Secrets to How to Put Cum Laude on Resume The absolute most important point to remember when writing out your degree is that consistency is vital. Any range of life experiences, special abilities, and exclusive abilities have the ability to make you distinguish yourself from the crowd. Besides that, only make certain it is short and to the point. Instead, short, well-constructed, and simple to read should become your mantra. Again, the very best thing to think about is who will be reading your CV and what they are interested in. My very first suggestion is for you to fully rethink the resume. There are plenty of explanations. There's not any reason to feel intimidated. The How to Put Cum Laude on Resume Trap It's unlikely you're have an honors section devoted to school achievements. I f you haven't achieved any honors, set your GPA near your major. Especially, in case you graduated with honors. In any close competition involving you and several different candidates, your hard-earned honors just may be the difference-maker you should come out on top! Last, the location of the school is an excellent article of information to get, but it isn't crucial. Besides the four graduate school resume and CV samples above, there are plenty of resume samples it is possible to access for free internet. Just make sure that you incorporate a zip code so you turn up in applicant searches if you're a neighborhood candidate. The format of your resume will heavily be based on the information that you need to work with. The Do's and Don'ts of How to Put Cum Laude on Resume Finally, but the decision regarding whether to abbreviate a degree is completely yours. It's immensely important whether your new degree is related to the work description. Needless to say, a degree can be a really beneficial asset, but the experience here has a greater value. Also, for those who have a degree in a different field, you can demonstrate that you took courses related to your professional field also. Lies You've Been Told About How to Put Cum Laude on Resume If you've resolved to return to school after a couple of years in the workforce, you should set your work experience prior to your education. It's important to not forget an employer won't necessarily read your entire resume and thus do not save the very best for last. Especially whenever there are countless different applicants with similar qualifications and techniques. List all the education and training you have received that is connected to the job which you are trying to get. Place experience before education if you've got five or more years of experience linked to your objective. If you currently have experience in the area, it's also advisable to avoid listing your GPA and pay attention to your experi ence instead. Older experience might also be shown in the Summary of Experience paragraph too. In addition, don't discount experience you think isn't related to your chosen field. Or maybe you had a terrific internship experience. Resumes have a kind of oxymoronic significance in the admissions process. So if you're a recent grad who lacks experience, don't hesitate to place your Education and Bar admissions directly beneath your Objective.