Customize this Outstanding Veterinary Technician Resume Sample

Customize this Outstanding Veterinary Technician Resume SampleCustomize this Outstanding Veterinary Technician Resume SampleCreate Resume Morgan Hunter100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional SummaryOutgoing and friendly Veterinary Technician experienced in working with cats, dogs, fish and other types of animals and pets. Has a long history of working with pet owners to provide the best care for their pets, including taking samples, administering tests and performing x-rays. Able to get detailed medical histories of pets from owners too.Core QualificationsLicensed Veterinary TechnicianVast Animal ExperienceHair and Skin SamplingTaking and Developing X-raysSurgery PrepMedication ManagementExperienceVeterinary Technician, September 2013 April 2015Los Angeles Animal Clinic Los Angeles, CAMet with pet owners, made them feel more relaxed and took medical histories of their petsAdministered medications to pets and ensured owners un derstood how to administer those medications at homeWorked with a wide range of both warm and cold bloodied animalsAssisted veterinarians when going on house and farm callsShaved and otherwise prepared animals for surgical proceduresVeterinary Technician, June 2011 August 2013New Cityland Animal Hospital New Cityland, CAGathered patient files to prepare doctors for their daily appointmentsHelped calm and sooth animals prior to taking x-rays and performing other necessary testsDeveloped x-rays to show veterinarians if animals suffered from broken bones and other injuriesTook samples in the form of urine, blood, hair and feces for the laboratoryMonitored animals in the hours after surgeries and other major proceduresEducation2011 Associate of Applied Science, Veterinary TechUniversity of California Los Angeles, CACustomize ResumeVeterinary Technician Resume Questions1. How do you list education on a veterinary technician resume?Create a section with the title Education to write abo ut your academic background. As you can see from our veterinary technician resume sample, this section is short and to the point. It often goes at the bottom of your document. List your highest level of education first. Include the degrees title and your year of graduation. Write the name and location of the academic institution and include special honors or awards.2. What goes in the header of a veterinary technician resume?Look at our veterinary technician resume sample to see an example of a professional header. Place your name on the top line. Make sure you write your full name and exclude nicknames. Then list your address or at least city, state, and zip code. Follow that with a telephone number and professional email address that uses a current server.For help writing your header and every other parte of your document, turn to our experienced resume builder. It will guide you every step of the way until you have a compelling document that increases your chances of landing inte rviews and job offers for veterinary technician positions.3. What should go in the experience section of your veterinary technician resume?Study our veterinary technician resume sample to understand how to write and format your experience section. Use bullet points to help hiring managers read through this part of your document. Begin every description with a strong action verb such as administered or helped, as the jobseeker in our sample does. Write thorough descriptions of your previous duties and responsibilities to give prospective employers a clear understanding of your professional abilities.4. Whats an example of a great veterinary technician resume?There are many components to a great veterinary technician resume. An exceptional resume uses a format that is easy to read and includes engaging content that clearly displays a jobseekers skill sets, experience, education, accomplishments, and other qualifications. Our veterinary technician resume sample is an example of such a document. It communicates many different proficiencies, from administering medications to soothing animals before treatments. This shows that the jobseeker can handle all aspects of the job at hand. Use our sample as a guide as you craft your own resume.5. Whats the best way to show you work well in a team on a veterinary technician resume?Veterinary technicians need to be able to work well with veterinarians and other technicians, and they should know how to assist and communicate with pet owners. Rather than listing the overused word teamwork in your core qualifications section, think of more engaging ways to exhibit in your resume your ability to work in a team.If you look at our veterinary technician resume sample, you will notice that the jobseeker states in her experience section that she assisted veterinarians on house calls, helped relax pet owners, and gathered files to help doctors prepare for appointments. These statements show that she works well within a team. Include s imilar descriptions in your document.

