Organizing Your Resume So It Makes Sense Career Advice

Organizing Your Resume So It Makes Sense Career AdviceOrganizing Your Resume So It Makes Sense Career AdviceThe importance of a good, solid, professional resume does not need explanation. It is the single item that is meant to garner an employers interest in you. If you ever had a college professor tell you to write 8 pages about a light subject, you can feel pressured to be as wordy as possible. When it comes to your resume, you have the opposite plight you must reduce everything about yourself and your experience into a single page.Clearly, the content and length of your resume are important, but what about the organization? How you organize your resume is also incredibly important because there are different types of resumes, all of which are formatted differently. You must make various organization choices based on who you are, what you are applying for, and where you are in life. This may sound confusing, and that is because many people are confused by the organization choices. Let us explain it to you.1. Chronological ResumeThe traditional resume format, a chronological resume is a simple summary of an applicants education and job experience. It follows a present-to-past timeline, working backward. This is ideal for those that were educated and are experienced in the related field and are looking to organize their resume so that it demonstrates a pattern of growth and upward mobility. Your existing resume is likely in this format, though it might not be the best vorkaufsrecht for your needs.2. Functional ResumeAn alternative format, a functional resume underscores an applicants skills, work experience, honors, and accomplishments. These fields are arranged by the field or area of strength, like supervision, social media marketing, healthcare, or government work. This is an ideal resume type for those that are returning to work in their desired job field after several years of absence, have decided to begin working in a new career field, or have worked for a long time in the same field without much growth or promotion.3. Modified Chronological ResumeUsually the most successful format, a modified chronological resume involves the organization of ones professional experience in chronological order while highlighting relevant and impressive details with the same categorical organization of the functional format. This type of resume is laid out as followsA header that includes your name and good contact info1 or 2 profile sentences that express your overall experience and strengthsWork history in reverse chronological order, focusing on experience from the past 10-15 yearsEducation information, including institution names, your GPA (if it was 3.0 or higher), honors, and relevant extracurricular activities (New graduates and those with less than 5 years of relevant work experience should distribution policy this info before employment history.)Building an organized, streamlined resume that will bolster your education, experience, and acco mplishments depends on the use of the proper format for you. We think you can certainly impress any employer with a solid, well-planned resume. You will rarely be in a small pool of applicants for any job position. When employers are narrowing down their list of people to interview, they will eliminate resumes that are poorly organized or unprofessional first, even if the content is impressive. Be sure you make it past that elimination every time.See alsoTop List of Resume Essentials

A positive approach to change (driving transformation through co-creation)

