Resume Format - A Brief Look at Resume Writing For PDF Format

Resume Format - A Brief Look at Resume Writing For PDF FormatAlthough the truth is that your resume can be written in almost any format, a resume formatted for PDF format is much better. The reason is that it is easier to read, your cover letter will be easier to read and your whole resume will be easier to print out and frame. Let's look at how you can format your resume for this format.First of all, I should say that although the content of your resume can be in any format, it will still be formatted for PDF format. So, all the information that you would include in a regular resume would not be included in a PDF resume. For example, you might have described your training as an Associate of Arts degree in Communications, but in a PDF format, you would write 'Bachelor of Science in Communication'. A typical resume will have two different paragraphs, the first paragraph containing basic information about yourself, the second containing more detailed information.However, if you are goi ng to write your cover letter in a PDF format, it will be formatted differently. You will have a third paragraph which contains information about the position that you are applying for, with the titles the first paragraph of your cover letter. I will refer to the format of the cover letter as the 'standard cover letter format'. As you know, the cover letter is one of the first things that your potential employer reads, so it should be a professional looking format.Now you can easily add the details that you included in your resume, like education, work experience and awards etc. and it will all be neatly organized in a PDF format. It is much easier to write than a regular resume, and it is easy to scan through and print out.Also, it is a lot easier to format a PDF for printing purposes than a conventional resume that is either formatted for an organization or printed out. That is because a standard resume includes a lot of boxes and bulleted lists, which make it difficult to print o ut and scan for your potential employer.I should say that there are several other formats that you can use for writing your resume. The most common is the MLA format, which is also used by the American Society of Newspaper Editors. The only difference between this format and the standard resume format is that it has no blank lines or page breaks. The job ads for newspapers normally call for the MLA format.Finally, we should mention that you can also put some HTML tags in your resume, but they are much more difficult to read than the line endings. Therefore, I strongly recommend that you format your resume for PDF format.

Will Banning Employers from Asking About Salary History Close the Wage Gap

Will Banning Employers from Asking About Salary History Close the Wage Gap It’s one of the most dreaded interview questions. But soon, it may become a non-issue. Last week, Massachusetts became the first state to ban employers from asking about salary history in job interviews, a move equal pay advocates see as crucial to closing the gender wage gap. And now New York City may follow suit. Public Advocate Letitia James is introducing legislation similar to Massachusetts’, which requires employers to provide a salary figure to applicants based on what the applicant is worth to the company, rather than basing pay on what the potential employee previously earned. Similar laws have been proposed in New York state, California, and Colorado, according to Politico. Massachusetts is the first and currently only state to pass the ban. 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This modal can be closed by pressing the Escape key or activating the close button. The reasoning for the bill is this: If women and minorities are already underpaidâ€"which, on average, they are compared to white menâ€"basing future earnings on previous earnings won’t help close the gender and racial wage gaps, it just exacerbates them. That’s why career coaches and websites (like Money) emphasize the need to negotiate your very first salary; it sets you up for all future earnings. Katie Donovan, who helped draft Massachusetts’s law and runs Equal Pay Negotiations, said women often undersell themselves in salary negotiations, and using salary history as a “pay anchor” for a new job perpetuates low pay. “If we’re statistically 20% underpaid, which we are, and we’re going for another job, the rule of thumb is don’t take a new job unless you’re getting 10% more,” Donovan says. “But if you’re 20% underpaid, and you’re only getting 10% more, you’re still 10% underpaid.” Read Next: 6 Excuses for the Gender Pay Gap You Can Stop Using Still, 68% of women said they accepted their first salary offer without negotiation according to a survey by Glassdoor. There are good reasons for that. Women who do negotiate the same as men are often seen as “pushy” and “assertive,” and not in a complimentary way. Federal law prohibits gender wage discrimination. Yet white women make, on average, 79 cents for every dollar a white man earns, across industries. Women still earn less than men even in the top-earning professions. As Politico noted, James’ legislation comes a few months after a report spearheaded by her office found “women who work in municipal government make, on average, 18% less than their male counterparts” in New York City, and that women of color make significantly less than white women. Read Next: How to Talk About Salary in a Job interview If you live in one of the other 49 states, there are still ways to deflect questions about past salaries. Donovan advises that when you’re asked for salary information in an online application, to leave it blank or to input “0.00.” If you work in the private sector, you can tell the potential employer that your salary information is confidential and that you can’t divulge it. “If they push, ask ‘Can you really explain to me how that’s relevant? Please walk me through why that’s relevant,’ ” Donovan suggests. “Make them give you a good reason, and there is none. There is absolutely none.” MONEY also advises saying things like, “I’d actually like to talk a little more about the job responsibilities” before answering, or ask how much is budgeted for the job because you want to make sure you’re in the ballpark.