Think twice before you criticize other generations at work

Think twice before you criticize other generations at workThink twice before you criticize other generations at workAt work, theres a tendency to make fun comments based on ur ages.Dont.Its normal to feel frustrated with other generations, or even your own. Many people feel the same way, because generational labels often just dont fit. In astory in Science of Us, Dont Call Me a Millennial - Im an Old Millennial by Jesse Singal, he owns the fact that he has trouble identifying with his younger peers.Technically speaking, Im definitely a millennial. I was born in 1983, which means Im part of the generation, whether one uses the Census Bureaus definition (born 19822000) or Pews (about 19811997). But the more I hear about millennials, the less I recognize myself, Singal writes.He also references a New York Times story, Wait, What? Im a Millennial? byJuliet Lapidos and writes thatOld Millennials and Young Millennials have had very different life experiences because of two epochal events that happened when one group was in young adulthood and the other group was made up of mostly early adolescents the financial crisis and smartphones profound takeover of society.This is fine to discuss with your friends. At work, it just creates divisions that no one needs.in richtungerational labels dont fit most peopleSingal points to differences in his usage of social media, and popular narratives about millennials lifestyles as ways he differs from his generation, later writing that these older and youngergroupings arent carved in stone, and there is certainly some overlap (especially for those who were influenced by older siblings) but that nothing is gained from lumping them together.No surprise there the generational labels we all cling to - whether Gen X or millennial or Gen Z - are primarily useful for marketing. Theyre broad, and they leave a lot of people out.And at work, while comparing generational influences may be fun, we have to be especially careful ageism isnt co ol, and an offhand comment on someones youth or age can, unintentionally, get managers and colleagues into trouble with human resources.How some millennials feel about their titleWhile Singal writes aboutdifferences he feels set him apart from younger people in his generation, he isnt the only one bristling at the term millennial.A national 2015 survey by the Pew Research Center of 3,147 adults on the American Trends Panel highlighted the groups attitudes toward the term.Despite the size and influence of the Millennial generation, however, most of those in this age cohort do not identify with the term Millennial. Just 40% of adults ages 18 to 34 consider themselves part of the Millennial generation, while another 33% mostly older Millennials consider themselves part of the next older cohort, Generation X, the report said.Every generation is put down by the ones beforeWhat supposedly sets generations apart often informs the dialogue surrounding each one. Millennials get lumped toge ther as the The Me Me Me Generation.But guess what? Other generations also heard the exact same putdowns when they were young. Baby Boomers were called the Me Generation by none other than novelist Tom Wolfein 1976. Newsweek wrote a piece on Generation X as the Whiny Generation in 1993.Thats the essence of the Generation X problem, sniffed Newsweek 24 years ago. We have a generation (or at least part of a generation) whose every need has been catered to since birth. Now, when they finally face adulthood, they expect the gift-giving to continue. Im 28 and Ill never own a house, whines the Generation Xer. Im 25 and I dont have a high-paying job, says another.Does that sound familiar? It should. It sounds exactly like whats been said of nearly every living generation when it was young. Maybe our generational differences arent so big after all. The meness of generations traces back to the 1930s and before, amplified by the technology of more people to create their own images.With each g eneration of media technology, ME gets bigger, wrote Smithsonian.What different generations have in common at workWhile all millennials certainly dont relate to each other in the same ways - and shouldnt be treated as a monolithic category - its important to also think about what unites members within the group, as well as what links the group to other generations.ALadders/SurveyMonkey online poll of 4,711 adults ages 18 and up sheds light on how flexible hoursare important to everyone.From the Silent Generation to Generation X and millennials, every single generation in our study prioritized flexible hours as the top perk they sought when seeking a job. When asked to pick between a game room, a gym membership discount, a nap area, unlimited snacks, free meals, casual Fridays, flexible hours, and the option to work remotely, 39% of millennials said flexible hours was the most important perk with the ability to work from home a close second at 25%,we found.The same pollalso found t hat meaning is important to careers - across generations, 67% of all participants reported valuing an organizations mission over the salary it could offer them.While definitely theres reason to feel like every popular millennial label doesnt apply to you, considerthinking about what you share with younger co-workers of your generation to feel better at work.

