Pressure Vessel and Piping MasterClass Courses to be Offered D...

Pressure Vessel and Piping MasterClass Courses to be Offered D... Pressure Vessel and Piping MasterClass Courses to be Offered D... Pressure Vessel and Piping MasterClass Courses to be Offered During Code Week in AtlantaASME Training Development will present six courses from the ASME MasterClass Series on Boiler, Pressure Vessel and Piping Technologies next month in conjunction with ASME Boiler and Pressure Vessel Code Week. The advanced-level courses will be held from Nov. 1-6 at the Westin Peachtree Plaza in Atlanta, Ga. Led by industry experts and ASME codes and standards leaders, ASME MasterClass courses are practical training sessions for experienced professionals that emphasize learning through the discussion of real world case studies and practical applications. MasterClass instructors lead in-depth sessions that address current issues and best practices to inspire interactive discussions and group knowledge-sharing. The first course, Bases and Application of He at Exchanger Mechanical Design Rules in ASME BPV Code Section VIII, offers a comprehensive look at the history and bases for the mandatory rules for the mechanical design of shell and tube heat exchangers supplied with the ASME Mark, and provides a review of the detailed design procedures, as well as a thorough explanation of the significant parameters and available options. The course, to be held Nov. 1 and 2, will be presented by Gabriel Aurioles, technology director for Aspen Technology and chair of ASME Subgroup on Heat Transfer Equipment. On Nov. 3 and 4, Design by Analysis Requirements in ASME Boiler and Pressure Vessel Code Section VIII, teilen 2 will provide attendees with an understanding of the analytical methods found in Part 5 of Section VIII, Division 2, and present them with practical information on how to meet the requirements using finite element analysis (FEA). David Thornton, principal engineer and technical advisor for Equity Engineering Group and me mber of the joint American Petroleum Institute/ASME technical committee responsible for the development of Fitness-for-Service (FFS) assessment techniques, is the instructor for this MasterClass, which will incorporate detailed FEA models to help illustrate the various analytical techniques. Piping Vibration Causes and Remedies - a Practical Approach, on Nov. 4 and 5, provides the necessary foundation of knowledge for those who are responsible for assuring the mechanical integrity of existing piping systems, as well as those responsible for designing and constructing new piping systems. Presented by Don Frikken, senior advisor for Becht Engineering and member and past chair of the ASME B31 Pressure Piping Committee, the course presents background on primary causes of piping vibration, describes how to identify sources of vibration, and explores a wide variety of causes of vibration in order to enable participants to properly evaluate the different vibration problems t hat can occur in piping systems. Techniques Methods used in API 579 Problem Manual and additional examples illustrating the different Assessment Levels. David Thornton will be the instructor for this MasterClass, which will teach participants how to define the basis and application of the Assessment Levels permitted by API 579-1/ASME FFS-1 select an Assessment Level given a component with damage and apply the FFS techniques to the evaluation of inservice components through the life-cycle management process. Bases and Application of Design Requirements for High Pressure Vessels in ASME BPV Code Section VIII Division 3, also on Nov. 5 and 6, offers an overview of the design methodology and philosophy of ASME Section VIII, Division 3 Alternative Rules for High Pressure Vessels, which incorporates an overview of the analysis methods used, including the application of FEA, to meet the requirements of the Code. Presented by Daniel T. Peters of Structural Integrity Associa tes and chair of the Section VIII Subgroup on High Pressure Vessels, the course will show attendees how to apply the rules of ASME Section VIII, Division 3 to pressure equipment design evaluate the life of a component using ASME Section VIII, Division 3 philosophy and define the limitations of the ASME Section VIII, Division 3 in reference to pressure equipment design. The sixth MasterClass, Piping Failures - Causes and Prevention, provides participants with background on the fundamental causes of piping failures and describes how these failures could have been avoided. The course, which will be presented by Don Frikken on Nov. 6, will explore a wide range of failures, including mechanisms such as fatigue, overload, corrosion, among others, and discuss the various mistakes that can be made during piping design, construction, operation, maintenance and inspection. Attendees can save 15 percent on registration when they sign up for two of the MasterClasses in Atlanta , or save 20 percent when they register for three courses. For mora information on the MasterClass Series training event in Atlanta, or to register, visit www.asme.org/products/courses/asme-program-mc1017. To learn more about the ASME MasterClass Series and other upcoming programs, visit go.asme.org/masterclass.

This might hurt a little ... but please do it anyways

This might hurt a little ... but please do it anywaysThis might hurt a little ... but please do it anywaysHave you ever been on the receiving end of confusion? Of people saying one thing and doing another? Of a situation that you were sure was headed one way but it quickly swerved out of seemingly no where or dissolved or became something that was completely different than what you intended it to be?Sure you have because we all have. From business deals that dissipated. Relationships that went off course. Potential the fizzled. When we hear one thing but the situation is another, its hard to unsee what we deep down want to believe. And what most of these situations have in common is the same thing a complete lack of clarity.Confusion is born from teams, people, or individuals that refuse to be clear. In an effort to remain comfortable, we choose not to be direct. But in that lack of clarity is confusion. And confusion hurts. And it keeps us on the hook.Ive done it. Ive committed t o things in person that I had no intention of following through on. Ive held my real feelings close because I didnt want to hurt their feeling on the spot. Ive hoped it would all just go away instead of having to own my responsibility in it, out loud. Ive ignored poor performances, thinking the positive can outweigh the negative eventually. Ive smiled to someones face and cried behind their back. Ive done it.Ive done it because being direct, and clear, and honest can hurt. It can hurt our own heart and it can seem like it might hurt someones elses. But we must do it anyways.Because confusion is actually the killer here. Confusion becomes a murky pool of questions. Confusion leads to painful blindsiding they didnt see coming. Confusion harvests all kinds of pain and resentment that could have been avoided by just being clear. Being direct. And saying the things that are hard to say.So if youre feeling confused about where you stand, in your job, in your relationship, in your friendsh ip consider creating a conversation for the sake of clarity. Examine why, exactly, youre not asking for the clarity you deserve. Yes, its possible you hear what you fear. Its also possible you hear something that gives you the freedom to move with grace instead of weighted down with confusion.And if youre the person withholding clarity from someone hoping they get it together eventually, or they figure it out, or that the situation will just resolve itself on its own dig a little deeper for the courage to be clear. Examine why, exactly, youre not sharing your truth and saying what needs to be said. Itll release you from this tether of guilt, and itll release them to whats next, which is what everyone deserves to begin with.As Dr. Bren Brown says, Clear is kind. Unclear is unkind. So, be clear. Be kind. Your ability to face these difficult conversations is directly proportional to how much expansion youll see in your life.This article was originally published on MaxieMcCoy.com.

Riding the Canadian rails 2 experiences on different tracks

Riding the Canadian rails 2 experiences on different tracksRiding the Canadian rails 2 experiences on different tracksAll aboard, announces the service manager, and were off from Vancouver. Making our way within Canada, there are two options the Rocky Mountaineer and VIA Rail each a nostalgic adventure, each distinctively different. So, join me on the rails for the inside scoop on the maple leaf nations province-to-province train travel.The Rocky MountaineerEntering the Rocky Mountaineer Station, theres a sense of excitement. Daylight floods the room from full-length windows fronting the track framing our soon-to-be mode of transport. Beyond, an impeccable string of navy and gold train carriages is a grand sight. A whistle sounds and were ready to go with bagpipes blaring in the background. As we make our way were greeted by uniformed hosts and hostesses on a red carpet leading to the train. Scheduled departure is 8 a.m. but were off and running at 756 a.m. Practically an army of R ocky Mountaineer staff are lining the platform and waving goodbyes.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreOnboard, train manager Peter Maseja, an 18-year veteran, introduces himself and shares a bit about our pending journey we have 18 pieces of equipment, 506 passengers and our top speed will be 45 m.p.h. What time do we arrive? someone asks. His response is somewhat vague We share tracks with freight trains, so we never know, he says. Turns out this is the honest to god truth for we never do learn the exact ETA, only that it would likely be after whats scheduled.The Rocky Mountaineer is a seasonal train (April October) that adheres to a partial schedule for a simple reason to maximize daylight. Its routes (Seattle to Vancouver, Vancouver to Jasper and mine, Vancouver to Banff/Lake Louise) are milepost to milepost chock full of astounding terrain, landscape that needs to be seen. Passengers stay in hotels at the half-way point for me in Kamloops their luggage unseen since boarding awaiting in their room.GoldLeaf LuxuryTraveling in its top-of-the-line premier class, GoldLeaf, the details are impressive. The bi-level car is topped with a 180-degree dome, comfortable (assigned) seats are equipped with trays for writing, organizing and the bevy of snacks served (preceded by a refresher towel). These range from warm-from-the-oven scones to chips and salsa and freshly baked cookies. Beverages (including beer, wine and spirits) are served throughout-the-day. On the first level is a formal white cover restaurant for breakfast and lunch. Most food is locally sourced and cooked onboard, and features choices such as a feta and spinach souffle for breakfast and short ribs for lunch. The best thing about the restaurant level is its rear open-air viewing platform for fresh air and photo opps.Having done the Venice Simplon-Orient-Express trip years ago, Rocky Mountaineer is reminiscent of that lines fine appointments but unlike Europes luxury train, this one is augmented with informative commentary and loudspeaker announcements like Bear on the right or Moose on the left And, taking a curtain call as we pull into Banff station a gang of elk welches sure enough there to welcome us along with a row of uniformed employees.Excursion on Via RailDescribed as real railroading by fellow passenger and train enthusiast, John Mueller, there is something inherently romantic about an excursion on VIA Rail, a back-in-the-day peek into train travel of yesteryear. Having debuted more than 60 years ago and refurbished over the years, its sleek stainless cars still shout authenticity. My winter journey from Vancouver to Toronto aboard The Canadian consisted of four-nights, three-days, 2,775 miles, four time zones and the provinces of British Columbia, Alberta, Saskatchewan, Manitoba and Ontario. It began with congratulatory champagne while seated in the dome-observa tion car as we pulled out from Vancouvers Pacific Central Station at noon on a Tuesday. The scheduled arrival in Toronto was for Saturday at 2 p.m.With VIA Rail the train ersatzdarstellers as your hotel. Of the various options, my favorite is Sleeper Plus a private cabin with bunk beds that convert to daytime seating, a sink and a private lavatory (sleeper cars offer a shared shower, for which I never had to wait). Stops are numerous, but the length is not, so the time is spent stretching your legs and breathing in Canadas fresh air. Three meals are served each day with white cloth service and extravagances like prime rib, VIA Rails signature chocolate torte and comfort foods like fried chicken and burgers.The biggest draws, however, were found outside the windows, always a winter wonderland from white-topped Canadian Rocky peaks and wide-open snow-covered prairies to the seasons clear, dark skies punctuated by a canopy of stars (were told to look for a Northern Lights sighting on approach to Edmonton). Add to the mix an education on the meaning of the green, yellow and red signal combos and a graceful rocking to sleep when its bedtime. The result is sweet relaxation. And when pulling into Torontos Union Station, albeit a few hours late, parting is with sweet sorrow.Tips for riding the Canadian railsExpect trains to be late and dont book return flights or other transportation on the day of arrival.Pad an extra day or two on the end of the trip to see Canadas cities.Consider off-season VIA Rail travel. Why? Rates are discounted and there are fewer passengers. Also, views are unobstructed (i.e. no tree-lined tracks) and there is 24/7 access for Sleeper Plus passengers to areas enjoyed by those in Prestige Class.If booking in Sleeper Plus, book an F cabin for more space.Pack light. Except for a small duffel, luggage is not allowed on the Rocky Mountaineer. When packing for VIA Rail, think airplane carry-on allowances one personal item and a small piece of lugg age.www.rockymountaineer.comww.viarail.ca.This article originally appeared on TravelSquire.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Study An orange a day keeps the bad vision at bay

