Hired! Success stories from Ladders

Hired Success stories from LaddersHired Success stories from LaddersThousands of your fellow subscribers have found their new jobs this past year on LaddersEmployer activity on Ladders grew 50% in the past year, and more recruiters are using Ladders than ever beforeWhy? Because Ladders professionals are interested in a new job, and behave respectfully. While the typical job posting on LinkedIn or Monster gets hundreds (thousands) of unqualified applications, the typical job at Ladders gets just 14 applicants that are targeted, relevant, and interesting to the HR person or recruiter.So while we dont have the space to share them all, here are a hundred of the top positions landed by your fellow subscribers through Ladders.com in the past monthsTitleSalaryLocationDirector, absatzwirtschaft (Americas)$140KSandy Hook, CTEnergy Efficiency Consultant$66KSyracuse, NYVice President$155KPeekskill, NYVice President$160KSan Marcos, CAData Analyst$70KVicksburg, MILAN Wireless Planner$101KFlat Ro ck, MIDirector Marketing$95KIowa City, IASoftware sale Executive$130KEliot, MESales Marketing VP$165KPlano, TXEVP$194KTemecula, CADirector of Marketing$130KSunnyvale, CAImplementation Manager$130KAtlanta, GAStrategic Account Executive$100KPittsburgh, PASr Manager Global IT$125KGarland, TXAccount Executive$50KSpringboro, OHPR Manager$79KBay Shore, NYDivision Controller$130KKalamazoo, MIDirector of Local Marketing$122KLouisville, KYDirector of Estate and Gift Planning$125KWoodland Hills, CASupply Chain Director$160KDenton, TXCTO$150KUnknown, NADirector of Logistics$80KBrandywine, MDPhysician Engagement Executive$135KDallas, TXDirector$190KMiami, FLVP of Sales$120KPalm Beach, FLDirector Digital Marketing$125KDeerfield Beach, FLEnterprise Architect$145KSchaumburg, ILSenior HR Manager$118KValley Stream, NYMarketing Manager, Consumer Products$119KOverland Park, KSVice President Sales$175KBeacon Falls, CTPurchasing Manager$120KNorwalk, CTSr. Materials Manager$120KHarlingen, TXCMO$200KBedf ord, NHRegional Sales Consultant$95KLivermore, CAFacilities Manager$80KSycamore, ILProduct Support Manager$100KChamplin, MNSr. Director, menschenfreundlich Resources$150KDacula, GAVP Enterprise Sales$150KFort Lauderdale, FLVP of Finance$125KSan Francisco, CASenior Manager$135KCastle Rock, COAccount Executive$115KRaleigh, NCHead of US Activation Media$360KNew York, NYVice President / General Manager$150KMishawaka, INCFO$150KHuntingtown, MDSales Manager$85KToms River, NJSr. Process Eng Mgr$95KPrattville, ALContractor Account Mgr$95KLittleton, COAccount Executive$100KKirkland, WAVP of Sales$235KLexington, MAChief Marketing Officer$220KJacksonville, FLDirector of Sales$150KMaplewood, NJSr. Logistics Manager$155KSan Jose, CADirector Operations$110KWaukesha, WIDirector of Finance$120KJoliet, ILSpecialty Pharmacy Account Executive$77KHamden, CTFPA Director$120KDenton, TXCOO$125KRancho Cordova, CAProduct Manager$115KSan Francisco, CADirector$140KKirkland, WABusiness Analyst$109KRiverview, FLAccount Manager$75KRoseville, CAProject Manager$120KFrisco, TXAccount Executive$40KWashington, DCVice President$250KMarietta, GASr Maintenance Manager$118KMarshalltown, IAAccount Development Manager$155KEast Northport, NYEVP$270KNew York, NYSenior Manager IT$120KGarland, TXIntegrated Production Manager$105KAustin, TXRisk Management Consultant$65KPhiladelphia, PAManager, FPA$105KRichardson, TXExecutive Director$125KLos Angeles, CAAccount Manager$40KAcworth, GASenior Executive Assistant$100KPelham, NYSr Director of Product Development$185KVirginia Beach, VAProject Director$200KMunster, INDirector of Professional Services$155KBurlington, MADirector, Software Development$200KPlainsboro, NJDirector of Innovation$90KLehi, UTVP, Human Resources$170KShelton, CTDirector, Human Resources$120KRichmond, INAccount Manager$120KNashville, TNAccountant$78KChatsworth, CADirector of Operations$145KNewton, NCGM$125KBrooklyn, NYDirector of Intelligence Team$120KLaurel, MDCFO$200KForest Hills, NYFinan cial Advisor$70KRidgewood, NJPlant Manager$130KBroomfield, COProgram Manager$135KSan Antonio, TXDigital Marketing Consultant$55KChicago, ILNational Sales Manager$125KLoganville, GAVice President$185KVancouver, WADirector of Sales$100KLong Beach, CACorporate General Manager$150KBeaverton, ORPlant Controller$104KSwisher, IADevOps/Release Manager$110KChicago, ILComputer Systems Security Analyst$90KGlen Burnie, MDBusiness Development Manager$65KCarmel, INOEM Sales Manager$115KNashua, NHGood luck in your search this week

