101 Secret to Job Search

The Adventures of Sherlock Holmes - The Norwood Builder [VHS]

A young solicitor, McFarlane (Matthew Solon), comes to Sherlock Holmes (Jeremy Brett) begging for help just before being arrested by the sturdy if obtuse Inspector Lestrade (Colin Jeavins) of Scotland Yard. McFarlane is accused of killing a man who not only asked the attorney to draw up his will, but then left all of his possessions to McFarlane in the document. Add to this obvious motive for murder plenty of physical evidence linking the unhappy suspect to the awful crime--including a bloody thumbprint at the scene--and Holmes and his ally, Dr. Watson (David Burke), have their work cut out for them. The ingenious solution to the puzzle is only one of the exciting highlights in this episode of the long-running Granada Television series, featuring the usual sterling work by stars Brett and Burke and a sound character interpretation of the limited Lestrade by Jeavins. --Tom Keogh

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2010年12月26日星期日

Resume: The Best of Richie Havens

Richie Havens in his prime possessed an uncanny knack for inhabiting familiar songs as if they were his hometown. He practically hijacked "Here Comes the Sun" out from under George Harrison, turning his 1971 version of the Abby Road tune into a rhythmic statement all his own and, in the process, charting for the one and only time in his career. That's true to a lesser degree with Lennon-McCartney's "Rocky Raccoon," Bob Dylan's "Just Like a Woman," and Fred Neil's "Dolphins," all of which are found on this 17-track anthology culled from the New York City singer-guitarist's late 1960s and early 1970s records. Havens penned a few songs of his own, notably the antiwar song "Handsome Johnny" (cowritten with actor Lou Gossett), and adapted others in his own inimitable style ("Run Shaker Life," "Freedom," his Woodstock-inspired variation on "Motherless Child"). But he made his mark as an interpreter--one whose work holds up admirably, judging by this focused retrospective. --Steven Stolder

Price: $11.98

Why employers do not want to hire boomers

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Are you too old to get a job? One of the advantages of being an insider is that employers often tell me things they would never mention publicly. There is an implied obligation on my part for complete confidentiality. There is no circumstance under which I will reveal the contributors to this article. So, please, don’t ask and don’t try to guess. I share this with you because I feel it is valuable information which will help many to make appropriate adjustments.

Forewarned is forearmed. This post is written entirely from the point of view that if we know what the battlefield looks like, we are apt to win the war. I do not pretend that this is extensive research, only that some companies have issues. And you have to trust me when I say, this is just the tip of the iceberg. So, read on to learn what you need to know to fight the good fight. Take heart in knowing there are many boomers whose careers continue to thrive. Make the proper adjustments and you too can have job security.

Why some employers are reluctant to hire those over 50. In the past ten years as a career coach, I have often worked with clients who believed they were overlooked for promotion, dismissed or not hired because of their age. Not one of these people looked to their performance or work place interactions for clues. And while each was subsequently successful in achieving their career goals, it wasn’t because we changed their age. Instead, we changed their behaviors, messaging, approach and expectations.

When someone tells me they were fired or overlooked because of their age, I can’t help but think, “That is the symptom, what is the disease?” What is it about age that causes folks to be overlooked or fired?

Are boomers overly litigious? I look to those who hire and work with people over 50 for the answers. All those interviewed said they were apprehensive about hiring people over 50 in case the individual didn’t work out because they were reluctant to expose the company to potential litigation. Their observation was that older workers seem to be especially litigious.

Those companies, especially those in California where there are significant numbers of high tech employers, are at risk because the laws favor the candidate. Even with extensive documentation on performance issues, companies suffer from bad PR and expensive legal disputes. Not something a thinking executive willingly puts on their agenda. So the very laws in place to protect those over 50 are what makes some companies averse to hiring them. Ironic, that.

From individual contributor to VP, during a three-year heavy hiring period, one company experienced a significant performance issue with every over-50 hire compared to a 20% record for younger employees. Each boomer was replaced at great expense to the company. The company is culturally and gender diverse and up till now, more than happy to hire older employees.

Executives with whom I spoke gave many examples of why they avoid hiring older workers. Each complained the candidates or employees often referred to their ’30 years experience’ which provoked employers to respond, “Number of years is irrelevant. the only thing that is relevant is the last four or five years and what was achieved or learned. To me, age is a fact, not a credential.”

Leading with your age. One executive mentioned, “When a resume or LinkedIn profile begins, ’25 years experience’ I assume the person will rely on old expertise rather than up-to-the-minute and contemporary solutions. If they lead with number of years and not recent accomplishments, I run away.”

Work ethic. While you can argue the efficacy of doing so, high tech companies typically develop product plans based on a 50-60 hour work week projections which means employees consistently spend 60-70 hours working. One employer noted, in every case, older employees left work long before their younger colleagues. When a senior manager was asked why he thought leaving ‘early’ was acceptable, he said, “I have more experience than the others. I can get done in less time because I know how to do this.” He was wrong.

The employer responds, “While experience is valued, the processes and techniques for creating products and doing business have changed significantly. Things take as long as they take regardless of how long you have been doing them. Arguments to the contrary, this system works and I don’t see it changing anytime soon.”

“Our younger employees are less encumbered and are more than happy to spend the time at work. They are eager to prove themselves and hungry. Whereas the older employees, especially the individual contributors, feel they paid their dues and don’t have to work as hard. Like it or not, we reward employees based on their contribution. Someone who works 65 hours contributes more than someone who works 45 hours.”

Adaptability. Employers require employees to adapt to new technologies (i.e. Agile), new processes and new business concepts. Older employees who constantly refer to what they did in the past alienate their peers and are not productive. “Here’s how we did it at xyz company…” is a poor substitute for a solution.

The employer responds:?”We need innovative ideas, not a report on what worked in the past. When employees cling to their past experience, it is an impediment to moving forward.”

One of my clients had a manager that simply could not adapt to the Agile methodology for product development. He was a constant road block for release dates and the product quality suffered. He was invited to take classes, givin on-site mentoring and still could not adapt.

The ripple affect was he could not set proper expectations for his team and his old-school techniques were passed on. After nine months trying to solve this issue, the manager was moved to another position; one where he had no impact on the schedule. The company would have fired him for well documented lack of performance, but they were concerned about litigation. Based on this, no one over 35 was considered as his replacement.

Takes longer to make decisions. The ‘fail-fast’ mentality of modern technology companies requires quick decision making. If it is the wrong decision, immediate course correction ensues. Older workers tend to take longer to evaluate and assess and over analyze thus taking more time to make decisions that impact schedules and the bottom line.

The employer responds: “Fail-fast is the key to our modern design, delivery and production technology process. Everything?is affected when decisions are not made quickly. Older employees, especially those not accustomed to working that way, clog up the system. They are no longer hungry and eager to impress. They cease to be aggressive and appear to have stopped caring.”