A positive approach to change (driving transformation through co-creation)A positive approach to change (driving transformation through co-creation)It doesnt make sense to hire smart people and tell them what to do we hire smart people so they can tell us what to do. - Steve JobsOrganizations Are Not a Problem to be SolvedChange management has a negative reputation - its often seen as synonymous with a reorganization, downsizing, restructuring, merger, and mora.However, the biggest problem with change management is the focus on whats broken - it approaches organizations as something to be fixed.Whats elend working?The traditional problem-solving approach to change management - finding what is wrong and developing solutions to fix the problems - seeds a negative mindset. It makes people focus on whats broken. Time is spent rehashing issues and what caused them.After a while, the deficit-based view sucks everyones energy - there are blame and division rather than motivation and e ngagement. Teammates think they are doing everything wrong.We need a new paradigm. Organizations are leid a problem to be solved - liberate the potential of your smart people.Appreciative Inquiry a Paradigm ShiftWhat would it happen to our change practices if we began all our work with the positive presumption that organizations, as centers of human relatedness, are alive with infinite constructive capacity? - David CooperriderChange is the lifeblood of an organization - its the catalyst for progress, innovation, and growth.Organizational change should focus on personal transformation, not on structure or processes. As I repeat over and over organizations dont change, people do.Appreciative Inquiry is an affirming way to create change - it seeks what is right in an organization. AI offers a life-centric approach to energizing people and move them in the direction of what they most desire.Appreciative Inquiry is a new paradigm in organizational change - a shift from the traditio nal deficit-based approach to one of abundance. Turn change into an open invitation - give every employee the opportunity to assume leadership responsibilities.Appreciative Inquiry is the co-evolutionary, co-operative search for the best in people, their organizations, and the relevant world around them. It involves the art and practice of asking questions that strengthen a ordnungsprinzips capacity to apprehend, anticipate and heighten positive potential.This framework makes people acknowledge and value the existing capacities, strengths, and successes. It invites everyone to envision a brighter future. Open collaboration helps identify opportunities and design how to get there.The premise is simple every system, human and otherwise, has something that works right already - build on those strengths.The Positive Core of an organization is mostly unrecognized - it makes up the best of an organization and its people. Its often a hidden and underutilized source. The Positive Core is the collective strengths and existing assets that help design and build the future.Appreciative Inquiry replaces the negative, critical, and spiraling diagnoses commonly used in organizations - it focuses on whats working instead.What Drives Change? The Five PrinciplesWhen work becomes play, and play becomes your work, your life unfolds. - Robert FrostOrganizational culture is a co-construction - its shaped by language, stories, practices, and relationships. The quality of that system defines how balanced, creative or productive an organization is. Culture can lift people or let them down.The foundation of Appreciative Inquiry was developed by David Cooperrider and Suresh Srivastva. Its based on five principles Constructionist, Simultaneity, Anticipatory, Poetic, and Positive.AI leverages the power of storytelling - words create worlds and images inspire action. Language and visualization play a crucial role to understand the present and see the future respectively.Inquiry crea tes change positive questions drive positive change. AI invites us to lead with questions.Appreciative Inquiry The 5-D CycleWe cant ignore problems - we just need to approach them from the other side. - Cooperider WhitneyFocusing on whats working sounds counterintuitive at first - people must learn how to approach problems from the positive side. We grow in the direction of what we persistently focus on. Focusing on the positive creates a long-lasting appreciation mindset.Building on whats already working helps integrate both the old and the new - they dont need to compete against each other. People start seeing change as an evolution - they shift from an either-or to a yes, and mentality. Rather than focusing on what needs to be fixed, people leverage the best of what has been and what is.Appreciation Inquiry is the act of recognizing the best in a team, an organization or community.It uses questions to uncover whats working - it acknowledges and amplifies the good, instead of ruminating on whats wrong.Heres a brief description of the five phases.1. Define - What is the topic of inquiry?It is important to define what the system wants more of - thats the topic of inquiry. Definition is the starting point - it helps clarify the area of focus of any change initiative.The guiding question to kick of the process is What generative topic do we want to focus on together?The first phase defines the purpose and ambition for the project - the end outcome should solve for this phase. The cycle is a continuum - once the team goes through all stages, a new topic of inquiry starts the process all over again.2. Discover - Appreciate the best of what isThis phase is an open conversation to find whats already working. The more people can directly get involved, the better. Everyone is invited to participate, that doesnt mean everyone will volunteer.The Discover phase helps reconnect and acknowledge past successes, strengths, great ideas and moments. Its not a cele bration of the past - we are looking for learnings that can be applied in the present and future.The interviews and analysis help understand and make sense of what is discovered at both an individual and collective levels. The interview approach is open, human, and inspiring - its a dialogue, not a survey. A safe space is essential for people to speak candidly and openly.Focus on finding, emphasizing, and illuminating any factors that have led to the best in a given situation. What gives/gave life to the organization?3. Dream - Imagine what could beAI brings an interesting tension - we appreciate past successes, yet we are encouraged to challenge the status-quo. The Dream phase is about imagining possibilities - people visualize what could be or needs to be.The Dream phase leverages past achievements and strengths identified in the Discover stage. People dream where they want to see the organization in one, five, and ten years from now. The entire team can project whats best fo r the company into their wishes, hopes, and aspirations.What could be? Collectively, the team visualizes the desired future state.4. Design - Determining what should beThe Discover phase is about collecting stories the Dream one is about creativity. In the Design Phase, we want to bring the two of them together - the best of what is plus what could be help design what should be.The entire organization works on creating an ideal scenario. The team focuses on identifying concrete and actionable ideas. They craft provocative propositions and organizing