Study An orange a day keeps the bad vision at bayStudy An orange a day keeps the bad vision at bayIf you do not want your world to become a blurry smear, you may want to read this. There is one fruit proven to boost your sight and prevent loss of vision - an orange. Start chopping up those orange slices.In a 15-year study of 2,000 Australian adults aged over 50, researchers found that an orange a day was helpful at keeping macular zerfall, or the disease that causes loss of vision, at bay.A serving of oranges lowered risk of eye diseaseThe study found that participants who had a simple serving of oranges a day reduced their risk of getting age-related macular degeneration 15 years later by more than 60%. The flavonoids, or the chemicals that give oranges their bright color, appeared to be particularly helpful at preventing the eye disease. Interestingly, oranges had superior eye benefits than other foods that had flavonoids like apples.Flavonoids are powerful antioxidants found in a lmost all fruits and vegetables, and they have important anti-inflammatory benefits for the immune system, Bamini Gopinath, the studys lead author, said.We examined common foods that contain flavonoids such as tea, apples, red wine and oranges.Significantly, the data did not show a relationship between other food sources protecting the eyes against the disease.To save your eyes in the future, prevention can start with a cup of squeezed orange juice.

Life, Death, and Volunteer Experience Resume

Life, Death, and Volunteer Experience Resume What You Dont Know About Volunteer Experience Resume Being part of student government not only offers you the chance to get some leadership experience, but in addition the occasion to really make a difference in the lives of different students on campus. Regardless of what profession youre seeking, a site can display your work. While the organization in which you volunteer may not have an official outline of the job youre likely to do, have a conversation with the volunteer coordinator about your unique involvement. When you havent been in a position to get out into the community lately, search for ways that you can help out to remain current. If you genuinely arent qualified for the work, briefly explain as to the reasons you will want to ensure the job, and just what you could do to be able to train yourself and make your self familiarized with the skills required in reservierung to complete the work easily, not take a lot of train ing or supervision. One of the greatest ways is by way of education. There are a lot of ways it is possible to find some leadership experience beyond the classroom, and among the best is by volunteering in your community. There are several things you can do in order to find the experience and certification you will need. The chance of obtaining a job for a volunteer is often significant. She is someone who has made a decision that they will work for a company or an organization without expecting a payment. All volunteer work needs to be employed to supplement your true work history when youre asking for a paid position. Relevant volunteer work might be only the thing to capture that employers interest. Volunteering is Experience There are lots of techniques to get experience in life. You are prepared to impact the job which you dream of. Whether you are in need of a work now or not, you never now as soon as an opportunity will present itself and you are going to be request ed to submit a resume. Finding work in the actual world is far harder than I thought. As a volunteer on the Kerala Special Needs Care project, you will play a major part in providing people with special needs a chance to learn new abilities and a degree of care they otherwise wouldnt have accessibility to. List related volunteer experience below the employment include section just as with any other job. Providing the real surgeries for families in need, at no cost, is the key mission of Smile Train. Organization Some of us will inform you to set your education at the peak of your resume. Want to Know More About Volunteer Experience Resume? In case you have any certifications related to the job, make certain to add them alongside your degrees. If it directly is related to the position youre applying for, however, include it beneath your Work History instead. A volunteer resume is all you want to start. If you dont have a lot of experience, your credentials may look pretty l onely on the webpage. You feel as though youre making an effect. The very first step is to learn about the regional shelters in your region and their requirements. This key points will let your application shine. Its also not essential to include if youre asking for work in a career path thats already well established in your area. Cover letters enable you to tailor your goals to the job that you are applying for and developing a very good cover letter is crucial. Distributing fliers and other advertising materials is a simple and important way to have the word out about adoptable pets. When you have information regarding technical experience, list it in bullets just like you would under work. County medals are awarded by every county or region dependent on the outcome of the 4-H record judging process.

The Most Popular Free Modern Resume Templates

The Most Popular Free verkommen Resume Templates A Secret Weapon for Free Modern Resume Templates Resume Samples can allow you to present your employment and education information the suitable way. Resumes are usually categorized by the style in which the info is presented. Whatever They Told You About Free Modern Resume Templates Is Dead Wrong...And Heres Why Several formats available A tremendous benefit of our CV layouts is that theyre supported by all well-known formats. There are three major types of resume templates. The freebie includes a PSD file and all the layers are named and grouped perfectly and simple to customize to satisfy your needs. The freebie was made by Mats-Peter Forss. Free Modern Resume Templates Features Theres no specific length for a resume, and theres no standard to it. A term design is easily the most perfect kind of protection and is a crystal clear assurance strategy. Modern resumes like your modern CV have to be job specific to stick out from the remaining basic resumes submitted. The subsequent professional resume template is suited to professional bankers, and its just what you need. Gossip, Lies and Free Modern Resume Templates Resumizer free resume creator allows you to preview your resume at any location in the creation procedure. The freebie consists of word Docx and Pdf documents so it is easy to edit it to your requirements. All you need to do is simply edit the document to include your individual details. The upcoming free resume template is made in the shape of a brochure. Ensure you didnt miss whatever could cost you the job that you dream about There are lots of beautiful resume templates out there, but nevertheless, it can be simple to feel as a lot of the greatest cost a ridiculous quantity of money, require special design programs in bestellung to edit, or both. Even if youre an excellent worker, but youre not able to present the details in your resume properly, you might miss the chance. E ven if youre a fine worker, but youre not able to present the details in your resume properly, you might miss the chance.

