Problems With Writing My Own Resume

Problems With Writing My Own ResumeIf you're in need of a resume for an upcoming job search then you may have some problems with writing your own resume. While there are many different options available to write your own resume, your most experienced resume writer will be able to create one that will best suit your needs. Here are some tips on how to make your resume stand out among the hundreds of others.Include the reason for the job search. Why are you in this particular position? Your professional CV should not only include all the details on what you are seeking but why you are in this particular position and what the position entails.Don't skip this section. It is a good idea to highlight the reason you want the job. After this section it is important to include the key skills you possess that could help in this particular job position.You must include an education section that includes a list of courses you have attended. You can also include recommendations from past employer s. The idea here is to highlight the skills and experience you have acquired over the course of your career.The next section that you should include is the experience section. This should highlight your accomplishments in the past job. The experience section should also provide examples of past projects that you completed.The skills section should be short and direct. It should cover things like skills in certain fields, skill sets, and formal education. Some examples of skills are typist, translator, researcher, project manager, teacher, etc. These skills may have specific industry specific names.Do not leave this section out. This section should offer several examples of skills that could be used for your new job. Do not use 'examples' as a generic way to spell this section out, but instead describe some of the examples.Finally, you should add a unique section. This unique section should describe your achievements that are hard to find in other companies. A few examples of this ma y include customer service awards, time card leader, graduate of a quality improvement program, etc.

Getting Suggestions Horizontal Management Styles for the Benefit of Employee Engagement

Getting Suggestions Horizontal Management Styles for the Benefit of Employee Engagement The perceived distance between management and their staff, whether legitimate or not, can have a huge effect on employee engagement. In many companies, the manager occupies the position of inviolable leader: making major decisions and having no welcome of dissenting points of view. However, many of these companies can speak of high levels of employee engagement; there is not much space to rise, but there is a sense of harmony of operating within the confines of a position with employee benefits to boot. Western companies, in general, are often considered to be more flat in terms of hierarchy than their Asian counterparts. However, with more freedom may come more anxiety; as Soren Kikergard said,  â€œDizziness is the freedom of anxiety.” There may be dissent and disorderly conduct as people struggle to get their point of view across, perhaps even with an eye on the throne themselves. So what is to be done to strike a balance between these two different approaches to engagement with employees by managers? Photo by: Lisbon Council (Flickr) Assess Your Character as a Manager First of all, a manager must consider his own attributes. Management is a skill that can be acquired, and good management is the best way to finesse an employee’s desires and maximize engagement. Ask yourself these questions: Are you personable? Do you present yourself in an accessible way that shows that you are a human, rather than a number crunching droid? Are you approachable? Do you give off an aura of encouragement so that others can come to see you with their queries and suggestions? Do you follow up with promises that you make and being sure to check on the progress of the missions that you initiate? A Coach to the Rescue If you find that you are lacking in any of these areas, then it may be an idea to approach a coaching specialist to try and figure out your strengths and weaknesses. A coach will be able to help you visualize where you need to be as well as give you a good idea of where you are. He will help you put together a road map in conjunction with you that will be your guide towards personal development. Once you set yourself on this path, you will be amazed by the changes that people start to notice in you. By shifting your focus in this way, others will perceive that you are more engaged, and staff members will help you with constructive critique and guidance. Employee Motivation: The Next Step to Success Once your skillset is complete, then you have to consider how best to come at the day-to-day issues of getting employees motivated and keeping them that way. The best way is to put everything on the table: what do you want and what are they expected to do to achieve it? Once everybody is clear about what needs to be done, then everything is out in the open and there is no shadow in which uncertainty can grow like a spectre haunting and poisoning the work environment. With a clear set of goals and an approachable management system in place, employees can take pride in their work, knowing that they are managing their own destiny with a supportive network of colleagues and leaders in place. By applying this philosophy throughout the company, contingency planning becomes less necessary as everybody has already bought into the company philosophy and has an idea of what is happening as the company moves forwards. Therefore, the belief is in place that anybody could be the next you and so it is in their interests to understand you and your job even better. This holistic circle means that both the vertical and horizontal methods become unnecessary in an environment of open, engaged and harmonious office life that gives everybody a chance to reach their potential with a job well done.

