Resume Writing Books - Different Styles of Writing a Resume

Resume Writing Books - Different Styles of Writing a ResumeThis year, when it comes to resume writing books, there are some differences in the style of writing style than there was in the past. This is to help out those who are trying to make sure they are writing resumes that are going to be considered.The first style that you will want to avoid when you are trying to write a resume is one that sounds like you didn't do a good job on your work. This could make your resume look bad and put off employers. It would be wise to use a resume writing book that isn't about writing resumes but rather something else.When looking for resume writing books, you will also want to avoid one that has a variety of different styles of writing that does not fit with what is acceptable. Your resume should be just one paragraph that tells someone a little bit about yourself. It should be formatted properly for your field and not look anything less than perfect.Resume writing books will include informati on on how to use resumes and how to keep them looking professional. These books can also offer advice on how to answer job interview questions effectively and professionally. You can find these types of books in the bookstore, online or even online.Many times, employers will ask for samples of your resume writing in order to see if it is up to their standards. If they are going to use your resume as the basis for an offer, it would be wise to have someone who knows how to write resumes get it done for them.Resume writing books will give you tips on how to write one that is the best you can create. You will be able to pick up useful techniques on how to find the right keywords that will work best in your resume to draw in the employer's attention.The next tip to take away from resume writing books is to make sure that you have some sample resumes that you can copy and paste into each resume. You should be able to find sample resumes to copy from the library. If you can't find a good resume to copy, you may want to go to a free resume writing website and use the resume there.Once you have copied the resume, you will need to edit it by making any changes you think are necessary. Keep in mind that your resume is your career statement and you should try your best to make it look as good as possible.

Interviewing Candidates for Customer Service Jobs - Workology

Interviewing Candidates for Customer Service Jobs - Workology Use the interview process to test customer service skills Companies like Google and Microsoft have made difficult interview questions famous. Why is a manhole cover round? How would you design an evacuation plan for San Francisco? These questions can be good for tech companies and other places that want to hire employees who can come up with creative solutions to complicated problems; however, such skills aren’t at the top of the list of things I look for in frontline candidates in the customer service industry. In grocery and retail, there is one skill prized above all else: the ability to provide exemplary customer service. While interview questions for customer service candidates don’t have to be as challenging as those asked by companies like Google, we can take a lesson or two from them. Rather than asking difficult, abstract questions, focus instead on opened-ended questions in a format that will show you a candidate’s customer service skills through their response. Here are three tips to make sure you hire the best candidates. Use the interview process to test customer service skills The interview starts the moment you pick up the phone and call the candidate to schedule an interview. If they can’t give you good customer service on the phone, they probably don’t belong at your company. This is why I like to start with a brief phone interview before deciding whether the candidate would be good for an in-person interview. The phone interview is a chance to ask questions about salary requirements, availability and previous experience. More importantly, it is a chance to get to know a candidate by having a brief conversation with them. A typical interaction with a customer only lasts several minutes, so you want to ensure the people you hire have the ability to make a good impression quickly. During the phone interview, keep these questions in mind:   Is the candidate speaking in a friendly tone? Does the candidate sound professional and avoid the use of excessive slang and informal language? If the answer to these questions is yes, then you may want to set up an in-person interview. The in-person interview starts the moment the candidate walks into the building. At the company where I work, we recently hired almost 100 people in two months to staff a new grocery store. We conducted over 150 interviews in the process. Some candidates walked in the door, didn’t make eye contact, didn’t smile and didn’t take the initiative to introduce themselves. It was clear even before the official interview began that these candidates were not a good fit. The people we ended up hiring were those who arrived promptly, greeted staff, smiled and made eye contact. Don’t give away the answer Here is a typical example of an interview question that gives the candidate the answer in the question: Q: At our company, we pride ourselves on hiring people who excel at working on teams. Are you good at working as part of a team? A: Yes, I love being a team player because YOU just told me you want to hire a team player! Most interviewees will know how to answer this question because you have already told them what you want to hear. With this in mind, it’s important to design questions that are open ended and ask the candidate to tell you about specific examples of their experience. So, how might we reframe the teamwork question? In the retail and grocery industry, teamwork is more about working well with coworkers rather than completing a group project. Therefore, ask the candidate to give you an example of a time they disagreed or had a problem with a coworker. How did they resolve the situation or come to some kind of compromise? This is not a question with a simple yes or no answer. Much like the manhole question from above, it’s something that requires the candidate to show their problem-solving skills in a way that is relevant to a retail job, and it’s not a question with a single right answer. The same approach can be applied to a question about customer service skills. Ask a candidate to give an example of a time they had a challenging customer. How did they help the customer leave happy? If things didn’t go well, what could have been done to improve the outcome? You can also give the candidate a scenario and ask how they would respond. Ask what they would do with a customer who is trying to use an expired coupon. The customer is angry and insists she has been able to use an expired coupon before. Company policy is that you don’t accept expired coupons. What do you do? Questions like this can be particularly good if you are hiring people without previous work experience to draw from. Shhhh… Listening is the most important thing you can do as an interviewer. Let the candidate speak, and don’t be afraid of silences. Sometimes you may ask a question, and the candidate is silent for a while before answering. Give the candidate a chance to respond, and don’t give in to the temptation to guide them to an answer. The candidate should do most of the talking in an interview. If you’re doing all the talking, how can you assess a candidate’s skills? Let them show their experience through the examples they share. Ask follow-up questions as necessary, but really just be a good listener. In the end… It would be nice if we could travel forward in time to see if a candidate would work out before we hire them, but unfortunately no one has invented an HR time machine yet. Instead we need to rely on setting up the kind of interview that will screen out most of the potential bad hires and leave you with the good ones. What are some challenges you have faced interviewing candidates in your industry? What suggestions do you have for other HR professionals?