Easy Ways to Advertise Your Media Brand

Easy Ways to Advertise Your Media BrandEasy Ways to Advertise Your Media BrandMedia advertising should be part of an overall promotion campaign that targets desired audiences and convinces them to take action that benefits your company. There are several easy ways to advertise your media brand, depending on what you want from your customers. The best media advertising strategy creates a mix of different schrifts of ads, each one targeting different needs. Topical Ads Topical media advertisements are the simplest to produce and address specific goals. For example, if you want to give your audience a call to action to tune in to a particular berichterstattungcast or pick up a specific edition of the berichterstattungpaper, this is the type of ad you might want. A newspaper might highlight its own content with an ad that says, Read our complete 14-page high school football preview in Fridays edition. A television station might promote its newscast by saying, Bed bug battles What hot el workers dont want you to know. Tonight on Channel 2 News at 6 oclock. Topical ads are most effective when you have exclusive content that will compel people to read, listen, or watch, or when you need a quick boost in your audience numbers. Topical ads have a short shelf life and cease to be relevant after a special section has been published or a special broadcast has aired. However, if you string together a series of topical ads over several days or weeks, you can turn these small gains into long-term trends. Image Ads Image-based advertisements are the opposite of topical ads. They have longer shelf lives because theyre not geared toward getting people to the newsstand or newscast for specific content. Instead, they build your brand by highlighting the qualities you want audiences to associate with your media product. A TV station may want to be known as the leader in breaking news coverage. To accomplish this, it could produce a gritty, aggressive image spot with quick ed its of the news team in action during a flood, hostage crisis, or plane crash. A competitor may seek a different image, one of a compassionate neighbor who cares about your problems. Its image ad could show members of the news team in the community, pushing a child on a swing at the playground, handing a bouquet of flowers to an elderly lady, or picking up trash off the curbside. This form of media advertising wont translate into an instant Nielsen ratings boost for either station, but they can help differentiate your station in an industry where local TV news broadcasts sometimes are viewed as all the same. Its also a good way to target audience demographicsbecause certain imagery performs better, for example, with males aged 18 to 29 than with females 50 or older. Comparison Ads Comparison advertising sets aside imagery for hard facts. If your audience isnt noticing the reasons why your media product is unique, comparison ads might be the solution. Care must be taken to not ap pear mean-spirited. If your news outlet wants to be seen as a friendly, neighborly alternative, comparison advertising may not work at all. If you do want to set yourself apart, something like this might work Channel 4 is the only station with live radar. Not Channel 5. Not Channel 17. Only Channel 4 brings you important weather updates before they become a threat. You also can soften the punch by not naming your competitors directly. Customer Testimonials Some advertisements allow readers, viewers, or listeners to do the talking, touting the benefits of your media company. These ads sometimes are considered more credible than other forms of advertising because real people are seen as more trustworthy than an announcer making a pitch. A parent could be seen saying, I used to start my day with the local paper or by flipping on a morning newscast. But now I go to my hometown website to know which way to drive to work to avoid traffic. While a reader or viewer offering a testimonia l is seen as more believable than either an announcer or an employee of the news outlet, the reality is that many such testimonials are scripted and use paid actors whose home settings are studio sets. Whether using real customers or actors, it is critical to use people who match the demographic you are trying to reach. For example, if you are trying to reach younger viewers, a testimonial from a middle-aged man wont help. Scripts also are important. If you write something for the person to say, make koranvers it sounds conversational. An alternative is to allow the person to speak her own mind about what she likes about your company. Jumping on the Bandwagon A jump-on-the-bandwagon ad conveys that everyone is buying a product, so shouldnt you? A fledgling top-40 radio station might try to convince listeners that everyone is making the switch away from their longtime competitor. This can persuade people who want to be part of a trend and dont want to be left behind. Because this type of pitch is everywhere, it works best when its used with another form of advertising. Otherwise, it will seem empty when you say youre the fastest-growing radio station in town with little else to back up your claim. Bandwagon ads are more effective when backed up by data. For example, if your TV or radio station has experienced a ratings boost, this type of ad can be an effective way to share that information. Proof of Performance A proof of performance ad uses past events to show how your news organization handled a big story, like an election night or a hurricane. The ad could use statements such as When Hurricane Hilda battered the coast, Action News welches there or The next time bad weather threatens, turn to Action News. You want to remind people of what you did better than anyone else. Even people who missed your hurricane coverage will be exposed to what you accomplished and will be left with the message that the next time theres an emergency, they need to choose you for information. Its important to be tasteful with such ads because bragging too much can be a turnoff, especially in a crisis involving the loss of life. You dont want to say, When 10 people died, we were the first to tell you and have your audience accuse you of poor taste.

What to Do When You Quit & Your Boss Wants You to Stay

What to Do When You Quit & Your Boss Wants You to StayWhat to Do When You Quit & Your Boss Wants You to StayWhat should you do if you resign from your job, but your boss wants you to stay? Although some people may find it flattering to hear their supervisor beg them to stick around after they give two weeks notice, this is a situation thats not to be treated lightly. Its important to maintain a positive relationship with your company - while also staying true to whats best for you. If you quit and your boss wants you to stay, think carefully before responding. Here are the dos and donts for umgang this type of situation. DoBe careful about agreeing to stayHear your boss outRemind yourself why you wanted to leaveOffer to do what you can to ease the transitionSend a thank you note after youve moved onDontFeel obligated to stay or be guilted into stayingLose your cool or get upset at workOver-explain why youre leavingSay anything negative about your boss or the companyProvide details ab out your new job or involve the new employer Do Be Very, Very Careful About Agreeing to Stay Your employer may try to convince you to stay with offers of a higher salary, a promotion, extra vacation days, a flexible schedule, that fancy corner office- and so on. However, the consensus among employment experts is that agreeing to stay on board after youve given notice of leave is not usually advisable. Youll be considered a flight risk, and your loyalty and dedication may be questioned, jeopardizing future promotions and potentially increasing your chance of getting fired if a new and eager candidate comes along. Also, agreeing to stay and then leaving shortly after will very likely burn your bridges with the company. Hear Your Boss Out As difficult as it can be, give your employer a chance to explain why they want you to stay. Not only will this set the tone for a respectful and reasonable discussion, but you may also hear about why you are considered so valuable, which can be u seful material to include in a future job interview. However, if he or she carries on endlessly, dont be afraid to reiterate that your decision is final. The other thing that a conversation with your boss will do, if your reason for leaving is the job and not a better offer, is to give you the information you can use to decide if you want to stay and try to make the job work. Remind Yourself Why You Wanted to Leave in the First Place Hear your boss out, but stick to your guns. If your gut is telling you that it was time to move on, be mindful of that feeling. Big salaries and special perks can be convincing, but it can be helpful to jot down a list of the pros and cons of staying or leaving in order to keep your priorities in order. Offer to Do What You Can to Ease the Transition But, make koranvers its on your terms. Let your boss know that youre willing to help fill the void as best you can, whether thats training a new person or being available for questions after your departure. However, keep it on your terms and only commit to what you can realistically follow through with. Send a Thank You Note Once You Have Moved On Clearly, you were a great asset to your company, which means they are an excellent connection to have when youre networking or when you need a strong reference for jobs in the future. Thats why its important not to burn bridges. A week after your departure, send a thank you note expressing your gratitude for the opportunity and wishing the company the best going forward Dont Feel Obligated to Stay or Guilty About Moving On Ultimately, you are employed at will, unless you are covered by an employment contract, which means your employer cannot force you to stay with the company. Dont let yourself be guilted into sticking around. Although it can be difficult to feel like you are disappointing others, try to be confident in your decision and take pride in the fact that you are doing whats best for you. Lose Your Cool It can be frustrating if your boss isnt listening to you, or is repeatedly and endlessly begging you to stay. However, take it upon yourself to make sure the situation doesnt spiral out of control. Remember, this is a professional, not a personal, engagement. You are completely within your rights to move on as you please. Get Upset Make an effort to stay calm, and if your boss carries on, have a simple but final response planned. You can say I appreciate and understand your concerns about my departure, but my decision is final and my last day will be date. Please let me know what I can do between now and then to make this transition easier. Feel the Need to Over-Explain Ultimately, you dont owe your boss a detailed explanation as to why you are moving on. If you are 100 percent committed to moving on (and have zero interest in entertaining a counter offer) you should avoid divulging too many specifics about your reasons for leaving the company. Too little information is better than too much, and there are some things you shouldnt say when you quit. If your supervisor is truly committed to doing anything he or she can to get you to stay on board, an explanation like, I am looking for a higher salary, or I wanted a more flexible schedule, gives them an easy opportunity to pester you with counter offers or promises about what will change should you decide to stay. Say Anything Negative Also be sure to avoid saying anything negative about your boss or the company. Instead, if you are asked about your decision, stick to a more general explanation. You can say Im looking to take my career in a different direction, or I want to explore a new industry. Be Pressured Into Providing Details About Your New Job Your boss may fish for details about your new job in order to figure out how he or she can get you to stay, or what other companies offer that theirs does not. You are under no obligation to provide information about your new position. If your boss pressures you to divulge specifics, like how much you will be earning at the new company, try to divert the question. You can say I agreed not to disclose that information, or, simply, Were in the process of finalizing. Involve Companies You Are Interviewing With or Have Accepted an Offer From If youve already accepted an offer at a new company, or if you are in the process of interviewing for jobs, dont let drama around your departure seep into your future prospects. Although it may sound like a good thing that you are so highly valued in your previous role, you dont want to approach a new opportunity with any baggage or worry? that your future employer may reconsider and choose to stay with your old company.

The hours you need to work to pay a mortgage in different cities

The hours you need to work to pay a mortgage in different citiesThe hours you need to work to pay a mortgage in different citiesMany people define The American Dream as owning your own home, not to mention a comfortable lifestyle, healthy children, and a secure retirement. But the ability to afford a home - let alone all those other things - depends entirely on where you live and your level of income.This makes apples-to-apples comparisons across the country extremely difficult. How can you easily compare real estate locations and income levels for the entire population? Take a look at our new map to find out.Our viz experts took a unique and creative approach to modeling the data. We started first by taking data from the U.S. Census Bureau to find out the median income for people in 98 of the biggest cities in the U.S. Using a 40-hour work week as the standard, we calculated an average hourly rate. This levels the playing field between all the different types of jobs in the countr y (some people make a salary, others are paid by the hour).Next, thanks to Zillow, we figured out the median housing price for each city and determined a monthly mortgage payment. Most people take out a 30-year loan, so thats what we used too. Finally, we compared the two numbers to see how long youd have to work to make that mortgage payment each month. We color-coded and mapped the results in 3-D, revealing a couple of key insights into the housing market and income inequality in the U.S.The red bars represent places where you have to work the fruchtwein hours to keep the roof over your head. In cities like New York, Los Angeles, Miami, and San Francisco, you put in more than 100 hours to make enough money just to pay for housing. Thats longer than two-and-a-half weeks, meaning well over 50% of your take-home pay Not surprisingly, unaffordable places are all located on either coastline. In fact, 8 of the 10 most expensive places are all located in California.Top 10 cities where yo u have to work the most hours to afford a homeNew York, NY 113 hoursLos Angeles, CA 112 hoursMiami, FL 109 hoursSan Francisco, CA 107 hoursBoston, MA 95 hoursOakland, CA 83 hoursLong Beach, CA 78 hoursSan Diego, CA 77 hoursSanta Ana, CA 74 hoursSan Jose, CA 74 hoursAlthough most of the expensive places to live are concentrated on the coasts, you can find affordable housing almost anywhere else in the country. The best places tend to be old manufacturing cities like Toledo, OH and Memphis, TN (17 and 18 hours, respectively). Thats right - you dont need to work past lunch on Wednesday to earn enough money to make a mortgage payment in the Midwest. Thats an incredible standard of living.Check our data calculations here.This article first appeared on How Much.