5 Most Popular Articles Last Week - Work It Daily

5 Most Popular Articles Last Week - Work It Daily Missed our most popular articles last week? No worries! We've compiled them here so you can check them out. Why? Because we love you! 35 Signs It’s Monday Oh, Mondays. Don't you hate them? Ugh, nothing ever seems to go your way. Take a second to look of these signs that it's Monday. You know it's Monday when... 5 Smart Tips For Answering Interview Questions Job seekers spend hours drafting their CVs, contacting different companies in hope to get a call for an interview. A smart job seeker knows the common interview questions for a job interview and will prepare answers accordingly. Anticipating and crafting interview questions and answers give you the best shot at making a good impression... The 10 Best Careers For Women In 2013 While the United States is still coming back from its most severe recession since the Great Depression, career opportunities for women are many and wide in scope. In fact, many women are looking for an entirely different career path. Over the course of the past several years, more women than men have pursued MBA’s in an effort to make a mid-career change. But the question begs â€" which careers provide the most security, fulfillment and income potential? The following are the 10 best careers for women these days, since they provide plenty of all three... 10 Tips For A Powerful Elevator Speech An elevator speech (ES) is becoming an important item in the toolkit of most people. It doesn’t matter if you are a job seeker, business person, or gainfully employed professional, you need a powerful elevator speech (ES) to extend and support your personal brand. What you say and how you say it are equal parts to delivering an ES that will either cause people to take notice of you or go to sleep... 5 Transferable Skills Job Seekers Need According to the University of Southern California, many graduates change jobs as many as four times within a period of five years. If you are a job seeker, identifying your transferable skills and articulating them to employers is likely to increase your chances of getting a job. Some of these skills include... Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!