Attitude. Employers need high energy, enthusiastic employees committed to the corporate mission. Older workers often behave as though this is their last job and they can do the minimum, relax and enjoy job security.

The employers responds:?”Without the constant energy and creativity of each of our managers and executives, we will not succeed. If an older worker is not engaged and forward thinking, they damage the team morale and productivity. They have to keep up.”

“When an older worker reports to a much younger manager, the dynamic is often disruptive. We can’t afford all the personnel issues. If an older worker argues or won’t cooperate because they feel they know more, everyone loses and a lot of time is wasted.”

The bottom line is, often the track record of older employees and the ill-will generated by their behavior and lack of performance makes the company and hiring authorities gun-shy about hiring older workers.

These are just the facts as they relate to some companies. It is a substantive peek inside the rational for avoiding hiring older workers. All that having been said, there are many people over 50 who are not only gainfully employed, but revered by their employers. There are many prospective employers who consider people of any age as viable candidates. It is still important to learn to navigate these potentially career-killing waters.

If you are looking for a new job and are over 50, it behooves you to vet the employer carefully. If you see age diversity, you have found a good prospective employer who has likely not been negatively affected by your poor performing age mates.

I caution you not to kill the messenger. This insider’s information is shared in good faith and I certainly hope that those of you who recognize your own behavior or attitude can make the changes required so employers are more willing to hire your peers.
+++++++++++++++

SOLUTIONS:

Age discrimination is absolutely a fact of the over 50 candidate. It is a reality that you can manage and learn to minimize the affect on your career.

Listen to NPR broadcast on both the legal and job search aspects of ageism.

Listen to the podcast for information and insights on how to tailor your job search to avoid the hazards of age discrimination. ?

Read Six steps to overcome ageism. Age getting in the way of landing a job,AND?Overqualified? I just want a job

Links in one place to combat age discrimination

Rita Ashley is a career and job search coach for executives. ?In the last two years 98% of my clients, many over 50 years old, achieved their goals within six months. Is it your turn??Contact me directly to discuss a customized solution.

Rita Ashley is the author of?Job Search Debugged and Networking Debugged. Download both as PDFs for information on how to conduct a compelling job search.

Overqualified doesn't mean unemployable

Before you begin writing the flame mail to me, that you will not get a chance to interview, tested, because the resume sent do not generate response … and should be adopted is the employer sees as by a qualified, I should Like to remind, several executives get the interviews they want by submitting resume random. It is the poorest job search technique you can use.

Then there are those who actually believe they are, or are perceived as overqualified. All the grounds have a definable response:

Actually wish someone younger, cheaper – no employer has plead that aloud.? What every Manager wants to hire is a successful hire. Better able to define their needs, the higher the probability of interview you a quote.

Over rail concerns, the employer will I leave for better opportunities-employers face from all parts of the company. Your leave is more likely than anyone else on If you have been successfully in this position. Talk about what can be a contribution, not what was done before the surplus.

In their opinion, bored out – if the niche market and you communicate with enthusiasm the challenges associated with this specific task, it immediately goes.

In their opinion, I'm sad – Why would they? If you keep the focus on how you can develop what to do and learn a new approach, the employer does not think of you as a misfit.

I think you need to change my resume delete my senior experience – whether you know the firing offence? If you are not completely honest, and hide or misrepresent, you can be fired on the spot. In addition, they are lies to retain. Better frankly and help see the employer, that although the user has the responsibilities of the senior, there are still things you can learn more and contribute that are unique.

Administrator sees me as competition – Convey how can enter the Manager look good. Ask, what are their priorities, what are the metrics for the assessment of successes in the role and speak only to those. Make sure that the user does not conveying the superiority in the way the unattractive or condescending. Invite a friend, the younger, trusted to chat using a video recorder for later review. The members of each part of the interview attire and the language of the body.

This is my experience that candidates often create their own problems by their patronizing, impatient and by or even conciliatory or Apologetic. Be very critical of the style of the interview. Be Self confident, but not an arrogant. For example: never, ever says, "Oh, that is easy, I can resolve this problem," or similar responses, which reject the importance and difficulty of the interviewer tries to upload.

Overqualified really means "I don't see anything so important in the shadow/interview, so you can hire me to." If you are interviewed, and then listen to the comment overqualified, is certain because they knew about the credentials from my resume, "only not, for that." Finally, the people are employed, which might contribute, in a row at the bottom. Improving the the message.

Overqualified really means it should be pointed out the possibility of promotion and career development instead of a desire to do this task, for which they are hiring. If you really believe they are overqualified and want even this task does not oversell. Talk only about a task, they are open, not all the other things you can do. Keep the focus on solving their current challenge of employment. Remember that decided to interview is with reason.

Overqualified really means does not consider a user accepts a lower salary job offers. This fear is often listed the top, before there is nothing to negotiate. Is the answer that worked for my clients in the past, "when the compensation is important to me, working for the company with the resources and commitment to my success are also important. I am a sincere desire to work in my company's Insane, Inc., because [insert appropriate reason here] market share and to focus on the quality of the products. I am certain that when it comes time to negotiate an offer we can enter the conditions agreed with both. "

Technology review means Overqualified need between tasks. There are communicating why the employer should hire you. Don't get stuck a presumption of a comment. Rarely is true, and even when it is, you can overcome them. If this hurdle still plague its efforts the search task, consider the task coach search makes it easy to align the efforts of the search and the network of their tasks.

One leap: Reboot the search task. Invite someone to are registered mock interview with each other, and then the criticism this from the perspective of the employer. You can also read my books, job search, which shows you debugged way recreating an attractive prospect for work.

Leap 2: Whether domestic network and learn what the priorities are the company and the job. Recalibrate the network your resume, elevator pitch and intelligence to these needs. The employer does not have to pass by the candidates, who understands the business agenda and provides examples of their success to support these priorities. Research, asking questions of law and Knowing how to apply their own examples and transmit their skills to win an interview and get you closer to the offer.

Firm action 3: Come prepared to interview with success stories with results similar to the needs of the company. Use the description of the tasks and line after line, save the specific example of what has been to resolve this problem. Do not give a theory or start "I would ..." Enter the actual sample. Whether each question in the example, or the story and avoid the "subject" or "attend to school" operator, impress and go to the next step. You can also be seen as a perfect Communicator.

Leap 4: And one of the best solution to overcome the objections to the use with anyone, to ensure the implementation from someone hiring respects authority.? Invite this person to support the opposition on your behalf from the outset, so that they do not constitute obstacles.

++++++++++++

Listen to the podcast with tips to avoid the dangers associated with agism.

Listen to the NPR broadcast as combating Ageism and slightly to the right.

Listen to Rita on interview with Peter Clayton on asylum more than 45 task on the total image options.
Rita says Boomers next step and Bill Vick on combatting Ageism and age discrimination.

New video Resume site for Job Seekers, recruiters launches on thejobsight.com

Job seekers can now get ahead of their competition by posting a video resume and resume profile on the recently launched thejobsight.com. New Web site makes it easy for job seekers and recruiters to find each other and doing the job Search process quickly and easily with matching and automatic job recommendation services.

