How to Deal With a Verbally Abusive Boss - The Muse

How to Deal With a Verbally Abusive Boss - The MuseHow to Deal With a Verbally Abusive Boss While Ive been fortunate to never have had the horrific experience of dealing with a verbally abusive anfhrer, I know not everyone is so lucky. In fact, one of my friends (lets call her Lori) is currently in a decidedly brutal workplace shes struggling to keep from falling apart or going red with rage at her managers blatant mistreatment. Her relationship with the boss was once so good that shed enjoyed dinners at his house. Shed honigwein the wife and kids and thought things couldnt be better. Until one day when her manager started lashing out at her. He wasnt just being mean- he was way over the line. And it turned out, it wasnt an isolated incident.According to Lori, hes taken to calling her an idiot, asking her if shes retarded, and slamming his office door in her face. The job she once loved has turned miserable, and Lori doesnt know what to do, particularly because quitting isnt really a n option at the moment. If this sounds all-too-familiar, then youll want to keep reading. Instead of sitting back and taking the abuse or faking sick days with hopes that itll stop on its own, here are several different approaches for dealing with the situation head on. 1. You Could Talk to Your BossIf your relationship prior to this point was amicable, then initiating a real, face-to-face conversation might not be out of the question. Simply request a meeting (best if you can find him in a non-rage filled moment), and say something like, I understand things arent going as well as wed like with name of project, but Im doing everything I can to work with you on it. If theres anything else I can or should be doing, Im open to knowing that. But I feel discouraged and upset when you call me names- and it needs to stop immediately.Of course, if this isnt an option for you- the very thought of addressing the abuse in person gives you severe anxiety- then youll probably want to skip down t o the third or fourth pieces of advice.2. You Could Send an EmailIf you deem the situation so fraught with tension, skip the in-person conversation in favor of a medium thatll, among other things, serve to document the unpleasant situation.Remember that this email could get to human resources one day, so be respectful yet firm, and include examples whenever possible. Sometimes, seeing insults written out, can make it very clear, very quickly that theyre unacceptable.Hi Boss Name,I know youve got a lot on your plate, and Im here to help in any way that I can, but Im extremely uncomfortable with the way youve been speaking to me. For example, when I did X and you responded with Y. Id appreciate it if you could refrain from calling me names when were working together.Your Name3. You Could Speak to a Team MemberLets say youve tried discussing this with your boss and nothings changed. He called you an idiot for asking a question that was crucial to doing your job. He claims to have said it in jest, but whether or not its true, youre not OK with it. Is there a team member you can confide in? Someone he worked with previously or better still, who worked directly under him at one point? Any tips from someone in the know who could help you navigate this tense situation? This isnt a gossip session and should not be viewed as a team versus the boss situation. This is you trying to gain a foothold on whats going on so youre not resigned to starting a desperate job search. If nothing else, speaking with a colleague may make you temporarily feel better.YOU DESERVE TO WORK FOR A BOSS WHO TREATS YOU WITH RESPECTDont settle for anything else- begin the job search today.We have Tons of openings Here 4. You Could Pay a Visit to HRThis is a biggie, I know. Given the number of human resources departments that arent well-managed, figuring out if yours is one you can trust is tricky. And I dont advise you to take this step if youre truly uncertain. But, if youve gotten a good feelin g about the personnel in this department, and your Sunday Scaries have reached new, heightened levels, you could do worse things than pay them a visit. According to HR expert and Muse columnist, Dorianne St Fleur, this is the only viable option Once your boss has crossed the line from horrible to downright rude and inappropriate, its time to involve your HR department. Your boss is effectively in control of your pay, promotion and overall trajectory at your company, so confronting him/her head on may not be in your best interest (no matter how hard it may be to resist).She explains that going to HR puts the incident- and your subsequent complaint- on record and gives you an opportunity to express your concerns to someone who can actually help. Oh, and if youre anxious about your manager learning of this meeting, St Fleur says dont be. Most companies have an anti-retaliation policy (or something similar) that says in no uncertain terms that treating an employee negatively because the yve raised an issue to HR will not be tolerated and can carry serious consequences.It would suck to have a horrible boss lash out at you, and no matter the basis of your relationship, you shouldnt stand to be verbally abused- even if you make a mistake or miss an important deadline. Dont take it personally is excellent advice, but its not always enough. Remember You have options. And if none of the above seem right to you, then it might be time to start thinking about quitting and looking for a new job. Photo of man frustrated at work courtesy of Westend61/Getty Images.

