Quick Tips For Writing A Resume

Quick Tips For Writing A ResumeThe job of writing a resume is a never ending task, but there are many things you can do to make the job easier. With this article, you will learn some simple things you can do to make your job easier.First, you should not limit yourself to a general category of job for example, administrative or clerical work. You can write a resume for any job. If you specialize in nursing, writing a resume may be needed for that special job. Or, maybe you are writing a resume for a sales person who excels at selling to big companies.Second, you should not just use fillable fonts, colors and bold letters, all of which are distractions to the reader. Instead, you can use bigger fonts, bolder letters, smaller type, and other choices to help with the flow of the resume.Third, if you have a template to use, you can change it as you want to make it look different. Do not just stick to the template, but make it your own to help you keep on top of the job market. When you ma ke changes, you can use the template again and let the changes you make stand out.Fourth, your skills need to be realistic. This includes skills that are well known such as being good at marketing. Skills that people are not aware of such as being a math whiz can be overlooked. When you are not sure, take time to do research to find out.Fifth, when you are done with the resume, you need to think about the final decision. Will the employer to interview you? Or is the decision up to you want to make it right.Resume-writing business is a never ending task. You need to know how to get started and apply these tips and you will soon be well on your way to writing that perfect resume for you.

How Much Do Flight Attendants Make

How Much Do Flight Attendants Make A flight’s take-off can mean different things to different people. For some, it could be the beginning of an international trip. For others, it may signal an emotional trip home. For flight attendants, it marks the beginning of their paid hours because their salary completely depends on the number of hours an aircraft is in flight. This means how much a flight attendant makes does not incorporate boarding, taxiing, flight delays, flight cancellations, or anything else that prevents a flight from taking off. So how much does the average flight attendant make? Salaries for flight attendants â€" it doesn’t matter if their flight is domestic or international â€" are between $23,000 or $25,00 a year to upwards of $80,000 a year, according to the Bureau of Labor Statistics and PayScale, a salary and compensation information company. (Some flight attendants, however, have shared online and in an interview with MONEY that they make as low as $18,000 a year.) According to the Bureau of Labor Statistics, flight attendants work between 75 to 100 hours a month in the air and another 50 hours a month preparing for flights. In addition to their pay, flight attendants are often compensated for meals and accommodations while they are away from home â€" something that happens frequently, especially if they live in a different city than where they are based. Shawn Kathleen, a former flight attendant MONEY spoke with, lived in Ohio while her base was in New York. She flew from Ohio to New York just to prepare for the start of her shift â€" that is, once the flight took off. (Shawn Kathleen asked MONEY not to include her last name due to online threats she received for running the Passenger Shaming Instagram account.) And while being a flight attendant may come with the perk of free air travel, that benefit can only be done through stand-by, which means flight attendants can’t expect to score the flight they want all the time. Still, flight attendants have reported satisfactory job reviews to PayScale. Here’s more on what we know about how much flight attendants’ salaries and what it’s like to work from 30,000 feet above the ground. Flight attendant pay The median salary for a flight attendant in May 2016 was $48,500, according to the Department of Labor’s Bureau of Labor Statistics. PayScale estimates the average pay for a flight attendant is a bit lower â€" landing around $39,000 a year. The range in flight attendants’ salaries depends on their level of experience. The average entry-level flight attendant â€" with zero to five years of experience â€" makes around $38,000 in total compensation, according to PayScale. The average salary for a late-career flight attendant is around $61,000. A flight attendant’s airport base plays a part in determining how much he or she makes. Airlines based in San Francisco and Houston pay 10 percent and 9 percent, respectively, above the national average, while those based in Atlanta and Miami both earn 15 percent less than the national average. Flight attendants also receive benefits, ranging from medical, dental and vision, according to PayScale. Small vs. major airlines flight attendant pay The average flight attendant salary varies widely from major aircraft carriers to smaller, regional ones, as well. Flight attendants for United Airlines make around $82,404, according to PayScale, while flight attendants for Skywest Airlines make about half that: $47,461. Other major airline carriers like American Airlines, Delta Air Lines and Southwest Airlines pay attendants upwards of $64,000. Per diem flight attendant pay On top of their wages, flight attendants can receive a per diem â€" or, pay per hour â€" to help compensate for expenses on the job. At SkyWest, a regional airline, flight attendants make $1.95 per diem for every hour they are on duty. The company said this comes out to about $3,700 per year. At larger airline carriers like United Airlines, flight attendants make $2.20 per diem for every hour on domestic flights and those to Canada, Mexico, Central America and the Caribbean. On international flights, flight attendants make $2.70 per hour.

