Ive Literally Sent Out Hundreds Of Resumes

Ive Literally Sent Out Hundreds Of ResumesIve Literally Sent Out Hundreds Of ResumesIf youre fervently sending out resumes for every opportunity that binnenseems like a match, youre in a lot of company. CareerBuilder says jobseekers spend an average of 11 hours per week looking for work. The bulk of that time, no doubt, is dedicated to making online submissions. But it becomes apparent pretty quickly that just submitting online doesnt bear fruit. With all the time and effort youre investing, why cant they see you have every qualification listed in the ad? Heres why they keep on rejecting you over and over again. And heres how to fix it.You Take 8 Words To Say WordyHeres what one candidate said on his original resume this week. (All the following examples are real. However, all identifying details of the candidates have been changed.) He presented his employer, dates of employment, job title, and the following description As a Sr. Account Management Associate, I am responsible for the administration of B2B contracts.Lets break that down (because theres a lot ahem, ahem to be broken down here.)As a Sr. Account Management Associate, is unnecessary, considering right before that he listed his title. The thinking here may have been that he felt the need to write in a complete sentence. However, resume writing is different from, say, what you read in a magazine or a blog article like this. There tend not to be what we think of as traditional, grammatically-correct sentences in resumes.I am responsible for, is a prime example of when bad language happens to good candidates. Its important to make the distinction between you as a person, a professional, a qualified jobseeker, and how the piece of paper portrays you. The moment I see this old-school language, I think the language is bad, but the person underneath all that old stuff, once we scrape it off, is probably a gem.However, I have time to think that. The recruiter whos scanning your resume for all of 6 seconds is not necessarily going through that same multi-step thought process. The recruiter is more likely to think, Old language. Old skills. The next thing hes going to write is that hes an expert in MS-DOS and fully familiar with dot-matrix printing technology. The administration of B2B contracts, is a stretched-out style of resume phrasing that can almost always be shortened. The development of, can, quite simply, be Developed. The marketing of, need only say, Marketed. Be mindful of where youre spending a lot of words, when you can optimize your precious resume real estate with just one word. In addition, one word gets the decision maker to your point, your achievement, or your unique value, that much faster.The end result of, As a Sr. Account Management Associate, I am responsible for the administration of B2B contracts, is to simply say, Administered B2B contracts. Your Resume Is About Your Jobs, elend About YOUAnother candidates resume presented his employer, dates, and job title . The employer is The Humane Society of the US, the description of which began as follows The Humane Society of the United States is the nations largest and most effective animal protection organization.It would have been excellent to stop right there. Except the description of the organization proceeded for another 7 lines of text.That was followed by 4 lines describing his scope of responsibility.And that was followed by his next job listing.There are a few opportunities for improvement here. First, understand that the recruiter or decision maker reading your resume can easily Google the Humane Society to familiarize him or herself with their mission and programs. The resume is not about the Humane Society. Its about YOU. Therefore, limit the description of your employer to 1-2 lines, then move on to points that highlight your expertise and achievements.Speaking of achievements, a best practice is to shift the focus onto accomplishments, as opposed to your scope of responsibility. Think of it this way based solely on most job titles, the recruiter or decision maker knows in general what you did. Titles such as Human Resources Manager, Customer Service Representative, Sales Manager, Operations Director, and Software Engineer, are largely self-explanatory. Dont spend a lot of time and space writing about this. Quickly, succinctly present the role, then move on to your wertmiger zuwachs in the role that is most important.We want to know what YOU did in the role, not what anybody who could have held that role may have done. List your achievements what did you do that was above and beyond your scope? What did you think to put into place that made the operations better? What recommendation did you issue that generated revenue? How did you come up with a strategy to deepen the customer base? These are all the points about you specifically that no one else can claim.You Give An Account Of Every Day Of Your Working LifeI just had a corporate executive candidate who presented history on her old resume dating back to 1958. When I overhauled her resume into a presentation of the most recent 25 years, (I really wanted to highlight 20, but I anticipated some pushback on that) she said the work from 1958-1968 was important to mention because she was a youth minister on grenzberschreitend assignments, and this highlighted something different and interesting about her.Well.yes and no.The facts by themselves are unique and different.The time frame, though, is a killer. Its 2019. Im hard pressed to write anything before 1999. It makes me itch just to lay my eyeballs on dates earlier than that.Heres what you have to weigh out do you want to present something the recruiter or decision maker may find interesting? Or do you want to present dates the recruiter or decision maker definitely wont want to hear about? My strong recommendation is that you get in the door first, then if something related comes up in normal conversation, sure, its fine to talk about youth ministry overseas. It is unique. It is interesting. I just dont recommend memorializing that particular time frame in writing employers see those dates and immediately say, Thank you. Next.Im confident you are perfect for the position youre targeting. When you avoid these mistakes, you avoid getting rejected over and over and over again. Getting your resume right is the most important foundational step. This is where your brand is born, and you need to leverage your brand across all your other paper and digital materials in order to get the responses you need for the roles you want on a consistent basis. Theres an all-new live training to give you the other components you need to spring forward from the right foundation The Perfect Job Game Plan The Simple Strategy You Can Use Immediately To Triple Your Responses & Land the Right Job & Right Salary In 8 Weeks Or Less Well show you how to make sure your resume makes it to a real human being, and how to get feedback to move t o and through the interview process faster.