Why your mind likes to ask lazy questions

Why your mind likes to ask lazy questionsWhy your mind likes to ask lazy questionsThe uncreative mind can spot wrong answers, but it takes a creative mind to spot wrong questions. - Sir Antony JayQuestions invite us to explore uncertainty.Finding the answer is not the purpose of great questions - the discovery lies on the journey.Your brain, just like everyone elses, is lazy by default. It likes to ask suboptimal questions - your mind wants an easy answer, not to uncover breakthrough solutions.Lazy questions create bigger problems than the one they are trying to solve. By asking idle questions, we miss the obvious the key doesnt lie in the answer, but in the question itself.When the answer is self-evident, what prompts the question to begin with?Asking questions is an art - its about opening possibilities rather than closing the loop with a perfect answer.Why being right or wrong is lazyWe are not taught to ask questions, but to answer them.Are you looking to fill a job with the r ight candidate? Do you want to avoid paying the wrong price? Are you obsessed with finding the right design for your new website?ur education nurtures a lazy mindset - it forces us to see the world in terms of right or wrong. The same happens at work. Most managers couldnt care less about the questions - they expect you to have the right answer.Weve been raised to think in binary terms - yes-no, right-wrong, black-white, ally-competitor, positive-negative. This dualistic approach limits how we see the world - instead of promoting an educational journey, it forces us to choose a destination.Discovering new paths and solutions requires navigating uncharted waters. Learning is exploring new routes - you dont know if youll land in the Indies or America.Interesting questions provoke mora questions - lazy questions encourage laziness.Question substitution is a time-saving, but lazy way we use to preserve mental energy. As Nobel laureate and psychologist Daniel Kahneman explains in t his MIT Sloan piece When faced with a difficult question, we often answer an easier one instead, usually without noticing the substitution.This cognitive trick is why we keep making irrational decisions. Consider the following examples from Kahnemans book Thinking, Fast and Slow.Harder questions challenge ourselves lazy ones make us avoid uncertainty - question substitution is a shortcut that takes you nowhere.Multiple-choice or closed-ended questions dont just narrow your perspective they are judgmental too. There are many everyday questions that we would not want to answer either yes or no.Consider the question when was the belastung time you wish your boss were fired?Theres a presupposition that you usually cant stand your boss and that you wish him/her to get fired. Whatever response you give, its wrong. The question is meant to make you look bad.Are you still beating your dog when you get drunk?Its easy to create a situation in which, whatever you answer, the question would pu t you in an awkward position. Even if you answer no, you would be implicating that you used to hit your dog.Any answer you give would be misleading.So, how can we get rid of the trap of duality? The answer is neither yes-nor-no - you want to avoid answering a question that creates misleading categories.The third answer MuHow can we break free from binary questions?The usual yes or no options are neither correct nor incorrect answers. Dualism limits your understanding of the problem. Who cares about the solution when you are solving the wrong problem?To escape the trap of binary questions, you need a third answer Mu.In Zen Buddhism, mu is the answer to dichotomous questions - it invites you to unask the question, rather than answering it.Mu is a Japanese word that means not have or without. Chinese calls the word mu the gate to enlightenment - when you unask a question, you gain wisdom.Dualism is the belief that two concepts are opposed to one another. Zen is about integrating bot h elements - it invites you to embrace a Yes, and mindset, as I wrote here.Mu is the third answer - it repositions the implied dualism as false because the question is loaded. Rather than providing an answer, you must look for another question.Answering mu is saying no to the right-or-wrong approach.Instead of letting your lazy brain take over, you want to make koranvers you are solving the right problem. You decide to unask the question. You refuse to limit reality to a dualistic approach - innovation is about creating new solutions, not choosing among existing options.Voltaire said Judge a man by his questions rather than by his answers.Unasking a question encourages you to continue the discovery journey - you focus on reframing the problem rather than stopping in the most convenient station.How to unask a questionGarbage in, garbage out.Should I stop smoking? Will I be promoted? Am I good at what I do?The power of mu lies in not settling for a suboptimal question.For exampl e, the best question may not be how to diversify your offering, but whether to diversify at all.By saying mu, youre stating that no answer can exist in the terms provided. You are saying none of the above - you move the discussion from options to possibilities. Not only you get rid of presuppositions you dont want to waste your energy in solving the wrong problem.Here are five ways to help you avoid the trap of dualism.1. How might we? (HMW)In the Design Thinking method, questions are structured in a How might we? format to ignite more active brainstorming. Rephrase your insights by adding How might we at the beginning - find the balance between an open-ended and a relevant question.Be creative and aim for something challenging to get your team excited. How might we make our app more fun? is not only vague but doesnt focus on the real problem to solve. How Might We make healthier food more affordable? Check out this method card by the d.school.2. Turn the challenge into an interes ting oneThe outcome is not the problem, but the result of a well-solved challenge. Audi was struggling at the 24 hours of Le Mans because its cars were slower than those of the competition.How could we win Le Mans if our car could go no faster than anyone elses? Audis chief engineer asked. The solution a fuel-efficient engine - fewer pit stops saved significant time, considering that the race takes 24 hours, to help Audi end in number one position.Focusing on how to win the race is more important than having the fastest car, as I explained here.3. Reframe the problemMost of the times, we approach problem-solving as a knee-jerk reaction we want self-evident problems with self-evident solutions.Thats the problem of approaching life with a dualistic approach we divide reality into opposite categories. The slow elevator problem is a perfect example, as explained in this HBR article. Most peoples reaction is to find a solution to make the elevator faster.However, if we reframe the probl em from the elevator is too slow to the wait is annoying, things change. You can develop solutions to make the wait (feel) shorter. Reframe the problem is like saying mu you stop seeing through the dichotomy of slow-fast.4. Is it safe to try?The right or wrong mentality is why people fear to make decisions. It divides your options in two - no one wants to choose the incorrect path. However, by reducing the potential (negative) impact of a decision, you can unblock your team.Is it safe to try? is a simple way to get rid of the binary approach. This simple question brings focus to the real risks and invites everyone to reflect on potential harm by considering whats the worst that can happen, as I wrote here.5. Lead with questionsMany disasters such as the Titanic, the Challenger and the Bay of Pigs could have been avoided if direct participants had raised questions about their concerns. Thats the premise behind Michael J. Marquardts book The Power of Questions.A questioning culture e ncourages shared responsibility - everyone feels responsible for understanding the problem, sharing ideas, and speaking up. It promotes a curious and humble - I dont know becomes a virtue.Marquardt suggests we use open questions we avoid asking to illustrate ones cleverness, and challenge questions by asking why five times. The author encourages managers to lead by asking questions rather than providing answers - questions are not about being right, but about being curious.Questions open the door to discovery and learning dont let your lazy brain derail you with a right or wrong mentality. Rather than trying to prove that you know the correct answer, challenge the inquiry - unask the question.The power of mu is adopting a curious mindset - become better at asking questions.Upgrade your team performanceDownloadmy ebook Stretch Your Team - how to thrive in a changing worldget your free copy.Thisarticlefirst appeared on Medium.

