4 steps to crafting the perfect job description for your resume

4 steps to crafting the perfect job description for your resume 4 steps to crafting the perfect job description for your resume As the number of applicants per corporate job opening rises, it’s important that your resume is effective at articulating your accomplishments and what you can bring to the table. This means creating an accomplishment-based resume instead of a responsibility-based resume and creating a document that is completely unique to you. When you’re trying to craft the perfect job description on your resume, it’s essential that you highlight what you’ve achieved instead of simply stating that you hold a certain skill.Your resume is your chance to highlight what you bring to the table and why a potential employer should hire you, but if the job descriptions you include don’t do you justice, your resume simply won’t be effective at meeting your needs. This makes writing a resume sound intimidating; however, I’m showing you exactly how to craft the perfect job description on your resume!Gather the BasicsWhen you’re going to craft the perfect job description on your resume, you hav e to start with the basics. The easiest way to do this is to start with the job description that you were given at work. Ideally, you’ll have the job description you were given by HR, (you should always keep this kind of information for future use) but if not, find a similar job description online that closely resembles your own.Build Upon What You HaveTake the basic job description and add in other duties that you’ve taken on that go above and beyond what you’re required to do, or if your role has just evolved over time.If you are technically ad administrative assistant, but you handle company social media accounts and oversee client engagement, that is something you’ll absolutely want to note in your job description. Any time you’re taking on responsibilities above and beyond what you were hired to do, it’s important to articulate them. Show that you’re not just resting on your laurels and that you’re willing to take the initiative to get things done.Make a List of Your AccomplishmentsAnyone can claim that they are a great employee, but very few people can actually show it. Don’t sell yourself short on your resume, and show potential employers all of your accomplishments and achievements. Provide evidence to your claims so that they can see exactly what you can bring to the table and how you will be beneficial if hired.Ask yourself the following questions:   Have you increased sales? Have you been recognized for your success? Have you implemented process improvements or cost-cutting techniques? Whatever you have done to improve your company and/or department, you want to show it on your resume.The more numbers and specific metrics you can include, the better! Don’t be afraid to calculate numbers from your own data. As long as you can prove your calculations, you can use them on your resume.Use the Job Description that You’re Applying forWhen you’re trying to craft the perfect job description on your resume, use the job you’re applying to so you can integrate keywords and phrases to customize your resume to meet the exact position you’re interested in. When you’re trying to customize your resume to meet a job you’re applying to, the key is to highlight all of the skills and qualifications that the desired job description holds, and downplay unnecessary information.For example, if you held the title of client relationship manager and did everything from sales to client onboarding, to office management and administrative tasks, but you’re applying for an admini strative assistant, you’ll want to highlight the office management and client facing communication, and you’ll most likely want to downplay the sales aspects of your previous role.This does not mean that you should ever “dumb down” your resume. It’s always great to highlight that you’re smart, strong, and capable, however, when you’re trying to customize your resume to apply for a specific job, you need to highlight the requirements of the given job description and show your potential employer why you will be a great fit.Writing a great resume isn’t just about how aesthetically pleasing it is. If you have a beautiful resume that doesn’t articulate your strengths, you won’t get the traction that you’re looking for. Craft the perfect job description on your resume that highlights what you’ve accomplished and why you’re a valuable asset.This article originally appeared on Create and Cultivate.