Alpharetta, GA (PRWEB) December 14, 2010

thejobsight.com, a new website devoted to connecting candidates with employers, announces the latest release. As the most innovative, automated and easy to use video resume solution available, thejobsight.com that provides both job seekers and businesses recruiters a revolutionary way to find the best fit.

Free to all job seekers, thejobsight.com allows anyone to send their qualities and skills to job recruiters around the world. thejobsight.com can all job applicants create a personal resume profile, including a profile picture, and built-in video. The video can be used to create a video resume that introduces each component of the job seeker resume, from educational background, employment history for skills and qualifications.

thejobsight.com is revolutionary because it gives job seekers the opportunity to have your face time with potential employers during the first round of application procedure. In contrast to a conventional resume via regular mail or e-mail, is a video resume designed to show everyone a job applicant's qualifications visually, gives the applicant the opportunity to distinguish themselves from the competition and let their personality and physical presence wow employers. Face now is simply not available with a conventional curriculum vitae, to give them that uses a video resume first leg-up on the competition. Job seekers can also exploit thejobsight.com's match criteria function to receive automated job recommendations, cutting time seeking positions.

Job recruiters can also benefit thejobsight.com. A bad hire can cost a company anywhere from one to five times the annual salary of the actual position. This and other variables make it crucial for recruiters to ensure they get the right candidate for each job. With thejobsight.com, enables enterprises to reduce their recruitment cost and time through computer-supported candidates feature site match criteria, which will automatically recommend candidates from the Recruiter settings. Recruiter can then further narrow job applicant pool by reviewing the video resumes top candidates before the initial interview process. Employers can then choose to use theJobSight to implement the first round of interviews with the candidates via Skype.

thejobsight.com offers several pricing options for employers and also offers a free account with seven days, job listing, as well as full access to all recruiting functions. All job postings to thejobsight.com include complete access to all recruiting functions.

Job seekers and recruiters can also interact with each other on thejobsight.com, allowing all parties to share information through social networks. Persons carrying out a job seekers can also visit http://www.thejobsight.com/blog weekly job search tips and information.

Visit http://www.thejobsight.com for more information about thejobsight.com or begin to search for a job or an employee.

Contact person:
thejobsight.com
2095-648-1691
jobs (at) thejobsight (dot) COM

# # #

thejobsight.com

2095-648-1691
E-information

Invite feedback and take care of themselves during the

Question: Some say that hiring activity slows to a crawl until the end of the year, but I do not think it is wise to slack off my job search. How can I keep it alive during the holiday season?

Reply: Sing along with these "12 Days of ... Job search "to keep your speed:

Invite feedback: Ask trusted others for their criticism of your r sum, your appearance and your presentation.

Focuses on morality boosters: Spend time enlightening activities and treat yourself to friendship relationships caring people good humor.

Celebrate: Even small gains are worth noting. When you complete any of the tasks on the job Search plan, give yourself a reward.

Develop yourself: Learn and improve by unemployment. Opportunities are all around to participate in a free public lecture or concert, go to a Museum, take a course, study people you admire.

Generate options: Brainstorm opportunities (with at least one other person, preferably a group) to consider options that you had not previously identified.

Is connected: Keep thank you letters, e-mails and follow-up conversations flowing. You'll be surprised when comes to reply you can generate, even in December.

Honor your health: Schedule a year-end review, improve your diet and get into the Groove of participating in some physical activity.

Keep a schedule: Adopt a daily routine that will add structure and stability during this time of uncertainty.

Give back: Volunteer your time. You know the personal reward from contributing to the community, and gain personal satisfaction, skills and relationships.

Practices, practices and methods: After you identify your strengths and sad credits, practice your story aloud to build confidence.

www.careerdev.org

2010年12月25日星期六

Cover Letters and Resumes

Was 29.99 Today 4.99 !!. We provide you with Cover Letter Samples for specific jobs! ie Teachers, Nurses, Receptionist, Laborers, Hairdressers,etc. We also provide you with a Sample Resume and Step-by-Step guides to create your own Cover Letter & Resume!

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Amazing job search tips: cover letter

A work?? need extra cash holiday. Working from home! recommended

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Filed: cover letter

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Receptionist cover letter help?

By Nicole questions: receptionist cover letter help?
Write a cover letter is the first time. I was wondering, or look for a good cover letter like? suggestions are welcome and much needed.

Jane Doe
1111 W. abc St,
Los Angeles, California, 11111,
(323) - 111-111.

Date: 30 December, 2008.

John Smith and I
National Union
257, Park Avenue South,
New York, NY 12345 - 6789.

Dear hiring personnel,

You to careerbuilder.com to 30 are advertised in December 2008 has written to the position of receptionist.

I enclose a copy of my resume ' describes the overview of my skills and experience. So would I bring some important skills, position appears to include.

‧ Quality work.
‧ Seges organizational capacity
Customer service skills ‧ strong.
‧ Strong sense of ethics.

My previous experience in the Office Assistant contains two years volunteering as George Washington preparatory school. I was able to develop effective my communication, organization, and customer service skills. I also handle multi-line telephone system, greeted visitors, record keeping. Time in the TSA I enhance my experience. Develop my ability to face paced atmosphere while and learn how to handle anger I managed customer and a calm attitude. These skills and believe that many of them are documented in my resume ', will be a great asset to your company.

When the way I can describe my skills, how to grow your company they come as soon as possible useful interview over will be charged. If you need any more I to the above address or phone number please.

From your heart

Jane Doe

Best answer:

The answer of the potato
It is really nice, 'careerbuilder.com' not websit URL, this is probably not a problem, but I think you can put 'www.careerbuilder.com'
I don't know in a matter
Just a suggestion.
Yeah, well, isn't it?
The good luck getting a job
xxx

Add a my answer in the comments!

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In tags: cover, help, and letter ‧ reception

Filed: cover letter

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2010年12月24日星期五

Not a second call? Do you talk too much?

The songs are only three minutes long with reasons.

If the songs were significantly longer, we do not remember it, or lose interest. The format was tried, by unauthorized persons and proven over decades. You know, the principle of the network than?

Biggest sinWeb is boring the audience.How many times you have been asked a simple question like, "what you can do?", where you can run the full history of the life of employment?

Distribute to stop listening after about three sentences. More than that, and whatever you say will be lost. Preparation for any meeting with the only exactly the answer to the question, the user is asked, and if the good work, the listener will be questions; which means that the user is interacting.

Find that it is difficult? Try repeated in response to the question. "Work xxx" or "what is, and whether or not? …"

The second Sin: to speak in the people is a horrible way to create a bond. Come prepared with questions and keep the eyes, if you want people to remember. When you hear the information people TELLING instead of sharing the experience, you are in them. Do not do so.

You don't know how to reduce your spiel? Provide their responses to 12 year old. If you can tell which meant, or ask the relevant, you are on the track. If not, try again.