Why Human Resources Management Is Important

Why Human Resources Management Is ImportantWhy Human Resources Management Is ImportantDebates about the importance of Human Resources Management occur daily in workplaces. Some employees regard Human Resource (HR) as the policing, traumatizing, systematizing arm of executive management. These employees see HR staff as gatekeepers, people whoholdlittle interest in employee concerns. Such employees also see HR staff as supporting managers, elend regular employees, sometimes attributing nefarious goals and motives to HR staff or even talking aboutwhy they hate HR. Part of the problem is that HR has tobalance the interestsof five different stakeholders, so employees can feel their interests are ignored. 207 Watch Now Why HR Matters Now More Than Ever Why HR Is Important Agood HR departmentis critical to an employee-oriented, productive workplace in which employees are energized and engaged. Below are a few key reasons why HR monitors the culture. Some organizations say that HR owns the culture, but as in all other employee relations matters, werecommend that the ownership is spread across all employees.HR owns the overall talent management processes. In conjunction with other managers, HR leads the way inmanagement development,performance management,succession planning,career paths, and other aspects oftalent management. HR cant doit alone and relies heavily on managers and executive staff to help plan and execute the strategies. However, HR has to bring new ideas and effective practices into the organization. HR is responsible for the overall recruiting of a superior workforce. Once again, HR cannot do it alone but must provide support tohiring managerswho are also responsible for recruiting asuperior workforce. HR must provideleadership, training, scheduling assistance, asystematic hiring process,recruitment planning processes, interview expertise, selection monitoring, and more.HR recommendsmarket-based salariesand develops an overall strategic compensatio n plan. HR provides guidance to managers as they determine the salary ranges within their organizations. HR researches,recommends and implementsemployee benefits programsthat attract and retain your best employees. HR is also responsible for controlling costs and considering various options before recommending adoption.HR is responsible for recommending and instituting strategies for people and the organization that further the attainment of the organizationsstrategic goals. If your organization is changing direction, developing new products,changing mission, vision, or goals, HR must lead the way with employee programs and processes. HR makes sure that workplace activities, events, celebrations, ceremonies, field trips, andgruppe buildingopportunities are occurring. Other employees plan and implement the activities with or without HRs help, but the HR leader is generally responsible for monitoring the budget and providing committee oversight.HR advocates for employees who have issu es or conflictwith management and coaches managers and executives who seek a more effective approach to working with particular employees. Not everyone loves each other but they need to developeffective working relationshipswith contributions and productivity. HR can help by knowing the players and taking on the necessary role of advocate, coach and/or mediator. The importance of HR is easily overlooked in the busy day-to-day in the workplace, but without contributions in each of these areas, the organization would be less successful.

CV vs Resume - What is the difference [+Infographic Examples]

CV vs Resume - What is the difference +Infographic ExamplesCV vs Resume sIs Pepsi okay?Dont you just hate it when you ask for Coke and thats what you get in return?And the voice inside you screams NO ITS NOT but all you can muster is a Um, can you check again? Otherwise its alright.On the face of it, Pepsi and Coke look the same, might even feel the same, but deep inside, you know they are elend, right?The same goes for a Resume and a CV. What is a CV,and what is a resume, you ask? The two are so often used interchangeably that most of us feel that they are the same.But they are not. They are miles apart, and the lack of understanding between the two can cost you a job, or be the difference between a 150k and a 50k profile. We mean it because we have seen it.In ur guide to explaining the difference between CV and Resume, Well broadly be covering the following To skip the details, you can directly view the differences between a resume and CV in the infographic below.What is a CV? Latin for course of life, it means just that. It chronicles the details of your entire academic professional career till date.Since you wouldnt want the course of your life to be limited by anything, a typical CV is not bounded by the number of pages. A CV can run from a couple of pages to more than 10 and no one will blink an eye.Broadly, a CV is used in cases where you are applying for internships, grants, scholarships, research-based profiles or academia in general.The reason for that is that a CV (as opposed to a Resume) will additionally include a detailed list of your publications (with bibliography), references, fieldwork during your graduation/postgraduation, teaching experience, presentations delivered, etc. All this is typically missing in a Resume.What is a Resume?French for to sum up, a Resume is a concise summary of your professional career. In most cases, it will be a 1-pager, and can go up to 2 pages in cases of professional experience exceeding 20 years or so, but t hats it.A Resume can NOT exceed 2 pages, even if youve 30+ years of working experience or are Elon Musk.This crisp document (as opposed to a CV) summarizes your professional skills and achievements till date and is usually tailored to specific job applications pertaining to non-academic industries in general.The information that goes in a Resume will often by highly limited and generally include additional sections around Professional Summary, Key Skills, etc. (check out our guide to Resume Key Skills and Resume Objective for further clarity)CV vs Resume - The DifferenceNow that we know a basic overview of the two, lets go a bit deeper and analyze the differences on the basis of certain parameters to understand resume vs cvBasisCVResumeOriginLatin for course of lifeFrench for to sum upLength4-10 pages, even 10+ in cases of extensive experienceNot more than 2 (without exception)FocusAcademic + Professional BackgroundSkills + ExperienceOrderChronologicalReverse Chronological (excludi ng instances of Functional Resumes)CustomizationMinimal. Content remains the same irrespective of the position being applied toCan be tailored to specific job profiles or organizations, especially skillsWhile the above table broadly covers the basic difference between Resume and CV, let us go a step further and scrutinize the 3 basic parameters which governs the usage of the two.CV vs Resume LengthAs discussed previously, the length of the document is a clear indicator of what to use when.Weve seen professionals getting confused between the two and sending in 5-pager resumes for top-level profiles. That, in our opinion, is straight-up blasphemy.Usually, recruiters will specify whether they are expecting a resume or CV. Based on that, you can tailor the length of the document which youll send accordingly.CV vs Resume Objective Geographic LocationThe objective of where you are applying is a clear giveaway.In the US, as a rule of thumb, a CV is expected in cases where you are applying in the field of medicine, science or academia. This additionally includes applications for fellowships, grants and scholarships as well.Moreover, if you are based in the US and are seeking jobs abroad (Europe, Africa, Asia and the Middle East), youll be expected to send a CV irrespective of the industry or nature of work you are seeking.Consequently, in the non-profit sector or in industries apart from medicine, science and academia, youd be better suited to send a resume instead.CV vs Resume Layout/StructureAs mentioned earlier, a CV is chronological in order which details the entire history of the applicant, starting from Education to Publications, Awards, Academic Trajectory, etc.A Resume, on the other hand, is prepared in a reverse chronological order and can be tailored in accordance with the industry or job you are targeting.The format of a CV is, in most cases, pretty standard. It remains the same irrespective of the industry or job profile you are applying for. A resume can be reverse chronological or functional depending on the requirements of the job or the candidate.The layout of a resume is not written in stone and can vary. For a more in-depth understanding of resume layouts, check out our guide on Resume Layouts.CV vs Resume A BreakdownSince a CV is more detailed and includes an extensive range of information pertaining to the candidate, lets take a minute and understand the range of information which encompasses a typical CVProfessional Summary/BiographyContact DetailsAcademic InterestsEducational QualificationsProfessional Employment History, with Quantifiable AchievementsAdditional Courses TrainingTeaching Experience, if anyResearch/Lab Experience, if anyFieldwork during Graduation/PostgraduationKey Skills (Technical, Computer, Academic, Language, etc.)PublicationsTheses/DissertationsProfessional Licenses and CertificationsAwards HonorsLectures, Presentations Public Speaking EventsOverseas Experience (Academic Professional)Public/Private MembershipHobbies/Interests Extra-curricular ActivitiesReferencesOn the other hand, a Resume usually includes the followingJob TitleContact DetailsProfessional SummaryKey SkillsProfessional ExperienceEducationTraining CertificationsInterests Hobbies (Optional)CV vs Resume ExamplesIn order to further clarify the difference between CV and Resume, heres an example of the latterDown below youll find an extract from a CV containing additional information pertaining to Publications, Memberships, Seminars, Projects, etc.Got more queries around your Resume or CV? Still cant take a call on which one to send? Give us a shout out in the comments section and well get back to you within 24 hours