Job Seekers Guide to LinkedIn Recruiter Search

Job Seekers Guide to LinkedIn Recruiter Search Job Seekers Guide to LinkedIn Recruiter Search Replying to a job listing isnt the only way to find a job. Recruiters for companies large and small are constantly looking for the right people to improve their teams, whether or not those people are job searching. This happens on LinkedIn more than anywhere else, meaning one of the best ways to get a leg up in your job search is to write aLinkedIn profile that helps recruiters find you. LinkedIn sells tools that enable recruiters to uncover talent. Understanding how these tools work helps you create a LinkedIn profile that recruiters will find. In this article, well explore four ways searches, filters, and views work withinLinkedIn Recruiterfrom the perspective of job seekers. 1) A recruiters first look Back in 2012, the Ladders published an influential study in which the eye movements of recruiters were tracked as they reviewed resumes. The study found that “almost 80% of their resume review time” was spent looking at the following information: Name Current title, company, and tenure Past titles, companies, and tenures Education LinkedIn Recruiter confirms that this is what recruiters care about most when performing initial screenings. As recruiters begin adding filters and viewing candidates, LinkedIn shows a simple breakdown of each candidate made up of: Name Photo Headline Current title, company, and tenure Past titles, companies, and tenures Education Your photo and headline are the only things in this view that you have total control over as a candidate. Use a professional-looking headshot andwrite a robust and unique LinkedIn headline that will enable you to stand out in these views. Name, photo, headline, current job, past jobs, education. 2) Standard search fields and filters The recruiters default options for searching and filtering applicants include job titles, locations, skills, companies, year of graduation, schools, industries, and keywords. They can mix and match these fields or search multiple values at a time in order to uncover their ideal candidate. These are the standard search fields and filters within LinkedIn Recruiter Lite. A few things to note in these sections: Job titles This field auto-populates with the most common job titles as the recruiter begins typing. For example, if they type Customer Service, it shows options for Customer Service Representative, Customer Service Specialist, and so on. Recruiters typically prefer someone who has done the job before, so theyll target specific job titles. Ensure that your headline and work experience includes traditional titles for the work youve been doing if your past jobs dont reflect that. Its OK to adjust your job titles to account for this. For example, if you held a vaguely titled role that didnt capture where you spent most of your time, use parentheses to add additional context as well as populate your profile with job titles relevant to your job search. If your official job title was Marketing Associate but you specialized in a couple particular areas, you might addend it with (Social Media Coordinator, Content Specialist). If you take liberties with your job title, approach it from a standpoint of adding clarity rather than boosting your credentials. Honesty is important here. Locations LinkedIn only requires you to specify a country when creating an account. Recruiters will almost always be filtering their searches by location, so by adding your zip code and specifying a geographic area (like Seattle, Washington or Greater Seattle Area), you put yourself in the way of exponentially more searches. Skills These are thehard and soft skills found throughout your profile. While it may not seem intuitive, the list of skills in your Skills and Endorsements profile section is not enough to rank highly in LinkedIn Recruiter skills searches. Skills found in the work experience, headline, summary, and other sections are actually weighted more heavily in search. After all, recruiters want to know the context in which you acquired and developed a skill. Make sure you top skills can be found throughout your profile. Jobscans LinkedIn Optimization tool helps you see the most relevant and impactful skills that are missing from your profile. 3) Advanced search fields and filters LinkedIn Recruiter also provides a number of advanced search options. Advanced search options available in LinkedIn Recruiter Lite. Other Recruiter packages offer even more options. Zip code Recruiters can filter their searches based on proximity to zip code. If you live outside of the city but are accustomed to or willing to commute 25-plus miles to work, it might be beneficial to enter the zip code of the city center rather than your home. The same logic applies if you are actively planning a move to a new area. Military veterans Whether a recruiter has a personal preference for ex-military or their company has an initiative to hire more veterans, anyone with a military background can benefit from this filter. However, simply mentioning in your LinkedIn summary that youre a veteran wont add you to the list. Add your military experience as part of your Work Experience section. Youll only be in the running for these searches if you select the official branch of the military. My groups In some instances, recruiters might find higher quality candidates within specialized LinkedIn groups. For example, a recruiter that specializes in the video game industry might be a member of and search within the Game Developers group, or a recruiter searching for a military veteran might search within the Veteran Mentor Network group. Join groups relevant to your career aspirations. Keep in mind that the recruiters can see all the groups and companies you follow on your profile. Dont join groups or follow companies that could cast you in a poor light. 4) Career interests and LinkedIn Recruiter The above insights were based on LinkedIn Recruiter Lite. LinkedIn also offers more robust (and expensive) packages with even more search options and insights. Fill out your Career interests Some of these packages include additional candidate filters and insights based on how you fill out yourCareer Interests section. be sure to update this section if youre job searching. Its found on your profile dashboard between your basic info and work experience. Access the Career Interests section underneath your career summary on your profile. In this section, you can indicate to recruiters that youre open to being contacted, leave a note, add job search details, job titles of interest, additional locations, types of employment, industries, company size, and more. Sample Career Interests section found in the LinkedIn Profile. Filling out this section makes you eligible for additional filters. It also adds badges (known as Spotlights) to your profile in a recruiters search, such as Open to new opportunities or Open to relocate. Recruiters get additional insights and summaries when they hover over these badges. Hovering over the Open to new opportunities badge displays your personal note to recruiters and other information found in the Career Interests section. Engage on LinkedIn Another way to draw extra attention on LinkedIn Recruiter search is to interact with LinkedIn in strategic ways. Log in to LinkedIn regularly. Expand your network to increase the number of first-, second-, and third-degree connections between you and recruiters or people at target companies. Follow target companies and interact with their content. This will help you earn badges like Likely to respond, Company connections, or Engaged with Your Talent Brand. Get found on LinkedIn Recruiter search Understanding the tools recruiters use allows you to be strategic about the way you use LinkedIn to job search.Optimize your LinkedIn profile for recruiter searches to get a leg up on candidates who are relying on resumes and job applications.

Social Innovations Recognized at 2016 ISHOWUSA

Social Innovations Recognized at 2016 ISHOWâ€"USA Social Innovations Recognized at 2016 ISHOWâ€"USA July 8, 2016 At the 2016 ISHOWâ€"USA: (Back row, left to right) Jessica Menold of Amparo; Keri Waters from Calliope Water Works; Kenneth W. Turner, program officer at the Lemelson Foundation; Michael Hahn from Paygo Energy; and Paige Rodgers, head of communications and partnerships at the Autodesk Foundation. (Front row, left to right) Paul Scott, director, Engineering for Global Development, ASME; Fausto Marcigot of Paygo Energy; ASME Past President Madiha El Mehelmy Kotb; and Nick Quintong of Paygo Energy. The creators of three products focused on social impact - a pay-as-you-go system for purchasing liquefied petroleum gas (LPG), a system for monitoring household water usage, and a bioengineered prosthetic socket - were selected as the winners of the ASME Innovation Showcase (ISHOW) in Washington, D.C. The event, which was held June 16 at District Architecture Center, was the last in a series of three ISHOWs the Society presented over the past two months. Ten teams of socially conscious entrepreneurs took part in the competition, which offers creators of hardware-led social innovations for improving the quality of life with the opportunity to present their prototypes and pitch their ideas to a panel of judges. The three winning teams at the ISHOWâ€"USA shared $50,000 in prizes and received an extensive design and engineering review of their products by a team of industry experts. (Left to right) Kenneth W. Turner of the Lemelson Foundation with ISHOWâ€"USA winners Fausto Marcigot, co-founder, Paygo Energy; Nick Quintong, CEO, Paygo Energy; Michael Hahn, CTO, Paygo Energy; and Paul Scott, director, ASME Engineering for Global Development. One of the three winning entries, the PayGo Smart Meter, is a system that enables households to purchase small quantities of gas for cooking using mobile money. The team believes the meter will provide significant health benefits since it will help people with limited resources avoid kerosene and charcoal, which are significant sources of indoor pollution. PayGo was represented at ISHOW-USA by co-founder Fausto Marcigot, Nick Quintong, chief executive officer, and Michael Hahn, chief technical officer. The second winning entry, Buoy, was developed by Calliope Water Works Inc., which is based in Santa Cruz, Calif. The system, which monitors household water usage and detects water leaks, employs sophisticated algorithms to monitor water use by specific household systems without relying on remote sensors. Keri Waters, chief executive officer and co-founder of Calliope Water Works, represented the company at the competition. (Left to right) Paul Scott from ASME Engineering for Global Development with ISHOWâ€"USA winner Keri Waters, chief engineer at Calliope Water Works, and Paige Rodgers of the Autodesk Foundation. Amparo, the third winning product at ISHOW-USA, is a bioengineered prosthetic socket that can be fitted in two hours. The inexpensive socket, which was named after the Portuguese word for support, is constructed of an easily molded material that allows the socket to be reshaped when necessary. Amparo was represented at the competition by engineer and designer Jessica Menold, who is working toward a Ph.D. in mechanical engineering. Menold said her team would use its share of the cash prize to begin rigorous testing and validation of the socket, which she expects will begin clinical trials in Brazil within the next three months. As pleased as she was for the additional funding, Menold was also looking forward to the expert guidance she would receive as one of the ISHOW winners. (Left to right) ASME Past President Madiha El Mehelmy Kotb with ISHOWâ€"USA winner Jessica Menold, engineer and designer, Amparo, and Paul Scott from ASME Engineering for Global Development. For us, winning the ISHOW means that we are able to work with a whole variety of experts from ASME in terms of manufacturing and production to really get our product in a place that its ready to be mass manufactured, Menold said. So the money is great, but were really looking forward to the 20 hours of design time we get with Catapult and to all of the expert feedback we get in the design and engineering review sessions. Im sure theyre going to rip us apart and theyre super critical, but were really looking forward to it. I think just getting the opportunity to work with experts in these fields is going to be so useful and invaluable for Amparo moving forward. Calliope Water Works Keri Waters was also grateful for the assistance ASME and the ISHOW would provide in her efforts to bring Buoy to market. This is huge validation from a really serious engineering group, which is just a huge honor on its own, Waters said. Its coming at a really timely point because were going from having a prototype to having to manufacture hundreds of units. And were really struggling with how difficult that is. So the design and engineering support - figuring out how to cost reduce our enclosure and deal with some very tactical concerns as we go to market - is really a big help. For information on the other ISHOWâ€"USA finalists, or to learn more about the ISHOW program, visit https://thisishardware.org.