principles in which the positive core is alive in every strategy, process, decision, system, and collaboration.People are invited to challenge everything. In the book Appreciative Inquiry, the authors mention an experience working with a partner organization of Save the Children in Zimbabwe. The articulation of the future was simple Every person in Zimbabwe shall have access to clean water in five years.However, the above dream demande d a large design shift to move away from a traditional hierarchy to a new form of organization based on a network of partnerships and alliances.How can it be? Define how the dream would look like.5. Destiny - Creating what will beTo make the Dream come true requires a different approach to the traditional planning-monitoring-and implementation. The power of Appreciative Inquiry lies in stepping back - to let the organization emerge on its own terms. Leading change is more like a revolution than a structured and pre-defined roadmap.The concept of change as an open invitation goes well beyond people sharing stories or providing ideas - you let your employees take over. Theres no more effective way to create engagement than to grant autonomy, as I wrote here.Invite people to construct their future - freedom and ownership create a more significant commitment. Trust your people. They will build the necessary partnerships to get there.What will be? Democratizing leadership turns every employee into an agent of change - people focus on the positive and make the impossible happen.Practicing Appreciative Inquiry1. RolesThe role of leaders is to become a change catalyst - they sponsor and create the right conditions. Leaders are responsible for planting the seed and nurture the best in their team. Though leaders are champions, they participate as equals.Consultants help introduce the process and train employees as agents of inquiry and facilitators. They also design the overall process and facilitate the implementation until the internal team can take over. In time, consultants continue to help and overlook further implementation in close collaboration with internal teams.The Core Team stewards internal implementation - consider them the go-to-guys for anything related to AI. They are responsible for identifying the topics (define), manage interview guides and process, and encourage an everyday practice of Appreciative Inquiry.Last but not least, Participants are both interviewed and can conduct interviews. They help review stories and share best practices within their teams. They contribute throughout the whole process with stories, dreams, solutions, and action.2. Liberating powerAI is about democratizing change - it liberates power and unleashes human potential.Here are the six conditions recommended by Cooperrider and WhitneyFreedom to be known in relationships Peoples identities form and evolve in relationships. AI levels the playing field by bridging the gap across hierarchies.Freedom to be heard Open conversations dont just give people space to speak up - everyone is committed to listen to everyone else.Freedom to dream in community Leaders must encourage people to unleash their individual dreams and build a larger, collective one.Freedom to choose to contribute AI reconnects people with their most profound purpose - people feel reenergized and determined. People contribute because they want to, not because they are forced to.Free dom to act with support When everyone is listening and caring about each other, the desire to act increases - the system stimulates people to actively participate.Freedom to be positive Culture is the behavior we reward and promote. When negativity is no longer omnipresent, people re-learn to focus on positive conversations.3. Forms of EngagementThere are various ways of implementing AI. The chart below summarizes eight different forms in which you can apply Appreciative Inquiry in your team, organization or community.A Whole-System Inquiry involves the participation of all the stakeholders - employees, customers, vendors - all the parts co-create the Dream.An AI Summit is a large-scale meeting process that focuses on discovering and developing an organizations positive core. Participation is diverse and includes all the companys stakeholders.Its an exciting experience - an AI Summit unleashes tremendous power and enthusiasm driving holistic engagement.As Cindy Frick, VP, Organi zational Development of Roadway Express said, Appreciative Inquiry is the philosophy that is allowing us to engage the hearts, minds, and souls of our people - all of our people. Only when we do that, will we achieve breakthrough performance.As an example, this is what a 2-day AI Summit session could look like.4. Watch OutsAppreciative Inquiry is not perfect, just like any other method.The emphasis on the positive can quickly turn into overlooking the flaws and weaknesses of an organization. Here are some of the key watch outs as highlighted by research by Egan and LancasterDifficult interpersonal situations may be overlooked and remain unidentified as challenges to the success of the group or organization.Feelings of anger or frustration may not be voiced and may become barriers for some employees.Dissatisfied organization members may retreat and withdraw from the process because they are unable to feel included by the AI approach.Having said so, those flaws can be corrected. The beauty of AI lies in encouraging open conversations and co-creation. Here are some tips to overcome the watch out mentioned aboveAvoid groupthink - expert facilitation is critical to making sure tensions are encouraged and that all stories are heard. Promote positive dissent.Address whats not working - the same way traditional change management approaches focus on the problem, you want to avoid an idealistic, positive outlook. Leveraging on positivity and strengths doesnt mean being naif or blindsided by whats not working.Promote Psychological Safety - create a space for open dissent, not just to see the good. Tensions keep teams at the top of their game. Positivity doesnt mean avoiding conflict, but not focusing all the energy on the problems.Use Positive Inquiries to solve whats broken - AI doesnt dismiss problems, it uses a different lens to evaluate them. When they arise, they are validated as live stories and then reframed as a positive inquiry. For example, the problem of high employee turnover becomes an inquiry into magnetic work environments. Or the problem of low management credibility becomes an inquiry into moments of inspired leadership.Practice makes perfect - Implementing any new method requires mastery, not just knowledge and understanding. Learning to drive a car, doesnt turn someone into a Formula-1 driver. Thats the problem with the Design Thinking craze. Everyone became a so-called expert, as I explained here.Putting It All TogetherYour team doesnt want to be managed and told how to change. Remember Steve Jobs words. If you hire smart people, let them tell you how.Appreciative Inquiry is about leading change instead of managing it. A paradigm shift is necessary to encourage people to co-create organizational transformation.Through powerful questions and open conversations, AI uncovers and acknowledges the positive in any organization. All stakeholders are invited to dream and co-create a promising future.Improve Your Change FitnessDown load a free copy of my guide 7 Ways to Improve Change Fitness.This article first appeared on Medium.