To Recruit Millennials, View the World as They Do

To Recruit Millennials, View the World as They Do To Recruit Millennials, View the World as They Do To Recruit Millennials, View the World as They Do Rossheim Congratulationsyour boss marking hasattracted the consideration of competitors conceived between 1981and 1996. Your next test? How tosuccessfully enlist these Millennials. That is the two-advance selecting move that numerous organizations will endeavor in the second 50% of the 2010s. Here are a few recommendations to assist you with acing the test: Source up-and-comers where they live To select and enlist top Millennial up-and-comers, start at the source. For Detroit Labs, that implies discovering where their objective ability invests energy. We go to places where the individuals we need will be, similar to client gatherings, meetings and spots where venture directors hang out, including network occasions that we have in our office, says Nathan Hughes, prime supporter of the 70-representative Detroit portable application advancement firm. Yet, be careful the (absence of) decent variety trap Yet, recollect, if your sourcing techniques are engaged like a laser, your recruits may all wind up sounding and resembling one another. That is a key mistake in a period when American and worldwide markets are gotten perpetually heterogeneous. We do have a different workforce, yet its not what we might want to see, says Hughes. Were not really pulling individuals from the individuals who arent in the informal communities or client bunches that we visit. So we need to add to that blend to change it. Sell current chances, not future potential To convince Millennial applicants that you give the vocation condition theyre searching for, remember that their time skylines are not the same as Xers and Boomers. With Millennials, we adopt a shorter-term strategy, says Christie Bell, HR chief of 80-worker Atlanta bookkeeping firm Porter Keadle Moore. In the event that we discussed the way to accomplice and spending a profession at our firm, that would go crazy Millennial competitors. What they need to catch wind of is the thing that would they be able to do at our firm in a couple of years. Make up-and-comers individuals from your locale Remember that Millennials look for a solid feeling of having a place, from the second they express enthusiasm for a vocation. How might you fulfill that need? With visit and opportune criticism all through every office. As understudies, they are assessed every week, in light of the fact that in our review practice, for instance they move rapidly from customer to customer, says Bell. Our meeting is relationship based; its not tied in with testing youthful up-and-comers on the spot with specialized difficulties. What Millennials call benefits At the point when you talk with Millennials about advantages, recollect what is important to them at this phase in their lives. For Millennials, customary advantages are an untimely idea, says Tracy Tenpenny, a business official and accomplice at Tailored Label Products, in Milwaukee. Their way to deal with benefits isnt essentially to separate medical coverage and retirement plans. Its about having a wellbeing program, assuming a functioning job with supportability in the network these are of significantly more incentive to Millennials. Do evaluate capacity! Enough with the selling. Its chance to decide if your Millennial applicants have the stuff to climb your companys expectation to absorb information at the speed you require. Detroit Labs employs up-and-comers who really need coding encounter yet can exhibit their critical thinking potential, coarseness and relationship building abilities the delicate aptitudes. We take a gander at a couple of explicit character characteristics: the capacity to deconstruct convoluted things into littler bits and comprehend and deal with those bits, says Hughes. We request that individuals experience activities to show that they can keep up forward advancement while under extraordinary tension. We search for individuals who contact individuals as opposed to pull back.