Two Weeks Notice Resignation Letter Samples

Two Weeks Notice Resignation Letter Samples Two Weeks Notice Resignation Letter Samples If you have decided to  resign from your job, it is customary to provide your employer with  two weeks notice. Whatever your reason for leaving, two weeks gives an employer enough time to come up with plans to cover your absence. For example, an employer might need time to hire someone to fill the position, or they might need time to reassign your tasks to other employees. Company policies differ, and  some employers will request that you leave immediately upon receiving your resignation. Most, however, will appreciate you staying on for a couple of weeks to help with the transition. This can be beneficial to you as well, offering you the opportunity to demonstrate your professionalism and to leave the job on a positive note. Read below for tips on how to write a resignation letter in which you provide your employer with two weeks notice. Then read sample resignation letters and a sample resignation email. Use these samples as templates for your own letter. Tips for Writing a Resignation Letter With Two Weeks Notice Use Business Letter Format: Use a business letter format so that your letter looks professional. At the top of your letter, include your contact information, the date, and your employer’s contact information.State the Date: The most important thing you need to say in your letter is when you will be leaving the company. You can either state the specific date you will leave, or say that you are leaving two weeks from the current date.Keep It Short: You dont need to include any more information than the fact you are leaving and when your last day of work will be. Consider Saying Thank You: If you wish, you can also include a thank you for the opportunity provided and the experience you gained while working with the company.Be Positive: As with all resignation letters, brevity is advantageous and its best to  avoid mentioning anything negative  about your employer or co-workers. Maintain professionalism with everyone, always. You never know whose path may cross yours in the future.Offer to Help: Consider offering to help with the transition process. You might offer something specific- such as helping to train a new employee- or you can just offer your general help. Send the Letter to the Right People: Send this letter to both your employer and to your human resources (HR) office, so that HR has a copy on file.Consider a Resignation Email: You can also send a resignation email message rather than a formal letter. The content of the email will be similar to a letter. In the subject line of the email, include your name and the word “resignation.”Read Letter Samples: To help you write your own letter, check out a few resignation letter samples or resignation email samples, depending on how you plan to send your message. Edit the samples to fit your personal circumstances. Two Weeks Notice Resignation Letter Sample #1 Your NameYour AddressYour City, State Zip CodeYour Phone NumberYour EmailDateNameTitleOrganizationAddressCity, State Zip CodeDear Mr./Ms. Last Name:I am writing to announce my resignation from Company Name, effective two weeks from this date.This was not an easy decision to make. The past ten years have been very rewarding. Ive enjoyed working for you and managing a very successful team dedicated to a quality product delivered on time.Thank you for the opportunities for growth that you have provided me. I wish you and the company all the best. If I can be of any help during the transition, please dont hesitate to ask.Sincerely,Your Signature  (hard copy letter)Your Typed Name Expand Two Weeks Notice Resignation Letter Sample #2 Your NameYour AddressYour City, State Zip CodeYour Phone NumberYour EmailDateNameTitleCompany NameAddressCity, State Zip CodeDear Mr./Ms. Last Name:I am writing to notify you of my resignation from my position as analyst at ABC Company. My last day will be August 20, 20XX.Please let me know how I can be of service during my final two weeks at the company. I am more than happy to train an incoming employee, or assist with the transition in any other way.Thank you for all of the professional opportunities you have provided me over the past three years. I wish you and the company all the best.Regards,Your Signature  (hard copy letter)Your Typed Name Expand Two Weeks Notice Resignation Email Sample Subject: Resignation â€" Firstname LastnameDear Mr./Ms. Lastname,Please accept this as my formal notice of resignation from XYZ Company. My last day will be September 14, 20XX, two weeks from today.I appreciate your support during my tenure here,  and I take with me the valuable experiences I have gained over the last six years. It has been a pleasure working with you and the team.Please let me know how I can help during this transition. I wish you all the best as the company continues to grow.Best regards,Firstname Lastname Expand

Professional Hair Stylist CV Template

Professional Hair Stylist CV Template Professional Hair Stylist CV Template A high-quality CV is your key to getting your foot in the door at a company you are interested in working for. Understanding how to format your CV as well as what information to include is vital for ensuring you present yourself as a professional in your field. The attached professional hair stylist cv template and the included guidelines for writing one help to ensure you are on the path to the career of your choice. Use them to help you create your own well-written, standout CV.Create This CVHair Stylist CV Template Amy AndersonLos Angeles, CA 11111E: amyanderson@job.com P: 111-111-1111Professional SummaryTalented and professional hair stylist who has worked at some of the most prestigious salons in the country over the last decade. Highly skilled in a number of techniques and styles that suit people of all ages and hair types. Creative individual with a true passion for making people feel their best. Knowledgeable in industry trends and maintain a high-end client list, some of wh om have been clients for the duration of my career.Work ExperienceSalon Manager ABC Salon2015 Present Supervise a team of six stylists and two nail technicians, including managing their work schedules, as well as ordering inventory, stocking stations and retail shelves, and maintaining a clean salon. Retain clients by handling escalated complaints and concerns in a timely fashion that leaves the client satisfied with the outcome. Ensure stylists remain on schedule by providing services for walk-in clients or helping other stylists when an appointment takes longer than expected.Hair Stylist Hair, Nails, More2009 2015 Assisted clients with choosing a hairstyle by determining which style would look best with their hair type, facial features, and the amount of time they wanted to spend on daily styling. Cut, trimmed, and shaped styles using scissors, razors and clippers depending on the look the client wanted. Maintained a clean work station that included sweeping up hair, wiping o ff countertops, and sanitizing scissors, combs, and other styling tools.Hair Stylist Style Me Pretty2007 2009 Maintained client records, updating them when addresses, phone numbers, email addresses, or desired regular services changed. Created hairstyles for special occasions, including weddings, anniversary parties, proms, and other formal events. Shaved and shaped beards and mustaches for men and waxed, threaded, and plucked eyebrows for women.Education and TrainingApprenticeship 2007Hair Today Los Angeles, CALicensed Cosmetologist 2007Regency Beauty Institute Los Angeles, CASkills Strong communication skills that allow me to speak with clients and understand their hopes when they describe a certain haircut or style. Knowledgeable in popular culture and can easily recreate celebrity haircuts or styles when clients ask for a look inspired by one. Ability to multitask that allows me to focus on the work as well as to carry on a conversation with the client or others who come int o the salon. Excellent organizational skills for maintaining the salon, ensuring enough inventory is available and keeping the appointment calendar organized. Persuasive skills that provide the ability to entice clients into getting extra service, including body waxing, hair dyeing, and hair straightening.Hobbies and InterestsI enjoy keeping up with pop culture via magazines, movies, television shows, and the internet. On my days off, I volunteer at a local battered womens shelter to help them instill confidence in themselves and seek work.Customize CVHair Stylist CV Questions  1. What is the best design for a hair stylist CV?Ultimately, you need to opt for a sleek design that presents everything clearly on the page. You can see from the hair stylist CV sample that it opens with the applicant’s name and contact information. From there, it moves onto the individual sections, with each section being clearly labeled at the top. A mix of paragraphs and bullet points helps keep things interesting.2. What’s an example of a great hair stylist CV?Our hair stylist CV sample is a stellar illustration of a high-quality curriculum vitae. However, if you want to write your own first-class application, then you need to utilize our resume builder tool. It offers step-by-step instructions to help you create a CV in minutes. One way to make your CV stand out is to tailor it to the specific job you want. Discuss experience and skills relevant to hair styling rather than put everything you have ever done on a couple pages.3. What sections should you include in your hair stylist CV?A CV is slightly different from a standard resume. You need to open with a summary statement, and from there, move onto your work experience, education, skill set, and hobbies. While hobbies generally do not go on a resume, they are more acceptable to list on a curriculum vitae, which is what the hair stylist CV sample has done. With the additional section, a CV will typically be longer than a resu me, too.4. How do you write about hobbies on your CV?Hobbies come at the end of the hair stylist CV sample, and you should do the same on yours. While hobbies are typically not as important as work history or education, they can make you stand out from the other applicants. The trick here is to write about hobbies that emphasize skills that will help you in the job you want. For a hair stylist position, you can showcase your creative flair if you enjoy cooking or baking. If you do beauty or fashion blogging, that is great to include. You simply want to avoid hobbies that will not help you in your career, such as playing video games.5. What’s the best way to list certifications on your hair stylist CV?You need to have a license to work as a hair stylist. The exact process for obtaining this license will vary by state, but generally, you need to graduate from a state-approved barber or cosmetology school. When you have your license, you can list it in the education section of your C V, which is what our hair stylist CV sample does. It is crucial to explicitly mention it just in case the employer uses an Applicant Tracking System. An ATS scans documents to find keywords, and it is possible for a hiring manager to scan CVs for the word “license” before actually reading them. If your CV does not mention a license, then the employer may toss it out before actually looking at it.Using a Job Description To Create a Standout Hair Stylist CVA Sample Hair Stylist Job DescriptionJob SummaryHave you been styling hair since you were old enough to hold a hair brush and a Barbie at the same time? Do you know which hair colors are hot and which are not? If you spend your weekends checking out the latest beauty gossip or cruising local vintage shops looking for your next fashion, youd be the perfect fit for our upscale salon. We are looking for a born leader who enjoys all things hair and wants to lead a team of other stylists with that enthusiasm. Allow your creativity to shine through as you work with some of the most known names in town. Job Responsibilities Communicate with clients to determine what services they need and what type of style they are hoping to achieve. Greet clients on the phone and in person, make them feel welcome, schedule appointments, and ensure the salon is on schedule so clients do not have to wait. Cut and style hair according to what clients ask for, shampooing and conditioning before and drying, curling, or straightening after the cut if asked. Track inventory and order scissors, clippers, hair dye, shampoo, and other products when inventory is running low. Maintain a clean and organized store, including sweeping up hair after every client to prevent slipping hazards. Perform special tasks such as perming, dyeing, curling, or straightening hair, shaving or trimming mustaches and beards, and waxing eyebrows. Help clients decide which style might suit them best based on their face shape, skin tone, hair type, and personal style preferences.Job Skills Must be a licensed cosmetologist Excellent communication skills required to understand clients requests Organizational skills are required Leadership skills a plus Should be able to work in a fast-paced environment Should keep up with trends and have an edgy style in accordance with the salons styleCreate This CVHow To Employ the Job Description in Your Hair Stylist CVOnce you find a job you would like to apply for, it is important to tailor your CV to that description. One way to do this is to use the same keywords in your CV that the description uses in its information. For example, this hair stylist cv template uses phrases about communication and tracking inventory, and so does the job description. Your CV isnt just about keywords, though. It is still important to include relevant and truthful information. Especially in your work history and education section, you should highlight your most relevant accomplishments in the industry and use percentages or other numerical figures to prove you are the right person for the job. Dont forget to consider the companys mission, too. This job description mentions the work will be in a high-end salon, and the hair stylist cv template made it a point to mention that the applicant had worked in some of the most prestigious salons in the country. The example can further help you determine which information to include and how to format it.