Learn to answer questions from the respective threads that contain the results and you will be remembered.

Happy network.

___________________________________________________

Give the gift that keeps on giving: job search debugging for jobseekers on the list of gift. And network debugging for the field more research insight works to gain control over it, me'ir for some is very many experience network.

If you want to support the creation of own material and quick search for a task, a contact. We focus on the specific needs and define a custom program.
I get hired; not to brag.

You might find the book a proven technique field tested is the first step towards effective job. You can download Job Search debugging advice that works.

Choosing A Professional Resume Format

Professional resume writing
To grab attention is many relationships to create a professional resume to land interviews. To do some work by 500-1000 or did you know that you can bring a CV? and will review key goals are furiously receive adoption professional curriculum vitae CV mountain stack every day more manageable "keeper" of spend 10 to 30 seconds. Other candidates vying for the same position much competition clearly, from there.

You should start writing to determine resume format. Basically resume resume: Chronological resume, resume and three types of formats. The strengths and weaknesses the following description.

Old resume format
The most common Furthermore it ?人 most familiar things, chronological CV format is. Start the latest jobs by accountability in the form of time series, corresponding with each job is displayed. Date for each job sections included in the curriculum vitae, and normal career objective, skills & attributes include sexual or profile section and the education section.

Functional resume format
Person with common gaps in their work history as a functional resume format or, for those who have been for some of the employees most frequently recommended is not. About CV format is the most prominent performance, attributes and skills of the candidates. Career goals include educational qualifications and target. However, not include the date in the actual job. Career history section is typically limited location list company name, company and job title. One advantage to using this format are usually short resume length is. You might get, can you imagine if you have performed the same duties more 25 years of work history and some work (without mentioning again) how long your resume. Is an effective method for reducing the number of pages read a functional resume format employer, and the impact of stronger than applications. The drawback of this CV format recruiters do not like it. If you throw the trash if no dates are included and raise too many questions are suspicious take on the job history 得???. At the same time, we maintain phone use resume feature because I received at my age, but I doubt ringing my work history gap interview requests and from. Start the phone ring in, and change the format from time series features I! to resume the combination of the employee for a while is therefore in the best of both worlds gaps have your work history or try the.

Combination resume format
As the name implies, combines the best combination of chronological resume feature curriculum vitae CV. Followed by a functional resume format contains job date. Employer is the first page of the resume (or first 2 / 3rds), if you can show what values effectively brings to the company, [know what value can bring the company missing gaps in all interviews bringing support there, have primarily interested in the.

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Tags: ‧ format ‧ Pro ‧ select resume.

Filed: professional resume format

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100+ Cover Letter Examples

Highly endorsed cover letter book with 100+ cover letter examples, 50 cover letter tips, unique strategies for writing interview-producing cover letters. Written by a highly endorsed, highly referred cover letter writer, Teena Rose- CoverLetterCentral.com

2010年12月23日星期四

Evaluation of the Coby DVD298 1080p Upconversion DVD player with HDMI and DivX playback, black

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Tags: 1080p ‧ black ‧ Coby ‧ DivX ‧ DVD298 ‧ HDMI, play, player rating ‧ upconversion

Filed: standard resume form

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2010年12月22日星期三

The career myths that make your job search

Provided that the employer understands the importance of your previous role is one of the myths of job searches: Gustavo Graff/EPA

You have more control over your job seekers than you think. Avoid these common misconceptions that unnecessarily can extend your job hunt.

Recruiters working on your behalf

Recruiters and head hunters working for its client (the company pay them to fill a vacancy) rather than for job seekers. They are often hired to find a candidate with specialist skills, or very specific experience.

If you change your career, it is often more fruitful to obtain opportunities yourself. But if you have skills in demand, recruiters who work in your area should be an important element in your job hunting strategy. Be clear which jobs or companies you are interested in, and get advice on how best to present your CV or prepare for an interview. Recruiters have often valuable inside knowledge of companies and executives who they work with.

Not chasing recruiters with phone calls and treat them as you would treat anyone on your network — by giving and ask. So rather than to require only that the question of appropriate vacancies, pass along useful information, such as potential leads or name. Aim to build and maintain long-term relationships: a Recruiter who specializes in your industry may be able to place you at different times in your career.

Employer will appreciate your previous job and how it is relevant

Large number of applications means that hiring managers scan CV quickly to ignore them does not match the requirements. Make sure your not exempted by analyzing it from the reader's perspective.

If you change the industry or role, use the correct terminology and (if necessary) learn how to change the direction of your skills and experience to make them relevant.

Be clear what problems you solve and what value you take right from the beginning of your CV – not bury your key selling points at the bottom of the page two.

Your referee will give a glowing reference

You need not provide references on your resume or to write "references available upon request". But prepare the references for the interview. Find ex-bosses or colleagues who can guarantee a credible for your professional skills and attitude. Send them a copy of the job description and your CV and then discuss issues they may be asked about your personality and job performance. why you left and if they would use you again. Priming your judges as they should be better prepared and more convincing, but it also means that you can smooth out any differences.

Interviews are all about the interviewer

As you already are a serious contender for the role of acting part of a certain professional and treat your interview as a two-way meeting, instead of a single-sided grill locations. Your aim should be to determine whether the work or undertaking is a good match by asking thoughtful questions that indicates your desire to make the right career choices. You'll be much more attractive than a candidate who seems desperate to take all available jobs.

Not adopt the interviewer know you are anxious to get the job. Employers prefer candidates who are enthusiastic about them and the opportunity, so if you want the job, ask for it in the end, and explain why.

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Tâche in research, are the most important cover letter than Resumes

As a long time recruteur, coach and teacher, I saw many aspect of the current process change the search Job last year. Bar And no, nothing more than find work in the process than the arts of cover letter writing. What could have been reading today you other experts said, think of it as a process and you will understand that it is extremely clear.

Job search process.

-I need a your job a better job & I need a companies to feel and to call me

Not that he is in brief? nothing else matters! The process today simply begin the enough to have a company that go to the next stage.

-cover letter you = the first level of interest, curriculum = you obvious qualification and your job interview = last stage, the skilled hire!

Real you comes in the secret letter, introduction in a simple introduction you are to be so you stand up. You assume I have your curriculum qualifies, the hand and a better cover letter as an introduction, the rest just nothing. If they can walk through the cover letter, qualification, as well as they can, just won't the case deserves greater recognition. As simple as I can put it.

Reprend need, if they are residual functional or chronologique. But at the end of day, but they did not come across, too much. A little reyalizan for best fit the work to arrive, but this is still only a small modification. After all you are a curriculum plan best, where you were, what you have to be completed, competences Center and others. There is not enough you can tweak in the area. But you cover letter, challenge. He needs reyalizan for every career opportunities possible. Anything less is a cover letter pattern.