How to Leverage Social Networking to Get Your Next Job

How to Leverage Social Networking to Get Your Next JobHow to Leverage Social Networking to Get Your Next JobEmployees and employers are using social networks like Facebook and LinkedIn to investigate whether each is a good fit for the job.Youve heard again and again how important networking is when you are looking to take the next step in your career. But does that include social networking ? Can you like, tweet and 2nd degree connect your way to a fabulous new position?Career and online experts recommend leveraging social media sites such as Facebook, Twitter and (especially) LinkedIn as part of a job search. But, they say, social networking should be used as a complement to, and not a replacement for, mora traditional job-search methods. And, they caution, it should be used carefully.Carisa Miklusak, principal of Ingenium Consulting Group and co-founder of SoMedios, an emerging media solutions organization, suggested job landseekers use social media every step of the way.Starting o ut, she said, social media is a useful way to research the culture of companies that interest you. While a corporate Web site can certainly provide extensive information about an organization, its social-media presence can often offer more insight into a companys culture and the way it interacts with employees, partners and customers.On Facebook, for example, a job seeker may be able to read about the organization on the Info tab, see pictures of a recent team outing to get a feel for the culture and follow recent conversations between customers and the brand or employees and the brand all critical factors in making a decision, Miklusak said. Social networking lets you dig deeper to see the things the company didnt intend for you to see. Candidates should use these tools to pre-interview companies and determine if they are a true fit.After helping you decide what companies you want to be a part of, employ your insights to craft a very focused and relevant resume and cover letter.On ce you get an interview, Miklusak said, use social-media sources to learn about the decision makers you will be meeting. By conducting a brief LinkedIn and/or Google search, it is likely that a candidate will be able to gather great detail about the background of their interviewer, Miklusak said. This is becoming a very common practice and prepares the candidates to customize their talk track and interview presentation to what theyve learned about their interviewer. This also empowers candidates to come prepared with better questions.At the offer stage, Miklusak said, use social media to reach out to current or past employees. This is a common practice in the social-media space, and a very quick dialog can provide productive company insights, such as standard salary ranges, work assignments and conditions, she said.The flip side of social mediaBut remember The transparency social media provides works both ways. While it can help a potential employee gain an edge during the job searc h, it also lets employers vet potential employees. Many employers use the same sources to uncover information about candidates not included in a resume or shared during an interview.And the advice goes deeper than the typical hide the drunk photos, said Chris Laggini, vice president of human resources for DLT Solutions, a value-added reseller of IT products and services.Certainly, job seekers must be certain they are digitally dirt-free on all social-media channels. But employers are looking for more than employees who can hide the negative. Theyre looking for employees who can positively represent their personal brand online.Social media is important to organizations marketing, audience development and customer-support strategies. Its important, therefore, to make sure that potential employers see not only the care you take with your social media presence but also your social media savvy.Serious recruiters definitely do their research, Laggini said. Look at your social-media profil es with a critical eye. Do they show you in your best light? Potential employers use every resource they can to get to know you, including social media.

Thats Really Interesting Now Take it off Your Resume

Thats Really Interesting Now Take it off Your Resume Thats Really Interesting Now Take it off Your Resume As a resume writer you tend to run up against the same issues on a regular basis. One of the most common challenges is working with a client who has a very diverse background, or who has taken a career detour. This is perfectly possible to address, but every now and then, I work with a client who truly believes that all those experiences are equally valuable in getting their next job. Sometimes, its hard for this person to accept that the year they spent teaching scuba diving wont help them in their quest to secure a marketing role. I learned how to deal with adversity, theyll say, and I had to fend for myself in a new culture. Surely thats valuable?Perhaps it should be, but its not.The dirty little secret about recruitingHeres the thing Ive managed recruiting in the past and the truth is that when youre filling a new position, youre not necessarily looking for the best candid ate. Youre looking for the least risky candidate. If youre an HR manager or recruiter working internally, or an external headhunter who has been appointed to fill a specific job, you have been charged with finding someone who fits a certain set of criteria. As you sift through resumes, you are looking for someone who exactly meets what your boss or the hiring manager asked you to find. This is because you want to look good. Ideally, you want each of the resumes you choose to be such a perfect match that the hiring manager slaps you on the back (metaphorically speaking of course) and tells you what a fantastic job youve done and hopefully goes on to say how youre way better than all those deadbeat recruiters who came before you, and by the way why dont you have a raise?That means that that the average HR manager or recruiter is looking for people with a straightforward career chronology that perfectly matches the job theyve posted.What if you dont have that?If you dont have that, bec ause you took a year off after you left your last marketing job and then spent the next year teaching scuba diving and working as a waitress in the evenings, should you just give up?Cmon. You know me better than that. Of course notBut what you do need to do is to sift through those experiences and decide which ones are going to hurt rather than help.Your resume needs to tell a story Have you ever noticed how when someone coughs in a historical TV drama or movie, it always presages death? You hear that cough and you think oh no TB Of course people suffered from normal coughs in the olden days, but a scriptwriter only puts in the things that matter to his story, so he isnt going to show little Timmy getting the flu, spending a week in bed and then feeling better. No, if Timmy coughs, it means that hes going to die. End of story.The same applies to your resume. You must be careful not to include a cough unless its TB. Or to put it another way, dont include a job or details about an e xperience unless it makes a direct contribution to the story youre trying to tell. If you do need to include unrelated experience for example because you spent the last 3 years caring for a sick relative and dont want people to think you were being idle mention the experience briefly and position it as a detour from your real career. The truth is that if you have a varied background, or have taken a detour from your normal career, you will need to disguise that detour as much as possible. Its simply not possible to weave it into your story without veering that story off course and thats true even if you find the very best resume writer in the history of resume writing. We cant do it and, if were honest and ethical, we wont try. Photo Soleilphoto Dreamstime Stock Photos Stock Free Images