One Column vs Two Column Resume

One Column vs Two Column ResumeOne Column vs Two Column ResumeA one column or two column resume resume?Resumes play an important role in the hiring process. As an employee seeking for a job opportunity, the course of your career path will rely on the kind of resume you submit.Some organizations emphasize a specific resume format. However, other organizations or employers accept any resume format whether it is a one-column or a two-column resume format. Therefore, it is important that an interviewee design a resume format that suits the desires of an interviewer. Nevertheless, in the modern world, the two-column resume layout is slowly replacing the traditional one-column resume layout for various advantageous reasons as discussed in this article. Despite this, the two resume layouts are equally important. One-column resume layout The most common and traditional resume layout is the single column resume. This resume format allows an individual to write all the personal information beg inning from biodata, academic qualifications, skills, employment history, and hobbies among others in one column. Single column format is arguably the most detailed resume format as it gives the applicant a room to exhaust all the information needed from a wider perspective. The figure below illustrates an example of a single column resume.Advantages The single column resume is advantageous in the following waysThey are friendly and work well with the Applicant Tracking System.Keeping in mind that ATS ordnungsprinzips are designed to scan standard resumes, they scan from right to left picking important information including contact details and skills. Therefore, developing your resume in a one column layout will ensure that the ATS system scans the relevant information in a clear way.Interviewers will always look for standard resumes.Therefore, traditional one column resumes are easier to skim through and get the valuable information they are looking for. Therefore, it is essential that applicants consider designing single column resumes ensuring that hiring managers get an easier time when skimming through them.One column resume is not subject to distortion when received by the end user.This means that one column resumes are convenient to read both as a word document and a PDF file, unlike the two-column resume format which may only be interpreted as a PDF file.DisadvantagesOne column resume consumes a lot of space.This can lead to paper space wastage. Whenever an applicant is designing a resume, it is advisable to list skills and other reasonable components such as hobbies by the use of bullets. In a single column resume, this will waste a lot of space as only a little space will be covered by content and the rest left blank.The applicant focuses on a detailed description.Notwithstanding brief and easy to understand descriptions, employers always look for specific items in a resume. Therefore, by writing too many words do not allow them to navigate easily. I n this way, employers may end up missing important points in an applicants resume which could be available but difficult to figure out.One column resumes require a lot of time to read throughThis may be laborious. Consider an organization which receives a thousand resumes per day, and all of them have to be reviewed. There is a possibility that the hiring managers of these organizations only skim through resumes in seconds and it is by the encounter of the key skills they are looking for that will determine whether they will come back to your resume later for interviews or not. Therefore, reading through a single column resume becomes tedious.One column resumes are not attractive and appealing to the eye.An attractive and well-designed resume will catch an employers attention hence giving it a chance to be considered.Two-column resume layoutA two-column resume layout which is also referred to as one page two column resume is a brief resume layout which focuses on presenting all the information on a single page. Also known as a double column resume layout, it is suitable for those individuals who are well versed in technology. Such individuals may include graphic designers and Information Technology experts. The figure below is an example of a double column resume.Advantages of a two column resumeTwo column resumes are always less wordy and specific to the point.For instance, when an individual who has been an Information Technology expert for several years in a certain company decides to apply for the same job in another company, it is unnecessary to focus much on the job description. However, the individual will focus much on skills. This will be more presentable in a double column resume format.One page two column resume format is attractive and presentable. An employer will always find a two-column resume format appealing to the eye. This may give an applicants resume some sense of uniqueness hence being put into consideration.It is clear and brief.This ens ures that the applicant focuses on career qualifications and experiences other than unnecessary information that may be tiresome to read. A two-column resume offers an applicant room to format information.You can format your sections with ease and neatly and flexibly arrange the resume in presentable subsections.Disadvantages of a two column resume The one page two column resumes are not compatible with most ATS systemsThey may become irrelevant as the system cannot read them.The two column resumes are subject to distortion.Key TakeawaysThe choice of the resume should depend on both the applicants and employers preferences.Before choosing a resume format, one should consider the outcomes of a one column resume vs. a two-column resume whenever used.However, it is advisable that whenever applying for a job, the default format should be the one column resume format.For graphic designers and IT experts, it is advisable to use a two-column resume format.Individuals should ensure that the y apply resume builders for perfect format results.When coming up with a one column resume format, it is good to use a one column resume builder.Likewise, when coming up with a two column resume builder, it is advisable to use a two-column resume builder. You may use Hirations zugnglich resume builder with both single column resume builders and double column resume builders.