Mistakes to Avoid When Networking - Personal Branding Blog - Stand Out In Your Career

Mistakes to Avoid When Networking - Personal Branding Blog - Stand Out In Your Career Everybody agrees that networking plays a crucial part in our careers whether it is for finding a new job or a new client or just passing and sharing knowledge. However, not everybody is doing it right. If you want to network successfully and get noticed by the person you want to connect with, you should avoid the below mistakes. 1.  Not Following Through: Networking is not about collecting business cards or adding people on LinkedIn. It is about building a relationship with the other person. Maybe you have 5000 contacts on LinkedIn but is this going to help you when you ask for help? Are these people going to remember you? People want to help you if they know, respect you or care about you. Therefore, don’t be just a name on a business card and follow up with people before you ask for their help. 2.  Asking too Much too Soon: Remember that it is not all about you. Sometimes you need to give others a reason to connect with you. Therefore, you have to be patient before asking for help. You have to spend some time with them first and gain their respect. Then, you can talk what is on your mind, what you need and how they can help. However, don’t get discouraged if they say ‘no’. Instead, try to understand their concerns and offer to help them as well in return for their favor. 3.  Failing to Give to Get: If you are trying to network with someone who is above you in status, the best way to get his/her attention is talking about how you can help them in an explicit and concise manner. Of course, you need to show that you researched about that person’s work and have carefully thought about your help offer. After you build a relationship by helping them and gain their respect, you can ask for their help in return. 4.  Mistaking Personal Branding with Selling: It is good to talk about your skills and qualifications in order to impress the other person but don’t cross that fine line between personal branding and selling. Nobody likes a salesperson so don’t pitch your sales at the beginning. Instead, find ways where you two can connect. Afterwards, use your skills to help the other person and let them find out about your qualifications. In this way, they get to see your value and you are able to build a connection with them.

On the Job by Anita Bruzzese Dont be Afraid to Question the Data

On the Job by Anita Bruzzese Don't be Afraid to Question the Data Dont fall in love with the data. Frank Sesno Not many companies ignore data these days since its often thought to be the secret sauce thats going to lead to greater success. Yet data can be an inexact science. Whether its erroneously predicting the winner of a presidential election or the number of expected flu cases in a certain year, data science is a technology that can see things as never before, but also can be a blunt instrument, missing context and nuance,findsThe New York Times. Thats why companies cannot be lulled into complacency when it comes to data, and must instead be ready to question it thoroughly, says Frank Sesno, a former CNN anchor. Sesno, author of Ask More: The Power of Questions to Open Doors, Uncover Solutions, and Spark Change, says that teams and leaders cant ignore their gut instinct, relying only on data to make decisions or predictions. Experts say that data science is just another tool, and its designed to provide probabilities, not absolute answers. In addition, companies must understand that those who build the predictive models may haveflawed assumptionsor be mistaken about what data is most important to a companys objective or strategy. Data also can lead to teams not relying on their own knowledge and experience to come up with the best solutions. Researchers found in astudythat 60% of radiologists asked to analyze a routine chest x-ray failed to detect that a collarbone was missing because they were so familiar with data that trained them to expect to see one. So, how do organizations use data to its best advantage? Experts say it begins with committing to a strategy that uses data but not to the exclusion of anything else. Asking the right questions Sesno, who has interviewed five presidents and other world leaders, is now director of the School of Media and Public Affairs at The George Washington University. He says that his journalism training has taught him the power of asking the right questions, and hes learned even more from people like Colin Powell, former Secretary of State and chairman of the Joint Chiefs of Staff, and Dr. Anthony Fauci, who was critical in cracking the HIV/AIDS mystery. While data certainly adds to the overall picture when it comes to forming a strategy or developing goals, Sesno says that teams cant park their common sense when using it and must still: Ask diagnostic questions.Whats wrong? How do we know? and What are we not seeing? are all way (read more here)