3V0X1 - Visual Information - AFSC Description

3V0X1 - Visual Information - AFSC Description3V0X1 - Visual Information - AFSC DescriptionPrepares artwork, sketches, charts, and layouts for publications, presentations, displays, training, visual information production, and medical requirements. Operates visual information equipment assists in preparing and using visual information aids and audio or video recordings. Related DoD Occupational Subgroup 414. Duties and Responsibilities Plans and prepares graphic images, special displays, and exhibits. Develops graphic products for direct viewing, printing, and reproduction photography and projection and televised presentation. Prepares sequential artwork for use in series or to achieve cinema graphic animation and special effects. Compiles and depicts data using various media, drawing instruments, and electronic equipment. Employs visual elements and principles of composition including style, balance, contrast, tone, color, dominance, and subordinance. Operates special graphics eq uipment including graphic imaging systems, copy cameras, and serigraphic, printing, duplicating and processing equipment.Operates and maintains presentations equipment. Sets up, positions, synchronizes, and operates various types of cameras, projectors, video and audio recorder-reproducers and monitors, video teleconference, digital interface, computers, and multimedia equipment. Selects lenses, screens, or television monitors according to viewing distance, medium type, ambient light, and audience size. Positions microphones, records proceedings, and arranges viewing or conference areas. Directs on-line modifications of visual information products during presentations and conferences. Prepares medical illustrations. Prepares anatomical and pathological sketches or drawings. Collaborates with physicians on specific cases to ensure optimum illustrative results. Prepares accurate and realistic moulages. Designs, integrates, and supervises presentation facilities and systems. Prepares facility layouts, electrical cabling schematics, equipment switching procedures, and links acoustical equipment with projection systems for classrooms, conference rooms, theaters, and teleconferencing facilities. Supervises or performs visual information functions. Administers, monitors, and evaluates operating expenditures, and prepares future operating budget estimates. Ensures proper disposition of visual information record material. Observes copyright and reproduction restrictions. Conducts customer relations programs. Manages visual information hazard communication program. Specialty Qualifications KnowledgeKnowledge is mandatory of graphic arts and media perspective, layout, balance, and contrast color science, mixing, and application standard drawing practices and instruments finished artwork and chart construction techniques visual information media equipment and uses presentation techniques and operation and routine maintenance of equipment. EducationFor entry into this specialty, completion of high school with courses in commercial art, graphics, computer graphics, visual information communication media, drafting, or computer science is desirable.TrainingFor award of AFSC 3V031, completion of a basic graphics course is mandatory.ExperienceThe following experience is mandatory for award of AFSC indicated (Note SeeExplanation of Air Force Specialty Codes).3V051. Qualification in and possession of AFSC 3V031. Also, experience in visual information media support, and functions such as visual information products, or presentation services, and depicting ideas by using various graphics media and techniques. 3V071. Qualification in and possession of AFSC 3V051. Also, experience performing or supervising functions such as illustrating ideas in sketches, posters, diagrams, or cartoons or providing and directing presentation services.OtherThe following are mandatory as indicatedFor entry into this specialty, normal color vision as defined inAFI 48-123,Medi cal Examination, and Standards.For award and retention of AFSCs 3V031/51 and 71, eligibility for a Secretsecurity clearance, according toAFI 31-501,Personnel Security Program Management. Deployment Rate for this AFSC Strength Req G Physical Profile 333233 CitizenshipYes Required Appitude Score G-43 (Changed to G-44, effective 1 Jul 04). Technical Training Course E5ABD3V031 000 Length (Days) 66 Location K Detailed Career and Training Information for This Job