How the ASVAB Score Is Computed

How the ASVAB Score Is ComputedHow the ASVAB Score Is ComputedThe ArmedServices Vocational Aptitude Battery (ASVAB) examis used to determineenlistment eligibilityfor potential recruits, assign recruits to military jobs, and aid students in career exploration. It consists of 10 subtests, and the scores on those subtests are used to determine the best jobs for those entering a branch of the military. Scores from four of the subtests are used to determine an Armed Forces Qualification Test (AFQT) score, which determines eligibility for enlistment. Each branch of the military has different standards.The SubtestsThe 10 subtests are each part of one of four domains math, science/technical, spatial, and verbal.The math domainincludesArithmetic Reasoning (AR) Word problems using arithmetic.Mathematics Knowledge (MK) High school-level math.The science/technical domain includesGeneral Science (GS) Physical and biological sciences.Electronics Information (EI) Electricity and electronics.Auto In formation (AI) Automobile technology one part of the AS* score.Shop Information (SI)* Tools and shop terminology and practices one part of the AS* score.Mechanical Comprehension (MC) Mechanical and physical principles.The verbal domain includesWord Knowledge (WK) Definitions and synonyms in a given context.Paragraph Comprehension (PC) Reading for comprehension.The spatial domain includesAssembling Objects (AO)Seeing how objects will look when assembled. *Note AI and SI are separate tests, but they are combined into one score labeled AS.Two Types of TestsA computerized version of the test (CAT-ASVAB) is available at all testing locations. Some locations also offer a paper and pencil (PP-ASVAB). The tests are similar and designed to result in similar scores for tests takers, regardless of which version they choose. The key difference is that the CAT-ASVAB is adaptive, which means the software chooses questions based on previous responses. On the PP-ASVAB version, AI and SI are combine d into a single AS section.AFQTTheAFQTis a combination of the four scores from the math and verbal domains, which consists of AR, MK, WK, and PC.AFQT scores are reported as percentiles between 1-99. An AFQT percentile score indicates the percentage of examinees in a reference group that scored at or below that particular score. Thus, an AFQT score of 95 indicates that the examinee scored as well as or better than 95% of a nationally representative sample of 18- to 23-year-olds. An AFQT score of 60 indicates that the examinee scored as well as or better than 60% of the nationally representative sample.AFQT scores are divided into separate categories, based on percentile rankAFQT CategoryScore RangeI93-99II65-92IIIA50-64IIIB31-49IVA21-30IVB16-20IVC10-15V1-9The percentile score is based on a raw score calculated using the formula AFQT2VEARMK. The first step is to determine the Verbal Expression (VE) score by adding together the WK and PC scores and using the chart belowWKPCVE Score0-32 04-5216-9228-92210-112512-132714-152916-173118-193220-213422-233624-253826-274028-294230-314432-334534-354736-374938-395040-415242-435444-455646-475848-49605062After determining the VE score, multiply it by two, then add the AR and MK scores. The raw score is then compared to the reference group to determine the percentile rank. ASVAB uses the results of a 1997 study of examinees aged 18-23 as its reference group. Match a raw score to the percentile rank below to determine the overall AFQT scoreStandard ScorePercentile (AFQT)80-1201121-1242125-1273128-1314132-1345135-1376138-1397140-1428143-1449145-14610147-14811149-15012151-1531315414155-15615157-15816159-16017161-16218163-1641916520166-16721168-16922170-1712317224173-1742517526176-1772717828179-180291813018231183-184321853318634187-18835189361903719138192391934019441195-1964219743198441994520046201472024820349204502055120652207-20853209542105521156212572135821459215612166221763218642196522066221672226822369224702257122672227732287 4229752307623177232782337923480235812368223783238-239842408524186242872438824489245902469124792248932499425095251962529725398254-32099Minimum AFQT Scores for EnlistmentThe minimum scores each branch of the military requires depends on whether a potential recruit has a high school diploma or a GED. Those with GEDs need higher AFQT scores.For high school graduates, the requirements areBranchDiplomaGEDAir Force3665Army3150Coast Guard4050Marines3250National Guard3150Navy3550