KSAs in the Resume

KSAs in the Resume KSAs in the ResumeFederal applicants are familiar with employers requests to include a separate knowledge, skills and abilities narrative (KSA) in their applications. Now, some vacancy announcements are requiring KSAs within the text of the resume. Knowing the best way to incorporate this information into your resume could be key to landing your next job.Take the case of one Air Force applicant. He applied to an Air Force civilian GS-7 position at Offutt Air Force Base in Omaha, Nebraska. Having read that KSAs needed to be included in the resume, he submitted his application without a KSA narrative attached. But then he started doubting himself. The request seemed so unusual. Had he misread the application? Was his application going to be thrown out as a result?It turns out this applicant could rest assured. Novel as the application seemed, he understood the directions correctly. If your next application requests the same of you, dont be put off. Many job candidate s find that applications requiring the new KSA treatment are easier to submit.Why KSAs? Whether incorporated into the resume or submitted separately, KSAs are a vital part of government applications. In a nutshell, KSAs are the specific knowledge, skills and abilities an agency seeks in a candidate. How far a candidate gets in the application process is likely to be determined by the ability to convincingly address the agencys requested KSAs.Federal agencies have been asking for KSAs for more than 20 years. The federal philanthropisch resources specialists or a panel of experts read the KSAs and rate and rank qualifications. The score usually determines whether a candidate is referred to the supervisor and possibly whether an interview results.But in the interest of efficiency and also to attract more candidates by making the application process easier, many job vacancy announcements from the Department of Defense, government intelligence agencies and the National Security Agency ar e now requesting KSAsbe incorporated into the resume. (Take note In its online applications, the Federal Bureau of Investigations mucksmuschenstill requires KSAs to be addressed separately in essays.)How Do You Include KSAs in Your Resume? Including KSAs in your resume is simpler than you might think. As a prospective job candidate, you may incorporate your KSAs in your resumes Work Experience or Additional Info section. When doing that, you should aim to use some of the employers actual KSA language in the KSA-supporting work examples you provide. If possible, try to quantify some of that information with numbers, dollars or percentages.Remember that rather than using the popular bullet style of private-industry resumes, many public-sector candidates find it useful to showcase their KSAs through paragraphs on their resume, as the examples below illustrate.Both of these examples, while formatted differently, include the actual words used in the employers KSA request. Many people wri te KSAs without repeating those words -- that is a mistake.Sample KSAs in ResumeKSA Ability to analyze accounting systems and improve processes.Option 1 Include this headline and descriptive accomplishment in the Work Experience section.Analyze Accounting Systems and Improve Processes Developed improved processes for my internal and external customers to gain access to automated accounting systems. The challenge was to entwurf an intake sheet that gathered all the customer information and training the customers in efficiently accessing multiple, complex online accounting systems. I have successfully trained more than 40 accounting staff from 5 major Defense agency customers in accessing the databases saving time from frustrating phone calls, errors and repeated problem solving.Option 2 Include this accomplishment in the Resume Builders Additional Info field.Context I developed improved processes for my internal and external customers to gain access to automated accounting systems. T he CHALLENGE was designing the original intake sheet for customer information and passwords, keeping it simple and getting the right information to set up their access codes into the databases.Actions I designed and tested the worksheets and created functional training material for internal and external customers so the information was received successfully.Results This improved the process, effectiveness and efficiency of work operations. I was able to train customers in accessing their accounts in multiple accounting databases with one form, rather than phone calls and continual troubleshooting. This saved hours of time. Also allowed customers to finish system builds through better instruction.KSA Examples or Stories Told with the CCAR ModelAlso observe that the bottom example uses something known as a context, challenge, action and results format (CCAR). The CCAR can prove a useful way to help HR specialists better understand and identify the challenges a candidate faced and the results produced.One Last PointDont get too concerned about the length of your federal resume when including KSAs. Federal resumes are generally longer than most private industry resumes, and agencies should allow for ample room to include examples that support your KSAs.Do You Have the KSAs to Do the Job? As far as that Air Force applicant is concerned, still no word on whether he got the job. But one thing he can rest assured about He got the KSA part of the applicationright on.

Hearsay, Deception and Buy Resume for Writing Students of High School

Hearsay, Deception and Buy Resume for Writing Students of High School The purchase price depends upon the size and urgency. If you would like to acquire high excellent research and thesis papers punctually and for an affordable price, you should probably try out using EssaySupply.com. There are a number of reasons why you need to prefer our services. The reasons could be absolutely different. Utilizing a high school student resume schablone can help you to fill your resume to your strong points. The very first section of your resume should consist of information on the way the employer can contact you. Especially for a first resume, utilizing a template is a superb idea. Utilise the assistance of our service and dont fret about how you complete the school. Once you own a list of your strengths and techniques, and youve identified the crucial requirements of work, it isnt hard to tailor your resume utilizing a high school resume template. You are able to mention your upcom ing education plans too. Instead, its to use a pre-designed resume format to create your work easy. Getting the Best Buy Resume for Writing Students of High School If you are searching for top essay writing companies, try out the mentioned above. While its true that there are a few excellent writers in college some find it extremely difficult to write. Writing services can allow you to free up some time so you might enhance your writing skills without needing to fret about other assignments. So far as the students are involved, writing a research paper is among the toughest and frustrating job in their opinion. Now you can purchase genuine college essay online, one that is going to fit your financial plan and get your work done also. If you are in possession of a vocational certificate that may help in the job that youre applying for, include it here. Be certain the skills are related to the job that you desire.