Notes on Interior Designer Resume in Simple Step by Step Order

Notes on Interior Designer Resume in Simple Step by Step Order Youre an interior designer and, while using a couple colors to highlight the more important elements can seem to be a good choice, make sure that you dont exaggerate If you are feeling confident that it is possible to combine the 2 formats discussed above, youll have a combination style resume. First and foremost, the interior templates are responsive, which means they look great regardless of what device you opt for. Create your distinctive interior template to stick out among others. The fruchtwein Popular Interior Designer Resume Senior interior designers could be asked to travel, and work long hours when deadlines are approaching. The hiring procedure can range from one or two weeks, and thus do not fret whether the employer has not called you after a couple of days. Theres often some processing time in front of a refund is posted. Resume examples without having to spend a dime are available nearly anyplace. Because interior design relies on software, you must showcase your computer abilities. As an assistant interior decorator, youve got to be knowledgeable about interior design strategies, administrative duties, and teamwork procedures. Interior designers perform various duties, tasks, and responsibilities with the aim of developing an attractive interior atmosphere for their customers. Senior interior designers should have strong organizational and communication abilities. All About Interior Designer Resume So you must compose your resume. Its fast and simple to use. Zetys resume templates are made with the assistance of recruiters and stick to the best practices in HR. Professionally, our resumes are often the very first impression a prospective employer gets of us. Create the ideal job-worthy resume effortlessly in just a couple of clicks Its not that everything must be costly, she states. You may observe why knowing your perfect company is so vital. departure with showing that fabulous company that youre indispensable. Understanding Interior Designer Resume You could also understand the Designer Resume samples. Interior design isnt always a 9-to-5 job. If you wish to develop into an interior designer, a BS in Interior Design is an amazing method to better your company and design abilities. Kitchen Designers are Sales Designers that are specialized in creating kitchens for their customers. Life After Interior Designer Resume So when the hiring company hasnt provided a salary for work, we look at salary data from related businesses and locations to produce a sensible estimate for what it is possible to count on. Many job seekers take advantage of social platforms like LinkedIn or an on-line portfolio. Skills Here you are able to add a bulleted list of all of the best qualities which make you right for the job. Submit the same resume for each and every job. The Argument About Interior Designer Resume Although an ancient practice, its wildly common today across the world. The very first thing you ought to think about is whether you can discover a place where you are able to do some voluntary work experience. Resume writing or trying to find a correct resume format is supposed to be among the most important responsibilities that you encounter once your school year ends. The very first step is to choose the kind of resume that you want to create, and the way it will incorporate your prior experience, job history and strong points, while reflecting the needs of the jobs applied for. Resume examples by industry you should create a resume that highlights the particular skills employers are interested in. Before you commence adding job descriptions to your resume, you might want to earn a list of accomplishments at every one of your jobs. Furthermore, you can find out more about real estate careers on Monster. In the authentic work experience section, you then just should quickly outline your prior job titles an d the organization you worked for. Tailoring your objective to the work description is crucial to making a great impression at first. You can receive a very clear idea about what the employer would like to see by reading through the work description. Dont forget that your resume is your very first line of defense in conditions of landing your ideal job. Resume examples at no cost will aid you in a step-by-step process on the proper way to compose your resume. An individual who addresses the interior facet of houses, buildings, and establishments. There are a number of locations where you might acquire good resume examples. There are two methods to compose an entry-level interior design resume. You will even locate a kid theme at your entire disposal Interior designers are almost always alert to the simple fact that it is quite challenging to determine the reach of required works in advance of an interior design project. While they may work on a wide variety of buildings, their job duties are usually the same. If youre a freelance designer, you might be presenting your resume while also earning a bid for a project. Without a certification, an interior designer is simply a decorator in the majority of states.