Families and Friends Expectations of New Police Officers

Families and Friends Expectations of New Police Officers Families and Friends Expectations of New Police Officers From the first day at the police academy, law enforcement training is long and arduous, especially for recruits who attend live-in or quasi military-style training programs. As hard as it is for the academy recruits, those days spent at the academy can be just as hard for the wives, husbands, sons, daughters, mothers, and fathers back at home. Theres a temptation after graduation to think that its all downhill from there. In reality, nothing is further from the truth. If you or someone you are close to is getting started on a path towards a law enforcement career, you need to know what families and friends should expect when their loved ones become police officers. New Officer, New Person Perhaps the biggest adjustment for new officers and their families comes from the way academy life, and police training can change a new officer. Police officers tend to view their surroundings much differently than most other people. Brand new officers, fresh from learning about the various threats out there that they may have never given thought to before, are especially wary of the people around them. Due to the emphasis placed on the fact that police should be held to a higher standard, your new officer will likely be quite the stickler for following the law, even if she was something of a rule-breaker before she left for the academy. She’ll also be more than happy to regale you with a litany of illegal behaviors she sees you commit, especially when you’re driving. Stressful Schedules Few if any new officers are fortunate enough to graduate from the academy directly into a day-shift, weekends-off kind of job. Instead, he’ll probably be placed on rotating shifts with changing days off. If his department works permanent shifts, the rookie officer will probably be assigned to the least desirable shift, which means you can expect him to be working most nights and weekends. This can make planning even the most mundane family events difficult, and it’s a huge adjustment for new officers’ families. During the field training process, new officers need to get exposure to different field training officers and as much real-world experience as possible before being released to solo patrol.  This means that, during that time, the work hours will be especially difficult and even sporadic as the new officer will probably change shifts frequently. Lots of Vim and Vigor…for the Job, at Least Don’t tell anybody, but despite the dangers and stresses that come with the career, law enforcement jobs are fun and exciting. Your newly-appointed officer is just finding this out, and will probably not want to talk about much else. BOLO for Anxiety and Depression The new officer is exposed to a lot of bad things quickly, and all of a sudden has a new awareness of a darker side of the world that few realize exists. Though it is not the case for everyone, new police officers can very easily become cynical and find themselves fighting symptoms of increased anxiety or depression as they try to cope with the tragedies they’ve seen and the criminals they’ve faced. Recognize that dealing with these issues is more common than you might think, and that help is available for those new officers in need. Service Through Sacrifice Most people who choose law enforcement as a profession are prepared to make the sacrifices that come with the job. What many fail to realize is that their families and friends will be asked to make sacrifices, too. New officers need all the support they can get, and families and friends should be prepared to give them that support. New officers, too, should recognize that their friends and families are coping, also. By learning ahead of time about the adjustments everyone will have to make, you can help set your loved one up for success as she pursues an exciting and rewarding career as a police officer.

AWOL and Desertion Probable Punishments

AWOL and Desertion Probable Punishments AWOL and Desertion Probable Punishments Its impossible to say with total accuracy what will happen to a deserter or absent member upon return to military control. In the civilian world, in most jurisdictions, the District Attorney (DA) decides what happens when a person is accused of a crime. In the military, that decision is made by the individual commanding officer. The commander decides how to process desertion and absentee cases after examining all the circumstances of the case, speaking with the accused, and conferring with his/her senior advisors and the JAG (Judge Advocate General) office. How A Commander Can Handle Desertion The commander has many options to choose from. The commander could impose Article 15 (nonjudicial punishment), possibly imposing a fine, or restriction, or correctional custody, or reduction in rank, and then allow the member to return to duty. The commander could impose an administrative discharge, usually with either a general or other-than-honorable conditions (OTHC) discharge characterization. The commander could impose Article 15 punishment, and then follow it up immediately with administrative discharge proceedings, thereby discharging the person with no stripes on his/her shoulder and/or imposing a fine so they are discharged with little or no money in their pocket. Alternatively, the commander could refer the case to trial by court-martial. If so, the commander could choose to convene a Summary Court (highly unlikely), a Special Court, or a General Court-Martial. If the commander chooses a Summary Court, the maximum punishment is limited to confinement for 30 days, forfeiture of two-thirds pay for one month, and reduction to the lowest pay grade. If the commander convenes a Special Court, the maximum possible punishment is confinement for 12 months, forfeiture of two-thirds pay for 12 months, reduction to the lowest pay grade, and a bad conduct discharge. If the commander convenes a General Court-Martial, the maximum punishment is what is shown earlier in this article for the offenses under the section Maximum Possible Punishments. (1) In the vast majority of cases, if a member has a clean record otherwise, and is absence for less than 30 days and voluntarily returns, they are allowed to remain in the military. Such usually receive Article 15 punishment. (2) If a member is absent for more than 30 days, but less than 180 days, and returns to the military voluntarily, it could go either way. If there was a reasonable explanation for the absence (such as severe family, financial, or emotional problems), and the commander thinks the member has future potential, the commander could elect to allow the member to remain in the military. Otherwise, an administrative discharge is the most likely scenario (possibly combined with Article 15 punishment). (3) If the member is absent for less than 180 days, and the AWOL/desertion status is ended by apprehension, the most likely result is an administrative discharge, under other-than-honorable conditions (OTHC), probably combined with Article 15 punishment. If the member went absent in order to avoid hazardous service (such as deployment to Iraq or Afghanistan), a court-martial is the most likely scenario. (4) If the member is absent for more than 180 days, and voluntarily returns to military control, it could go either way. Depending on the circumstances surrounding the absence and the members prior conduct and performance, the commander may decide to impose administrative discharge (possibly combined with Article 15 punishment), or refer the case to trial by court-martial. If referred to trial, assuming there are no other serious charges, the commander would likely convene a Special Court, which would limit the maximum punishment. (5) If a member is absent for more than 180 days, and the absence is terminated by apprehension, a court-martial is the most likely scenario. Assuming there are no other serious charges, in the majority of cases where desertion/AWOL is referred to trial by court-martial, the member is allowed to request discharge in lieu of court-martial, which means they agree to accept an other-than-honorable conditions (OTHC) administrative discharge, without fighting it (i.e., waiving their right to a board hearing), in exchange for not being tried by court-martial. Keep in mind that the above are not hard-and-fast rules. They are simply my general observations over recent years. As I mentioned earlier, the individual who makes the ultimate decision as to how military offenses are processed is the commanding officer of the unit where the member is assigned after return to military control.