3 Reasons You Need Inbound Recruiting - Work It Daily

3 Reasons You Need Inbound Recruiting - Work It Daily 3 Reasons You Need Inbound Recruiting When you’re looking to hire talent, the last thing you want to do is waste time or money. In an ideal situation, you find the qualified candidate, they apply for your open position, your time-to-fill is practically nonexistent, and your new hire lives happily ever after with your company. Related: #1 Secret To Being A Savvy Recruiter No matter how great of a recruiter you are, these situations are few and far between. Your target candidates are becoming sophisticated job seekers and to adjust for changes in their job seeking behavior, you need to become sophisticated, too. With the increasing development of the digital age, job seekers - particularly passive ones, who you know don’t actively look for job postings - are doing their research about companies and their cultures. Don’t believe me? Consider this: Before making a purchase, we all research brands and products to find what piques our interest. When something is compelling, we do a little more digging to find out if it’s worth our time or money. Relying on the testimonies of other buyers, reading articles about what the companies do and how their products work, and following brands on social media, we make decisions based on the information we find. Sometimes we engage by making comments or sharing links on social networking sites, while other times, we just talk about brands in passing to our friends. In fact, 71% of consumers are more likely to make a purchase when referred by a fellow consumer on social media. Moreover, specific brands are casually discussed by consumers an average of 90 times per week. Research shows that consumers are persuaded by what they find while searching online and by what they’re told by other consumers. As a company, it’s crucial to use marketing tactics that make it easier for your products or services to be found by these discerning consumers and to develop relationships with them. As soon as consumers go online, they’re making judgments about what they see - or don’t see - about your company. Hence, why companies are developing inbound marketing strategies that focus on connecting with their target audiences, instead of blasting out messages to the entire market. Based on this understanding of how consumers are making buying choices, it should be no surprise that job seekers are mirroring the same behaviors. You don’t need to be a marketing professional to recognize that consumers and job seekers are the same people. They’re just individuals solving different problems. What does this mean for recruiters? Now more than ever, recruiting is about creating relationships with candidates and earning the attention of the talent you actually need. Instead of blasting out a message to an entire workforce, which will likely be ignored by the candidates you need most, inbound recruiting is about providing resources and connecting with the talent who will fill your positions over time. To be frank, professionals won’t even have an employer on their radar who doesn’t have at least a careers page, and 98% don’t consider you without a LinkedIn company page. As behaviors of job seekers change, the tactics of recruiters must adapt. If you’re not becoming a sophisticated recruiter, you’re going to be left behind as your prospects look elsewhere. 3 Reasons You Need Inbound Recruiting As talent gains power in its ability to be more selective, inbound recruiting will be the strategy that restores your competitive edge in hiring. If you recognize these steps, you won’t fall behind: 1. Creates Awareness Through inbound recruiting, companies make themselves and their positions easier to find by drawing prospective candidates to their websites and other media. This is done by creating content that the target candidates find valuable and personally relevant. As a result of effective inbound recruiting strategies, companies publish content that their target candidates are searching for, so that they will discover the company, content, and information, and perceive the employer as a valuable resource. Because the digital age offers so many varied ways to engage job seekers, blasting a message out using traditional recruiting tactics is no longer effective. Inbound recruiting lets companies engage target candidates as employers by strategically polarizing and targeting the talent the company wants. The short version: Inbound recruiting makes it simpler for the candidates you want to hire to find you! 2. Drives Consideration Just because you have the attention of your target candidates doesn’t mean that they’re going to consider applying. Inbound recruiting strategies ensure you don’t take for granted the candidates’ time and focus. While you have their attention, it’s important to turn their awareness into action. Inbound recruiting requires that you create content that helps drive job seekers’ consideration. To do this, a company should write stories, engage candidates on social media, and develop content that showcases why the company is a worthy employer. To be considered as an employer, companies must reveal that talent brand that truly exists there. Examples of inbound recruiting strategies that accomplish this include employee spotlights, company blogs, social media posts and newsletters. These help you develop relationships with candidates so that they will think of you when they decide to look for and apply to a position. By giving an inside look at the experience of an employee at your company, you allow candidates to consider how well their career could align with your culture. The short version: Inbound recruiting helps candidates envision themselves in a position with your company! 3. Simplifies Decision Once a candidate considers you as an employer, it’s up to you to foster that relationship. A positive candidate experience refers to the simplicity with which job seekers can become applicants and guides the perception they have of the company culture and hiring process. Even if a potential candidate doesn’t apply right away, by guiding them through the job seeking process and making it a positive experience, you’re increasing the chances that they will apply in the future. Because inbound recruiting has allowed your target audience to get to know you as an employer, it simplifies the decision making process by helping them determine if their values are aligned with your company’s and if your positions would be a good fit for them. Sophisticated job seekers no longer want to work for your company- they want to work with your company. Inbound recruiting ensures that you create an environment that welcomes the best-fitting candidates from the start. The short version: Inbound recruiting makes the decision simple because it lets candidates know when they are the right fit for your job and your culture! Join The Conversation! Want to learn more about Inbound Recruiting? Need tips and tricks to get your strategy started? Join us for the #InboundRecruiting Twitter chat by following @CAREEREALISM and the hashtag every Wednesday at 12pm EST! We love to hear your insight and happily answer your questions. P.S. Free resources here for the savvy recruiter! 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