ASME Launches New ASME EFx Program

ASME Launches New ASME EFx Program ASME Launches New ASME EFx Program ASME Launches New ASME EFx ProgramASME is introducing a new program for engineering students, ASME EFx, which is an offshoot of the Societys successful ASME Engineering Festival (ASME E-Fest) program. The new ASME EFx events, the first of which is planned to be held in India next month, have been conceived as smaller-scale versions of the ASME E-Fests that can be easily staged by local colleges and universities throughout the world.The new ASME EFx events, which are intended to accommodate up to several hundred attendees and last one day or less, offer colleges and universities a novel way to engage with their students, provide students with professional development and skills training, and prepare them to compete at full ASME E-Fests. Planned and administered by local organizers with the assistance of ASME staff, the new events give students a taste of the ASME E-Fests experience without the costs associated with traveling to and attending a regular ASME E-Fest.Although smaller in scale, ASME EFx events can include many of the same activities that are featured at traditional ASME E-Fests, including keynote sessions, interactive workshops and training sessions, Innovation Showcase critical-thinking sessions, social and networking events, and impromptu competitions.ASME members or student members who are interested in hosting an ASME EFx at their local university should contact the ASME EFx team at asmeefxasme.org. For more information on ASME EFx events, visit https//efests.asme.org/efx.

How to Keep Your New Years Career Resolutions

How to Keep Your New Years Career ResolutionsHow to Keep Your New Years Career ResolutionsHow to Keep New Years Resolutions for Your CareerMaking the new year your best year yet can have a lot to do with keeping your New Years resolutions.Career-related New Years resolutions are fairly common. According to a 2015 survey by Accountemps, 68 percent of professionals report that they have made resolutions that would further their career, like getting a new job, asking for a raise, or developing critical skills. Furthermore, a recent survey by TopResume found that 65 percent of professionals say that getting a new job is amongst their top New Years resolutions. However, less than half know how theyll accomplish that goal. As we approach the end of the year, I recommend looking back before you look ahead. Did you make any career resolutions last year? If so, did you follow through on them? Why or why not?Many professionals begin the year with great aspirations that ultimately collapse unde r the weight of work obligations, stress, and tiny choices that add up to stalled progress towards their goals. If you find yourself in that boat, make sure youre working towards the correct career goal in the first place. All too often, our goals are defined by other peoples expectations or a drive to prove someone wrong. If youre sure that the goal is a true reflection of your own desires, here are 10 tips on how to actually keep your New Years career resolutions1. Get clarity on your career goalsWhat will it be like to accomplish your goal, whether in terms of promotion, a new career opportunity, or an advanced degree? How will your daily life be different? What will you do, who will you interact with, and how will you grow?Getting very specific on why the goal is important and how it will affect your life is key for tapping into the drive that wills you past inevitable obstacles and failures. In my experience, the main reason why professionals dont achieve their career goals is because those goals are not all that clear or important in the first place. If you are to invest time, energy, and heart into an accomplishment, make it count.2. Set yourself up for successThis may sound like a simple way to keep your New Years resolution, but building a strong foundation for your career development matters a great deal. Be sure that you always have an up-to-date resume and keep your LinkedIn profile alive and active. Even if you are not in job-search mode, being present to your accomplishments, skills, and professional image will do wonders for your confidence.3. Commit to developing your networking connectionsYour career potential is determined in large part by your professional network. No matter what your career-related New Years resolutions are, commit to attending events and making time for people. You dont have to be at every mixer. Instead, choose just a few opportunities to reconnect with old colleagues or meet new people. Bonus tip Get those events on your calendar for a greater chance of sticking with the planRelated5 Surefire Networking Tips to Rock Your Company fete4. Invest in yourselfWhether or not your job requires continued professional education, your ability to grow in your role is driven by exposure to new ideas. If you have to get CE credits to maintain a professional license, take dienstgrad of the educational opportunities and shape them to deliver the most value. Many employers will cover the cost of seminars and online learning events if you can demonstrate the value.5. Do deep workHas a professional goal been on your radar for a long time, and you just dont seem to be making any progress on it? It may be time for deep work. The concept, introduced in Cal Newports book, Deep Work Rules for Focused Success in a Distracted World, is to carve out a meaningful stretch of time to work on whats most important. Fifteen minutes here and there do not equal a dedicated hour (or three) in its ability to move you in the right dire ction and inspire more effort.If your mental dialogue pipes in to suggest that you dont have an hour to dedicate to your goal, I challenge you to think again. Everyone has the exact same 24 hours in a day. The opportunity hides in how you use those hours.Here is a quick test to tell whether or not you have time to spare If you watch any television shows or have one social media account, you have the time to make progress on your goal. You are just choosing to spend it on entertainment instead. Hold yourself to a higher standard when it comes to time because its the most limited commodity you have.You might try tracking everything you do over the course of a few days. I have found that a time-use diary over the course of two to three days is a great way to cut out time wasters and identify downtime that could be used more productively.6. Do small things because they are big thingsIn other words, make your bed and clean your desk. Accomplishment and structure in small tasks will inevi tably give you the dopamine boost to do the next thing. If my opinion does not convince you, listen to this commencement speech by the Navy SEAL commander Admiral William H. McRaven.7. Manage your mental gameMost career-related resolutions take a long time to accomplish. That means that you must treat yourself as a corporate athlete running a marathon. Pay attention to your stress levels (tools like Spire that track breathing patterns and offer real-time feedback might help). Dont overlook the importance of nutrition, exercise, and rest in how they shape your body and brain chemistry. You may try a practice like meditation or journaling, where you take just a few minutes to focus on what would make a day great.Related8 Steps to Achieving Work-Life Balance8. Get supportNobody achieves great accomplishments on his or her own. While individual effort and resilience are key, dont overlook the importance of your support network. From family members to friends, mentors, coaches, and even public figures that you dont personally know, look for your sources of inspiration and motivation.9. Create an accountability systemA professional commitment shared with a community can be a powerful engine for action. Choose a trusted person in your personal or professional network who will check in with you periodically to see how you are progressing, offer encouragement, and help you brainstorm ways around obstacles.10. Strive for progress, not perfectionSomething that I have learned from Tim Ferriss is the idea that striving for the perfect outcome can actually derail your efforts in the long run. Instead, you might try to frame your goal in terms of the knowledge you will acquire along the way, people you will meet, and experiences you will gather. In other words, set up your path to be successful, regardless of whether or not you reach your goal.For example, lets say you want to be promoted to manager this year. On your way to that goal, you may choose to volunteer for leading projects, take charge of specific client relationships, or begin to play a more active role in coaching and mentoring the people around you. If you do those things consistently during the year, you will have learned new skills, met new people, and built deeper relationships any one of the three is a big win on its own merits. The promotion is just icing on the cake.No matter what your track record with New Years resolutions is, remember that you can create a different outcome by making a commitment to the goal that matters and using these ideas to create a framework for progress and success. With the right focus, tools, and support, you can keep your New Years resolutions and make this new year the best year yetClick on the following link for more advice on how to get ahead.Is revamping your resume one of your New Years Resolutions? Let us help youRecommended ReadingNew Years Resolution Ideas 17 Career Goals Youll Be Able to KeepCareer Quiz What Should Your New Years Resolution Be ?How to Turn Holiday Parties into Networking Goldmines