How You Can Encourage Work-Life Balance for Employees

How You Can Encourage Work-Life Balance for Employees How You Can Encourage Work-Life Balance for Employees Employees want to balance work with the rest of the activities they wish to pursue in life. Work balance is especially important to your millennial employees who are used to cramming their days with diverse activities and hours of electronic communication. Employers are not responsible for providing work balance for their employees, but they can assist the employees to seek and maintain their own work balance. Optimistically, the decisions, policies, values, and expectations in your workplace support employees in their work-life balance choices. In the best case scenario, these employer choices help you to recruit and retain the superior employees you seek. Here are some things  that you can control that encourage or discourage employee work-life balance. Offer a Flexible Work Schedule A flexible schedule does not mean that employees can come and go at will, which is a possibility that concerns employers. A flexible schedule policy spells out what the employer means by flexible hours. In many workplaces, flexible starting and ending times are easy to implement. More sophisticated flexible schedules such as a four-day work week or telecommuting require more planning, but flexible work schedules are a cornerstone of work balance.A favorite example involves a New York City online publishing company that allows employees to telecommute two days a week. With employees living in Brooklyn, New Jersey, and all over the other boroughs, this company policy saves employees hundreds of hours of commuting time and expense. It also enables them to have additional time for all of lifes needs. Offer Paid Time off (PTO)   Offer PTO in lieu of traditional paid sick leave, paid personal days and paid vacation. A paid time off (PTO) approach treats employees like adults who are capable of making decisions about how, when, and why to use the paid time off supplied by the employer. In a PTO system, neither employers nor employees need to worry about accounting for how the time off was spent. This eliminates confusion and the need for additional policies such as defining what constitutes a sick day. Yes, there are downsides to PTO, but not in terms of work balance. Allow Only Limited Carryover of PTO Into Another Calendar Year If the goal of paid time off is to encourage employees to do just that- take time off- paying employees for the time is counterproductive. Even if employees want to donate the value of their paid time off to a charity or a coworker who has used his or her time up for valid reasons, these actions do not encourage the work balance and rejuvenation that your employees need. Model the Work-Life Balance Yourself Managers and senior managers need to model the work balance they’d like to encourage their employees to exhibit. When a manager uses PTO to take a vacation yet responds to email as if she is in the office, this sends a powerful message to employees about whether they need to do email while on vacation. The actions of senior leaders are heard and observed by employees. When a senior manager calls in for unimportant meetings while out-of-the-office, employees get the message. It affects their personal choices for work and life balance. Set Expectations That Time Off Is Indeed Time Off With employees electronically connected to the workplace 24 hours a day, 7 days a week, in the office or out, work and life balance is a challenge. Set up the expectation, in your workplace, that when an employee leaves for vacation, it is okay to send an email that says he is on vacation with limited access to email. Honor the employee’s PTO by not contacting him unless it is truly an emergency. Allow Employees to Take Unpaid Leave as Needed for Life Cycle Needs Employees have serious, life-changing events, emergency family needs, and desires to explore life and career opportunities. While the 12 weeks required by the Family and Medical Leave Act (FMLA) and employer leave policies that existed prior to FMLA cover many events, they’re not always sufficient. Many employers allow employees to take an unpaid leave of absence for activities and events such as: the premature birth of a baby who is hospitalized for an extended time period,nursing a parent with a serious illness in another state,settling a relative’s estate in another state,extending maternity leave for an additional 4-8 weeks,exploring moving to a new location with a spouse without burning the bridges to their current employment,attending grad school full time to complete classes that were only available during the day, andattending online grad school in another state for the four required two-week onsite sessions a year. Sponsor Monthly Activities Sponsor employee and family events and activities monthly to encourage team building, friendships among employees, and the inclusion of families in work events. At the same time, schedule some of the events for adults only. Provide babysitting at the event or elsewhere, if it will encourage employee attendance. Bowling, picnics, outdoor movies and bonfires, game centers, ice skating, sports events like a baseball or football game, a hayride, and interaction with a company favorite charity’s event are all appropriate for families. (On a side note, the relationships, and friendships that employees build, encourage them to stay with your company and in your region. Most happy employees have a best friend at work.) Dont Expect Employees to Work Hard with Long Hours, and Weekends All the Time It’s okay to expect employees to work long, hard hours during the push for a timely product release, for example, or at a trade show for three or four days. But, employees can’t sustain an extraordinary level of energy and long overtime hours as a constant work expectation. Employees will check out, burn out, and/or leave if long hours and extraordinary effort are the norms. Don’t confuse commitment, engagement, and dedication with 60-70 hour weeks. Allow Some Cross-Over of Life Needs Into the Workplace and Vice Versa  Shopping online at a sale while at work is often mitigated by the employee responding to emails at 10 p.m. You don’t want to encourage your employees to talk with their children while at work. Nor do you want to encourage employees to use online time during the workday for personal reasons.But you need to recognize that for many, especially professional employees, the line between work time and lifetime is no longer distinct. Would you prefer that the employee take a half day off to do his holiday shopping or spend twenty minutes making a quick purchase online? Or, do you want a mom has to leave early most days to make sure her children got home from school?Do you really want to monitor whether an employee is posting a joke on Facebook or avidly recruiting potential staff for your open position? You can trust adult employees to make good choices. Deal with the individuals who don’t- individually. Offer the Opportunity for Employees to Job Share or Work Part-Time Employers tend to believe that every job is a full-time job, but not all jobs need a full-time employee. Consider the talent that would be available to your organization if you hired employees for part-time hours. With the appropriate two people, job sharing can also work effectively for employees who you want to retain while they start families or homeschool, for example. Creative employers and employees will think of more ways that employers can support employees in their quest for work-life balance. Start with these ten ideas to take a giant stride to support your employees in their efforts to fully participate in all aspects of their work and life.

