10 Tips for Passively Job Searching While Employed

10 Tips for Passively Job Searching While EmployedTheres an old saying that its easier to find a job when you already have one. Polls untersttzungsangebot this theory and employers do report a preference for candidates who are already employed. The line of thought is that if a job seeker is already employed, they must have the skills, experience, and drive to be employable. With that said, allowing yourself to be open to new career possibilities without truly job searching is an art. This piece is meant to help you open the door to new opportunities while time is on your side and youre already gainfully employed. If youre wondering how to find a new job while employed, read on.Being a Passive CandidateA recent JobVite survey found that 74% of us are open to new opportunities. Passive job seekers are professionals who are already fully employed but are open to hearing about new career opportunities. Which essentially means that 74% of the working populace are passive candidatesopen-mi nded about fresh career options that make sense to them, their family, and their career goals.Look Within Your CompanyAs you are likely already employed, check out openings with your current employer. Are there opportunities for upward mobility? If so, do you have the qualifications to apply for jobs that interest you and advance your career? If not, how can you become qualified for the open stttes? Let your boss know you are interested in moving up should an opportunity present itself and that you would like to know when positions become available. This will demonstrate initiative to your current employer, who will likely work hard to meet your desire to advance your careerespecially if they are happy with your performance.Remove Old ResumesIf you have old resumes floating around cyberspace on job boards, now is the time to remove them. Once you are no longer actively searching for a job, resumes should be removed from job boards because you dont want to appear desperate. It is one thing to attract every recruiter in the world, but its something entirely different to attract quality positions. This means focusing your job hunting efforts on the quality of job opportunities you attract rather than the quantity.Dream a LittleWith quality in mind, take a few minutes to put together some information that will direct your passive job search down the right path. Write down companies, roles, and geographic locations you consider to be desirable. Also consider the type of compensation you would desire if your dream job knocked at your door today. Additionally, write down any scenarios that would lead you to take a new job such as, I would move to Alaska only if I were offered an executive position paying $250,000 or more. As you search for jobs, this will guide you in what you really want and are willing to leave your current position for.Refresh Your ProfileWhether you are actively job searching or are doing so passively, I recommend building a solid LinkedIn profil e and keeping it updated. A really great LinkedIn profile is the best means to being found in the job market. A recent survey by JobVite shows LinkedIn is the number-one source used by recruiters for finding new employees. I also encourage my clients to utilize LinkedIns Open Candidates feature. This invisible signal lets recruiters who have subscribed to the service know that you are open to new opportunitieswithout notifying your current employer. If you happen to be what looks like a good fit, they can message you through InMail to tell you about career opportunities you may be interested in.Network and ListenMeeting new people, expanding your professional connections, and keeping your ears open can lead to opportunities you didnt know were out there. Casual networking at social events, work gatherings, or seminars (places you already go) is a great way to passively job search. After all, you never know when you might meet potential employers or someone might think of you for a n ew role that pops up. Just casually building your social network can help you in the job search process. You never know who knows whom or has influence where.Be sure to listen when you hear others discussing roles that are up for grabs in their division, company, or office. You may find out about job openings before they go public this way. In addition, use the list youve made of roles you might be interested in to conduct targeted career searches in your free time at home to see who is hiring (never job search on company time during work hours or on company equipment). Check job sites such as Simply Hired or Indeed for specific roles that would help you move toward your ultimate career goal.Target CompaniesAgain, look at your personalized list and look up the companies online that you are interested in working for. Check out the career site for each company and consider sending a copy of your resume over or a value proposition letter just to see if anything pops up.Find a Trustwort hy RecruiterTalk with your network and see if anyone has recruiters they can recommend to you. If not, find a reputable recruiter online who specializes in your industry. A recruiter who specializes in your field is more likely to be able to help you find something appealing compared to a recruiter who doesnt specialize. Once you have selected a recruiter you want to work with, send them a list of your criteria for a position so they can contact you should one that meets your requirements open up.Update Your ReferencesDouble-check your list of references. Touch base with each reference from time to time, ensuring you have their most current information. If a relationship has soured or gone stale, replace the reference with someone new. Not only do you want to list references who will speak positively about you, but you want people who are articulate and trustworthy. This last parte is especially important given a passive job search is also a confidential job search.Give a Recommenda tionTake time on LinkedIn to bring attention to your colleagues great work. Share their articles, awards, publications, status updates, and answer their questions and give recommendations. Kindness never goes out of style, and youll be surprised by the way it is reciprocated.I believe you deserve a career that brings you joy, fulfillment, and the ability to live your best life. For more career advice, visit the blog archives on Great Resumes Fast. If youre having a hard time writing your resume and cover letter, or your current resume isnt generating the response youd hoped it would, reach out to me on LinkedIn or visit my website for help now.Are you tired of your resume being rejected by applicant tracking systems? I know how frustrating it is to submit your resume and receive no response. I hate seeing qualified people never breakthrough the screening process. It shouldnt be that way. Thats why I created this guide and I encourage you to download the FREE PDF so you can start see ing better resume response rates