Ex-Google engineer James Damore sends signs of planning a class-action lawsuit

Ex-Google engineer James Damore sends signs of planning a class-action lawsuitEx-Google engineer James Damore sends signs of planning a class-action lawsuitAre more James Damores on the horizon? Damore is a Google engineer who set off a national firestorm when the companyfiredhim earlier this month for writing a controversial internal memo questioning the merits of diversity initiatives. On Wednesday, the law firm representing him announced they were looking for others like him, showing all the signs of planning a class-action lawsuit.The Dhillon Law Group, which is representing Damore in his case against Google, posted a blog post on its site Wednesday that encouraged people who shared Damores beliefs about Googles policies to step forward and contact the firm.Fired Google engineers firm seeks Googlers who have been blacklistedThe firm said it is interested in hearing from Google employees who have been discriminated against at Google based on their political views and people who be lieve they have been defamed/slandered/smeared/blacklisted at Google for their views about affirmative action at Google.Although the Dhillon Law Group would elend confirm whether it was looking into a class-action lawsuit, gathering a large group of Google employees who have been in similar situation as Damore would be an important step towards one.Damore is not alone in thinking like this. Many Google employees positively supported Damores memo and defended his claims, according to Motherboard.Google engineer I can win legal caseDamore worked at Google as an at-will employee where you can be dismissed for any reason, but Damore, whose Twitter handle is Fired4Truth, does not think his firing was fair and is not taking his firing quietly.On his ongoing press tour since his firing, Damore said he filed a complaint with the National Labor Relations Board on the basis that Google is misrepresenting and shaming me in order to silence my complaints. Because Damore said he filed a case wit h the NLRB prior to being fired, legal experts say he can use retaliatory conduct as a reason his firing was illegal.In an opinion editorial for the Wall Street Journal, Damore said that his polarizing 10-page manifesto, which sparked his firing, was a reasoned, well-researched, good-faith argument. In his argument, Damore said women are underrepresented in technology because they are more anxious and have lower stress tolerances than men. That biological argument, which has been debunked by scientists and widely criticized by former Googlers, got Damore fired forperpetuating gender stereotypes, he said.Whatever kind of legal action Damore decides to take, he maintains that he has the law on his side. Ive been advised not to talk too much about my legal case, but Ive been told that I can win it, Damore said in a Reddit Ask Me Anything earlier this month.This is not the first time Google has faced legal controversy over discrimination this year. The tech giant is currently being inve stigated by the U.S. Department of Labor for an extreme gender pay gap.And to make matters worse for Google, more women are coming forward with their stories of discrimination at the company. More than 60 current and former Google employees are considering suing Google for a hostile work culture and a pay disparity against women, according to their lawyer.