Understanding Careerbuilder Resume Search

Understanding Careerbuilder Resume Search Careerbuilder Resume Search Explained Nearly all application forms ask you to list somebodys certification in addition to instruction, nonetheless occasionally they wont supply you with a whole lot of living space to create these folks in. Know the purpose of yur resume Some men and women write a resume like the aim of the document was supposed to land work. Your livelihood program correspondence is going to be an opportunity to high light ones most recent requirements as well as experiences. If you believe you might want to fill mora than 1 position, it might be in your companys best interest to wait and advertise them both at the exact same moment. Furthermore, it is a very good concept to keep an open line of communication with all your customers to be certain their expectations are being met. Attempt to know the market of the organization you are asking for work, and identify what type of difficulties they could be going through. N ot Managing Time Appropriately While having your own company can surely provide some flexibility, its still true that you will need to control your time appropriately. For instances, if your organization is situated in a little city or suburb near a larger metro area, your job seekers are probably more inclined to enter in the name of the larger metro area when searching for a job. In a bad economy, job hunters might need to earn a compromise on drehort and pay prices. With an entire slew of internet job sites out there it has never been simpler to locate work. With our help, hopefully you will find the work as speedily as potential. If you are able to explain the way that it will benefit his company, and to connect it to tangible outcomes, then youll really boost your chances. It is not too easy to come across such folks who really deserve a specific job. Add all the new information which you think is relevant, together with courses, training programs and other academic qual ifications that you could receive on the way. Analyze job ads You will see a great deal of helpful info on job ads. Everything from Monster to CareerBuilder the work seeker has a selection of tools readily available online. For more than 20 years, CareerBuilder has put America to work, helping millions of normal men and women find jobs and thousands and thousands of employers find the talent they should succeed. With the assistance of proactive sourcing and modern-day Applicant Tracking Systems, recruiters would have the ability to find a greater candidate conversion rate. To be successful within this candidate oriented job market, its very important to recruiters to think of a different hiring strategy. Perhaps youre in the health care field well it is simple to search for jobs which are only in the health care field. Especially once youve got particular expertise wanted within the job that you may be applying for. A work analysis will supply the facts you have to compose an a ccurate job description. It should be conducted as the first step in the recruiting process. Ruthless Careerbuilder Resume Search Strategies Exploited If youre sending a resume to a company, it ought to be a given that youre obtainable for an interview and you will provide references if requested. For instance, an applicant can have a telephone interview and then an in-person interview. A good resume cover letter will probably greatly improve your application along with maximize the probability of obtaining the interview. Its super simple to discover the ideal job or for the employer to discover the ideal employee. A Secret Weapon for Careerbuilder Resume Search If you are uncertain which search phrases you ought to be targeting or if you believe you may be passing up some job seekers on account of the words you are now using, then click the HR Webinars button near the top of our site and sign up to attend our Keywords Webinar. Training is performed remotely, and that means you dont have to attend any bodily classes and it wont interfere to your existing pursuits or commitments. Click the Advanced Options tab to additional filter benefits. Employers should understand this in order to employ the essential number of reliable employees they have to search distinctive sources. Getting your resume to appear on the very first results page an employer will see is not quite as difficult as you might think. As for technical jargon, do not assume that he or she will know what you are talking about.