The Bad Side of Science Resume Examples

The Bad Side of Science Resume Examples Also (unless youre an expert writer, in which case you might do almost all of the editing yourself) make it known that you intend to use another person to edit your document. Resume writing Objective is a vital section in any type of resume. Once on the website, do a site search for resume objective and youll be re-directed to a page that doesnt only explains the objective statement purpose, but in addition provides you a step-by-step account of what things to write in one. If you wish to find out more about writing resumes that get interviews, go to a site such as Top Career Resumes where you will discover several articles and suggestions. Science Resume Examples Can Be Fun for Everyone Career objective is easily the most significant part your resume. Resume writing objective is a significant portion of the resume, without it resume wont leave its effects on the recruiter. Your career objective is among the most essential components of your resume. Writing an excellent curriculum vitae objective is extremely critical for obtaining a good job. Heres What I Know About Science Resume Examples Then again, you might be in a position to use just one--successfully If youre looking for a career where you are able to have flexibility and earn a steady income, then medical transcription might be a superior alternative. Utilizing an expert summary instead can help outline your fitness for the job. Judging from its variety, resumes are broken up into numerous types. The Basics of Science Resume Examples You Will be Able to Benefit From Starting Today Thus, you may consider updating your social networking profiles to stick out from your competition and attract recruiters. In summary, you should find both written documentation about the element and contacts who you may ask to provide more info. A basic Google search could result in an enormous amount of expertise on the best way to create a resume, the way you can design a resume, how youre able to amaze employers. Our political science resume templates are a fantastic tool to direct you through the procedure. With an impressive resume letter, you are able to surely get the wanted job prospect. You may wish to make your resume relevant to every job. You must clearly state the specific job you are searching for. Taking a couple of minutes to sit down and really consider end of career objectives, where would you like to be at the conclusion of your career is able to help you ensure youre on course and targeting the most suitable jobs now. Our resume builder makes it simple to create a well-written resume in a couple of minutes. Once your resume is prepared to go, you are going to wish to be sure to receive it in front of as many employers as possible. The objectives section is the anfangsbuchstabe thing that catches their eye. Its common for job-seekers to incorporate a brief objectives section on day one of their resume The objectiv es section can be a valuable part of a resume, and might be the very first thing employers looks at.