Training Schedule

Training Schedule Training ScheduleTraining Schedule?/*MAIN CONTAINER*/.article-content .img-caption img margin 0 0 25px 20pxQGP_containeroverflowvisible margin0px autowidth100%media (max-width 575px) QGP_container overflowauto /* LINK STYLES */a.QGP-linklink, a.QGP-linkvisitedfont-size14px color1059ab padding-top10px padding-bottom10px text-decoration underline line-height20pxa.QGP-linkhover text-decoration nonea.QGP-clickherelink, a.QGP-clickherevisitedfont-size11px color0161b2 text-decoration underlinea.QGP-clickherehover font-size11px color0161b2 text-decoration none.QCP_blach13font-weight400 displayblock line-height20pxhr background-color black height 1px border 0 /* from default bootstrap since its not coming through */.list-unstyled list-style outside none none padding-left 0Product Training Weekly Live WebinarsReady to discover efficiencies and ways to achieve a better return on your investment? Then Monsters live training webinars give you the opportunity to d o just that.Our courses were developed by experienced recruiters, experts and product specialists and theyll teach you how toCreate show stopping job deutsche bundespostingsDevelop successful search strategiesBetter manage your candidatesGet the most out of your solutions, and much moraChoose a web-based session with live training specialists to learn mora and sign up.Job Ad Best PracticesStudios Power Resume SearchSearchMonsterJob Ad Best Practices Live Webinar (60 min)Find out how to reach and engage the best candidates, wherever they are. Your job ad has one job Get the right candidate to apply. The first step is following all of Monsters Job Ad Best Practices.Well show you how toIncrease your exposureStand out from your competitionlokalitt yourself as an employer of choiceWrite a job description that is not only informative, but captivatingAttract the right talent and encourage them to applySign Up NowBack to top Studios (30 min)Studios is a mobile app that gives recruiters the power to record, edit, and post videos to your Job Ads right from your phone. Video Job Ads allow candidates to learn about your company, role, and workplace in a more intimate and authentic way.In this training you will learnThe impact video job ads can have on your target candidatesHow to record, edit and post videos to your Job AdsRecording best practices and moreSign up with the link below, and make sure to complete thisScavenger Huntprior to your training.Sign Up NowBack to top Power Resume Search Live Webinar (60 min)Learn how to match qualified candidates to your open jobs with this powerful tool. Well show you how you can search for real life qualities such as skills, experience, education, tenure in positions, willingness to travel and more, all with unprecedented accuracy.Plus, youll see how Monsters proprietary semantic search technology canEliminate the need for long Boolean search stringsUnderstand the meaning of words and search for related terms to yield better resu ltsRecognize a candidates breadth and depth of experienceAutomatically include all related job titles for a position within the searchAssess a candidates recent versus outdated skillsCompare multiple resumes on the same screen, side by sideSign Up NowBack to top SearchLive Webinar (60 min)Searchuses precision search technology to find the exact talent you need. Plus, you can manage and contact candidates via emaille or text message- all from the same interface. No more toggling from one platform to another.This course will show you how toSource the skills you need most and find top talent fastMessage candidates directly with auto messages, emails and textsAccess candidates public social profilesManage candidates and track your campaignsSign Up NowBack to top Training ScheduleTraining Schedule?/*MAIN CONTAINER*/.article-content .img-caption img margin 0 0 25px 20pxQGP_containeroverflowvisible margin0px autowidth100%media (max-width 575px) QGP_container overflowauto /* LINK ST YLES */a.QGP-linklink, a.QGP-linkvisitedfont-size14px color1059ab padding-top10px padding-bottom10px text-decoration underline line-height20pxa.QGP-linkhover text-decoration nonea.QGP-clickherelink, a.QGP-clickherevisitedfont-size11px color0161b2 text-decoration underlinea.QGP-clickherehover font-size11px color0161b2 text-decoration none.QCP_blach13font-weight400 displayblock line-height20pxhr background-color black height 1px border 0 /* from default bootstrap since its not coming through */.list-unstyled list-style outside none none padding-left 0Product Training Weekly Live WebinarsReady to discover efficiencies and ways to achieve a better return on your investment? Then Monsters live training webinars give you the opportunity to do just that.Our courses were developed by experienced recruiters, experts and product specialists and theyll teach you how toCreate show stopping job postingsDevelop successful search strategiesBetter manage your candidatesGet the most out of y our solutions, and much moreChoose a web-based session with live training specialists to learn more and sign up.Job Ad Best PracticesStudios Power Resume SearchSearchMonsterJob Ad Best Practices Live Webinar (60 min)Find out how to reach and engage the best candidates, wherever they are. Your job ad has one job Get the right candidate to apply. The first step is following all of Monsters Job Ad Best Practices.Well show you how toIncrease your exposureStand out from your competitionPosition yourself as an employer of choiceWrite a job description that is not only informative, but captivatingAttract the right