5 Questions for Spotting the Candidate with the Best Presentation Skills

5 Questions for Spotting the Candidate with the Best Presentation Skills Do you need a supervisor or manager who can get business ideas and strategies across to employees? Are you looking for marketing and sale professionals who can forward your company brand to potential clients? Is your company scouting for a trainer who can transfer knowledge and skills to new hires? If you are in any of these situations, it can be very revealing to candidates to deliver a presentation as part of the interview process. This strategy allows direct and in-depth assessment of communication skills, knowledge, and ability to think logically. It can also be useful to invite key members of your organization to join the audience during the candidates presentations.The following are some useful assessment questions and criteria1 Is the content well-structured?In most cases, a presentation will have three major parts int roduction, main message, and conclusion. If the main message is complicated, a smart presenter will subdivide it to convey the details in a comprehensible way. The presenter then shifts from one part or point to anotzu sich by using transition phrases, such as the followingLet me start my presentation with aI would like to discuss five pointsFirst second thirdBased on the arguments I mentionedYou will know that the content is well-structured if you clearly remember the key points at the end of the talk. The presented ideas, facts, and stories are interconnected coherently to impart a meaningful message.2 Has the candidate caught your attention?How does the candidate open the presentation? Does he start with a funny anecdote, a striking quote, or an interesting tale? Does she use jokes once in a while to keep you from boredom? If you dont feel like nodding off, taking your phone from your pocket to check emails, or going out of the room for a break during the presentation, it indicat es the candidate has captured your focus and attention.3 How does the candidate move?Notice the presenters body movements. Does he seem confident with his posture? Do you get distracted with her hand gestures? Does he look at the audience in the eyes or does he often stare at the ceiling or PowerPoint presentation? How does she make use of the space in the room? In a presentation, remember that its not only the verbal messages that matter the communication style carries some weight as well.4 Does the candidate ask questions from time to time?Asking questions is a good way of engaging the listeners during a presentation. If the candidate does so, he or she is asking you to think, conclude, and respond all of which are indicators of participation. Questions also make good tools for checking whether or not you and the presenter are on the same page.5 How effective are the candidates visual tools?The PowerPoint slide deck itself can make or break a presenters performance, too. Its wort hwhile looking at how the candidate prepared his or her audio-visual tool. Has it been crafted with careful thought? Do the illustrations, graphs and charts reinforce the main points, or do they just distract you? Can you read the text clearly, or are the slides jammed with too many phrases? Are the colors professional and pleasant to the eyes?At the end of the interview presentation, answer the five questions above. Youll be better able to evaluate the candidates capabilities and make informed hiring decisions.

4 Tips to Evaluate a Job Offer

4 Tips to Evaluate a Job Offer4 Tips to Evaluate a Job OfferReceiving a job offer that doesnt match what you expected can be a big letdown. But before either walking away or settling for terms you dont really like, examine the whole situation. Careful evaluation- and perhaps some negotiation- may make the package more palatable. Try the four strategies below to evaluate a job offer.Here are four tips to evaluate a job offer before you accept it or dismiss it1. Know the going rate.You might have a magic number in your head that youd like for a salary, but is that figure realistic? Do online detective work, consult professional associations, or ask those in your network to see what others in similar positions earn. Be sure to take into account geographical differences, background, and educational experience.What you find may lead you to reconsider your definition of an acceptable wage, or the data can serve as a solid springboard to discuss the matter with the prospective employer. 2. Look beyond salary.Compensation comes in many forms, so dont make decisions based solely on salary. A package may be much more appealing than initially thought when adding in factors such as a great health plan, a generous vacation package, tuition reimbursement, and telecommuting opportunities. 3. Examine your priorities.While earnings undoubtedly play a big role in whether or not to accept a position, money does not always guarantee job satisfaction. Perhaps youd be willing to accept less in order to join a workplace that meshes with your personality.Maybe the daily tasks truly get you excited, or youd get to be a part of a company youve always admired. Similarly, the location or the hours might be highly conducive to the work-life balance you crave.4. Try negotiation.If you are still on the fence after thoughtful examination of the offer, consider negotiating. Youll never know what you might be able to get if you dont ask. Worried youll offend the employer? In a recent survey, 84 percent of employers said they always expect job applicants to negotiate salary during the interview stage.Your attitude should be, I am enthusiastic to accept the job, just hope we can come together on a few points so I can accept it, says career expert Vicky Oliver, author of 301 Smart Answers to Tough Interview Questions and 301 Smart Answers to Tough Business Etiquette Questions. If the money offered is too low, try to think of things that you spend money on and see if the company might help pick up some of those costs, such as providing a transportation stipend or a health club deal.Another possibility is to ask for a six-month performance review, tied to a raise if warranted. Maybe the company doesnt have the money right now, but will. A six-month performance review may sweeten the deal for you, Oliver says.Above all, stay positive and upbeat. You impressed the hiring manager enough for an offer to be extended. Now, continue to prove that youre the candidate the company needs to find a way to bring on staff.Readers, how do you evaluate a job offer before giving an answer? Share your tips with us below in the comment section