We still need to cover Letter to: exactly right for all the work you apply for. These days the cover letter pattern absolutely dead. Will never stand out, like everyone else has exactly the same, modeles which is a type of candy manure approach. And believe me, see thousands of letter headed letter from rare, do only that, it really is when you write in, sincerity and genuine, real people behind the word of God, every time.

Don't forget the process. A covering letter recruteur struggle you, when interesting enough-they don't want to Curriculum, detail you where you already qualified status and a interview work organized. But the process is all about cover letter before.

Think of it is here, two views a recruteur. I received a letter and all 100 and reprend reprend on the same content. How do I decide to interview. Again, it will be back this weird cover letter, real to you as a introduction. This is the area we battle with, as you actually sell in cover letter, like it or not, which is exactly what we should do. Sales and said. Curriculum is not sold, this is a blueprint, as a page of information. They have to do in the cover letter to get to the curriculum, and for this reason, line bottom the prepared curriculum you before, we need such reference when writing this letter a that Cabinet members cover letter of introduction.

After covering letter, the next obvious talent we obviously need master artist is two interview work his head again, this will come down to that the real and our ability to communicate well articuler and any skills, in your experience, and others. Most people dread job interview with, so people need to prepare well. But most people have no shred of interview work because they remember the single most important crossing, the cover letter.

Finally, as a teacher, I'd rather a learning approach collaboration. Said, I would like to ask you to join my email newsletter, as I want commentaires you and advice. Do I can count on your support?

To the success of your Job search

Mike Perras, Mgr.

On OTE, Perras, Mike is a professional Manager 20 (P. Mgr) in Canadian Institute of management. He has 30 years flatten in communications sector.

As a specialist communications he consulte individuals and companies on emotional intelligence in au, artist extreme listening and Holistic Recruiting. His mentors his client private $ 85.00 per hour. It can mikeperras@hotmail.com in

Your reference you can make or break chances

Whether your reference chinch transaction?

Want to talk with references to potential employers. You know, the elements of good will, says about working and integrity, but they speak about these things, which will land the job?

The search for the excellent work requires that your references are primed and ready to apply what's new employer most wants to know in a way relevant. Teach them what to say.

Tell them what you need without specifying what to vote. OK, so you are reluctant to say THE CEO how to talk. There are ways to suggest the proper patter than are not strictly speaking.

Ask your reference to the comments on the site, in the case where the employer is not in doubt. If they are sure how to set their skills or style of management will be scaled to a larger organization, ask the user what their view of the reference. Once they feel the employer needs to hear, just say it. "The employer is likely to be relieved to hear of x, you can say that."

Ask user references, "If you hired me today, what are the reasons three, could make?" This helps focus the answers and gives you the opportunity to discuss, "which was satisfying project because xxx."

If they do not include potential employers feel wants to hear, ask, "during the negotiations And the transfer of technology in xxx, there are serious reservations which have worked and created Buy so you can go ahead. This is something, what do you think potential employers would like to know? "

Still do not know, they say, what will the specific employer? Try, "was one thing, in particular due to promote me?" or "offer x project or for the award of any relevant for the next job.

If you feel you're feeling a little more active stance, "XYZ Company's highest priority for this task is cooperation. What examples will be offered to prove their I'm very common? "

Notice the desired example. The gold Standard is the reference to the actual examples, which may refer to the new employer. If your reference list property, always ask them to develop, with examples.

Intangible assets, such as integrity, work ethic and leadership are important only if they can be the backup with examples; Examples of the results. Turnover was lower faster new shareholder client or other success high priority.

If parallel user references, you should increase the chance of employment. High probability of competition does not, and most people just don't know how to give good reference. In addition, most users do not know how to ask questions of the right to appeal. So take the matter into their own hands. Landing the job because your reference actually were excellent.

2010年12月21日星期二

The Concise Resume & Cover Letter Guide

This Guide Provides Concise, Practical Information On How To Develop An Effective Resume And Cover Letter, Including Samples.

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2010年12月20日星期一

Job Security – Advanced techniques

Jobs are like busses, if you get on the right one, you arrive at your destination

Abstract: Executive career planning for job security – Visibility, choosing the right employer, your professional brand and importance of a Personal Board of Directors.

Are you in the career you planned when you were in college? Have you had more than?one career? Do you know where you want to be in three, ?ve or seven years? Do you?know how to decide? Do you know how to make it happen?

My most successful coaching clients are able to articulate short and long-term goals.?They are courted by hiring authorities, recruiters and peers. They know their brand,?their value to prospective employers and exactly how to articulate that value. And they?know when to say ‘no’ to an opportunity, no matter how seductive, because they have?a plan.

Just as a vision is critical for the success of a company or product line, so too is it?critical for the success of a career. And just as with a product, when course corrections?are made due to unforeseen opportunity or risk, the right changes are made and the?career is not derailed.

Managing your career means you are likely to earn more money over your lifetime.

Example:

Rod S. is a Seattle area IT executive known locally for fast problem?resolution and innovative solutions for back of?ce tools. He works for a recognized?leader in delivering products and his team makes that happen.

Rod is 41 years old and eager to leverage his reputation into a higher paying job that?will get him closer to his savings goals. When a NYC company came courting with the?promise of a $200k increase in his paycheck, he was ready to pounce.

Rod’s long term goal is CIO of a Seattle technology company. The job is for a non-technology company that needs someone to get them up to speed in their IT?deliverables. He has the skill set and knowledge to do that. He knows he can do it and?convinced himself it is a good move, even though it is not in Seattle.

Risks: Moving to NY to a non-technology company takes him out of the mainstream IT?arena. His network is diminished, his work hidden from view. He cannot later leverage?the ‘brand’ of the company, nor his personal brand as an IT leader since his work will?be invisible to the outside world. He loses the kinetic momentum of Seattle peer?relationships and, while he will have a larger pay check, his expenses will also be
higher. In truth, the job is seductive only on paper.

If he takes that job, he delays or kills his opportunity to be CIO of a technology?company because it does not move him closer to his goal in any way.?And worse,?because non-technology companies are notoriously resistant to technology innovation?and change, he will probably self select leaving within 18 months, thereby corrupting?his resume with a short tenured job, out of state from his intended home.

Net: “Can I be successful here?” is more important than “How much money can I make?”

You are building a career, not just taking a job.

Your resume and your career.

The Wall Street Journal reports that 40% of executives leave their jobs within 18 months. And every one who does potentially creates serious career damage. Employers believe people who stay in jobs 4+ years are better than those who move around. The ?rst thing anyone who views a resume checks for is the pattern of longevity. You can offer all sorts of reasons for leaving but the fact is, any candidate with a sturdy work history aces those without.

There are no reasons or circumstances employers accept when faced with that choice. Preserving your resume is critical to your career success. Thus, career planning is critical to avoid taking the wrong job. Knowing how to vet a prospective employer is equally important.

Employers are very good at telling an executive what they want to hear when they want to hire them. It is incumbent on candidates to dive deep to discover the real truth. Job Search Debugged lists the criteria investors use to vet a company and also talks about?how you can get to the truth.