3 lies about work that have been damaging your career for years

3 lies about work that have been damaging your career for years3 lies about work that have been damaging your career for yearsLeadership is a thing. People need feedback. The best plan wins. These are some of the things you may have been hearing at work for years, and theyre also some of the lies identified by the authors of Nine Lies About Work a Freethinking Leaders Guide to the Real World, by Marcus Buckingham and Ashley Goodall.Buckingham, a best-selling author and the head of People and Performance research at the ADP Research Institute, and Goodall, the SVP of Leadership and Team Intelligence at Cisco, dismantle these leidions in an evidence-based way over the course of the book and will have you looking at ideas like people have kompetenz in a new way.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreLadders spoke to Buckingham and Goodall about three of our favorite lies.People care which company they work forPeople care more about their local work experience, the authors wrote the gruppes they work on.Its impossible to measure culture. We were trying to look at the world in an evidence-based way rather than a theoretical way, says Buckingham. There are a lot of nice theories out there, but lets look at the world as it actually is and where the evidence is, and then lets draw our conclusions on how to work better with one another from there.And one of the theories is that culture matters a great deal and that companies should build different kinds of cultures in order to get the best out of their people because thats really what people care about.But you look at the evidence and two things strike you, says Buckingham. One is that you cant measure culture. There is no way of measuring what the culture at Chick-fil-A is, versus the culture of Tesla is, versus the culture of Goldman Sachs. There is no way to do that. We cant binnensee it.People care about their locali zed experiences of work their gruppes. The second thing that we do find when we go into companies and start measuring things, are really specific things, like voluntary turnover, or accidents on the job, or customer satisfaction, says Buckingham. We find range. We find a lot of range inside the same company. And along with that, we find a range in attitudes expressed by the employees in the company.So when you put those things together, you go, Gosh. When people say they care about something at work, at least in terms of how that caring is expressed in actual behavior, then the thing theyre caring about is their local team experience.So thats kind of the evidence of the world as it is. When you look at measuring things inside the same company, you find variations inside the same company, in which case yes, maybe people care which company they join, but once theyre there, they seem to care much more about their local experience.When it comes to working, its all about the local-lived experience. What is your local-lived experience at work? asks Buckingham. You push on that, and you find a local-lived experience is the actual people who bring actual work into your little world every day. Its not a theoretical thing written about in Fortune Magazine, its an actual thing that happens every day. People come into work, they bring stuff, they keep your confidences or they dont, theyve got your back or they dont, they recognize you or they dont, they understand what your unique strengths are or they dont, you trust your team leader or you dont.All those things are super important to your actual lived experience at work, are team experiences, says Buckingham. And so all this stuff that we read about company culture is a nice journalistic narrative, but its not true. Its not real in the sense that a team is real.Company culture can be too broad to feel if youre working inside it. In a way talking about culture is like talking about nation-ness, says Goodall. Its like sa ying theres a thing called American-ness or British-ness whereas of course, and maybe its more visible if you look at the experience of living in a particular country that youd read the news media and you realize very quickly that other people in the same country are having very, very different experiences of what that country is like then you are, which is to say that experience is a local thing and its true in country as much as its true in company.People have kompetenzPotential as its currently interpreted by companies is elusive, non-evidence based, and leads to many people getting mislabeled as either high-potential or low-potential, write the authors. (Elon Musk is one famous example the authors used as an emp.oyee who was mislabeled as low potential). The myth of potential, according to the authors, is so dangerously open to interpretation that its bad for careers. Instead, it is better to think of career trajectories in terms of momentum.Companies use the label to maximalize their human capital. The sin, I suppose, at the heart of this whole idea of potential, is that companies want to be and believe themselves to be maximization machines, certainly of their physical assets, certainly of their financial assets, and certainly of their human capital, says Goodall. And yet it seems a very strange thing to do, and in something applied in the face of all the evidence for a company to say, Well, our people are our most important asset, but hang on a secondSome of them have the potential to grow and some of them dont. So were only really going to invest our attention on maximization attention in a few people. And usually, its very few. Its less than half in most cases. It flies in the face of the evidence that every human brain can grow and continues to grow throughout life.The other contradiction, by the way, is that we do rate people on potential and we are probably as humans unreliable raters of other people. So that is bad data anyway. And then you can pu sh a little bit further and say, Well if potential is an inherent and unchanging quality in a human being, why would you re-rate everybody on it once a year? Theyve either got it or they havent. And as it turns out, the thing that every human being has is the ability to grow. The question is, how and in what direction and how fast?Potential is top-down, momentum is collaborative. We argue in the chapter that the right ingredients for a conversation of these two categories of things, says Goodall. The first about momentum is, What is unchanging about you? What energizes you? What are your ansaugens? Who are you as a person? What is your mass? And then secondly, How fast are you moving through the world? How fast are you acquiring experiences and skills? Whats your current level