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! Related Posts 5 Must-Haves Of A ‘Viral’ Company Video 5 Reasons Why Job Seekers Line Up For Your Culture 3 Signs Your Office Is Cooler Than Your Culture Photo credit: Shutterstock Have you joined our career growth club?Join Us Today!

What its Like to Go on Interviews As a Woman of Color

What its Like to Go on Interviews As a Woman of Color When I first started working in the early 1990s, it seemed like everyone who welches in a position of power was the opposite of me they were older, they were male, and they were white. Luckily, over the past 20 years, the demographics of those in charge have begun to shift.As an bewerbungsbewerbungsinterview candidate in the workforce now, Ive noticed that more than ever, hiring managers are often women, and at times, theyre from an ethnically diverse background.As a woman of color myself, I cant help but notice subtleties that some white candidates may overlook.Heres what its like to go on interviews when youre a woman of colorIm a 52 Asian woman who looks much younger thanI am. There have been many instances when I have felt like I had to work hard during the interview to prove my expertise and work experience. I think that the combination of being short and looking young has worked against me. Its a delicate balance, because du ring interviews, its critical to come across as capable without seeming cocky.Moreover, the stereotype that Asians are a model minority is highly inaccurate and can work against us. This label suggests that we are the types who will keep our heads down, get the work done, and not necessarily speak our minds.Through the years, Ive learned to be extremely perceptive and to carefully read the interviewers reaction to how I answered questions about my accomplishments and expertise. In addition to artfully sharing my credentials and experience through examples, I have had to gauge if I seemed to be coming across assmug and complacent,or not confident enough. Ive often left interviews feeling emotionally and mentally drained.Throughout my career, as Ive interviewed with many companies (both Fortune 100 and smaller companies), I have always been hyper-aware of the individuals who were on my interview panel. Often, I have been the only person of color, and often, everyone I interviewed with at a given company was white. Ive regularly wondered whether I would fit in with the organizations culture because I did not see very many people like me in the office.In 2005, theCenter for Work-Life Policypublished aHarvard Business Reviewarticle summarizing their study on how to cultivate the best performance from minority executives. The article provided anecdotes from minority executives who expressed feeling stifled at the workplace, and as a result, withholding their full potential. In addition, the minority executives intentionally made their personal lives invisible to their colleagues and managers because they would rather blend in than be negatively stereotyped for their personal endeavors.In my career in corporate America, I have felt this weight on shoulders at times. I have often been concerned with how well I blend in and sometimes have not felt included. On many occasions, having this concern from the beginning of the interview process made me feel less enthusiastic about a job opportunity because I felt as though it would be an uphill battle.Today, Iwrite this article from an introspective position. In hindsight, the issues I point out here seem clear to me now, but at the time, as I was going through the interview process, I wish I would have had this clarity. Instead of being apprehensive, I may have taken on an opportunity because the environment was more inclusive. Or I may have declined an opportunity because I was never going to fit in no matter how hard I tried. Either way, Ive learned from my experiences and am even more grateful that I am able to share this with you. I hope that by reading this, you will gain more insight into yourselves and how you might change your mindset about interviewing as a woman of color. And for those who are interviewing people of color, you may think about being more empathetic toward the interviewee.--Yon Na is a leadership and organization development professional with 20 years of corporate experience. She has worked with some of the most admired companies on the planet Warner Bros. Entertainment, The New York Times, Microsoft, Johnson Johnson. As a leadership development professional, Yon has helped hundreds of individuals fine-tune their unique talents through coaching and facilitating workshops. To learn more, please visithttps//yonnaphd.com

Gossip, Lies and Writer Resume

Gossip, Lies and Writer Resume What Needs to be Done About Writer Resume Before Its Too Late When writing the journalist resume, some individuals prefer to compose a good deal, but its vital that you resume doesnt exceed two pages. For example, if youre asking for a self-employed writer job then you need to notlage simply have adequate understanding of the English language, but you need to likewise be able to apply it and writing a good resume is 1 approach to clearly show your prospective employers or clients that youre good in writing. Be a little mora original than that and you will obtain the editors interest immediately. Editors are busy and dont have time (or patience) to deal with beginner writers who cannot find out more about the publication. On-line writing is not the same ballgame. If youre applying as a self-employed writer, then you need have no difficulty when writing your resume. Skills and Experience Required Many men and women become hung up on thinking they will need to have certain qualifications to be a freelance writer. Be prepared when you visit the interview. For the writer its risky. Let writers understand what you want and the way you would like it. Finding the correct dynamic Freelance writer isnt as simple as it appears. Facts, Fiction and Writer Resume It is possible to also have a look at our service writer job listings for more ideas about how to personalize your ad. Our resume builder makes it simple to create a well-written resume in a few minutes. Any sort of job would ask that you submit a resume to be in a position to be evaluated for a specific position. If youre asking for work thats a stretch, you have to do extra work. New Ideas Into Writer Resume Never Before Revealed Job seekers who write resumes for the very first time dont often get it right since they have zero idea what should or should not enter the document. You ought to make certain you understand what job youre applying to fulfill. You may probably get by with no more than two or three primary resumes, which you will then adapt further for particular clients. Theres no universal Resume. If youre requested to provide a presentation, the conference meeting organizer will most likely want to introduce you. A Writer is liable for all of the contents that go out of the business through the organizations website and societal media handles. Based on needing the employer, some writers must also have the ability to write in HTML or XML.