Example:

Of six recent clients, two had less than three years in four recent jobs, two had a pattern staying six+ and one had eleven years with the same company.

Eleven years = Job opportunities came to him which were all signi?cantly more senior than his current role.

Six year pattern = Hiring authorities and investors tapped him for similar roles to theone he had with greater responsibilities and or more $$.

Less than 2 years in more than two recent jobs = No one reached out and their job?search was stressful and frustrating. Only second tier companies were interested and compensation was not as high as in the other two scenarios. [Read ideas to overcome this issue]

The importance of the kindness of strangers.

Determine where you want to be in three-?ve years and know how to get there. I have always found it somewhat magical that anyone aspires to a given job without actually knowing what that job is about. Sure, we talk about titles, but do we really know what tasks the individual does?

Get to know people who have the job you want in ?ve or more years. Ask to shadow them, ask questions about how they got to where they are and what worked, what they would do differently. There is no better preparation for a new role than knowing what it requires in more than the theoretical sense. You need a roadmap.

Mentors. Those clients who have a mentor tend to be promoted faster and receive accolades more frequently. One such individual was commended by the CEO for having contributed to the betterment of the corporation because of the processes he brought into his own department which were then duplicated elsewhere. His mentor guided him towards that outcome. [Mentors typically guide executives for decision making and process, Coaches tend to guide on leadership and interpersonal growth.]

Personal Board of Directors, the open sesame for career advancement.

No company expects to run well without a Board of Directors overseeing and guidingtheir important activities. They are the fail-safe for any company just as they are for an executive.

Fast-track your career with a Personal Board of Directors the same way companies fast-track their business. Those successful executives who work their career plan expertly have a Personal Board of Directors. I encourage all whom I coach to create a personal board to access ideas, solutions and wisdom they would not otherwise have.

Over time, the board provides connections, leads to jobs and continuing support as?you build your career. One client interviewed and was in the top two for a CEO position. The job was seen as a stretch for him until he introduced them to his Board of Directors. The company was visibly impressed and understood two important factors that distinguished my client from his competition.

1.? The executives he could call on for support were accomplished, noteworthy?and fully cognizant of the applicant’s career strengths and weaknesses. They felt safer with their decision to hire him because they knew the track records of those who had his back.

2.? Introducing the employer to his board was a very sophisticated form of name dropping. Their concern about the candidate’s outreach to the community

The Board as a powerful networking resource.

The fact is your personal board will?accelerate your entrepreneurial learning curve. Your board is fully aware of your career objectives, experience and strengths because you update them, interact with them periodically on the topic. You can take it to the bank that when it is time for you to do a job search, they are the ?rst to connect you to their network for spot-on opportunities.

And even if you are not looking for a new job, when a suitable opportunity arises, they?will be quick to mention your name and provide an introduction. Now THAT’s networking.

Your personal brand opens doors.

Think you can just call an established executive and ask them to your board? Thinkagain. They have to feel supporting your efforts will make them look good. And for that, you need a highly visible track record.

That’s where your brand comes it. You have a brand whether you created it purposefully or not. Get control of it using social networking opportunities and any public forums or speaking opportunities. Job Search Debugged speaks to building your brand, step by step without making it so time consuming you have little else to do. Know your brand and use it when people ask what you do or where you work. It is your elevator pitch for social circumstances.

Beyond Twitter and Facebook:

Volunteer – Nothing builds a bond better than a shared experience. Get to know people outside the work venue.

Join – Alumni groups, hobby groups and community efforts are alive with folks youwant to know. There’s nothing like a car club, for instance, for building relationships with people you would not normally meet.
Attend – Become a ?xture at certain business networking events.

On Steroids:
If you don’t already have one, get an MBA. The people with whom you matriculatebecome part of your career network for life.

In Summary. When you are branded and networked, jobs come to you. When people know you they refer you and invite you to participate. There is nothing like an excellent personal relationship or strategic introduction to overcome ageism issues and career obstacles.

You are judged by the company you keep. Work hard to maintain your brand, stay in the radar of the right people, chose the right opportunities and your career will be resilient and lucrative.

++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++

How To Write A Professional Resume

Learn The Secrets Of Writing A Professional Resume Fast! Step by Step Guide Shows you the way. Written by a Human Resource professional. Excellent resume advice!

Cover Letter Online Application

Ensure the important interview it is your gateway to the new jobs will resume.

A great cover letter tool by clicking here

Remember – tells your resume, so you must ensure that cover the following topics.

Regardless of the market to enter both the background and personal characteristics are important in any potential employer. You must give your name, the document head, and soon afterwards, the exact date of birth.

Post your own passport size photos right on. If you looking for opportunities in the Asian market, at least, list of publications of the education; University elementary school from fluent in foreign languages mentioned, and participating in the classes that relate to your travel experience.

You can stand under another heading indicating that your resume, culturally-oriented, for them, and part of the global community.

Job history details are required only by the organization. They recommended work record certificate and resume direct connection. This requirement varies by country.

Click here to cover creator

Would prefer what the organizations it is recommended you exactly that contain before sending it to your resume.

Listed in most countries outside of the United States gets sorted by date or collected in one year professional experience you require. In other words, you had the first job then on to, etc, etc and start. In the latest professional experience displayed in reverse at the end.

I want to see in reverse order for example, employers and professional experience in the United Kingdom. In other words, behind the work first started and the latest job.

This is in the same way like resume ready for more, United States. Should examine in priority order before it is probably sending it ???. sho-.

Cover letter example is here.

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USATF CEO Search Update, job description

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USATF CEO search update, job description

USA Track & Field's Personnel Committee, in collaboration with its third-party search firm, has developed the job specifications and ideal qualities for USATF's next CEO. Candidates from a large pool of applicants for the position currently are being evaluated by the Personnel Committee. A handful of finalists will be interviewed by the USATF board, with the new CEO likely to be hired by the end of the first quarter of 2011.

Position Summary

Title: Chief Executive Officer

Reports to: USATF Board of Directors

Location: Indianapolis, Indiana

Ideal Candidate:

The ideal candidate is an accomplished executive / business leader with proven ability and success in growing revenue, managing a staff of professionals and working productively with a strong, diverse board of directors. He/she will be a passionate, responsive leader and diplomat, skilled at business management, collaboration, evangelizing, and a team player. They must be an excellent communicator who is skilled at building consensus, issue management and dispute resolution. Will work effectively with the board of directors and across a complex, diverse and at times politically charged volunteer organization to accelerate the realization of the USATF vision and strategic plan. They will have the courage, personal drive, passion and enthusiasm to both understand and successfully navigate a dynamic and highly political environment striving toward improved relations with all USATF constituencies in the USA and globally, while inherently understanding what empowers the volunteers and how in turn they are empowered by them.