Retention Programs Improve Graduation Rates

Retention Programs Improve Graduation Rates Retention Programs Improve Graduation Rates Engineering colleges at the University of Houston and Michigan State University are two schools that have recently been recognized for success in retaining underrepresented minority students in engineering programs. They are among a number of colleges aiming to improve graduation rates, which in turn will help achieve a more diverse engineering workforce. Although in place for only three years, MSUs College of Engineering Scholars Program that provides structure and support for students during their first two years is off to a good start. It is believed the result will be a graduation rate 10 to 20 percentage points higher for students in the program. At the University of Houstons Cullen College of Engineering, the Program for Mastery in Engineering Studies (PROMES, pronounced promise) has been providing freshmen and sophomores guidance for almost 40 years. Students in the program, about 160 to 200 new students each year, account for 20% to 25% of their engineering class andconsistently fare better than others in the initial gatekeeper engineering course in their major. That is the point where many students are lost, just as at many other schools. Both of these schools were recipients of the 2012 Impact Award from the National Society of Black Engineers and ExxonMobil. The honor comes with $10,000 for their programs. Making the Transition Program directors have found that frequent and close contact with these students is critical. Both programs are highly structured and have mandatory academic and living and learning elements such as community- and team-building. Both also rely heavily on outside funding particularly from corporate partners that have included BASF Corp., ConocoPhillips, DTE Energy Foundation, ExxonMobil, Marathon Oil, Motorola, Procter Gamble, Shell, 3M Foundation. Our sweet spot is helping students make a transition into a four-year university, explains Katherine S. Zerda, director of PROMES. Anyone can join PROMES, but we seek out minority students, women students, and first generation-in-college students because we know they are most at risk. Joining is entirely voluntary but once signed up, students must agree to certain attendance and other requirements, including collaborative learning workshops, other extra academic help, and a first-year curriculum that might be different from what they may have chosen. One required course thatZerda teaches is a multi-disciplinary introduction to engineering curriculum that prepares students not only for engineering classes but also covers academic best practices. This is a framework where we can be their family as well as their academic advisors, she says. We have our hands all over what they are doing. The students rely on us to write letters of recommendation and help them when they have a nervous breakdown. We are so much in their business that I think thats why this works so well, Zerda says. Theodore Caldwell, director of diversity programs at MSUs College of Engineering, agrees. Unless we are intrusively engaged with them, we wont know if they are dealing with something that will negatively impact their ability to do well until its too late, he says. High Risk, High Reward Those in MSUs Scholars program have about 13-15 hours with staff that they wouldnt normally spend with university personnel, he says. That time gives us a pulse on where they are academically and socially. We find they often suffer in silence, such as students who cant afford their books and are going to class without them, but not saying anything. (The diversity program makes sure they get what they need.) MSUs efforts started in 2007 with a six-week bridge program in the summer for entering freshman, but found it just wasnt enough. So two years later, the Scholars program was introduced. The program accepts 20 students whose records indicate they wouldnt normally make it in engineering, typically those who place well below the first calculus level in testing. We are taking the high-risk, high-reward route, says Caldwell. Because of the good results, he hopes to expand the program to 100 students if he can obtain additional funding. Like at the University of Houston, the students become their own community. They reside in the same residence, meet with staff regularly, participate in study groups, and learn about good general academic practices. The canyon, as Caldwell calls it, where MSU was losing one-third of its underrepresented minority students each year, was in being admitted to the engineering college. Students can declare engineering as a major but must apply to the engineering college for admission after completing six core courses and having an acceptable grade point average. Thats where we struggle. Once our students are in the engineering school, our graduation rate is no less than 82 percent over the last 15 years. Our need area is that first two to three years when they are working on getting admitted to the college and thats where we focus all of our energy, said Caldwell. Nancy Giges is an independent writer.We are taking the high-risk, high-reward route.Theodore Caldwell, director of diversity programs, Michigan State University College of Engineering