Redefining #8216;Emotional Labor#8217; A (Slightly) Whimsical Kid-Focused Analysis

Redefining 8216Emotional Labor8217 A (Slightly) Whimsical Kid-Focused Analysis CONTRACTUAL SMILE?How would you like a job that pays you to do little more than relax, indulge your hobbies, play whatever sports you enjoy, spend time with your friends, dress as you please or expensively, get pretty much whatever you might ask for (within reason and budget), watch lots of big screen TV and roll on the lawn with your dog and a stick? The only catch You have to make sure that youdont cause any problems for your employerdont repeatedly break important rulesseem to enjoy learning and succeeding at whatever you choose to doperform emotional labor that makes your employer(s) feel good about themselves and you.There is one job exactly like that.Being a modern kid who gets a cash allowance in a modern economy.Having this job means having as your main task the performance of emotional labor, in the form of hav ing as your only occupation the job of making your parents feel good about having you.The Long Road from Child Physical Labor to Child Emotional LaborMaking small children perform physically demanding, dull, dirty or dangerous labor by operating massive carpet looms or crawling into chimneys is now a thing of the Dickensian past in much, even though bedrngnis all, of the modern world. But clearly there was a time, and a very long one at that, when kids everywhere had to pull their own weightand often a whole lot more kilograms than thatin the form of substantial, manual labor contributions to the familys survival and economic well-being.Child labor laws, where they exist, have put an end to much previous outside employment, e.g., as the chimney sweeps and factory loom operators, while modern prosperity, labor-saving household and farm technologies, pampering and family welfare laws have dramatically decreased kids household jobs and chores as well as the willingness to do them.Yes, things have changed. For many modern kids, their main job appears to be to make their parents feel good about themselves, their children, their childrens futures and family life as a whole.In other words, traditional child physical labor has been replaced with child emotional labor, in the sense that a childs main job is to create, sustain and support a certain emotional tone for the family, with no conventional economic output expectations or hopes whatsoever, save for possible (but not guaranteed) payback for parents decades later, e.g., in child-paid monthly retirement-home payments in the distant future.Cushy job, if you can get it. The only qualification Get born into a family that will keep you and treat you nicely.Do We Need Emotional-Labor Laws for Kids?Recalling the psychoanalytic observation that the child is father to the man, may it not also be true that the childs economy is father to the mans?in the sense that there may be an economic niche for adults working in compan ies that is analogous to and an extension of the kind of emotional labor that a modern, pampered child performs merely by existing and not giving others too much grief? Thats an interesting question. But theres another, more pressing one to look at first.Also recalling how long it took for adults to get around to framing child labor laws that protect children from various forms of physical labor, it may behoove us to ask whether there may be an as yet unmet need for child emotional labor laws, as a natural extension of conventional child-labor legislation. The case for such child emotional labor legislation would be compelling if there are adult forms of emotional labor, currently also being performed by children, that actually are or would be inappropriate for kids.Likewise, consideration of child emotional labor legislation would be warranted in cases where children perform emotional labor that no adult could perform or that no adult would agree to, on analogy with physical tasks such as crawling up into chimneys too narrow and cramped for full-sized adults.Need to Prohibit or Regulate Child Emotional Labor?Some Cases and ConceptsSo, are there any forms of conventional emotional labor that should be prohibited for children? Consider some candidatesThe fast-food franchise Have a nice day, said to parents as they leave for work in the morning That chirpy counter-person farewell, as a task, is emotional labor because it is generally regarded as requiring 1. at least pretending, even if not actually feeling, that the rest of the customers (or parents) day actually matters, or, 2. making the customer (parent) happy as a consequence of saying it, because (s)he believes someone cares.Notice that fulfillment of just one of these conditions can be considered to be a complete form of emotional labor, even if (1)the pretending or really feelingis not required as a task.Theoretically, a McDonalds counter-person could say Have a nice day robotically or just because it se ems right, with neither feeling nor pretense required or experiencedan instance in which concrete daily practice more often than not matches abstract psychological theory.Moreover, if the customer or parent feels happy as a consequence of hearing the farewell, the actual motivation of the worker or child is irrelevant to successful performance of that bit of emotional labor.Recognizing these two conditions