It is vital that they are someone who is either in or has a long history with the sport of track and field who possesses true passion for the sport and has an intimate knowledge of how the sport is organized and operates from the grassroots to the World Championships and Olympic Games to gain immediate trust from the key stakeholders. It is a given that this person has deep experience in the nuts and bolts of marketing, broadcasting and media/sponsorship sales; what sets them apart is their strengths in both disciplines and ability to deliver unprecedented results and elevate the USATF brand.

Willing to take actions to inspire and energize others around the vision for USATF's future while demonstrating primary concern for leading and motivating others to achieve the organizations goals. This individual must respect and be highly respected by subordinates, peers, and superiors and builds a culture of "for the athletes" that permeates the National Office. A leader with integrity who inspires loyalty, trust and following and can influence and energize people and teams, and make cross-region, cross-organizational cooperation happen. Possesses the intellect and executive presence to paint the big picture and become a collaborative partner who is capable of contributing to broader sports conversations beyond their functional expertise.

Candidate Specifications

Role and Responsibilities:

The Chief Executive Officer (CEO) and staff of USATF work to carry out the policies set forth by the organization's volunteer constituency and administer the day-to-day duties of the organization. The CEO is the spokesperson and will lead all aspects of USATF with integrity and in accordance with the USATF 2009 Strategic Plan, and Board policies while giving appropriate consideration to the rules and policies of the International Association of Athletics Federations (IAAF - the world governing body), and the United States Olympic Committee (USOC).

Core Competencies:

A Passionate Leader. Dynamic personality who knows how to motivate, inspire and empower to drive the team for results. Conveys a sense of urgency that fosters a culture of consistently meeting if not exceeding expectations. Has the emotional intelligence to rise above the noise and frustrations that arise from change to see their actions through to positive conclusions for al

Innovative Marketing and Sales Professional. Savvy in marketing and building a business while being passionate about selling the sport to the fan base, sponsors and television. Knows how to leverage their own connections and the connections of others to open doors and drive revenue. Continuously developing new ways of "creating events and buzz" that will allow USATF to exceed sponsors activation expectations and contribute to harnessing the growth of running, building the fan base and everyone's engagement in the sport at both the grassroots and professional level.

Supporter of Athletes and Volunteers. Knows that USATF exists because of and for the athletes. Recognizes that the athletes and volunteers will embrace a leader who embraces them and understands their value and deals constructively with their idiosyncrasies with compassion. Speaks to them and for them in a way that demonstrates they understand them and gives them voice. Fights for and protects their interests.

Skilled Team Builder. Enjoys building and leading teams with diverse perspectives and talents while creating a great place to work for their people where individual and team victories are celebrated and everyone is held accountable for delivering results. Highly effective at collaborating, builds alliances and rapport within the organization from the board level to the grassroots and with partners. Respects and gets along easily with people; will develop and mentor the team.

Specific Responsibilities:

Strategy. In conjunction with the Board and other senior management, is responsible and accountable for growth and development of USATF and track and field as a major sport. Develop USATF's short and long-term operating plans consistent with the overall strategic plan and designed to grow revenues and move USATF on an accelerated growth path.

Communication. Operates with an open door and an open mind. Solicits input and perspective on key issues and projects and is an active listener who builds consensus and finds the common ground in resolving issues. Keeps the board, volunteer constituencies and staff informed and up to date on important issues and developments in a productive give-and-take manner and follows through on commitments. Deals effectively with the media.

Revenue. Responsible for leading the sales effort and the team in the acquisition, maintenance, and retention of sponsors. Sell at high levels; coordinate the advertising, promotion, and public relations activities to assure growth of the USATF brand and the sport of track and field. Develop marketing strategies that consider USATF as a whole as well as the promotion of specific events and athletes.

Performance. Event management and innovative presentation of track and field not just athlete "relations" but programmatic support of athlete development (training centers, summits, sports science, etc.) - and the expectation of creating/supporting an environment that maximizes athlete performance, and brings results on the world stage (the USOC might list this as the #1 responsibility of the role).

Development. Programs and event management support for non-professional athletes & participants of all ages (particularly youth, but also for adults of all ages) skillful, strategic support and leveraging of the USATF Foundation entity.

Innovation. Translate fresh ideas, innovative new thinking and conventional best practices from various industries into USATF's context to ensure that USATF stays on the leading edge of marketing and develops a powerful brand presence for USATF across America and the world. Experienced with "new media" (internet, webcasts, social networking, virtual communities, etc.)

Culture. Strengthen and maintain a can-do, goal-oriented, entrepreneurial environment that stresses employee performance, responsiveness, teamwork, management credibility, success and a servant-leader culture. Develop the National organizational focus on the customer service and athletic excellence in a way that gains and maintains the confidence of all constituencies.

Resources. Directs and coordinates business activities, costs, operations, and forecast data to determine progress toward stated goals and objectives. Sets and meets budgets that reflect tough choices and financial constraints. Knows how to creatively use all the talent available to leverage the staff and volunteers alike.

Experience Requirements:

* Previous CEO / President / COO or equivalent leadership experience preferred.

* Minimum 10 years executive level corporate executive experience and a track record of growth and success where best practices are utilized with significant business management and strategy development experience.

* Minimum 5 years sports marketing, joint venture, licensing, sponsor relationship experience whereby the person understands the way the sports industry operates today as well as in the rapidly changing new media world.

* Candidate could well have been a world-class track and field athlete. Person is competitive in daily life but not at the expense of others and knows that accomplishing this mission comes with an attitude that failure is not an option.

* Experience with developing a strategic and visionary plan in tune with a dynamic environment that will be universally accepted and executed with measurable success.

* Has established relationships with business CEOs, media moguls, and sports leaders that can be leveraged.

* Has experience and insights in both the business world and the non-profit world coupled with negotiation skills (re: TV deals, sponsor contracts, meet director deals, athlete demands, etc.)

* Joint Venture experience and the ability to work with multiple parties and constituents to accomplish goals and objectives.

* Ability to convey a passion for track and field and be a natural spokesperson who embraces and represents the heroes of yesterday and tomorrow

* Ability and understanding of how to make track and field more relevant in the hearts and minds of a domestic and global audience in the highly competitive sports industry

* Understanding of today's youth and next generation in order to attract, relate and promote the future audience as well as track and field athletes of tomorrow.

* The political instinct and acumen with skills in issues management and dispute resolution as well as the maturity to operate on many levels intellectually while bringing diverse groups to consensus, always knowing the overall success of USATF in serving the athletes so that they can excel is the most critical and essential outcome.

* The ability to build positive relationships with the board, the staff and the volunteer leadership.

* Person has a sense of humor and can handle pressure, crossfire and operate in a challenging environment where not everything is always completely under their control.

* A strong reputation of authenticity, integrity, and accomplishments with peers and other industry executives that will garner instant credibility within the USATF, USOC, and sponsor families.

* The CEO should be a master of resources who will draw upon both staff and volunteer leaders in successfully selling USATF to external partners to increase participation and build spectator / viewer / reader interest in the sport at all levels.