Multiple Layoffs Raise Sales Pros Game

Multiple Layoffs Raise Sales Pro's Game Multiple Layoffs Raise Sales Pro's Game Five layoffs in 15 years taught this SalesLadder member to ride the employment rollercoaster without losing his cool.When Bruce was laid off from his IT sales job last July, his first thought was, “Here I go again.”The layoff marked Bruce’s fifth one in the past 15 years.“I’ve been down this path too many times over the last several years,” said the Texas salesman, who asked that Ladders not use his full name. Bruce said the twists and turns have taught him realism about the travails sales professionals have endured as the economy â€" and entrepreneurial environments â€" have fluctuated.“I’ve worked for startups, which tend to be more volatile. Little companies tend to get sold, and then you are starting all over again,” Bruce said. He cited acquaintances who’ve also been affected by startup churn. “They are all good salespeople, yet they’ve been through the same things.”Bruce, whose previous job was with a company that sold automated document processing sys tems, knew he was looking at a three- to six-month job search.“At my age and in this economy, I couldn’t expect it to be any sooner,” the 50-something said.Methods for successTo tough it out in a rough job market, Bruce returned to the disciplined plan of attack he used in previous searches.“Being laid off can affect you emotionally, especially two or three months into the job search, when nothing is happening,” he said. “You might get depressed at that point, and want to stop looking. But I didn’t; I knew what to expect.”Bruce’s search took him five months. He chalks up his ultimate success to a big dose of networking along with a clear idea of the location and type of job that would suit him.First of all, he did not want to leave Texas and was pretty sure he wouldn’t have to. “Everyone needs a sales rep in Texas,” he said.“I’m a generalist in terms of sales,” he explained. “I like IT sales, but I stay away from commodity products. You can be selling the best mousetrap in the world, but if a company can put off buying that mousetrap because it’s not budgeted for the project until 2012, you won’t have a lot of success. I want to sell something they can buy today and have a great ROI in 12 months or less.”After his latest job ended, Bruce wasted no time submitting applications for jobs he saw on SalesLadder.“I started on Day One, using Ladders and other job sites,” he said. “But my primary focus was networking with people I knew. I wanted everyone I knew to know I was looking, and solicit their help.”His mission, he said, was twofold when communicating with recruiters: to forge relationships with them and help connect them to people in his own network.“When I spoke to headhunters and recruiters, I offered to help them. If we talked about a job that wasn’t a good fit for me, I would recommend someone I knew who would be a good candidate,” he said.Bruce’s networking paid off when a former boss, with whom he ha d an ongoing relationship, called him with a job offer.“He knew my strengths, my weaknesses and he trusts me,” Bruce said.But it wasn’t just the relationship that won him the job.“I had already done my homework on his employer, and when I first contacted him about my layoff, I was able to send him a sharp e-mail, talking about the value of the product they sell. When we did eventually talk, I was up to speed, and I understood the value of this product to customers. He remembered those things when a job eventually opened up. He might have called me anyway, but he knew I knew how to sell this product.”Thinking about his most successful networking strategies, Bruce stresses that making contact with potential employers by phone is important.“Phone calls are the best,” he said. “E-mails get the word out quickly, but you need to make more personal contact with people. Even if it’s just to say, ‘I’m going to send you my resume,’ they will look out for you. If I had a connection to the company, whether I had done business with them or worked for them, I would call.”In the current economic climate, Bruce said, there’s no shame in letting everyone you know that you’ve been laid off and are looking for a new job.“I want everyone to know by the end of the first day that I’m job hunting, and that I will help them, too. Send out e-mails, make phone calls and network with every peer, former manager and recruiter that you know.”