6 Executive Job Search Email Content Blunders - Executive Career Brandâ„¢

6 Executive Job Search Email Content Blunders

Understanding the New Train Driver Recruitment Tests

Understanding the New Train Driver Recruitment Tests Understanding the New Train Driver Recruitment TestsIn this article we will provide you with new details of the train driver tests which came into force in 2013. These tests will be conducted by the majority of UK train operating companies. Attention Test of Everyday Attention for Occupational assessment (TEA-Occ)Attention is crucial for any train driver and, therefore, is heavily assessed in the train driver selection process. One of the methods of this assessment is achieved through the Attention Test of Everyday Attention for Occupational assessment (TEA-Occ).The TEA provides a measure that is sensitive to sustained attention, selective attention and attentional switching. You attention will be tested by engaging with familiar everyday items such as telephone directories and looking for key symbols, this part of the test is called the telephone search.Another subtest, the telephone search while counting involves you once again searching through a telephone directory, but this time simultaneously counting a run of tones played in the background.The final subtest of the TEA is designed as a test of the auditory selective attention. You will be asked to pretend you are in a lift on the bottom floor but the lift’s floor indicator has broken therefore you have to determine which floor you arrive on by counting a series of low tones and ignoring high tones used a distraction.The TEA is used to determine different patterns of attentional skills and provides a broad-based indication of the theoretical aspects of attention.KEY SKILLS MEASURED IN THIS ASSESSMENT: Attention to detail;Meticulousness;Sustained attention and concentration over time â€" includes multi-taking elements.KEY INFORMATION:Train Operating Companies across the UK do not stick to the same time limit;Typical time lengths for the TEA-Occ can range from 5 minutes, to 25 to minutes;As you can see, 5 minutes and 30 minutes is a huge difference. Generally, the more appealing and popular TOCs tend to se t the bar higher; meaning their assessments are much more complex and gruesome. Group BourdonThe Group Bourdon test is a train driver concentration test. It is also referred to as the dots test. It is designed to measure a train driver’s ability to maintain concentration and accuracy for a long period of time. As a train driver, you have the responsibility for the safety of yourself, the crew members and the passengers, which is of the utmost importance. Due to this the test is often used to eliminate many candidates from the selection process early on.The Group Bourdon test is a psychometric test used to access your ability to maintain diligence, speed, accuracy and concentration whilst looking for a cluster of 4 dots. If you chose groups of dots other than that of groups of four, you will lose marks. Consistency is key.Scoring well on the Group Bourdon test will show the recruiters that you have the qualities needed to become a safe train driver.KEY SKILLS MEASURED IN THIS ASSES SMENT: Visual perception;Attentiveness, alertness and concentration;Maintaining speed, diligence and accuracy over prolonged periods of time.KEY INFORMATION:Train Operating Companies across the UK do not stick to the same time limit;The Group Bourdon test comprises of 5 sheets, with approximately 2 minutes spent per sheet; Vigilance WAFVThere are 6 parts to the WAFV test but for vigilance it consists of two main tests; visual and auditory. It is a computerised assisted test in which you have to respond to the change in intensity of the visual and auditory elements presented top you. It is essentially an attention test that is completed on average within 15 minutes.KEY SKILLS MEASURED IN THIS ASSESSMENT: Quick reactions;Visual and auditory skills;Ability to observe, analyse, and be vigilant in pressurised situations.KEY INFORMATION:Train Operating Companies across the UK do not stick to the same time limit;Typically, you will get approximately 25 to minutes to complete this test. ME MORY ABILITY TESTS (PART 1) The Memory Ability Test is a specifically designed test for train drivers and is presented in two main parts. Its purpose is to give the assessors an implication of your potential to be successful throughout training. The first part of the test examines your ability to maintain and recall job-related knowledge.Testing your memory, the first part of the test will involve the listening of a fictitious recording of safety-related rules. You are required to learn the rules and recall them from memory answering the 18 questions that will be presented to you. Materials include a question booklet, information sheet, CD/cassette tape, answer sheet, and scoring keys.A good performance on the test can often be linked with the actual train driving performance and, therefore, the Memory Ability Test has been identified as to having a significant impact on the selection of train drivers in the UK.Reasoning Ability Tests (Part 2)The second part of the Ability Test exam ines your ability for learning new concepts that represent those encountered in driver training. You will be presented with fictitious dials that represent those seen inside of a train cab and also rules relating to how they function. You will have to apply these rules in order to make a decision on which dials should be checked. There are around 40 dials that you will have to check in this test.The Ability Test part 2 will attempt to measure your ability to learn and pick up a new range of ideas and concepts. Most of these concepts will be completely new to you and therefore you will be required to learn them and apply them quickly.Perception Adaptive Tachistoscopic Traffic Test (ATAVT)The ATAVT is designed to test your observational ability by quickly presenting pictures of traffic conditions on a screen. The picture is briefly visible for around 1 second and after seeing each picture you will be asked to identify what the picture contained from a list of 5 options. The process th en repeats.An example of the process may be you being shown an image containing 2 cars and a pedestrian in a busy town, you will have to select after seeing the image ‘pedestrians’ and also ‘motorcars’ from the list of available options. The difficulty of the items presented within the image are adaptive and will change in difficulty depending on your ability in speed and accuracy.This test will access your speed of perception, visual observation and ability to maintain an overview of that observation.KEY SKILLS MEASURED IN THIS ASSESSMENT: Observation skills;Ability to quickly take in information;Attention to detail Reaction time WAFVThe trainee train driver selection process accesses your ability to react fast and accurately through the Reaction Time WAFV. It is utilised to measure how well you can concentrate intently whilst you react to timed events presented on screen. It is a computerised test in which you are first assessed on your own pace and then you are assessed a t the computer’s pace. It will test your ability to focus on the task at hand by having the ability to continue the test fully focussed even if you realise you’ve made a mistake.KEY SKILLS MEASURED IN THIS ASSESSMENT: Quick reactions;Visual and auditory skills;Ability to observe, analyse, and be vigilant in pressurised situations.KEY INFORMATION:Train Operating Companies across the UK do not stick to the same time limit;Typically, you will get approximately 25 to minutes to complete this test. Hand coordination 2HANDThe purpose of the 2HAND test is to reliably asses your eye-to-hand and hand-to-hand coordination. The task will involve you controlling a red dot which you have to guide along a given track. This will be done by using either two control knobs or joysticks. The track in which you need to guide the red dot along consists of three sections that will make various demands on your ability to coordinate your left and right hand. This is the greatest difficulty of the task; being able to coordinate both hands in the need to make the correct visual assessment. Anticipation of direction also plays a big part.KEY SKILLS MEASURED IN THIS ASSESSMENT: Hand-eye coordination;Motor skills. Written Communication Test (WCT)The WCT is designed to test the train driver’s communicational skills with other people in a written form. It will test how clear and informative your written piece of communication is. Written communication skills are indeed important to the train driver role and it does coincide with safety but the vast majority of a train driver’s written tasks are completed whilst not in control of a train i.e. during a work break or completed at the depot. Therefore, written communication is not time critical and a lack of communication skill will not result in a train driving error.Relevant behavioural/personality attributes Situational Judgement Exercise (SJE)The situational judgement exercise (SJE) is a multiple choice test that presents a range of different situations that you encounter in an actual train driver role. The exercise will ask you to select the most appropriate behavioural responses to those situations, or the behavioural responses that you yourself would chose. There are normally between 4-5 possible actions to choose from and it will be your task to distinguish which is the most effective course of action to take (i.e. the action you would make yourself if the situation were real).Train operating companies use SJEs as part of the selection process as it provides strong evidence for situation-based measures in predicating your job performance. It will be used to identify the potential strong performers within the selection process.KEY SKILLS MEASURED IN THIS ASSESSMENT: Analytical skills;Strong written communication;Communication skills.KEY INFORMATION:Train Operating Companies across the UK do not stick to the same time limit;Typically, you will have 11 minutes for this exercise 3 minutes will be spent analysi ng pictures, and the remaining 8 minutes will be spent writing a report.Multimodal Interview (MMI)The Multi-Modal Interview is developed to work in conjunction with the Situational Judgement Exercise (SJE). Its purpose is to access your verbal communication and the behavioural selection criteria. You will be assessed on your ability to be able to communicate work related information in a clear and accurate manor. Once again, safety is one of the key elements that the recruiters will assess you on. So being able to verbally communicate safety-critical information is a must.   This entry was posted in Train Driver, Assessment Centres. Bookmark the permalink. Joshua Brown Getting to Grips with the Royal Navy Interview Changes for 2013Supermarkets Offering Employees Degree Programmes