7 Common Exit Interview Questions Youll Be Asked - The Muse

7 Common Exit Interview Questions Youll Be Asked - The Muse7 Common Exit Interview Questions Youll Be AskedYou did it. You gathered up your courage and put in your two weeks leidice. Youre ready to make it through your last few workdays, bid your co-workers adieu, and then hit the road for greener pastures.You feel confident that youre over the hardest part of the process, when suddenly HR contacts you to inquire about a time for your exit bewerbungsgesprch. What? you think to yourself, My exit interview? I thought I could just pack up my desk and sneak right out of here. I dont want to rehash my entire employment experienceYes, theres no doubt that exit interviews can be a little nerve-wracking. Quitting your job was stressful enough. But, having to attend a meeting in order to explain all of the nitty-gritty details of why youre quitting? Well, thats enough to have you breathing into a paper bag.Dont stress This doesnt need to be an anxiety-inducing experience. In fact, this can ac tually be productive for both you and your employer. You just need to make sure you know what youre in for. After all, you want to leave on a professional note- not an unprepared one that ends with you turning this final meeting into an impromptu why I hate this job therapy session.So, here are a few exit interview questions you can expect to be asked. Whether its your first one or your tenth, brushing up on these commonly asked questions never hurts.1. Why Are You Leaving Your Current Position?As you might guess, this is likely the key question that your employer wants answered during your exit interview. What the heck caused you to want to pack up your bags and go?Youre asked this for a few different reasons. First, your employer wants to identify whether or not there was a single event that precipitated your departure- such as a falling out with your manager or a co-worker. Secondly, he or shes hoping to determine if there are any shortcomings with the position that need to be re solved before bringing in a replacement. Remember, one of a companys key goals is employee retention. And, your feedback is critical in helping to achieve that2. Do You Think You Were Adequately Equipped to Do Your Job Well?Companies also want to gain some insider insight into how qualified employees felt, and this question is a great way to determine that.It might seem a little strange to air your grievances about lack of training, unhelpful technology, or a completely uncommunicative team. But, keep in mind that getting that all out into the open will actually help your employer to improve in the long run.Your HR department isnt daft. They know that youre leaving for a reason, and theyre well aware that you wont only have sweet, sunshine-y things to say about your job. So, dont hesitate to be honest. Just remember that you dont want to be absolutely brutal with your feedback either- burning bridges is never recommended. 3. What Was Your Relationship With Your Manager Like?Your wor king relationship with your boss was probably the fruchtwein influential in your daily work life, so your company wants to know the good, bad, and the ugly. What did your supervisor do well? How did you feel about his or her management style overall? Be prepared to also provide some suggestions for ways he or she can improve. It might seem counterintuitive to say anything negative about your supervisor- especially when the dont ever complain about your boss rule has been ingrained in your memory for years. But its necessary feedback. Again, just remember that you dont want to go off the rails and begin berating your boss. After all, much of your criticism will likely be relayed back to this person. So, when in doubt, keep it constructive. 4. What Was the Biggest Factor That Led You to Accept This New Job?Of course, you dont need to feel pressured to share all sorts of details about the position youre moving on to. However, you should be prepared to hear a few questions along those l ines. The people in charge simply want to get an idea of how theyre matching up with other organizations in the same industry.Perhaps the pay at your new job is way better, and your employer needs to reevaluate its salary structure. Or, maybe something about the company culture really appealed to you. Whatever it is, sharing that information helps your employer to stay on track with its competitors- something thats undoubtedly important when attracting new talent. 5. What Did You Like Most About Your Job?While the main goal of exit interviews is to get constructive feedback, that doesnt mean you wont have the opportunity to highlight any positives. In a typical exit interview, youll be asked what aspects of your position you liked the most. Whether it was a particular job duty, your team members, or the weekly happy hours, your company wants to know what made you look forward to coming in each day. This knowledge helps your manager not only continue to expand on these positive attri butes, but also play up the appealing traits when listing your position6. What Did You Dislike Most About Your Job?Here it is- the flipside of the coin. Its time to share those not-so-great aspects of your position.Maybe you hated having to coordinate the monthly motherboard meeting. Perhaps your boss was a complete meddling micromanager. Or, maybe you think your entire department needs to be restructured in order to work more efficiently and effectively.Nows your chance to be honest and share those complaints that you normally reserved for mutters under your breath and venting sessions over cocktails with friends. 7. What Skills and Qualifications Do You Think We Need to Look for in Your Replacement?Who has better insight into what it takes to do your job well than you? Spoiler alert nobody. You were the one who got the work done day in and day out. And, chances are, you did it well. So, your employer wants to know what qualities they should keep their eyes out for when replacing y ou.Perhaps your original job description emphasized that you needed to be great with database management. But, once you were there, you realized that database was rarely even touched by anyone in your office. It was an obsolete job duty that they kept pasting over from description to description. Instead, you think that looking for someone with strong organizational and multi-tasking skills is a way more important facet to emphasize. Trust me, your employer will appreciate (and use) this information.An exit interview is really nothing to stress over. Think of it as your chance to have a valuable and honest discussion about the ins and outs of the position youre leaving. And, if you do start to feel stressed, just ask yourself whats the worst that can happen. After all, they cant fire you.