as separate is tantamount to (re)defining emotional labor by its required consequences as much as or instead of by its required employee-intentions.To insist that intentions to perform specific forms of emotional labor are necessary for emotional labor to be carried out is to wrongheadedly confuse agreement and consequences with intent.An employee can contractually agree to perform emotional labor in the sense of doing things that have positive emotional consequences and implications for clients and customers, without having to intend or pretend to feel anything, as the robotic or merely appropriate Have a nice day illustrates.So, assuming that such chirpy farewells do older teenagers and adults no harm, is there any reason to prohibit them as part of a kids (tacit) family-job description? As an argument to the contrary, it can be maintained that, far from being inappropriate or somehow damaging for a child, emotional labor in the form of morning farewells is excellent preparation for the adult job market.In fact and in practice, the mere presence of ones child at the breakfast table (presumably an ausprgung of nutritional self-interest), whether silent or even sullen, tends to count as fulfillment of tacit family emotional-labor contract clauses to the extent that these days parents are grateful and happy to even see their kids sit down with them for breakfast or for any other reason.This means that, irrespective of any intent on the part of the child, emotional labor is being performed, defined in terms of the consequences-criterion of emotion labor (even though the intention-criterion is not satisfied if the child is silent or sullen).Hence, there is no need to ban kids breakfast farewells or breakfast attendance, as forms of emotional labor.Stock-broker-like expressions of sympathy (e.g., over portfolio meltdown) Nothing is more endearing than a child who displays adult sympathy, whether toward other kids, pets or adults. Ideally, this is not faked. But, on the other hand, and as argued above in terms of the consequence-criterion of emotional labor, it doesnt have to really be emotionally felt or faked to count as emotional labor.Merely expressing sympathy will suffice (from the contractual, if not existential/psychological standpoint), to the extent that it makes parents feel grateful for the commiseration and encouragement from such adult behaviora key goal in emotional labor to make others, including employers and clients, feel good or better (and therefore more likely, in the case of employers, to extend or enrich your contract ).Expressing sympathy without feeling or faking is something adults do all the timein both professional and non-professional contexts. Im sorry for your loss is often said because it is the right thing, the proper thing to say, as a cultural, social, moral or professional zeremonie with neither a trace of emotional pretense, employer pressure nor of heartfelt emotion.That kind of duty-based acknowledgment of the right thing to express or do is what separates what is called acting from a sense of duty from pretense, employer coercion or emotional inclination.To the extent that acting from a sense of moral, cultural, social or professional duty can proceed with neither faking, force nor feeling, it represents a key, largely unrecognized underpinning and distinct category of emotional labor of adults as well as children that is a third way around pretense and passion.Again, like the whimsical, yet illustrative breakfast farewell, expressions of sympathy as familial emotional labor seem perfectly fine for kids, as well as for adults, especially since they can be prompted by a sense of what is right and fitting, instead of by uncomfortable pretense or fear of non-performance.Such consequence-(re)defined emotional labor will, however, invite moral or legislative oversight when the resulting emotions the labor generates are problematicwhich is an issue for adult consequence-defined emotional labor as well as that of children, e.g., the ringside joy of watching lethal, no-holds-barred gladiatorial combat.This is the legislative door opened by creating the consequence-defined category of emotional labor.Simply being Imagine that you could meet your contractual job obligations merely by existing and not causing problems. In particular, imagine that your only real job is to perform existential consequence-defined emotional labor, by making your employer or clients feel good just because you exist and exist well and happily.Thats the utopian job playfully described in the opening paragraph, above.Its also the job of the average modern kid around much of the modern world.Its the easiest job there is, since pretending to exist is not only not a requirement, but is also not an option. As for intending to exist, thats pretty much a given for kids, evidenced in the glee with which they are inclined to do it, especially when very little.Finally, as for being forced to exist, that somehow sounds oddas odd as suggesting that the perspektive to live and experience the wonder of a universe larger than a phone booth and in full color were an imposition.But, as wonderful as the on-the-job perks of the job of being a kid are, one of the best things about the job is that so many among us, now adults, got the job so easily and enjoyed it so much.as a labor of love, given and received.