Do You Need a Personal Website

Do You Need a Personal Website ShareShareTweetOnline presence is crucial for job seekers, since recruiters routinely research and even source candidates through web searches. Social media platforms like LinkedIn are part of the equation. But do you need a personal website as well? A slew of articles in publications like Business Insider, Money Magazine and Forbes have answered a resounding yes. But of course no one answer is right for every individual. So lets think it through. How far can you go with LinkedIn? Many of the benefits of a website can be obtained with a great LinkedIn profile. Have you done everything you can to optimize this career marketing tool, both for the human eye and for search rankings? Dont overlook optional sections like Projects or Awards, and the option to add media (photos, videos, documents or presentations) to make your profile engaging and search-ready. And of course LinkedIn provides a blogging platform, Pulse. If youre a good writer with something to say, blogging can demonstrate your professional expertise and communication skills. On Pulse youll have a built-in user base and traffic source for your posts, plus solid credibility with search engines all of which would take time and effort to build if your blog is on a personal website. A personal website, on the other hand, offers major advantages. More space to showcase images and other content (projects, testimonials, etc.) in whatever format you like No distractions in terms of ads, other peoples profiles, and so on More control over how you appear in Google search results Branding yourself as an up-to-date, tech-friendly professional A contact form that makes it easy to reach you Ownership; freedom from rules like LinkedIns user agreement In balancing the pros and cons for your individual situation, consider your occupation and industry. How important is it for you to appear tech-friendly, media-savvy and skillful in marketing and/or selling something like yourself, for example? A personal website is more crucial for some than others, but most job seekers can benefit from having one. Done well, its a useful marketing tool that makes you stand out from the competition an investment in getting a job and developing your career. Do You Need a Personal Website ShareShareTweetOnline presence is crucial for job seekers, since recruiters routinely research and even source candidates through web searches. Social media platforms like LinkedIn are part of the equation. But do you need a personal website as well? A slew of articles in publications like Business Insider, Money Magazine and Forbes have answered a resounding yes. But of course no one answer is right for every individual. So lets think it through. How far can you go with LinkedIn? Many of the benefits of a website can be obtained with a great LinkedIn profile. Have you done everything you can to optimize this career marketing tool, both for the human eye and for search rankings? Dont overlook optional sections like Projects or Awards, and the option to add media (photos, videos, documents or presentations) to make your profile engaging and search-ready. And of course LinkedIn provides a blogging platform, Pulse. If youre a good writer with something to say, blogging can demonstrate your professional expertise and communication skills. On Pulse youll have a built-in user base and traffic source for your posts, plus solid credibility with search engines all of which would take time and effort to build if your blog is on a personal website. A personal website, on the other hand, offers major advantages. More space to showcase images and other content (projects, testimonials, etc.) in whatever format you like No distractions in terms of ads, other peoples profiles, and so on More control over how you appear in Google search results Branding yourself as an up-to-date, tech-friendly professional A contact form that makes it easy to reach you Ownership; freedom from rules like LinkedIns user agreement In balancing the pros and cons for your individual situation, consider your occupation and industry. How important is it for you to appear tech-friendly, media-savvy and skillful in marketing and/or selling something like yourself, for example? A personal website is more crucial for some than others, but most job seekers can benefit from having one. Done well, its a useful marketing tool that makes you stand out from the competition an investment in getting a job and developing your career.