Android and iOS Mobile Developer Skills

Android and iOS Mobile Developer Skills Android and iOS Mobile Developer Skills Android and iOS mobile developers build, test, and deploy mobile apps. Given the popularity of smartphones and tablets, mobile developers are in high demand. These are among the highest paying tech jobs. Due to the ever-changing mobile ecosystem, many app developers are self-taught. Its also common for developers to have taken courses in computer science -  some even have masters’ degrees or PhDs in the field.   Android and iOS mobile developers need a mix of  hard skills  and  soft skills. Technological skills  are a most. But the ability to communicate is also important, as is having excellent  analytical skills. Discover the most important mobile developer skills to include on your resume, cover letter, and in job applications, as well as mentioning in interviewers.   How to Use Skills Lists You can use these skills lists throughout your job search process, from preparing applications materials through to your interview.   Firstly, you can use these  skill words in your  resume. In the description of your work history, you might want to use some of these keywords. Review a sample Android developer resume for inspiration.     Secondly, you can use these in your  cover letter. In the body of your letter, you can mention one or two of these skills, and give a specific example of a time when you demonstrated those skills at work. Finally, you can use these skill words in an interview. Make sure you have at least one example of a time you demonstrated each of the top five skills listed here. Of course, each role requires different skills and experiences, so make sure you read the job description carefully, and focus on the skills listed by the employer. Also review our other lists of  skills listed by job  and  type of skill. Top 5 Android and iOS Mobile Developer Skills Analytical Skills. Mobile developers have to analyze user needs in order to create applications that users will want to use. The ability to  analyze  the way people use their mobile devices is therefore critical for a successful mobile developer.Communication.  Mobile developers need to be able to  communicate  both orally and in writing. They might have to give instructions to team members or employees. The also might need to explain an application to non-technical team members. This requires the ability to explain technical concepts in clear, easy-to-understand language. Creativity. As a mobile developer, you have to  creatively  write clean code to create applications that are user-friendly. Developers think creatively about how users incorporate their mobile devices into their lives, and then create applications that help them complete various tasks. This job involves not only tech skills, but also an open mind.Problem Solving. As a mobile developer, a big part of your job will be to troubleshoot issues with applications on Android or iOS platforms. You will have to be able to recognize various technical problems and understand how to resolve them. Programming Languages. Knowledge of programming languages is necessary for a mobile developer. Apple iOS developers generally use Objective-C, and Android developers typically use Java. However, it is useful to know multiple programming languages. This will make you stand out from the other job applicants. List of Android and iOS Mobile Developer Skills Heres a list of Android and iOS mobile developer skills for resumes, cover letters, job applications, and interviews. A - G Actively seek new programming knowledgeAgile methodologiesAnalytical skillsAndroid platformsAndroid programming language and requirementsAndroid Software Development Kit (SDK)App store functionalityAttention to detailC/CC#Cascading Style Sheets (CSS)Cocoa Touch frameworksCommand line utilities  CommunicationComputer scienceCore dataCreate Android applications based on UI/UX requirements and mockupsCreate iOS applications based on UI/UX requirements and mockupsCreativityCritical thinkingCross-platform development Data structures and algorithmsDetail orientedDevelop custom android applications from start to finishDevelop custom iOS applications from start to finishDocument building process for maintenance and upgradesEstimate scope of project and costGitGithubGoogle Play storeGrand Central