An Overview of the Army BEAR Program

An Overview of the Army BEAR Program An Overview of the Army BEAR Program The Bonus Extension and Retraining (BEAR) Program is designed to assist in force alignment. It allows eligible soldiers an opportunity to extend their enlistment for formal retraining into a shortage Military Occupational Specialty (MOS) that is presently in the Selective Reenlistment Bonus (SRB) Program and, upon completion of retraining, to be awarded the new Primary MOS (PMOS), reenlist, and receive an SRB in the newly awarded PMOS. The objectives of the BEAR Program are to attract highly qualified soldiers in the rank of SSG (E-6) and below who are currently serving in an overstrength/balanced MOS to migrate into a critically short SRB MOS. Eligibility Criteria Soldiers applying for the BEAR Program must be eligible for reenlistment in accordance with Army Regulation 601-280, chapter 3, without a waiver, except for the PT test. Required waivers must be approved by the appropriate waiver approval authority and attached to the application. (Ap ­proved waivers for participation in the BEAR Program are valid for soldiers desiring to reenlist at the training site or within 90 days after arrival at the ultimate unit of assignment. Soldiers desiring to wait until they fall within the reenlistment eligibility window must request a waiver from appropriate waiver approval authority prior to reenlistment). Periodically, the Army Personnel Command publishes a message for all MOSs (jobs), called the In/Out Call Message. This message lists MOSs (jobs), and ranks, and a column for In (the first column), and a column for Out (the second column). It indicates whether re-trainees are being accepted into the MOS in that particular rank and whether members in that MOS/rank are being allowed to retrain out. For example, if the column for a specific MOS/rank says (Y/N), that indicates that people are allowed to re-train into that MOS, but no one is allowed to re-train out of that MOS. To retrain under the BEAR Program, soldiers must be in the rank of SSGT (E-6) and below. Specific rank/MOS criteria are as follows: E-3 to E-5. If the soldier’s rank is SGT (E-5) and below, the appropriate rank column for PMOS (as shown in current PERSCOM In/Out Calls message) must show N/N or N/Y at their current rank and MOS. As an exception, initial term (those who are on their first enlistment period) SGTs (E-5s) and those initial termers in the rank of SPC/CPL (E-4) with a GT score of 110 or higher, may apply for the BEAR Program without regard to the In/Out Calls.E-6. If the soldier’s rank is SSG (E-6), the appropriate rank column for PMOS (as shown in current PERSCOM In/Out Calls message) must show N/Y at their current rank and MOS. Soldiers on an initial enlistment must be rank PFC (E-3) or higher and must be eligible to extend to complete 24 months Time in Service (TIS) after completion of training. No waivers will be considered. They may apply for the BEAR Program regardless of the status of in/out calls. These soldiers will be scheduled to complete training after they have served a minimum of 21 months time in service. Exceptions to the above are as follows: Critically Short BEAR MOSs. Soldiers requesting reclassification into selected MOS as published by BEAR Program message from Commander, PERSCOM, may request reclassification at any time regardless of the status of their PMOS. In other words, if PERSCOM publishes a special message, listing certain critical BEAR Program jobs that need people right away, the manning of the persons current MOS is not a factor.82nd Airborne. Airborne qualified soldiers assigned to the 82d Airborne Division who possess a MOS that is listed as balanced (N/N) or short (Y/N) in current PERSCOM In/Out Call message, but is over-strength/balanced (N/Y) within the 82d Airborne Division, may apply for retraining into a BEAR Program MOS provided the MOS selected is authorized, and a valid requisition exists in the 82d Airborne Division. Upon successful completion of training, the soldier will return to the 82d Airborne Division to work in the new PMOS. Soldiers, other than initial term soldiers, must not have been alerted for reassignment at the time application is received at PERSCOM. First-term soldiers can apply for the BEAR program, even if they have been notified of a pending assignment. MOS 00B (Diver), CMF 18 (Special Forces - MOS 18B, 18C, 18D, 18E), and CMF 98, (Communications Intelligence - MOS 98C, 98G, 98H, 98J, 98K) BEAR Program MOS are open to all soldiers regardless of the status of their PMOS. Soldiers applying for MOS 97B (Counter Intelligence Agent) must forward the statement of interview, required essays, SBI packet, and associated forms to MI Branch, Attn: TAPC-EPL-M, prior to submission of the BEAR application. The local counterintelligence office must certify notification to that effect. The local CI officer’s POC and DSN: number must be included. Soldiers must be qualified for training in the new MOS (i.e., have the required ASVAB score, and/or DLAB Score [if required] and meet any medical requirements for the new MOS). Military members are allowed to re-take the ASVAB for retraining purposes. When the ASVAB is taken in-service, the test is called the Armed Forces Classification Test, but it is the same test as the Armed Forces Vocational Aptitude Battery (ASVAB) that was taken when first joining the military. If one re-takes the test, the scores that are used for re-training purposes is the LATEST test scores, not the highest. Soldiers must be recommended for participation in the BEAR Program by the soldier’s immediate commander, with the recommendation based upon the personal interview. The soldier must have completed at least 2 years of active service (12 months for 2-year enlistees) and at the time of application be within 15 months of Estimated Time of Separation (ETS). Also, soldiers serving in an overseas area must be within 15 months of normal tour completion at the time of application. Program Details Soldiers must extend their enlistment so that they have at least 24 months of service remaining, following completion of training. They are not required to reenlist after training, or after the 24 month extension period, but - if they choose not to, they will not receive the selected reenlistment bonus for their new MOS until they do reenlist (bonuses are not granted for enlistment extensions, only when one reenlists). Attendance at a service school will be in one of the following:Permanent Change of Station (PCS) to a new assignment with Temporary Duty (TDY) en route to school.PCS to school, if training is in excess of 20 weeks.Attend school in TDY-and-return to original duty station status. Assignments will be made only to those commands (installations) with a current valid requisition for the MOS in which being trained. Soldiers should list three assignment preferences on, DA Form 4591-R (Assignment Preferences). The majority of approved BEAR participants attend training TDY en route to a new assignment. Also, many approved participants receive overseas assignments and some desire dependent travel. BEAR participants should not extend or reenlist to satisfy the SRRs for dependent travel at the old duty station prior to departure for training. Such an extension or reenlistment will reduce, or cause the soldier to lose SRB entitlement. If the soldier desires dependent travel, he or she should submit a request per AR 55-46 at the losing installation. AR 55-46 does not require the soldier to take action regarding SRRs at that time. If the soldier’s request is approved, the approval will be forwarded to the training site where the soldier is undergoing training; however, no action will be taken to process the soldier’s dependents for movement until the soldier successfully completes the training, is awarded the new MOS, and reenlists. Upon reenlistment, dependent travel actions may be accomplished. BEAR Program participants will be afforded a minimum of 30 days reenlistment leave if desired. The training site should request from PERSCOM an adjusted arrival month to allow time for desired leave and dependent travel. In no event should the BEAR Program participant be denied dependent travel solely because of failure to reenlist or extend for that purpose at the losing installation. Soldiers who decline assignment instructions under the BEAR Program will be processed as shown below, in the section Removal from the Program. An SRB is paid only for “additional obligated service” and any time remaining on the extension of enlistment that is executed upon entrance into the BEAR Program is considered “previously obligated service.” An SRB will not be paid for any unserved time remaining on the extension of enlistment at the time of reenlistment following successful completion of retraining into the new PMOS. Soldiers participating in the BEAR Program may be forgiven up to 24 months of “previously obligated extended service” provided they reenlist within 90 days after completion of training. Extensions to participate in the BEAR Program are accomplished as a condition of acceptance into the program. Cancellation of the extension is not authorized for soldiers who voluntarily withdraw from the program or who are involuntarily removed from the program for any reason (that is, academic failure, punishment under Uniform Code of Military Justice). The soldier is considered, in either case, to have received the benefit of the extension. Removal From the Program Soldiers may request release from the program for hardship or compassionate reasons only. Soldiers released from the program will not be considered for re-entry into the program unless documentation is furnished to indicate the reasons for removal no longer exist. Soldiers who fail to complete the training will be removed from the program unless the training unit commander recommends that they are retained and rescheduled for a subsequent class date. When release or removal from the program is necessary, the soldier will be: Required to complete the period of service for which he or she extended under the program.Reclassified, if appropriate, and reassigned according to the needs of the Army. Selective Reenlistment Bonus (SRB) Award Level Soldiers with less than 6 years of active Federal service at the time of application for the BEAR Program will not be approved for retraining into an MOS under the provisions of the BEAR Program when it is obvious that by the completion of training the soldier will fall into zone B and the MOS for which he is applying is not designated for a zone B bonus. These soldiers may apply for such MOS as a normal reclassification action if otherwise qualified. Soldiers with less than 6 years of active service at the time of application who will fall into zone B while in training, may apply for a MOS in the BEAR Program that is designated for payment in zone B and will be specifically approved for zone B, even though at the time the soldier extends he is still in zone A. Should the zone B designator be reduced, increased, or eliminated, the soldier is authorized the level for which initially approved or the level at the time of reenlistment, whichever is higher. Soldiers in the rank of CPL(P) or SPC(P), who have less than 6 years of active Federal service, who apply for entry into the BEAR Program for training into a MOS that has no zone B multiplier for their rank, and who will fall into zone B prior to completion of training, may be approved for a zone B SRB at the SGT level. These soldiers will receive an SRB computed at the zone B SRB level listed for SGT in effect at the time of extension or at time of reenlistment, whichever is higher. Entitlement will be confirmed by PERSCOM upon approval of the soldier’s BEAR application.

One of the Most Neglected Answers for Words to Use in Resume

One of the Most Neglected Answers for Words to Use in Resume It's really imperative that you stand out, so having an expert writer in your corner won't only save you a lot of time, but in addition ensure your very first impression is a memorable one. From word choice to the work experience you decide to include, you have to be targeting the requirements of the specific hiring manager you're attempting to stand out to. Clearly state what type of a job which you need and know what skill-set and experience is necessary to succeed in that job. Everyone employs lead sooner or later on their resume. The Good, the Bad and Words to Use in Resume Don't forget showing that you presently familiar with the role for the particular market and inform your talent which will enable you to and the enterprise to thrive. Do showcase the sort of work you need to do professionally. Maybe you've spent the previous 2 years at a tech provider and wish to underline the variety of your contributions . Now it's time to develop the remainder of our character by doing some market research. What Does Words to Use in Resume Mean? Try to remember your goal is to demonstrate the employer what you could do for them. You may generally get the best keywords to utilize in the work description. Finally, you are going to end up with a fairly extensive collection of keywords that are related to the job and your suitability for it. Fortunately for the work seeker, you may use tools to find out which words are optimal foryour resume. In addition, it ought to be in an active voice when writing a resume. Any writer will inform you that avoiding passive language and using strong, meaningful words will enhance your writing, regardless of what you're working on. You must get started improvising right from the start. It's necessary that your resume should seem good and hence use of voices is likewise very important. The Fundamentals of Words to Use in Resume Revealed The point is to g rab focus at the perfect keyword phrases to make maximum effect. Keywords Keywords are not only for the web. There are various types of keywords. They should be used throughout your resume, and not just in the skills section. The Awful Secret of Words to Use in Resume Relying on what type of job that you're searching for, you should have varying wants. Instead, concentrate on the qualities and attributes that airlines are seeking in their cabin crew. Several factors can hinder or destroy your very first impression to the prospective employer. Both services provide a completely free trial. You may want to make your resume relevant to every job. You need to have a different, unique resume for each and every job that you apply for. The Unexposed Secret of Words to Use in Resume A well presented objective can be precisely the high-impact tool that may find a hiring manager's attention from the beginning. The objectives section might be the ideal approach to make job certai n resumes. It is the first thing that catches their eye. It is common for job-seekers to incorporate a brief objectives section at the start of their resume The objectives section can be a significant part of a resume, and might be the very first thing employers looks at. Why Almost Everything You've Learned About Words to Use in Resume Is Wrong Earlier than you begin utilizing the software, it's a fantastic idea if in the event you have your entire data ready. There are a couple of normal words which add impact, but the vital words the employers use to locate candidates are contingent on the work profile, the business, the company, etc.. Regardless of what field you're in or how long your employment history is, you will need to offer clear, persuasive info about why you bring value to a business and their customers. Think of good phrases to use on a resume as a system, which you are able to logically creates to be in a position to goal a particular job and to receive the mid dle of the business. Your objective is to make your achievements stand out so that your upcoming employer or hiring manger can easily locate them. As an example, perhaps your resume right now says that you're a strong leader or your responsibilities included leadership roles. Including an objectives section at the commencement of your resume provides a concise introduction to the intention behind the resume, highlighting your career objectives and the sort of job you are searching for. Entry-level workers can state in their resume objectives which they're recent graduates searching for positions in their specific field. Whatever They Told You About Words to Use in Resume Is Dead Wrong...And Here's Why It's imperative to point out your work ethic and techniques related to it. You need to demonstrate that you possess the essential experience and abilities. For this reason, you are going to want to note your skills accordingly. If you're a senior professional, pay attention t o your business abilities and technical expertise too. New Questions About Words to Use in Resume Saying you can utilize Microsoft Word is similar to bragging online having the capability to use a fork. It's wise not to ramble. The Basics of Words to Use in Resume Employing action verbs in resume writing is as simple as any other type of writing, so long as you know what things to include and what things to look for. Rather than adjectives, you can take advantage of nouns that are the foremost priority. Action verbs show your capability to succeed. Employing action verbs and active voice makes a big difference in your resume, therefore it's well worth the additional effort.