of performance? Whats your past level of performance? From those things we can help you understand how fast youre moving. So if you put those together, who are you at your core and how fast are you moving thro ugh the world?And the big point is that a conversation about potential finishes up from a team leader to a team member running along the lines of, Either you have it, in which case everything is happy and good things will shower down upon you, or you havent got it, in which case this is an awkward conversation because Im telling you, youre all washed up, which is (A), weird, and (B), inhuman in a moral sense, and (C), in a factual sense because all human brains can grow.A conversation about momentum, on the other hand, is a joint exploration, says Goodall. Its what we know about you, is what you know about you How fast do you want to go? Where do you want to go next? How can we adjust your momentum so that its pointed in a slightly different direction or accelerated or slowed down? Those are real conversations in the real world, and the lie of potential is holding us apart from those genuine conversations.The idea of potential comes from a misunderstanding of maximization.Goodall sa ys, I think it comes from a misunderstanding of maximization in many ways. I think companies say, Who should we invest in? We cant possibly invest in everybody because there are only certain things that we can see from the center and we should cast our seeds on the most fertile soil But if you if you say, Well look. All of this stuff lives on teams. We dont need to decide at an organizational level who merits investment and who doesnt, and thats in practice, a harmful thing for us to do. But what we do need to do is help our team leaders have the right sort of conversations with every person on the team so that everybody can explore their path to growth in whatever they want.Work-life balance matters mostWork-life balance puts workers in an impossible position, the authors say that its possible to balance your life. It also encourages the notion that work equals bad and life equals good when theres much more give-and-take to it than that. Theres love in work and life, and perhaps an other way to sort your life is by maximizing doing things you love and minimizing doing things you loathe.We are all inspired differently. The funny thing about life is that it contains all we need is in it for each of usand each of us is wired so differently, says Goodall. We get a kick out of different things, different situations, different contacts, different people. Some of us like confrontation, some of us hate it. Some of us like empathizing with the emotions of others, others hate it. Some of us like getting down on all fours with our kids and mucking around with them like that, and others are verythats not really how we parent.Its not about balance. Life offers up fuel to each one of us in really different ways its How do you move through life, says Goodall. One of the challenges and balances is its all about stasis and stagnation. Balance is stationary. If you ever got that position, youd want everyone to stop moving. If you ever got your life perfectly balanced, you would want there to be no movement at all in case it tipped over and fell away. So as a metaphor for life, its not only impossible to find that balance, but its a really bad metaphor because you keep moving through life. And so your challenge is not to find balance. What it means is the real aspiration for everyone is, How do you move through life in a way that allows you to contribute, but do so in a way that fills you upit doesnt drain you and burn you out?The challenge for us is not to find balance and it isnt just to figure out the purpose of your life or something, its to move through your life in a way that pays really close attention to those particular activities or situations that invigorate you, lift you up, that you purple drank into, get your blood going and then leaning away from those that drain you, that bore you, drag you down, says Goodall.Its about love/loathe. If you can move through life paying attention to those particular situations or activities that we call the re d threads, says Goodall. If you can pay attention to your red threadsno one can identify yours but you. Yours are not the same as the 15 other people in your job yours are really different. In terms of getting the categories right, wed better move away from work and lifeAnd instead, intentionally move to the different categories of love and loathe.Work is part of life. Goodall says, The Mayo Clinic research seems to suggest that even if you get 20% of your life like that, built with red threads, you are meaningfully less likely to burn out than someone who is at 19%, 18%, 17%, 16%. So the important thing in that categorylets get the categories right. Your life is set up to speak to you in a language that only you understand. So we should be helping you as a child, as a student, as a worker to use life to fill you up. Thats a very interesting proposition and its a really meaningful and realistic aspiration, and none of us are talking about it. And instead, we are putting out in front of people this precarious aspiration called, work/life balance.Work is part of life, so setting up work versus life, is a false category. Because work is part of life. Whether youve got your community life, youve got your family life, you got your work life you got your friend lifeyou got life. And then within life, you got some things you really loathethat you lean away from And then other things seem to draw you in.Work isnt bad, life isnt always great.The damage that this wrong categorization does, is that it tells us that work is bad and life is good, adds Buckingham. And if youre not sure that thats actually true, then lets invert it and lets imagine that were saying, You need to achieve work/life balance because life is too toxic and work is so magnificent that you need to be working more. Thats clearly not what it means. It means exactly the oppositethat life is the little spoonful of sugar to make the medicine of work go down if you like. And what that means is that were no t having a conversation of where are you on fire at work? Where are you powerful at work? Where are you thriving at work? Where are you growing at work? Whats great about your work? Many people find it. Sadly, many other people dont. And we need to help people around us in life which includes work, find their red threads because you only have a certain number of years on this planet and we should all live them as fully as we can.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 jngste im bunde 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