Dispatch (GCD)Graphical user interface design (UI) H - S HTML5Independent workeriOS platformsiOS programming language and requirementsiOS Software Development Kit (SDK)iTunes ConnectJavaJavaScriptNetworkingNode.js developmentObjective-COral communicationPHPPresentation skillsProblem-solving skillsProgramming languagesPythonResponsible web designRESTful APIs  Spatial reasoningStrong understanding of mobile design paradigmStructured Query Language (SQL)Swift T - Z TeamworkTest and debug codeThorough understanding of development lifecycleTime managementTroubleshootingUI / UXUp-to-date on new technologiesUser experience design (UX)User interface design (UI)Website designWebsite developmentWork well under pressureWrite and maintain applicationsWritten communicationXcode development environment

Field 25 Military Occupation Specialties - Signal Corps

Field 25 Military Occupation Specialties - Signal Corps Field 25 Military Occupation Specialties - Signal Corps United States Army Signal Corps and Signal Center are located near Atlanta GA at Fort Gordan.  Both the schools and the operational units involved in signals, electronic warfare, cyber, cyber-security are all located here and components of the Army Cyber Center of Excellence (CCoE). The main component of the post is the Advanced Individual Training (AIT) for Signal Corps military occupational specialties. The U.S. Army Signal Center and Fort Gordon,The Home of the Signal Corps, train more soldiers than any other branch training center of the United States Army. The Signal Corps has evolved since its inception in 1860 as communication technology has evolved. Personnel in the signal corps support the command and control of combined arms forces in every imaginable method of communications. Signal support includes Network Operations (information assurance, information dissemination management, and network management) and management of the electromagnetic spectrum. Signals also involves  designing and installing data satellite communications networks, microwave, switching, messaging, video-teleconferencing, visual information, and other related systems. Signals Corps personnel supports tactical, strategic and sustaining base communications, information processing and management systems into a seamless global information network.   Below are the Army MOSs that fall into the Signals (Communications) Field that work together to make all units able to communicate with each other: 25B - Information Technology Specialist 25C - Radio Operator-Maintainer 25E - Electromagnetic Spectrum Manager 25F - Network Switching Systems Operator-Maintainer (del 1310/110-21) 25L - Cable Systems Installer-Maintainer 25M - Multimedia Illustrator 25N - Nodal Network Systems Operator-Maintainer 25P - Microwave Systems Operator-Maintainer 25Q - Multichannel Transmission Systems Operator-Maintainer 25R - Visual Information Equipment Operator-Maintainer 25S - Satellite Communication Systems Operator-Maintainer 25T - Satellite/Microwave Systems Chief 25U - Signal Support Systems Specialist 25V - Combat Documentation/Production Specialist 25W - Telecommunications Operations Chief 25X - Chief Signal Non-Commissioned Officer (NCO) 25Z - Visual Information Operations Chief The Signal Corps manages designated Department of Defense communications assets.  Electronics related to the planning, design, engineering, operations, logistical support and evaluation of systems and networks. Directs and manages the installation and operation, of networking and maintenance of signal equipment.   The Signal Corps also develops requirements for the design and implementation of data communications systems and networks. Signals personnel establishes, prepares, coordinates and directs programs, projects, and activities engaged in unit level supply, maintenance, and life-cycle management of signal materiel. Experience in the business of the Signals Corps gives personnel invaluable training and job skills in the civilian business market. Having experience in controlling units and activities involved with the application of electrical, electronics, and systems engineering and management principles, in the design, test acceptance, installation, operation, and maintenance of Signal systems, equipment, networks, and facilities is a highly valuable field within the military and in the civilian community.