talent and encourage them to applySign Up NowBack to top Studios (30 min)Studios is a mobile app that gives recruiters the power to record, edit, and post videos to your Job Ads right from your phone. Video Job Ads allow candidates to learn about your company, role, and workplace in a more intimate and authentic way.In this training you will learnThe impact video job ads can have on your target candidatesHow to record, edit and post videos to your Job AdsRecording best practices and moreSign up with the link below, and make sure to complete thisScavenger Huntprior to your training.Sign Up NowBack to top Power Resume Search Live Webinar (60 min)Learn how to match qualified candidates to your open jobs with this powerful tool. Well show you how you can search for real life qualities such as skills, experience, education, tenure in positions, willingness to travel and more, all with unprecedented accuracy.Plus, youll see how Monsters proprietary semantic search technology canEliminate the need for long Boolean search stringsUnderstand the meaning of words and search for related terms to yield better resultsRecognize a candidates breadth and depth of experienceAutomatically include all related job titles for a position within the searchAssess a candidates recent versus outdated skillsCompare multiple resumes on the same screen, side by sideSign Up NowBack to t op SearchLive Webinar (60 min)Searchuses precision search technology to find the exact talent you need. Plus, you can manage and contact candidates via email or text message- all from the same interface. No more toggling from one platform to another.This course will show you how toSource the skills you need most and find top talent fastMessage candidates directly with auto messages, emails and textsAccess candidates public social profilesManage candidates and track your campaignsSign Up NowBack to top Training ScheduleTraining Schedule?/*MAIN CONTAINER*/.article-content .img-caption img margin 0 0 25px 20pxQGP_containeroverflowvisible margin0px autowidth100%media (max-width 575px) QGP_container overflowauto /* LINK STYLES */a.QGP-linklink, a.QGP-linkvisitedfont-size14px color1059ab padding-top10px padding-bottom10px text-decoration underline line-height20pxa.QGP-linkhover text-decoration nonea.QGP-clickherelink, a.QGP-clickherevisitedfont-size11px color0161b2 text-decoratio n underlinea.QGP-clickherehover font-size11px color0161b2 text-decoration none.QCP_blach13font-weight400 displayblock line-height20pxhr background-color black height 1px border 0 /* from default bootstrap since its not coming through */.list-unstyled list-style outside none none padding-left 0Product Training Weekly Live WebinarsReady to discover efficiencies and ways to achieve a better return on your investment? Then Monsters live training webinars give you the opportunity to do just that.Our courses were developed by experienced recruiters, experts and product specialists and theyll teach you how toCreate show stopping job postingsDevelop successful search strategiesBetter manage your candidatesGet the most out of your solutions, and much moreChoose a web-based session with live training specialists to learn more and sign up.Job Ad Best PracticesStudios Power Resume SearchSearchMonsterJob Ad Best Practices Live Webinar (60 min)Find out how to reach and engage the best can didates, wherever they are. Your job ad has one job Get the right candidate to apply. The first step is following all of Monsters Job Ad Best Practices.Well show you how toIncrease your exposureStand out from your competitionPosition yourself as an employer of choiceWrite a job description that is not only informative, but captivatingAttract the right talent and encourage them to applySign Up NowBack to top Studios (30 min)Studios is a mobile app that gives recruiters the power to record, edit, and post videos to your Job Ads right from your phone. Video Job Ads allow candidates to learn about your company, role, and workplace in a more intimate and authentic way.In this training you will learnThe impact video job ads can have on your target candidatesHow to record, edit and post videos to your Job AdsRecording best practices and moreSign up with the link below, and make sure to complete thisScavenger Huntprior to your training.Sign Up NowBack to top Power Resume Search Live Webinar (60 min)Learn how to match qualified candidates to your open jobs with this powerful tool. Well show you how you can search for real life qualities such as skills, experience, education, tenure in positions, willingness to travel and more, all with unprecedented accuracy.Plus, youll see how Monsters proprietary semantic search technology canEliminate the need for long Boolean search stringsUnderstand the meaning of words and search for related terms to yield better resultsRecognize a candidates breadth and depth of experienceAutomatically include all related job titles for a position within the searchAssess a candidates recent versus outdated skillsCompare multiple resumes on the same screen, side by sideSign Up NowBack to top SearchLive Webinar (60 min)Searchuses precision search technology to find the exact talent you need. Plus, you can manage and contact candidates via email or text message- all from the same interface. No more toggling from one platform to another.This course will show you how toSource the skills you need most and find top talent fastMessage candidates directly with auto messages, emails and textsAccess candidates public social profilesManage candidates and track your campaignsSign Up NowBack to top