Building Diversity Why it Starts with Your Companys Employee Value Proposition

Building Diversity Why it Starts with Yur Companys Employee Value aussage Search Building Diversity Why it Starts with Your Companys Employee Value aussage Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of global interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do leid have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely departu reing at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give mora flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one schrift of flexibility over the other. Do you truly know what is valued by your employ ees, not just what is offered in return? An EVP should make the give and get durchschaubar while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning mora about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued fruchtwein or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity cult ure. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History pckchen on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value aussageBuilding Diversity Why it Starts with Your Companys Employee Value Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace dive rsity is of global interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in return? An EVP should make the give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the g aps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value PropositionBuilding Diversity Why it Starts with Your Companys Employee Value Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of global interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusio n checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for exp ansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in return? An EVP should make the give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic un derstanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value PropositionBuilding Diversity Why it Starts with Your Companys Employee Value Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a check list for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of global interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in return? An EVP should make the give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, s uch as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value PropositionBuilding Diversity Why it Starts with Your Companys Employee Value Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of global interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in return? An EVP should make the give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value PropositionBuilding Diversity Why it Starts with Your Companys Employee Valu e Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of global interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing tim e in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in return? An EVP should make th e give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters m ost to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value PropositionBuilding Diversity Why it Starts with Your Companys Employee Value Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of global interestwe are working within a globalized economy a nd within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attra ct and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in return? An EVP should make the give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners H ome Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value Proposition

including skill ratings on your resume

including skill ratings on your resume including skill ratings on your resume A reader writesAny thoughts on grading yourself on your strengths in a resume? I saw a resume today that included a list of skills next to a graphical rating system with a 1-5 grade on how the guy perceived himself in each area, which were all subjective things like critical thinking, creativity, drive and determination, etc. Of course, they were all 4-5 star reviews. (Im pretty sure he left off the areas hed only get a 2 in.) Either way, it seems really weird and a waste of space. Maybe Im just failing to see the big picture and how genius this guy is.No, thats weird.It can actually be really helpful to do this with something like your proficiency in software programs. But to do it with utterly subjective traits like creativity and drive? No. It comes across as really naive and silly.In fact, your resume really shouldnt contain subjective self-assessments at all (even if notlage presented as ratings), sinc e most hiring managers will just ignore them because so many peoples self-assessments are unreliable. Instead, if you want to show that youre creative or driven or smart or whatever, you do that by including accomplishments that demonstrate those traits. After all, it doesnt matter how creative or smart you are if you cant show an ability to do something with it. How you use it is what matters.

Work at Home Call Center Jobs in Indiana

Work at Home Call Center Jobs in IndianaWork at Home Call Center Jobs in IndianaIf you live in the Hoosier Stateand you want to find a home-based call center position, begin your search with this list. These companies hire CSRs, abverkauf associate, tech support and others to work from home in Indiana Accolade Support Call Center Services Thisgeschftliches miteinander process outsourcing (BPO)firmhires independent contractors as tech support and customer tafelgeschirr agents. Compensation is on a per-minute basis that is no more than $10 per hour, but there is no minimum rate of pay. Alorica This company employs telecommuting customer service reps in Indiana. They are paid on a per-minute or per-call basis, but because they are employees, minimum wage is guaranteed.West at Home merged to become Alorica. American Express This global financial services company hires home-based contact center agents with experience in reservation systems and travel agent. Bilingual agents have an advantage in the application process. This company hires nationwide. Apple At-Home Advisors Apple At-Home is the remote call center program in the companys AppleCare division. It hires agents and managers to work from home in tech support and customer service, and Apple provides a computer and phone to its home-based employees. ARO Hiring contractors throughout the US, ARO has home-based positions in customer service, sales, and business telemarketing as well as for those with experience in insurance auditing and for LPNs and RNs in medical call centers. For more companies like this, see morework-at-home insurance jobsandsales jobs from home. Asurion(formerly NEW Corp) Device replacement warranty company hires home-based call center agents to provide customer service in both full- and part-time positions. CenturyLink Voice, broadband and video services provider employs home-based call center agents in Indiana. The positions pay around $10-11/hour. Bilingual skills are a plus . Convergys Remote call center agents at Convergys receive incoming calls and provide services such as customer service, sales or technical support. Convergys offers its employees paid training and several benefits. LiveOps This outsourcing company (or BPO) uses independent contractors as remote call center agents who perform customer service work. Agents are paid at a rate that is based on minutes oftalk timeplus sales incentives in some cases. However, there is no minimum wage guaranteed. Agents must become certified to work for individual clients, and this certification is not paid. Agents must pay for their own background check. Support.com This company provides remote tech support to clients using remote tech support chat and phone agents. It also hires in its solutions center supervisors who work from home as they support and supervise these remote services technicians. SYKES Home Powered by Alpine Access Remote employees take inbound calls, which are both customer ser vice and sales calls. They are paid for training. Employees are paid a regular wage of around $9/hour, but applicants who are offered a position must pay $45 for a background check. The hiring process for these call center jobs is zugnglich and by phone. Bilingual skills a plus languages include Spanish, Mandarin, and Cantonese. Transcom This global call center outsourcing firm (or BPO) employs home-based customer service and tech support agents in the state of Indiana U-Haul Agents in these work-at-home call center jobs provide customer service, make reservations and provide roadside assistance. Jobs may be seasonal, but they are employment positions. Windy City Call Center The home-based jobs at this Chicago-area company aretelemarketing, but not cold calling or high-pressure sales. Agents must commit to at least 20 hours per week