Determine the Best Candidate

Determine the Best CandidateDetermine the Best CandidateDetermine the Best CandidateIts an excruciating situation for managers Youve navigated the hiring process and are down to a few equally qualified candidates for one key position. How do you make an informed choice? The pain can be mitigated by knowing what interview questions to ask and how to assess each candidates answers.Well-thought-out, scripted questions, written specifically for each job and asked to each and every candidate, are critical to every interview, says Lissa Weimelt, principal of The Hiring Experts, a retained executive search company. Managers need to predetermine key success factors not skills or experience needed in the job or company.These hiring strategies will help you get the information you need to make the right decision.Identifying Success FactorsAccording to Weimelt, success factors include a candidates character traits, habits, motivators, teamwork skills, reaction to failure or success, and abili ty to manage stress or change. She urges managers to listen carefully for clues to the candidates approach to each one. At the end of the candidates answer, ask yourself What did I learn about her that translates to success in our company?Its also helpful to understand candidates weaknesses. Can they be coached to improve? Also, determine their motivation for job hunting. Are they running from something or to new opportunities?Interview Questions to Differentiate CandidatesCorporate consultant Curtis Crawford, founder, president and CEO of XCEO and author of Corporate Rise The X Principles of Extreme Personal Leadership, recommends asking ansicht questions to help reveal key differences among candidatesConsidering we have three reasonably similar and extremely well-qualified candidates for this position, what are the significant attributes you believe you offer that should substantially differentiate you from the others? Why should we select you as the next XCEO employee?Do you beli eve there is a significant difference between invention and neuschpfung? If so, please share your perspective.How do you describe your long-term career aspirations, and what do you expect from this company in your pursuit?Do you believe that XCEO should place a higher value on managers who have consistently produced outstanding financial results or those who consistently demonstrate the ability to develop successful employees?Interview Questions to Aid Decision MakingCrawford says the following questions are useful when making tough hiring decisionsWhich is most important to you money, power or prestige? If none of the above, what motivates you to perform at your highest capability?Since we are not the current leader in our industry, if you had an opportunity to work for either us or our main competitor, which company would you choose? Why?What motivates you to pursue and ultimately achieve outstanding results, and what do you consider the best reward for great work?Are role models important to you? If so, do you have any professional or personal role models who inspire you to achieve greatness? Are you comfortable sharing them with me, or would you prefer to keep it personal?What is the one word you believe best describes your style?Interview Questions that Surprise Candidates and Prompt Revealing AnswersManagement consultant Regina Barr, owner of Red Ladder, suggests looking for the flinch factor Ask questions that may surprise the candidate, and take note of not only the answers but also interview body language and the reaction to a pressure situation. Consider these examplesTell me about one of your biggest failures. What did you learn from the experience?Tell me about something you did that you regret. Why did you do it, and what did you learn from it?Give me an example of a time when you had to conform to a policy you disagreed with. Describe that experience and your response to it.Marni Hockenberg, principal of The Hiring Experts, cautions that some ma nagers dig to find the reason not to hire a qualified candidate. If you look long enough, reasonable doubt exists in any candidate. Having a structured interview process will help you identify someone who is a good fit and get your next good employee on board more quickly.