Interview Red Flags You Need To Know About

Interview Red Flags You Need To Know AboutThere are many factors that can account for a candidates poor performance during an einstellungsgesprch. Nerves certainly contribute, causing even the most put-together professional to blurt out something theyll later regret. However, theres a difference between a slightly embarrassing verbal misstep and a warning sign that should put you on high alert as you consider whether to bring this individual in for additional discussions. Here are some interview red flags to bear in mind as you move through the hiring processBlaming colleagues for issues at work.If you begin to discuss past professional struggles and find that the individual routinely pinpoints other people as the root of these issues, you should be on high alert. While it can be tough to admit youve made a mistake, be wary of someone who always blames others for issues. Should they receive an offer from your company, its likely this blame game issue will carry over to their new role .Excessive bragging.While everyone wants to put their best foot forward during a job interview, the ideal candidate will do so with humility. If the rolle carries on and on about their many wonderful accomplishments, you have to wonder how theyll behave should they start working in your office. This kind of ego can be very alienating, and can cause tension among your team. Instead, look for someone who can speak to their accomplishments in a humble way.Lack of real examples.Its one thing to drone on about how much you helped your companys sales record or how much new business you brought in, but the right candidate needs the numbers to back up what theyre saying.They brought on new business terrific. Exactly how many new accounts did they land? What percentage of their budget did they hit last year? If theyre unable to provide real data during your discussion, its a red flag.For those in a less data-centric role, actual examples are still a necessity. What kinds of projects did the y work on? Have they won any awards recently? How did they develop an idea and then successfully execute it, while sticking to a timeline and a budget?What a candidate might sound great, but do the numbers back up their achievements? HiringTipsClick To TweetLackluster references.The right candidate will be able to provide strong references who can speak to that individuals past job performance and character. ansicht people shouldnt be family members, friends, or colleagues with whom they didnt closely interact during their time at the company.If the individual is unable to provide real references, its a sign that something is off. Why is their manager unwilling to speak to their performance? Why wont clients give their honest thoughts? This may indicate that the person didnt meet expectations or caused problems within the office.There are a few exceptions though if the individual is a recent college grad or relatively new to the industry, its understandable if they dont have a long list of references to choose from. However, they should still have people who are willing to speak to their character and knowledge. Major employment gaps.If the person was unemployed from 2012 until 2014, they should have a good explanation about what they were doing during that time. Did they go back to school? Were they caring for a sick parent? If they cant offer details, it can be a red flag.Additionally, if they have short stints at companies or seem to bounce around a lot and cant explain exactly why their resume looks this way, proceed with caution. While not everyones resume is a smooth trajectory filled with many years at one place, the individual should at least be willing to talk about whats on the page in front of them.They trash talk their former employer.Weve all had a horrible boss who we couldnt wait to be free from, but trashing a former employer in an interview is a major no-no. There are delicate ways to indicate that you departed due to a negative work environme nt, but unleashing a string of insults about a manager, a colleague, or the office in general should set off alarms and flashing lights in a hiring managers head. If this person is so quick to disparage others in an interview setting, what might they say about you should they get hired and end up leaving one day?Biggest jobinterview red flag? Bad-mouthing a former employer.Click To TweetA poor presence on social media.Social media can be an important factor in assessing a candidate. If you scope out a potential employees LinkedIn, Twitter, Instagram, or Facebook, what do you see? While the content doesnt need to be boring or completely professional all the time, it should still be appropriate.If the person is firing off controversial tweets about politics, making offensive comments about race or religion, or posting pictures of them having a little too much fun on the weekends, its time to re-think whether theyd be a good asset to your team. Clearly, their judgment isnt what it shou ld be if this is how theyre willingly portraying themselves in a public forum. Who knows how they would represent your company should they receive an offer?When you bear these interview red flags in mind, you help to prevent your company from making a regrettable hiring decision. However, as you weigh whether a candidate is worthy of additional interviews, remember that nerves dont necessarily mean the individual is unqualified. Theres a major difference between nervous tics or blunders and the red flags that can indicate more serious concerns.For more red flags and tips check outSpark Hires new eBook, The Expert Guide To Conducting The Most Effective Job Interviews.

Sara Blakelys advice for when you have a million dollar idea

Sara Blakelys advice for when you have a million dollar ideaSara Blakelys advice for when you have a million dollar ideaToday, shaping undergarment Spanx is ubiquitous. But 20 years ago, billionaire CEO Sara Blakely writes on LinkedIn, everyone thought her idea for footless pantyhose was crazy. Luckily, she knew not to tell very many people about it only kapitnspatent lawyers and people in the undergarments businesness.Ideas are the most vulnerable in their infancy, she writes. Regardless, no one got it. Some made her an object of ridicule.That was hardly a surprise, Blakely wrote, because the men in charge of the industry didnt know what it was like to be a women wearing their products they werent thinking about how she FEELS in it. And although she was only 25 years old at the time, with no training in design or business, she trusted her instinct.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard deckblatting Happiness, Productivity, Job Satisfaction, Neuroscience, an d moreEventually, she ended up on the cover of Forbes and named one of TIME magazines most 100 influential people. Spanx is now sold in airports, has categories for men, and is a household name. Oprahs a fan. Blakely even makes occasional appearances on Shark Tank. Her message If you have an idea, talent, or skill run with it.