Who is Talking About How to Make a Resume for a Job and Why You Need to Be Worried

Who is Talking About How to Make a Resume for a Job and Why You Need to Be Worried The Fight Against How to Make a Resume for a Job Using a template will help to minimize a number of the extraneous tasks related to creating a resume and allows the writer to concentrate on the content. If you apply each one of the tips above you will find you will make a lot greater choice when choosing a resume template that is right for you. Benefits of Resume Templates The templates are helpful because it is going to help you to make a professional resume even in the event you dont have the idea about formatting a customized resume that may incorporate all the important info. Shorter or Longer The second thing that you should consider is should you wish to use a shorter template or a lengthier template. Theres something for everyone in regards MS Word templates. Accessing templates for resumes there can be done using the convenient search engines on the website. MS da sagst du was templates w ill present your resume a skilled and artistic appearance. Modifying a Microsoft Word resume template is straightforward and makes the work search process a ton simpler. How to Get Started with How to Make a Resume for a Job? It is vital to provide your resume a professional appearance. If you are attempting to locate a new job thats out of the realm of what it is that youre utilized to, you might need to find a completely free printable resume that you are able to take and alter to your own info. Youve got a fantastic small business idea youre prepared to launch. Youve got an extraordinary small small business idea youre prepared to get started. You must find out how to make the best how to earn a company resume that you are able to deliver to the company and give good first impression about your self, learn it here. In the market today, a higher amount of applicants per job, make obtaining an amazing position hard to find. Possessing a resume that catches the interest of pr ospective employees is vital. If a job appears strong, but youre lacking a few abilities, its still true that you will need to use the firm might be prepared to train the most appropriate candidate. Job specific fashions of resumes allow health professionals to list all their credentials in 1 area on the resume. Volunteering experience creates a wonderful stand-in. Job searching can be quite hard and resume writing is among the tasks which have to be done when hunting for employment. Customized Your Resume There are several unique kinds of jobs that folks are applying for. Employing a college resume template, you can steer clear of the usual mistakes found in the majority of resumes. Job aspirants need to look out for a resume template in the place of a curriculum vitae template. How to compose a job resume. Get the job that you deserve, not the one youre stuck in. Get the job which you deserve, not the one that youre stuck in. Facts, Fiction and How to Make a Resume for a Job Your resume summary statement or resume objective statement will probably have the absolute most eye time because its at the peak of the webpage. If you wish to make an interview winning cv in short time period then a cv builder might be the ideal tool for you. In order to acquire into the corporate world your resume must be quite presentable to your upcoming boss. Your resume should be formatted in an easy, professional way. Do a web-based search, or even better ask friends that are in good jobs if you may use their resume as an idea template. Actually, resume templates are a simple method to create a resume. One of the absolute most important aspects of picking a resume template is again, making certain you decide on the best one. Additionally, utilizing a resume template is not only going to accelerate the procedure for writing a resume, but in addition help in crafting a professional looking, eye-catching resume.

Phanthira Chuamkaew - Carer, King I Childcare

Phanthira Chuamkaew - Carer, King I Childcare Phanthira Chuamkaew Child CarePosted October 13, 2011, by Jordan Huidekoper Phanthira and her husband, Rory, run a family daycare business from their home in Waverley in New South Wales. They both moved from the United Kingdom to Australia four years ago and decided to start their own day care business after Phanthira completed her teaching course from TAFE. Phanthira is originally from Thailand and has eight years experience in teaching. Known as Dew by her kids, she works as a carer in the business and each day she looks after five children aged between one-and-a-half and three. After opening their home to clients, King t allowed in there. The children-accessible areas are the hallway, the main living room, a toy and art room, and a dining area, which is part of the kitchen. In the afternoon, the children play in the back garden. Do you have a structured program? The children have a daily routine to give them stability. Its very imp ortant for young kids to have stability and know exactly whats going to happen all the time. It makes them feel much calmer in a structured situation. Its often difficult for them to settle when its the first time theyve been out of their home. Sometimes we make playdough together, learn to use colours and pens, or do painting activities. We use puzzles, puppets, blocks and musical instruments and I teach them about sharing through these activities. My policy is to get to know them, for them to learn about me and also to interact with each other. What do you love most about working with children? I love that they are very innocent. I love to have fun with them. We dance, sing, do lots of things it is good fun for all of us. You cant do this when you work with adults. The children are not too shy to be themselves. Do you have any tips for someone considering starting their own childcare business? Have a good heart, be a warm, kind person, and be honest with the children. Your passio n for your work should come from the heart children are innocent and know when you are sincere. Make child care your next career move Check out our range of courses and enquire today.Diploma of Early Childhood Education and CareStudy modeOnlinePayment optionsPayment planUpfront paymentEnquire Online Enquire Online Enquire OnlineCertificate IV in Education SupportEnquire Online Enquire Online Jordan HuidekoperJordan is a writer and photographer with a keen interest in personal growth and development.Related ArticlesBrowse moreTESOLHot opportunities to teach English overseasKeen to get going to see the world? Now you can complete your TESOL training overseas.EducationTeachingJobs in education boomingWhether you are interested in teaching kindergarten kids their ABCs or passing on your knowledge of quantitative physics to the next generation of Einsteins, there are plenty of exciting opportunities to snap up in the education sector.EducationWORKFORCE TRENDSHigher education reformA rev iew of our higher education system is set to be released for public discussion in mid-December and it could revolutionise the way we view TAFE institutions and universities.