Best (and Worst) Cities to Find a Job

Best (and Worst) Cities to Find a JobBest (and Worst) Cities to Find a JobTheunemployment ratefor the country as a whole is at record post-recession lows, coming in under 4 percent in recent months. But that doesnt mean that its easy to find a job. Several factors affecthow quickly you can get hiredafter deciding to make a job change (or having it decided for you, in the gestalt of alayoffortermination). Education, experience and occupational outlook all affect your personal job outlook. But dont count out the importance of being in the right geographical place at the right time. Some U.S. cities are better than others when it comes to finding a job. The same is true for U.S. states - some have much better job prospects than others. A report from WalletHub ranked thebest and worst citiesfor getting hired in the coming year. The site looked at more than 180 cities in the U.S., evaluating them according to26 different metrics, including job opportunities, employment growth, and median salary. These are the best and worst cities to find a job right now 5 Best Cities to Find a Job 1.Chandler, AZChandler boasts the highest growth rate amongst cities and a well-educated workforce with nearly 75 percent of adult residents having attended college.40 percent of Chandlers adult residents possess a bachelors or advanced degree. Chandler residents earn among the highest wages in the Greater Phoenix area with an estimated median household income of $75,633. Popular EmployersIntel, PayPal, Wells Fargo, Bank of America and Microchip Technology How Much You Can EarnChandler Average Salary 2.Scottsdale, AZGood weather year round makes Scottsdale a popular tourist destination, so its no surprise that Scottsdale boasts a healthy tourism industry, including destination spas and booming nightlife. Popular EmployersThe Vanguard Group,CVS Caremark Corporation,General Dynamics How Much You Can EarnScottsdale Average Salary 3.San Francisco, CAThe epicenter of the tech industry in t he U.S., San Francisco boasts some of the highest paying jobs - and highest cost of living - in the country. Popular EmployersSalesforce.com Inc.,Google Inc.,The Gap Inc.How Much You Can EarnSan Francisco Average Salary 4.Peoria, AZPeoria was tied with Chandler for the highest employment growth amongst cities. The city sees its future growth in advanced business services, manufacturing, bioscience, health care, and scientific and technical services. Popular Employers Peoria Unified School District, City of Peoria, The Antigua Group How Much You Can EarnPeoria Average Salary 5.Plano, TXPlano has headquarters for several major corporations, including Bank of America Home Loans, Frito-Lay, and FedEx Office. About 80 percent of the citys visitors are business travelers. Popular EmployersEricsson Inc.,Capital One Financial Group,PepsiCo Inc. How Much You Can EarnPlano Average Salary 5 Worst Cities to Find a Job 1. Shreveport, LAShreveport received the lowest Job Market rank in the WalletHub analysis and the most recent unemployment rate for the area was 5.2%, well above the national average. The city also placed near the bottom in socio-economic factors including educational level and average income. Popular Employers Benteler, Willis-Knighton Medical Center, U.S Airforce How Much You Can Earn Shreveport Average Salary 2.Detroit, MIThe murl City has had more than its share of economic trouble in the past few decades, thanks to thedecline within the manufacturing sector. Popular EmployersGeneral Motors Corporation,Quicken Loans,Ford Motor CompanyHow Much You Can EarnDetroit Average Salary 3.Newark, NJThe manufacturing decline hit Newark hard in 2016,Forbesreported that the city had lost 10 percent of manufacturing employment since 2010. Popular EmployersPrudential,Horizon Blue Cross and Blue Shield,New Jersey Institute of Technology How Much You Can EarnNewark Average Salary 4. Columbus, GeorgiaUnemployment in Columbus still averaged about 4.4%, well above the national rate. Household income significantly lagged national averages. Popular Employers Total Systems Services, AFLAC, U.S Army How Much You Can Earn Columbus Average Salary 5. New Orleans, LAUnemployment in New Orleans is higher than the national average and WalletHub designated it as having the second lowest employment growth.According to the Bureau of Labor Statistics average weekly wages amounted to only $933. Popular Employers Entergy Corporation, Ochsner Medical Center,Tulane University How Much You Can Earn New Orleans Average Salary Consider Your Industry When Making a Move The best cities for all jobs arent necessarily the best cities for your specific occupation. If youre contemplating a move to seek better opportunities, it pays to understand the market in your field. Its clear that opportunity is available in major cities across the country, says Sam Radbil, Sr. Communications Manager atABODO. Whether youre a Millennial looking for your first job after college, or a Baby Boomer starting a new career, its important to know where to look for the fastest growing jobs in your industry and in your city. From social services to health care, jobs are available if youre looking in the right places. And if youre simply a person looking for a fresh start in a new city, this information could be extremely helpful in your search for your next home. Radbil says that ABODOs data show that workers in the public relationsand communications sector would do well to focus their searches in Los Angeles, New York, San Francisco, Washington D.C., or Seattle. Those outside the PR industry might want to consider them as well, since many crop up on other lists of great places to find work. Of course, these cities also top lists of most expensive places to live.Cost-of-living, as well as opportunity, has to factor into any workers choice of where to move next. Bottom linelook for an opportunity for your industry, and weigh that against cost-of-living in each location , to make the best choice for your next move.