Be the Best Quitter You Can Be!

Be the Best Quitter You Can Be Be the Best Quitter You Can Be Quitting is just a part of business and life. While employees cant predict or control the way that their employer will react to their decision to leave the company, they can control the impression they leave. There is no black and white when it comes to professional courtesies, so this can be rocky ground. Here are a few things to consider when making the move toward the doorShut Your TrapIt can be hard to keep from voicing plans to leave with co-workers. These are the people that we spend the most time with, and forge relationships with, but office gossip can muddy the waters quickly. Water cooler talk gets around fast, and theres no closing Pandoras box once its opened. If and when word gets back to the higher-ups, employees looking to leave could be looking at mora time unemployed than they had anticipated. As a manager, finding out from a different source that an employee is planning on leaving can be insulting, and the next step will be to find a replacement. If that replacement is found before the employee is financially ready to move on, hard times could be ahead.You Still Need ThemWhen employees departure getting interviews lined up and getting their next moves in place, they can get a little (whats the word?) cocky. Showing up late, calling in sick and missing deadlines wasnt okay before, and it isnt okay now. Besides the fact that it is common courtesy to fulfill duties, employees planning to leave must remember that they still need these references. Besides that, they might one day need a position in this very company again. Burning bridges really only hurts the employee.What About the Two Weeks Notice Thing?Again, there is no black and white here. Each situation is different. Ideally, yes employees should give employers enough notice as to not leave them and their team in a bind. However, if by chance one of the reasons for leaving is a spiteful and/or ill-tempered boss, the future ex-e mployee might be setting himself or herself up for failure by giving notice. Employees should read the situation and act accordingly. Any time it is possible to give ample notice, it should be given. The more specialized the position is, the more time is required to find and train a replacement.Go Directly to the BossQuitting in an email or over the phone might be the easier route, but it is the least professional, short of tweeting resignation. Going to the boss directly is a simple sign of respect and confidence. Additionally, when this discussion takes place in person, there is little room for misinterpretation and the chance for feedback. Constructive criticism is good, but it can be a slippery slope. Employees do not have to give reason for their resignation, and sometimes that is the best course of action. This is not an opportunity to stick it to the man this is an opportunity to display interpersonal skills and proper business etiquette.Some people will say that its business , its not personal, but thats not always the case. Going out with a bang might feel good for a moment, but when employees are looking around for personal and professional references, they might start to regret leaving their co-workers and managers in the lurch. As employees make the decision to leave, they should consider that discourtesies will only harm themselves.