Students Tackle the Latest Future Engineers Challenge

Students Tackle the Latest Future Engineers Challenge Students Tackle the Latest Future Engineers Challenge Prototypes, Creativity and Grit: Students Tackle the Latest Future Engineers Challenge Oct. 7, 2016 Thomas Salverson, the grand-prize winner in the Teen Group, with his entry, the Expanding Pod. This summer, NASA and the ASME Foundation issued a call to K-12 students throughout the United States to design a 3D printable object that would meet the needs of an astronaut living in microgravity - and would have to ability to assemble or expand to become larger than the 3D printer located on the International Space Station. In short, to help astronauts on the ISS think outside the box. And that’s exactly what the 122 K-12 students did by participating in the fourth Future Engineers Challenge, a program developed in collaboration with the ASME Foundation and NASA. The “Think Outside the Box Challenge” invited students to celebrate the launch of the Bigelow Expandable Activity Module (BEAM) - the first expandable habitat deployed on the space station - by creating new and innovative answers to potential ISS situations and needs. Receiving submissions from 26 states, one national winner from each age division was chosen by a panel of judges that included retired astronaut Nicole Stott. The winner from the Teen Group (ages 13-19) is the Expanding Pod designed by Thomas Salverson, a native of Gretna, Neb., who is now a freshman at the University of Alabama in Huntsville. The winner of the Junior Group (ages 5-12) is the Space Anchor designed by Emily Takara of Cupertino, Calif. The reward for their ingenuity and promise: a grand-prize trip to Las Vegas, Nev., for a tour of Bigelow Aerospace - the space technology company that developed BEAM under contract to NASA. Salversons Expanding Pod is a set of containers intended for astronauts to store small items on the International Space Station. His design is comprised of multiple cylinders that slide and twist to create five sealed stowage compartments that lock into place. Emily Takara won the grand prize in the Junior category of the “Think Outside the Box Challenge” with her entry, the Space Anchor. I enjoyed the difficulty of this challenge since it made me think in terms of expanding an object, which was something I had never considered before when 3D printing, Salverson said. It took me many prototypes before I had successfully made my completed design, making it all the more rewarding now that Ive been selected as a grand-prize winner. While researching some of the challenges that astronauts face while working in space, Emily Takara discovered that astronauts sometimes have trouble moving easily in large, open spaces. That led Emily to design the Space Anchor, an extendable arm and grabber set that prevents astronauts from getting stuck while floating in microgravity. This challenge taught me to persevere and be creative, Takara said. It has also inspired me to continue designing, as well as teach others computer-aided design. The Think Outside the Box Challenge was the fourth in a series of space innovation challenges developed by Future Engineers with the ASME Foundation, and with technical assistance provided by NASA. The series is designed to extend the reach of NASAs In-Space Manufacturing research by inspiring and educating the next generation of scientists and engineers about 3D printing technology, space exploration and digital design skills. Previous Future Engineers challenges have called upon students to design 3D models of space tools, containers, and objects needed for the future of space exploration. The next challenge launches in October 2016. For additional information on the Future Engineers 3D Space Challenges and upcoming challenges, visit the Future Engineers website at www.futureengineers.org. For details on ASMEs K-12 Engineering Education programs, contact Patti Jo Snyder, Programs and Philanthropy, snyderp@asme.org. Patti Jo Snyder, Programs and Philanthropy