10 Things You Learn in School That Can Help You Find a Job

10 Things You Learn in School That Can Help You Find a Job10 Things You Learn in School That Can Help You Find a JobCollege students probably dont realize it at the time, but the training they receive in college goes far beyond what they learn in the classroom, or within their major of study. Interacting with professors, parteicipating in a class project, and joining on-campus organizations are just a few of the learning opportunities gained in college that transfer to the workplace and can help you find a job. How so?Interacting with a professor can be like talking with your boss or reporting to a company leader. Participating in a group project is equal to working on a team project, and joining an on-campus organization is like joining an industry trade association or networking group.Theres more, too.Steven Patchin, director of career services at Michigan Technological University, and Melissa Wagner, career services advisor at Rasmussen College, helped provide this list of things you learn in school that can actually help you find a job.Here are 10 skills and lessons you learn as a student that can help you finda job (and succeed in the workplace)1. How to Respond to FailureIt could be a failed project, test, a course, or an unsuccessful interview for a job/internship. How you respond, analyze what occurred, learn, improve, and move forward is a crucial skill at every level of ones career, says Patchin. Successfully moving forward after failure shows resilience- a skill every employee needs and every employer covets.2. How to Utilize Available ResourcesRemember when you were a college freshman and you needed to find out where the library was, how to work with your resident advisor, how to understand the role of a teachers assistant, the best way to approach a professor (after class, during office hours, via email), or when to reach out to academic advisors or the college career services center?Its the same when one starts a new job.It can be as simple as fin ding out where the bathroom and break rooms are,figuring out whoto contact for IT support, or who you can rely on for help within your team.Figuring things out as you go is a skill you learn in school that can easily be applied to your professional life.3. How to Step Outside Your Comfort ZoneAs astudent, you may reluctantly join a campus club, attend a networking event, or even go to a party where you dont know too many people. But once you step out of your comfort zone and do it, theres a good chance the experience will expandyour network and social confidence.College students also take electives on subjects completely new to them (a computer science major may explore an entry-level French class, for example). College students may live with a roommate they never knew before, or in a dorm with people theyve never met before.Similarly, a person new to a job is joining a group of people who theyhave never met before, and must now perfasson with them to succeed. Join a club made up of people you dont know, volunteer to take on a leadership role in an organization, or take a course elective on a subject you know nothing about, says Patchin. True personal and professional growth begins where your comfort zone ends. Companies look for those with this courage.4. Networking SkillsMost students come to a residential college leaving their support network- family, high school friends, church members, teammates- behind. They need to rebuild their support system with a new network of friends, professors, TAs,and community members.Recruiters look for candidates who can easily relocate and successfully establish these networks, says Patchin.5. Communication SkillsCollege students are constantly learning how to write professionally and cite sources, says Wagner. College students write emails to professors, carefully crafting them like they will do to managers, clients, customers, prospects, and