Job Search Advice What Your Phone Message Says About You! - Hallie Crawford

Job Search Advice What Your Phone Message Says About You! Were sure youll appreciate this job search advice from  Terry L. Wynne, Ed.S., LPC, BCC, Career Coach at HallieCrawford.com.  After all, sometimes its the little things that help you land that job! You submitted your job application and you’re waiting on that all-important call asking you to come for an interview.  If you can’t answer your phone, what kind of outgoing message will the prospective employer hear? Do you want the employer to hear:                A message recorded by your adorable three year-old?                Your favorite rap song playing in the background?                Background noise of your dog barking? If your message is cutesy, lyrical, rhyming, off-color, or risqué, you just conveyed a message about yourself to your prospective employer.  Is the message you conveyed how you want your prospective employer to view you?    If not, write a script, record it, play it back, and make sure it’s clear and audible.    You don’t need to list reasons why you’re not available such as “I’m away from my desk or on another line.”  Simply state your name so employers know they reached the right person and ask them to leave their name and phone number. An example of an effective message is: “Hello, you have reached Stacy Constantine.  I’m not available to take your call, but if you leave your name and phone number, I’ll call you back as soon as possible.” Simply put, the most appropriate outgoing phone message is businesslike and professional â€" hopefully, just like you! We hope this is job search advice is helpful to you!   Schedule a free consult with HallieCrawford.com today