Dreams (and Jobs) for the Future

Dreams (and Jobs) for the Future The White House released the Advancing Equity for Women and Girls of Color 2016 Updated Report today and it has some good news packed around how little gender parity there still is in STEM.Ok, so the good news is this according to the White House, the U.S. has made positive strides, resulting in unprecedented levels of public-private collaboration in untersttzung of next-generation STEM education, all with a focus on expanding participation of girls and other underrepresented groups. That means government, businesses and private-citizens alike have all been banding together to create positive change.The report delves into various areas of interest, including school discipline, teen pregnancy, the needs of vulnerable children and economic prosperity.PowerToFlys mission is to help women in tech??who are ready today??find fulfilling careers with companies that will value them and their diversity. We know the current statistics on minority women in STEM-r elated professions are alarming only 1 out of 10 employed engineers and scientists in the U.S. is a woman of color. And with growth of STEM jobs anticipated to outpace the growth of non-STEM jobs over the next ten years, we need to work together to ensure equal opportunity for all.So yes, more work needs to be done, but as the White House says, the right collaborations are happening at least when it comes to education. But if you want to see whats out there for women in STEM now, then join us at PowerToFly.com. You can start by heading over to our website to fill out a profile and become part of our community of 100,000+ strong women. Aside from access to content you care about, youll also be able to apply to positions in STEM-related fields at companies who put diversity and inclusion above all.Check out some of the open positions weve got available nowSoftware Engineer (Backend)??Casper (NYC)Automation QA Engineer??Hearst (NYC)Software Engineer??Hearst (NYC)DevOps Engineer??Hearst (NYC)Security Engineer??GitLab (Remote)Build Engineer??GitLab (Remote) Aki Merced

Introduction to Civil Litigation

Introduction to Civil LitigationIntroduction to Civil LitigationWhat Is Civil Litigation? When two or more parties become embroiled in a legal dispute seeking money or another specific performance rather than criminal sanctions, civil litigation is the result. They must instead head to the courtroom for trial so a judge or jury can decide the matter. A lawyer who specializes in civil litigation is known as a litigator or a trial lawyer. He represents clients across a broad spectrum of associated proceedings, including pretrial hearings and depositions, as well as arbitration or mediation before administrative agencies or court personnel. Arbitration and mediation are processes that attempt to guide the parties toward settlement without the time and expense of going to court. Types of Civil Litigation Civil litigation encompasses a broad range of disputes, and litigators generally specialize in one or two specific practice areas. Several common areas include Environmental lawLandl ord/tenant disputesProduct liabilitylawsuitsPersonal injuryclaimsIntellectual propertydisputesConstruction liability lawsuitsMedical malpractice claimsEmployment and labordisputesReal estate lawsuitsAnti-trust litigationWorkers compensation claimsEducation lawdisputesDivorce lawsuits Civil litigation can be loosely defined as a legal process in which criminal charges and penalties are not at issue. The Role of a Civil Litigation Lawyer The role and responsibilities of a civil litigation attorney can be challenging and diverse. It is an adversarial process with two or more parties pitted against each other. The attorney is his clients advocate, obligated to fight for him to achieve the best possible outcome on the clients behalf. Lawyersspecializing in this field must be willing to assume oppositional positions, to embrace conflict and controversy, and to effectively act as human pit bulls in defense of their clients. Attorneys and litigation paralegals in this field often work l ong hours, especially during a trial. Certain skills and knowledge are essential tolitigation practice.Key legal skillsinclude Knowledge of substantive and procedural lawStrong written and oral advocacy skillsAnalytical and logical reasoning abilitiesAbility to synthesize complex legal and factual materialsSuperior interpersonal skillsKnowledge of legal research techniques and softwareClient development skillsNegotiation skills The Life Cycle of a Typical Civil Litigation Case Civil litigation can be divided into several stages, including investigation, pleadings, discovery, pretrial proceedings, potential settlement or trial, and even appeal.Discovery is typically the longest and fruchtwein labor-intensive stage of a case. Unlike the way theyre often portrayed on television, civil attorneys spend comparatively little time in the trial. Much of their time is devoted to the discovery stage the exchange of information pertinent to the case through depositions, interrogatories, a nd subpoenas. The latter are demands for information or documents from third parties. Depositions and interrogatories involve questions posed under penalty of perjury to the parties in a lawsuit. Deposition questions are posed orally under oath. Interrogatories are written questions. Not every lawsuit passes through each stage in fact, most dont. The majority of lawsuits are settled by agreement of the parties and never reach the courtroom. Parties can settle during a trial, even after a jury has begun deliberating or has delivered a verdict. They can settle or stipulate to some aspects of the lawsuit, leaving others in the hands of the judge or jury. When a case does go all the way to trial, the entire process, from filing documents with the court to initiate the case through resolution, can take anywhere from a few months toseveral years.