Lies Youve Been Told About Do You Put Your Address on a Resume

Lies Youve Been Told About Do You Put Your Address on a Resume Do You Put Your Address on a Resume Features Thus it is just natural that the applicant should also have the capability to send the ideal signals during the interview itself. Its possible to also set your GPA within this section. Although resumes should give all appropriate information related to previous employment, for example, phone numbers of previous employers isnt standard practice when writing resumes. You wish to make it as simple as possible for an employer or hiring manager to get in contact with you. Being a real rideshare driver necessitates understanding and executing lots of accounting concepts. You dont need to mix your present job emails with your work search emails. One of the greatest regions to get resume examples is online, since there are a lot of websites offering templates an individual may download and use. The solution is it is dependent on your LinkedIn profile and resume. A safer opti on would be to locate the exact same posting on a safe site or the corporations direct site. There may even be a relocation bonus waiting on the opposite side. If you work in a creative field, look at developing a personal site with a mobile-responsive plan so that you can share your portfolio from any gadget. If you reside in a lower income area, businesses can reliably assume you will accept a lower salary offer. Many modern resumes incorporate an area for you to include things like an expert title directly beneath your name. If you own a business about the business or have an on-line portfolio, it is a fantastic concept to include links to these, too. If you want to relocate for work, you most likely already know its most effective to leave your present address off your resume. There are many reasons why you might rather not share your address. Many times, a physical address is one particular part of information they may include. Generally, you ought to use your current, permanent address. A typo in your telephone number or email address is more prevalent than you may think. Evidently, your name is likely to go at the peak of your resume. If your name, contact number and mail address are at the peak of your resume for effortless contact, that will suffice. Be certain to include any critical details to your address, including an apartment number. Without detailed contact info, or with incorrect contact info, employers wont have the ability to get in contact with you easily. As long as they are not inconvenienced on account of where you live, your address wont be an issue. When some employers may search for and use your address in a couple of various ways, its sensitive information you need to provide if and when you feel comfortable. Do You Put Your Address on a Resume for Dummies It is a great idea to find someone to check over it. In case you had the ability to successfully manage work and a company on the side, you can multitask. It is g oing to take a tiny bit of extra time, but if youre careful to ensure that the job that youre going to apply for isnt a scam and the organization is legitimate, youll have less to be concerned about. Describe the experience you do have in a manner that shows youre the very best person for the job. Where and how you apply can also produce a difference. If youre going up against older candidates, your principal disadvantage will probably be less experience. For instance, if youre asking for a shipping support, it would make sense for you to learn about the region you are going to be delivering in.

Evening Of Tech Talks Hosted By The Women Leaders Of WeWork

Evening Of Tech Talks Hosted By The Women Leaders Of WeWork WeWork is on a mission to go beyond coworking spaces by building a platform for creators. The company provides hundreds of thousands of members around the world with space, community, and services, enabling members to do what they love so they can create their lifes work.Technology is a huge part of what powers WeWork. Thats why PowerToFly has partnered with WeWork to present an evening of tech talks and networking with the women leaders making this mission possible. Agenda (Subject to Change)600pm - Check-In Networking over food refreshments630pm - Kickoff with PowerToFly635pm - Welcome Address Product Demo by Veena Basavaraj, Senior Manager Engineering and Tiffany Jung, Senior Product Manager700pm - Panel Discussion featuring from WeWorkThushara Paul, Senior Manager EngineeringRamya Amancharla, Director of ProductSri Modukuru, Senior Manager EngineeringJiaona Zhang, Director of ProductMimi Hui, Senior Director, Product7 15pm - Audience QA730pm - Networking continues over food and drinks The foundation of WeWork is community and their global team is able to connect through monthly all-hands meetings featuring coworkers from around the world. WeWorks inclusive employee community groups include Women of We, We of Color and Pride of We. The event will take place on Thursday, August 1st from 6pm to 8pm at 2 Embarcadero Center, 8th Floor, San Francisco. Closer to the event date, PowerToFly will supply a complementary Lyft code to help you get to and from the event. WeWork is hiring (learn mora about them here), but you do not need to be looking for new opportunities to attend the event. If youd like to attend simply to network with your peers, thats great too. About PowerToFly Events All RSVPd attendees are welcome, regardless of race, color, religion, national origin, gender identity, pregnancy, physical or mental disability, or age. If you require accommodation to fully participate in this event, pleas e email hipowertofly.com, and we will contact you to discuss your specific needs.Unfortunately, PowerToFly and WeWork cannot admit outside recruiters to this particular event. Please email hipowertofly.com if you have any questions about this policy. Aki Merced