Pay it Forward David Beckham

Pay it Forward David Beckham Pay it Forward: David Beckham IMAGE SOURCE: WWW.7.ORGDAVID Beckham’s soccer  skills  require no introduction thanks to his feats  at Manchester United, Real Madrid, AC Milan, Paris Saint Germain and LA Galaxy, and since his marriage to Victoria  Beckham (nee Adams, former Spice Girl) he has become  a bona fide  style  icon. Of of that is abundantly clear from the David Beckham news headlines.  But away  from the spotlight, however, there are numerous examples of David Beckhams altruism as force for positive change, as he uses his star power to help make the world a better place, through his own organisation, and in support of charities such as UNICEF, to name but one.Beckham was born  in London to a hairdresser (mother) and a kitchen fitter (father), on May 2nd,  1975. Singing  for Manchester Uniteds academy in 1991, he was part of the famed ‘Class of 92’ that also included Paul Scholes, Ryan Giggs, Nicky Butt and the Neville brothers  Gary and Phil.Amassing more than 700 competitive club appearances,  Beck ham  has helped  his clubs attain such  accolades as  a UEFA Champions League, six  Premier League titles, two  FA Cups, one  La Liga, two  MLS Cups, and  one  Ligue 1, to name just some. A walking brand ambassador, Beckham has been endorsed and sponsored by  Adidas, Coca-Cola, Armani, HM, Burger King, and Samsung, and appeared in movies such as Goal!: The Dream Begins,  Goal! 2: Living the Dream, Goal! 3: Taking on the World, and Guy Ritchies  The Man from U.N.C.L.E.Here are just some instances of the more substantial David Beckham news, how he acts  as a catalyst for positive change  in the world. (adsbygoogle = window.adsbygoogle || []).push({}); 7: The David Beckham UNICEF Fundvideo  source:  YouTubeBECKHAM  has been a UNICEF Goodwill Ambassador since 2005. On his 10th year,  he launched  7: The David Beckham UNICEF Fund  which is devoted to fighting for the rights of children, and protecting them from dangers such as Ebola, malnutrition and HIV/AIDS.Beckham has travelled world wide with  UNICEF to meet and work with kids in deprived countries like Sierra Leone, South Africa, and the Philippines, where he helped raise funds for the victims of Typhoon Haiyan. Beckham is also an avid supporter of UNICEFs  Unite for Children, Unite Against AIDS campaign.video source:  YOUTUBECombatting  Disease Illnessimage source:  WWW.7.ORGBECKHAM also goes the extra mile to reach out to children suffering from diseases, at an individual level as well as in the realm of political and social campaigning. Canadian girl Rebecca Johnstone, passed away from cancer on January 29th, 2007, aged just 19 years. Twelve  days prior to her untimely death, she received a surprise telephone call from Beckham, who also followed up on the call by sending her a signed Real Madrid jersey.Beckham met with former UK Prime Minister, David Cameron at 10 Downing Street, in a bid to raise awareness and push for more action to be taken to help children affected by malnutrition. He  also was a found ing member of  Malaria No More UK  in 2009, formally unveiling the organisation with  tennis superstar Andy Murray  at Wembley Stadium. Earlier, Beckham had appeared in a 2007 advertisement for Malaria No More US, highlighting  the importance of bed nets in combatting malaria. (adsbygoogle = window.adsbygoogle || []).push({}); Sport and Educationvideo  source:  YoutubeSINCE  Beckham signed for Major League Soccer side  LA Galaxy, he has been a prominent supporter of US charities such as MLS WORKS. In August 2007, Beckham joined  other MLS players to host a  youth clinic in Harlem, New York, teaching the disadvantaged kids soccer skills in a bid to foster a sporting and wellness culture in the neighbourhood.Beckham remains  a huge  supporter of the UK Sport Relief charity. In March 2014, he appeared in a sketch for BBC Sport Relief special of Only Fools and Horses, appearing alongside the sitcom’s lead characters Del Boy and Rodney. Sport Relief raised over £50m  for charity that year.