5 ways to get your office to be healthier

5 ways to get your schreibstube to be healthier5 ways to get your office to be healthierStrong colleague friendships can have a major impact on your life. They make you happier and more fulfilled when youre logging those long hours between 9 a.m. and 6 p.m., but they can also impact your choices - and some can even add a few inches to your waistline.In fact, registered dietitian and nutrition expert Bridget Swinney, MS, RD says some new employees can expect to gain five pounds within their first few months at a new job - or more.Without willpower, it can be huge. Thats because some staff work very long hours and turn to food for stress relief or to stay alert. Others must rely on fast food for lunch and dont always choose the healthy options- peer pressure is common in adult eating habit, she says. Working environments are often filled with unhealthy food - like candy, pop tarts, snack bars, cookies, ice cream and chips. Junk food is cheap, so that makes it appealing.But if you wa nt to turn your habits around - and maybe encourage your colleagues to do the same - here are some tricks and tips on improving the health of your officeLimit the birthday sweets to one big party a monthWhile a generisch shift that allows workers to take off their birthday without sacrificing paid time off would be a welcome change, more than likely, youll work plenty of birthdays during your tenure. And if youre going to have to attend meetings, answer e-mails, send reports and hold brainstorming sessions on your once-a-year celebration, you definitely appreciate when your manager acknowledges your lap around the sun. Though, sure, a cupcake or a slice of cake on your birthday is definitely encouraged, if you have several of these celebrations every week, Swinney says they can add up to weight gain, poor glucose control and even high cholesterol.To remedy the temptation of devouring endless sugar-sweet snacks, Swinney suggests hosting a once-a-month birthday celebration for emplo yees, and handing out a card on their specific day instead. Or flowers or a bottle of alcohol they can take home. This way, youre still making them feel special, without inviting the whole office to have their 10th double-chocolate slice of the month. If the birthday person is more of a health nut, she also recommends making a watermelon cake or a fruit bouquet in place of a dessert. In addition, she notes selecting cupcakes can provide damage control, since you have more choice over your portion.Make your office a no-alcohol zone (or at least offer nonalcoholic options)Blame it on Mad Men, the stress of overtime or the emergence of the startup culture thats bringing craft beer into the office kitchen, but alcohol and work seem to be synonymous in most working environments. And hey, while its definitely a perk to be able to crack open a cold one or pour a glass of your go-to red vino, when you consistently find yourself drinking at your desk as soon as the clock strikes 5 p.m. - th anks to the encouragement of your cubicle mate - those extra calories will add up fast.This is when a conversation with your operations manager may be your best tactic, according to Swinney. Approach the topic as a trite-but-true tactic of a compliment sandwich, starting with how appreciative you are of all they do to keep the office stocked. Then, mention how healthier options would help improve productivity and offer a less expensive route for those who simply cant say no to round two. Ask if they will provide sparkling water with have lime and orange slices, or unsweetened iced tea with fresh mint, Swinney says. This way, even when your co-worker grabs a beer, you can join them in drinking even if its alcohol-free.Find something else to do with your coworkers during happy hourBefore you give yourself too hard of a time, Swinney reminds us moderate drinking especially wine can be beneficial to our long-term health. The only issue is that middle ground may feel different for eve ryone two drinks for you may feel like the equivalent of four for your office BFF. As defined by nutrition experts, moderate boozing means one to two drinks per day. But at an after-work happy hour, where everything is half-off, strong and perfectly satiates your stress? Chances are slim youd stop at number two. After work happy hour can often add up to more drinks, as well as drinks that pack on a lot of calories. Add on the bar food that will most likely tag along, and youve got a diet disaster, she says.The solution to your daily invite outside the office walls is to help nurture your friendship without it being about alcohol. With sweat-working as an ever-growing trend in the professional landscape, Swinney suggests a shared workout class, a bike ride or a hike, if youre near trails. And hey, if your pals isnt really into fitness? There are other options that get up your heart-rate and dont put weight on you. Even going shopping would get you some exercise and help with stress. Active options that work for stress relief and for improving health, she says.When all else fails, order a faux-tiniBeing the only one not drinking at the monthly corporate happy hour can make you stand out in the sea of raised eyebrows (or raise questions about your family planning status, if youre a woman.) If youre truly trying to improve your health scores, lose some weight or merely need a break from alcohol, Swinney says theres a way to cleverly avoid actually boozing, while appearing like you are part of the crowd. She recommends filling yourself up with an apple right before you head out and making a pact with the bartender to keep giving you sparkling water with lime for the night, making it look like youre having a vodka tonic.If you are okay with one drink, she suggests a lower-alcohol concoction like a wine spritzer, a well-drink or a diet soda with a shot of liquor. She also says to down as much water as you can, while will also make you feel more fulfilled and less lik ely to reach for another glass or the fried food appetizers your boss charged to his company credit card.Volunteer to bring the healthy alternativesWhen you see free breakfast on your calendar, its a relieving way to begin your TGIF workday. But then upon arrival you only notice fatty, sugar-filled muffins and high-calorie bagels with cream cheese, youre likely promptly disappointed in the selection. Swinney explains carbs - especially super-sized ones like these breakfast favorites - can add on the pounds, spike your blood sugar and leave you starving a few hours later, since they offer little-to-no nutritional benefits. With nothing else left to munch on, you might find yourself deckenfries between a chocolate chip muffin and an everything bagel, with no nutritious option to turn to.Again, talk to your manager about a different solution by suggesting cost-effective ways to offer a complimentary weekly breakfast, without the unnecessary fluff. Bring in an electric griddle and co ok some over-easy eggs. With a couple of packages of whole grain English Muffins or some baked tostada shells and avocado and some fruit on the side, youve got a much healthier, stick-to-your-ribs breakfast, she shays.