How Do Leaders Inspire Continuous Improvement at Work

How Do Leaders Inspire Continuous Improvement at WorkHow Do Leaders Inspire Continuous Improvement at WorkIf youre still in the saatkorn role in two years, Ive failed. This statement welches made by a Vice President to an employee who had taken the job working for him right out of college. This statement had a big impact on the employee. He had never thought that helping employees grow and develop aspart of the role of a leader. Now, this man was speaking specifically to a young, new employee- a new grad taking on his first professional job. Its not practical or wise to think that every person is ready to move on within each two year period. Higzu sich Level Jobs Take Longer to Learn for Employee Continuous Improvement The higher the job level, the longer you need to stay in the job before moving up the ladder. Otherwise, youre not ready for the demands of the next level. But, regardless of the level of employees, leaders should always look for opportunities to help their employe es move to that next level. The concept of continuous improvement isnt just about increased responsibility and promotions, though. Continuous improvement is about every aspect of your career and work life- and your personal life. While every employee is responsible for improving their own life and career, if you want to progress to a senior leadership role, you need to focus on improving more than just your own work. Inspiring Continuous Improvement From Your Employees Continuous improvement is not just about getting youremployees promoted (although that is definitely part of it), its about improving their performance in their current job. It is also about changing the job and their responsibilities as they improve- so that they can continue to grow. The latter is more complicated. You need the same tasks accomplished, no matter how long the employee doing them has been in the job. But, you or the employee can always discover a better way to do a task. Helping your employees lea rn that better way will make your department look better. The improved process will make your employees feel better about themselves and prepare them for a promotion into a different job, even a lateral move. Some managers dont want their best employees to move on to different jobs- after all, good employees are difficult to replace. While this feeling is completely understandable, if your employees dont feel that they have the opportunity for continuous improvement, youll lose your best employees anyway. You just wont have any control or say in the matter. If you create a culture where improvement is expected and then rewarded with raises or promotions (eitherin place promotionsor promotions into new jobs), youll attract the very type of employees you love- the hard workers who are driven to improve and succeed. Continuous Improvement of Your Department Continuous improvement is not just about developing the employees, its about developing your department and responsibilities, too. (At the same time, these activities will also develop your employees.) You need to constantly ask these questions. Is this the best way to do this task?Is there something that were not doing that we need to do?Is there something that we are doing that we need to stop? All three of these questions, when asked regularly, can lead to a continuously improved department or geschftliches miteinander function. Heres how to ask these continuous improvement questions. Question Is This the Best Way to Do This Task? Sometimes tasks are performed one way just because thats how the task has always been done. A manager might ask himself, Ive asked myself that question three times already, why on earth would I find a better way now? The answer may be that new technology has been created. But, you may also be asking the wrong person- try asking the employee who is responsible for the task. Keep up with professional publications- make sure that the employees also have access. You cant spend you r whole life trying to find the holy grail ofproject perfectionism, but when an employee has a suggestion about how to improve things- listen. She may be right Question What Are We Not Doing that We Need to Do? Even when youre feeling overworked, you cant improve if youre not asking this question. What activities will not only help your clients or customers but will help develop your employees as well? You can become more efficient and better prepared to handle the future. If youre not looking for better ways to produce work, you may lose out. For instance, once Kodak was the king of film. When digital photos were introduced, Kodak managers didnt say, Hey, we should produce digital photos. Instead, they focused on their film. The result? Well, when was the last time you used film? Someone should have said, We need to focus on digital. What Are We Doing that We Should Not Do? This question isnt asked nearly often enough. An old story tells about a newly married young woman who buys a ham, cuts off both ends of the ham, plops it in the pan and sticks it in the oven. Why did you cut off the ends of the ham? the husband asks. This is how you make ham, she says. You always cut off the ends. He pushes her a little more so she asks her mom, Why do you cut off the ends of a ham before baking it? The mom replies, Thats how my mother taught me to make a ham. The two of them go to grandma and inquire. Grandma says, My pan was too small to hold a whole ham. You can laugh at this silly story, but you may have activities that you do in your job that are done for reasons that no longer exist. A report that no one uses. A process that was replaced by an app. Asking this question regularly can bring about the spirit ofimprovementthat you need for a successful department. When you take the idea of continuous improvement seriously, youll begin to focus on making work better. for you and your employees. This means that you can create a better job without even updating your resume . Your employees will thank you for their continuous improvement opportunities as well. Related to Continuous Improvement and Leadership Need 6 Strategies to Promote the Growth of Your Employees?How to Pick the Best Leadership Style for YouUse Servant Leadership to Improve Your Corporate CultureHow to Use the Principles of Adaptive Leadership in the Workplace