Executives and integrity (according to their assistants)

Executives and integrity (according to their assistants)Executives and integrity (according to their assistants)The Secret Power In The Office is a collection of responses from 200 executive assistants regarding the questionable behavior theyve witnessed over the course of their careers.An alarming 48% expressed a first hand-account of serious misconduct within the last year alone. Abuse of company resources, sexual assault, mishandling of confidential information, and operations that pose a conflict of interests made up the majority of the breaches indexed.Young professionals and consumers, in particular, were found to hold their respective firms to high standards as far as integrity is concerned. This means, in a bid to ensure a healthy pool of potential employees and acquired targets, employers purport a degree of ethical behavior that they rarely observe.The report states that 30% of upper management never, seldom, or occasionally upheld to the ethical standards they professed, w ith a little less than 20% claiming to abide faithfully. These reports speak to a developing enmity between workers and CEOs leading to a depletion of faith in leadership and decreased productivity.According to the report, the pervasive failure to properly abide by certain policies is fueled by a fear of not meeting fiscal expectations and buttressed by a lack of concrete understanding of what ethical standards actually are.Many of the instances of misconduct mentioned were believed by many to be par for the course for the corporate world 13% of executive assistants stated that lying and cheating is simply part of the culture.What can be done?The report used the data to attempt to conjecture several methods of remedying the ethical challenges plaguing the economic community.One of the things proposed welches eradicating the link between compensation and targets. Many have suggested in the past that incentive-driven targeting adversely impacts value creation. Additionally, key perf ormance indicators seem to be the nucleus of much of the misconduct detailed.Accounting for every conceivable form of misconduct by creating policies for all of them obscures the aim.As the report states Ahigher number of policies produces more incentive to bend the rules or find loopholes. It also takes away peoples own responsibility.Lastly, the report suggests all firms exercise muscles of discussion. Instead of excessive reprimanding and surveillance, habitual discussion on the topic of ethics and integrity with executive consultants should be a preferred method in order to change the culture from within.

Magnets Make the Motor

Magnets Make the Motor Magnets Make the Motor Magnets Make the MotorManufacturers need light, extremely strong magnets to power electric-vehicle murls, and they have long relied on the rare-earth metals neodymium and dysprosium to create them. But those metals are expensive and subject to wild price jumps and shaky supply chainsproblems that have become more acute as demand for electric cars grows.Researchers at Oak Ridge National Laboratory say theyve found a solution. They recently built a powerful EV motor that uses common ferrite magnets rather than those made from the rare earth metals, which can cost up to 30 times more per pound.The new motor achieves 75 percent higher power than comparably sized commercial EV motors, the researchers said, and it could be ready for mass production in a year.ur main target was to reach the same or higher power density, keep within the same volume, and use cheaper magnets, said Tim Burress, project leader at ORNL.Most electric motors include two main components the stator, which is stationary, and the rotor, which moves. Like most stators, ORNLs was made from thin, laminated sheets of steel that form a hollow cylinder. A series of copper coils line the cylinder and produce a magnetic field when charged. The rotor sits inside the cylinder, surrounded by a series of magnets and attached to an axle. The stator and rotor repel each other magnetically, causing the rotor and axle to spin.ORNL researcher Tim Burress works on a prototype EV motor that uses magnets made from iron. Image ORNLTo reduce costs, the researchers used ferrite magnets that are readily available from most suppliers. Their finished magnets cost $3 a pound, compared with $90 per pound for those made from neodymium and dysprosium. Back in 2010, the prices of both metals skyrocketed after China, the main supplier of the metals, limited the export of rare-earth minerals.While prices have since dropped, they are mucksmuschenstill high and subject to sudden change s. But the researchers still had a problem. Ferrite-based magnets are up to 10 times weaker than rare earth magnets. It can take up to 10 times more ferrite than neodymium to make a magnet of equal strengthand that can make a magnet so heavy it flies out of the rotor, said Jason Pries, an ORNL research associate who worked closely with Burress.ORNLs rotor, for example, includes 16 magnets. Each of them weighs 175 gramsalmost four times the weight of the neodymium-dysprosium magnets in the rotor of a 2015 Toyota Prius motor, which the researchers used for performance comparisons.To secure the heavy magnets, the researchers machined bevels into the magnets and slipped them into S-shaped slots in the rotor. An epoxy prevented the magnets from bouncing around.The team offset the extra weight of the magnets by reducing the mass of steel and copper in the rotor. The motor weighed only about one pound more than the Prius motor, a difference manufacturers can live with, Burress said. The to tal cost of the magnets in the ORNL motor was $20, compared with $150 for the Prius motor.ORNLs motor was also more powerful. It generated 103 kW (138 hp) at 9,000 rpm, compared with the Prius 60 kW (80 hp) at the same speed. The researchers attribute the performance gains to powerful modeling, simulation and design tools, and the new class of optimized ferrite compounds. Optimization was the key to making this work, Pries said.Read the latest issue of Mechanical Engineering Magazine.Our main target was to reach the same or higher power density, keep within the same volume, and use cheaper magnets.Tim Burress, ORNL