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.