44 Easy Ways to Make Your Workday More Enjoyable

44 Easy Ways to Make Your Workday More Enjoyable44 Easy Ways to Make Your Workday More EnjoyableIts easy to get in the mindset that work is supposed to involve grinding away all the time with the occasional happy hour or other fun activity thrown in. After all, theres just so much you need to get done, and none of it can wait. But heres some good news It doesnt always have to be like that.Below are 44 simple, easy, and cost-effective ways to make every day of work more enjoyable. While you obviously wont be able to do all 44 on a daily basis, just picking a handful to try every day can help you feel happier, more productive, and more connected to your team.Infographic courtesy of Officevibe. Photo of woman smiling courtesy of Shutterstock.

Single-Pilot Resource Management (SRM)

Single-Pilot Resource Management (SRM)Single-Pilot Resource Management (SRM)Single-pilot resource management, or SRM, is a derivative of crew resource management (CRM) and is a relatively new term that applies to single-pilot operations. CRM was implemented to help crewmembers communicate effectively while using all available resources to identify and manage risks before, during, and after a flight. Single-pilot resource management is the same thing, but for pilots who operate without fellow crewmembers. SRM was implemented as part of the FAA FITS program. Single-pilot operations are inherently more dangerous than operations that involve crewmembers. A single person can be more easily overwhelmed when faced with multiple decisions to make. Task management can quickly become difficult for even seasoned pilots when things go wrong. For example, in the same emergency, a dual-pilot crew can divide the responsibilities and tasks in half, and each accomplishes their given tasks. Airline pi lots can be assisted by flight attendants, off-duty crew members, and even passengers in emergency situations. SRM Concepts A single pilot has nobody to help him. The good news is that through SRM, a single pilot is taught to manage workload, mitigate risk, correct errors, and make good decisions- just the same as a crew would do with CRM concepts. Aeronautical Decision Making (ADM) and Risk Management (RM) SRM training teaches pilots appropriate decision-making strategies and risk-management techniques. Each flight has some level of risk to it pilots should know how to do a risk assessment, how to reduce risk, and how to make decisions based on all available information.Task Management (TM) Task management is all about prioritizing and identifying tasks that can be completed before, during, and after a flight to ensure efficient operation without task overload. Automation Management (AM) Todays flying environment is filled with TAA and glass cockpits, so automation management h as become a very important concept. Pilots should practice good AM by programming information into avionics before a flight if possible, and by knowing precisely how their systems operate. An extensive knowledge of automation is extremely important for single pilots.CFIT Awareness Controlled flight into terrain (CFIT) continues to be a problem, and single pilots must identify the risks associated with each flight before, during, and after flying. Knowing terrain and aircraft capabilities is essential. Situation Awareness (SA) Situational awareness is a no-brainer for single pilots. Pilots must stay aware of their position at all times. Its easy to get confused, especially in the clouds, and lack of situational awareness quickly leads to very bad days. Pilots should use the above concepts to help them remain aware of their location, route, altitude, etc. at all times. The 5 Ps A helpful way for a pilot to assess his or her situation as a single pilot is to utilize the concept of the 5 Ps, which is a practical way for the pilot to analyze the risks associated with the glieds of a flight. Plan The pilot should accomplish all preflight planning and be prepared to adjust the flight plan as necessary during the flight. The plan also involves circumstances surrounding the flight planning process, like gathering weather information and assessing the route.Plane The airplane is obviously a significant element of the flight, and the pilot should asses the risks associated with inoperative equipment and the general shape of the airplane.Pilot The pilot should assess himself with a risk assessment checklist and the IM SAFE checklist, but should also assess his currency and proficiency, as well as the conditions of the flight in relation to his abilities and his personal minimums. Passengers Passengers can present challenges like illness, fear, discomfort, and distractions. Its best for a pilot to plan for passenger challenges ahead of time, like providing them each wi th water and sick sacks, and briefing them about what will occur.Programming Advanced avionics must be understood completely and programmed correctly. By assessing each of these items and the variables involved, a pilot can effectively discover and mitigate risks and make knowledgeable decisions on the spot.