When someone in your network refers you to an employer, make direct contact in-person, by phone, or by e-mail.

When someone in your network refers you to an employer, make direct contact in-person, by phone, or by e-mail. When someone in your network refers you to an employer, make direct contact in-person, by phone, or by e-mail. Contact potential employers When someone in your network refers you to an employer, make direct contact in-person, by phone, or by e-mail. Be sure to mention your networking contact's name. When you tell someone you will call, be sure to follow up. If they’re difficult to reach, keep trying. It’s your responsibility to connect. If you are using e-mail, use the following tips: Avoid nicknames or unprofessional names in your e-mail address. Keep messages short and to the point. Identify yourself in a professional manner. Introduce yourself with something of interest. Let them know right away why they might be interested in you. Be specific. For example, ask for information or ask to schedule a meeting. Give your message a descriptive subject. Finish with your intent to follow up. Provide an alternative way for the person to contact you. If you send e-mail to someone without their permission, find out if they would prefer some other form of communication. Include a phone number where they can reach you. Check for proper spelling, grammar, and punctuation. If you do not receive a reply but are serious about making contact, call them and leave a message if necessary; do not text.

Why Some Jobs re Only Open to Internal Applicants

Why Some Jobs re Only Open to Internal Applicants Why Some Jobs re Only Open to Internal Applicants Hiring managers sometimes post job openings for internal applicants only. This means that only  employees who currently work for the company or organization can apply for a  vacant position. Why would they do this? There are a few reasons.     Someone Familiar With the Organization  Is Preferred The hiring manager might need someone with particular organizational knowledge. For example, someone hiring a senior-level subject matter expert might limit applicants to current employees in an effort to produce an applicant pool of junior-level subject matter experts and other current employees. The manager is likely to know almost all viable applicants. If the manager does not know them personally, he at least has an idea of their reputations around the office or can easily make contact with a supervisor who does.   Someone is Already in Mind Another reason a hiring manager might limit applicants is that he already has one or a few people in mind for a position and he doesnt want to spend time working through a large applicant pool when he doesnt intend to hire any of them. In government agencies, in particular, hiring managers cannot promote someone without allowing others to formally indicate their interest in the opportunity. Limiting the pool provides a legally justifiable defense for excluding people from the hiring process. Saves Time Hiring managers want to save time where they can. Posting to internal applicants only can achieve this, but it can also come back to bite them. A huge drawback to posting as internal only is how limited the applicant pool becomes. Hiring managers certainly exclude many people who could do the job satisfactorily, if not excellently. If they end up with an insufficient applicant pool, they might have to re-post the position or force themselves into bad hires that wouldn’t otherwise have been made. Promoting Current Employees A fourth reason for limiting the applicant pool is to ensure a maximum number of promotional opportunities for current employees. An organization trying to do this would post most mid- and upper-level jobs as internal only and advertise entry-level jobs as open to all applicants. The organization would divert from this practice if a hiring manager foresees no viable candidates or has to re-post a position after going through the hiring process with an internal applicant pool. Sometimes internal postings are restricted to particular parts of an organization. For example, a city might post a police detective position and restrict applicants to current city police officers. This would ensure that someone from within the police department would be promoted  into the position through a competitive selection process. The city would likely post the vacated police officer position to internal and external applicants after the detective position is filled. Doing this routinely means the police department makes a big assumption: the department will hire and retain police officers who have the aptitude to be detectives, then fill even higher ranks as these officers progress through their careers.