13 of the Smartest Interview Questions to Ask a Hiring Manager

13 of the Smartest bewerbungsgesprch Questions to Ask a Hiring Manager13 of the Smartest Interview Questions to Ask a Hiring Manager13 of the Smartest Questions to Ask a Hiring ManagerAdd these questions to your einstellungsgesprch checklist.Whether youre looking for your first job or are a seasoned professional, a positive impression during the interview is key to getting an offer.When you ask a hiring manager insightful questions during a job interview, you demonstrate your professionalism, thoughtfulness, and commitment. Unfortunately, many candidates trail off when it comes to questions to ask a hiring manager.In my experience, that blunder is due to either lack of preparation, or the stress of the interview. How do you set yourself up for success? Keep in mind that the best interview questions are ones that emerge naturally from the conversation. You may find it helpful to jot down notes that can prompt questions to ask in an interview. Brainstorming beforehand and coming in wit h a few prepared questions can be effective, as well.I want you to end the interview in a powerful and impactful way. Here are some questions to inspire your own brainstorming session.1. What is the history of this position?This is an important question to ask in an interview because if you are offered the job, you will have to work in the environment affected and shaped by your predecessor.Perhaps this opening welches recently created to support company growth. If that is the case, ask a follow-up question about who owned the responsibilities up to this point, and how the duties will be transitioned.If you are interviewing for a position left vacant by someones departure, get a sense for what happened. Why did the predecessor leave the job? Was he or she promoted or internally transferred? If the predecessor left the company, ask about the circumstances.On the same note, it is usually fair game to clarify whether the company is considering internal candidates for the position.2. Wh at about this position is most important? How does it support management and serve direct reports?This is an important question to ask in an interview because it can help you get insight into the position and how it fits into the network of the company. Who will you support? Who will you supervise and guide? What skills are critical for success?3. What would you want to see me accomplish in the first six months?All too often, job descriptions present routine tasks and responsibilities. Asking about specific expectations and accomplishments can allow you to tailor the conversation to demonstrate your fit for the position. It also shows your commitment to adding value.4. How would you measure my success, and what could I do to exceed your expectations?I like this question because it addresses expectations in concrete terms. Beyond stock descriptions of good communication and analytical skills, what does excellence look like for that position?5. Which part of the position has the steep est learning curve? What can I do in order to get up to speed quickly?For some jobs, learning the technology or the internal company procedures is the most challenging aspect of coming on board. For others, it is about understanding the menschengerecht network. Any guidance on how to speed up the learning process and make you effective and productive quicker can give you a significant advantage.6. What are the expectations about managing workflow?Virtually every company has enough work to keep everyone busy 24 hours a day, seven days a week. In practice, everyone gets to go home at the end of the day. How do you know when you are done for the day? What are the expectations around working on weekends and responding to emails outside the normal working hours?7. How is the feedback process structured?Asking this question in an interview has been critical for me as a candidate. Feedback is how humans get better. Excellence and mastery have always been important to me, and I am aware tha t they are impossible without regular feedback. Does this company limit its feedback cycle to the annual reviews? Does the hiring manager make it a priority to deliver just-in-time acknowledgment and suggestions for improvement?8. What opportunities will I have to learn and grow?Does the company offer formal or informal mentoring and coaching? Does it invest in continued education or professional training? Great companies want to hire people who are dedicated to personal and professional growth. Show your hiring manager that continued development is important to you.9. What is the most challenging part of your job? What is your favorite part of your job?Your hiring managers job is different from the one you are interviewing for. However, insight into his or her challenges and favorites can offer a glance into the support and assistance you can offer.10. How did you get to your role?Asking deeply personal or intrusive questions wont get you high marks on the interview. However, most professionals enjoy sharing their career journey. Ask what first attracted the hiring manager to this company and what the career progression has been like.11. Do you have the tools and resources to do your job well?Asking this question in an interview can give you insight into the challenges the hiring manager has in doing his or her job. Resources trickle down, so if the hiring manager is pressed for time, dealing with an unusually tight budget, or is short on human capital, you will be affected as well.12. Do you feel that your opinions count?Having an opportunity to contribute is one of the key indicators of job satisfaction and team performance. If your hiring manager feels heard, appreciated, and valued for his or her input, chances are the same will translate into your position.13. Is there anything I have said that makes you doubt I would be a great fit for this position?Asking this question at the close of the interview can feel terrifying. After all, you are asking whether there is any reason why the hiring manager wouldnt want to extend you an offer. However, if you have the courage to ask this, you stand to gain a better sense of the next steps in the process and an opportunity to address any reservations that the hiring manager might have about your candidacy while you still have his or her attention.Having considered some of the questions that can put you in the best light and close the interview on a high note, here is a short list of questions that you should never ask in an interview.Bonus Questions you should never ask during an interviewInformation that can be found through a simple Google search. Interview questions such as, What does your company do? or Who is your competition? make you look like you did not do your research and are not serious about your candidacy.Gossip. If you have heard something through the grapevine that makes you doubt the companys financial strength, ask your question in a non-confrontational way. Instead of, Why a re you about to lay off 1,000 employees next month?, ask the hiring manager for his or her opinion about how well positioned the company is for the future.Pay, raises, and promotions. All of that will be discussed as part of the offer process. Its best to avoid questions that make you look too cocky, or paint the picture of someone who makes the decision based primarily on money.Background checks. Assume that the company will run a background check as part of the pre-offer due diligence. Asking this question makes you look like you have something to hide.Email or social media monitoring. Assume that the company monitors network usage in some way. The internet has a long memory and written comments have a way of getting around. Play it safe and dont use the companys network in ways that can make you look unprofessional.Deeply personal or invasive questions. You dont want to make the interviewer feel uncomfortable or defensive.Need more help preparing for your next job interview? Clic k on the following link for additional interview advice.Need help preparing for your next interview? Talk to a qualified TopInterview coach todayRecommended ReadingHow Not to Answer the Most Common Interview QuestionsThe 8 Best Questions to Ask in an Informational InterviewTurn Interview Anxiety into Excitement with This Simple TechniqueRelated Articles