* Excellent communication skills, including written, verbal, and presentations. Excels in presenting the athletes and the sport in the media.

* A proven record of hiring exceptionally talented individuals who work as a team.

* The proven ability to build on the organization's financial stability, as well as maintain growth.

* Experience with successfully and strategically addressing controversial topics with the media.

Compensation

Compensation includes competitive base salary, bonus tied to results.

2010年12月19日星期日

The Diy Guide to Writing a Killer Resume

Top-selling "inside secrets" resume writing ecourse written by one of the US's leading experts. High conversions. Low refund rate.

Best gifts to job seekers

Get a jobseeker the job search extras he might not buy for himself; a leather portfolio or business cards, for example.

Get a job-seeker job Search extras he can't buy for himself. a portfolio with leather or business cards, for example, Get a job-seekers a new interview outfit or a gift to a career coach or Department storeA CV writing service can help answer common career questionsA gift certificates for a manicure or a massage gives your job seekers trust

(Careerbuilder.com)--Chances are you know probably quite a few people who is smack in the middle of a job-seekers, and if any of them are on your holiday gift this year, you may want to draw a little what you things their stockings with.

Today's job-seekers are pretty stressful and right gift can go a long way in restoring a jobseekers positivity, give them much needed peace of mind, or even improving their ability to land their dream job. So check before you wrap up another pair of socks or popcorn tin, gifts during one your favorite job hunter really will appreciate.

1. Interview outfit: most people have only one or two firefighters in their closet that they consider interview-worthy, and also the snazziest pantsuit can get tedious or drab if worn to half a dozen job interviews. If a friend or a family member was tiresome pace the pavement, give him or her the confidence boost that to the correct outfit can bestow.

A new interview outfit will be particularly appreciated by those who have not implemented a job seeker for a while, because their clothing options may be outdated. Not mastered cherry an outfit? A gift to a department store is another good option.

Careerbuilder.com: what your pet is saying about your career

2.2 Meritforteckning type service: write a killer resume is the first step to a rewarding job seekers, but managed to take this step is easier said than done. Many people are struggling with questions like: "how long my resume be?" "Should I enter my employment history chronological or functionally?" and "If I was not a sales role, how to quantify my results at my last job?"

A professional resume writer can answer all these questions and to ensure that the document is properly formatted and grammatically correct to boot. Professional resume writing, check out CBResume or Professional Association of resume Writers and career coaches.

3. Massage: massage is almost unbeatable when it comes to stress-relief. Studies have shown that the benefits of massage can include reduced anxiety, increase energy and better sleep quality, which will be much appreciated by all in a job-seekers. Website of the American Massage Therapy Association is to find a doctor near you.

Careerbuilder.com: 5 job where you can try before you buy

4. Career coach: if you all out for job-seekers in the list this year, it doesn't get much better than a personal career coach. Career coaches is a one-stop shop for everything from interview preparation, cover letter and resume writing, helping job seekers choose a career path that best matches their skills and interests.

Career coaches also serve as a source of motivation and support throughout the job hunt. An Internet search for career coaches in your area should Activate options in a variety of price points and specialities.

5. Salon gift certificates: gift spoiled is both fun and practical. Guys can get a new "do for the new year and the ladies can put their best hands forward with a pre-interview manicure.

6. Interview "extras": job applicant on the list is currently unemployed, give him the job Search extras he probably won't pay for itself. A portfolio with leather, a nice pen or a personal set of business cards all make great gifts.

Careerbuilder.com: Food workers, nurses have to work sick

7. gift certificates at the Coffee shop: Job search from the home, day in and day out--especially in the winter--can cause a case of cabin fever in even the most enthusiastic homebodies. Find a local coffee house (preferably one with free Wi-Fi) and receive a gift that will include some lattes. It is a cheap gift, but the change of scenery included will be invaluable. c 2010 careerbuilder.com. All rights reserved. The information in this article may not be published, broadcast or otherwise distributed without the prior written authority.

Stanford Padfolio

Materials: Leatherette Size: 9.75"W x 12.5"H x 0.5"D Features: Leatherette padfolio with front color blocking and white accent stitching. Inside flap with clear I.D. window. Pen loop inside. Notepad included. Pen & accessories not included. Color: Black/Grey, Black/Royal

Price: $15.00

2010年12月18日星期六

Job Search Success - How to Get a Great Job Even During the Recession

Insider secrets to help you land a great job despite the recession. Includes: Create a power Cv, the perfect job application, acing your interview, companies that are hiring now. Top recruitment tips and tricks that will get you back into employment fast.

The Resume Myth

The Resume Myth offers fresh, new alternatives to traditional job-hunting methods. Author Mark Shimmins tried-and-true tips will help you determine what industry you would like to pursue and land your dream career.

Good Job application cover letters make sure interview

A job application cover letter is the single most important document in the package for your work when you apply for a job. Well prepared a letter can make a difference if you are looking for your interview. For this, it is important to learn how to write a letter professional.

Hundreds of thousands of candidates with qualifications and experience work will react to a commercial work. The employee usually a rapide detailed packages on application for pick the best candidates for interview. Location manager that there was no time to go through the pile of reprend. Does the employee is based on information of cover letter, to whom some candidates who look professional and meet. The rest of the reprend will probably go into poubelle.

You need to have a job application effective cover letter to: so, how to write a letter with large impact?

1) that include

Since when the bus will only have time for in cover letter parcourir, the letter will be important to encourage recruiting Manager to find out more about you. Usually, you just need to have specific information of curriculum, even as your professional skills, experience, strength and value you can offer to the company next.

2) Benchmarking best

From the cover letter determine if you will find interview or not, you must use all available resources online to find work and ligne application cover letter. This includes two tools used echantillons professional and valuable software.

Today, in the job market and that the caliber and experience higher. There is competition in search of work, the only way is to raise higher than the fight and show the next your employer is the right candidate. Do use two letter echantillons who has proven to attract interview. You don't need reinventer wheel.

3) Important things to keep in mind

When writing your letter, here are some things in order not to forget.

Research the company, the work with the industry; this will help you in writing your letter and Des interview.
Send your application package to true.
Relire you letter to make sure it away the sin of spelling, grammar and ponctuation.
Living in a page and Points 2 to 4. Thank the Location managers to write application letter and ask for an interview.

To find your dream interview for the job, you must put your efforts in preparing work application cover letter.

(Told Steve Wong)-Please, visit our website for advice on the most important work on the cover letter.

2010年12月17日星期五

Londons Times Famous People Places Books Cartoons - BIGFOOT AND HIS RESUME - Light Switch Covers - 2 plug outlet cover

BIGFOOT AND HIS RESUME Light Switch Cover is new and handcrafted utilizing unique process resulting in a stunning high gloss ceramic-like finish. SET OF MATCHING SCREWS IS INCLUDED giving it a perfect finishing touch. Made of durable metal material.

Price: $17.95