coworkers. They participate in class discussions- like team meetings in the workp lace. They participate in group projects, and are held responsible for their role/actions.The same applies in the workplace. Students engage in debate and discussion, both written and verbal, and complete project work together, mirroring what will be required from them in the workforce later, says Wagner.Patchin agrees, saying The ability to effectively communicate both verbally and in written form develops throughout a students whole collegiate experience.6. Critical Thinking SkillsThroughout their college career, students are continuously immersed in project work and discussions, asked to write papers, and/or live classroom scenarios where they must analyze, use logic, and critical thinking skills to find a solution. Employers look for employees who can use logic, with analytical skills, and who can critically think through problems to get results.Being able to identify and think logically through a problem objectively is one of the more important skills a student must learn to be successful in school as well as in their career, says Wagner.7. Ethics and ResponsibilityWith exposure to course and institution rules, such as attendance policies or conduct policies on behavior and plagiarism, college students learn to understand and apply ethical and professional principles of conduct.A persons character and ethical behavior can follow them and it is something that is very important to an employer as the employee is a reflection/extension of the company, says Wagner.8. Interacting with Diverse BackgroundsMost colleges and universities are filled with students from different countries, ethnic backgrounds, religions, and cultures. Working in group projects, being in campus organizations, being a part of campus life, with others who are similar, but different, is a great learning experience that applies to being part of a diverse workforce.Todays workforce is diverse, and employers want employees who fit in within a company culture just as much as they wanta person with the right skills. At some point in college, someone will be on a team with a personwho also has different opinions and beliefs. Experience handling these situations is crucial for success in the workplace.Being exposed to diverse opinions and working non-combatively in a team environment, empathizing and considering all angles, will make students a well-rounded job seeker later on, says Wagner.9. Information LiteracyThe ability to locate, evaluate, and effectively use information in the proper context and situation is very critical in a world where information is easily accessible and moves very quickly. This is the essential part of being a successful student as it is the heart of how they ultimately showcase their understanding of key concepts and material, through papers, discussions, or presentations, says Wagner. In the workplace, information and knowledge is used for reports, presentations, white papers, sales collateral, marketing material, and more.10. Digital FluencyB y engaging in online classes and platforms, being exposed to different software and use of various course materials (video, ebooks, virtual labs, and more) college students today are well trained in the digital world.Todays employers look for employees who know how to navigate and utilize technology, and how to use it appropriately in context of the situation. Every college student learns, uses, and applies technology- every workplace requires the ability to use a wide variety of technological resources. Digital fluency is a must.If you think youve picked up these hard and soft skills in school, do your best to highlight them on your resume when you begin applying for jobs. Companies look for all these things in job candidates- and whether you realize it or not, you probably possess them all. And they can all help you find a job.Start Your Job Search