Things You Shouldnt Say When Quitting Your Job

Things You Shouldn't Say When Quitting Your Job Things You Shouldn't Say When Quitting Your Job There are ways to quit your job gracefully and to say all the right things. There are also some things that you should never say when you’re moving on, even if you’re thinking them and you would love an opportunity to vent. It can be tempting to lash out at an employer after you have resigned, especially if you believe that you have been mistreated or underappreciated. However, be aware that your final words and actions can create a lasting impression that will work against you in the future. There isn’t any point in burning bridges. You’ll feel better momentarily because you vented, but it’s not going to help you long term. How Saying the Wrong Thing Can Hurt You Subsequent employers may formally or informally seek input from your past employers, whose comments about your performance may be negatively influenced by your parting shots.   Remember that reference checkers tend to side with management when there is a history of conflict with an employee. Contrary to what some people think, employers do more than verify job titles and dates of employment, and there is a lot within the realm of the employers rights as far as what  employers can ask when checking your background How to Quit With Class The best strategy is to keep all communication simple and as positive as possible. Any satisfaction derived from letting your employer know how you feel will likely be fleeting, and any negative effects can be long-lasting. Here are a few things you should avoid saying when you tender your resignation. The Top Things You Shouldnt Say When You Quit Your Job Your  Boss  Is  a  Jerk Any commentary linking your departure to your bosss character or disposition isn’t going to help. She may have been an ogre, but if word gets back to her that you said so, she will be more likely to disparage your attitude or performance when talking to prospective employers. Your Manager Isn’t Good Don’t say that you are leaving because your boss was incompetent even if it’s true. Your manager will be more likely to ascribe any failures to you and provide a negative appraisal of your work. Team Members Performance or Bad Attitude Don’t mention the performance or bad attitude of team members as a reason for your departure. When employers check on your background, they often seek input from staff as well as supervisors. If former subordinates or co-workers are insulted by your departing remarks, then they will be more likely to reference your shortcomings as a manager or teammate. You Were Underpaid There is no need to encourage management to perceive you as a disgruntled employee, since this characterization may be passed along to others who inquire about your tenure with the organization. The Company Is a Mess If you think the company is floundering or underachieving in some way, don’t say so. Your employer will be well aware of any problems within their organization. You have nothing to gain by conveying to management that they are stuck in a bad organization while you are moving on to better things. The Products or Services Provided Are Inferior Disloyal employees are normally frowned upon. Former supervisors will more likely assert that any limitations to your success were due to your deficiencies and not flaws in their products or services. Prospective employers will wonder if you are going to badmouth them when you move on. Won’t Be Giving Much (or Any) Notice An abrupt departure can be used to substantiate allegations that you werent a dedicated or professional employee. There are some circumstances where it’s acceptable to quit without notice, but in most cases, two weeks notice  is the norm. Unwilling to Train Your Replacement It’s a good idea to demonstrate that you are a committed employee right up until the end of your employment. Cooperation that eases the transition for your boss will be remembered and often rewarded with a positive recommendation.   Don’t Brag Don’t brag about your new job to fellow employees since this can generate resentment, particularly if you imply that you are better than them. Thank others for their support and mention how you will miss working with them.   Don’t Write It Down (or Email It Either) Dont put anything negative in writing. Keep your resignation letter positive so all involved remember you as a positive person. Here’s how to write a resignation letter that politely states that you are leaving.

Navigator

Navigator Vision Requirements for a Military Pilot/Navigator Vision standards within the military are strict, however, within the past decade the inclusion of laser eye surgery has opened up the ranks to thousands of qualified applicants. However, the standard is not the same in each of the services except for correctable standards.  All services require eyesight to be correctable to 20/20.   For obvious reasons, the eyesight of the pilot must be sharp to get into the pilot training programs, but eyesight must also remain within correctable standards for a pilot to keep flying. Below are the following standards of the military pilots for vision: Air Force To enter flight training, a candidate must pass a Flight Class I Flying Physical. To become a pilot, that means the candidates vision can be no worse than 20/70 (correctable with glasses to 20/20) in each eye. To enter Navigator Training, the candidate can have vision no worse than 20/200 in each eye (also must be correctable to 20/20). After flight school, the standards relax a little. Pilots and Navigators who have already graduated flight training can remain fliers as long as their vision doesnt deteriorate beyond 20/400 in each eye (correctable to 20/20). Normal depth perception and color vision is required. Effective May 21, 2007, applicants who have had PRK and LASIK eye surgery were no longer automatically disqualified from flight training. You can not enter into the training pipeline and stay a pilot with these two laser eye treatments.   Navy and Marine Corps The Navy and the Marine Corps use the same standards as the Marines do not have their own medical department. They use the Navy for all medical procedures and standards. Navy Pilots must pass a Class I Flying Physical. To become a pilot in the Navy or Marine Corps, an applicants uncorrected vision can be no worse than 20/40 (correctable to 20/20) in each eye. Once flight training begins, vision can deteriorate to no worse than 20/100 (correctable to 20/20) in each eye. After flight training graduation, if the eyesight deteriorates worse than 20/200 (must be correctable to 20/20), the pilot will require a waiver for carrier operations. If the vision deteriorates past 20/400 (correctable to 20/20), the pilot is restricted to aircraft with dual controls. For Navigators (called NFOs or Navy Flight Officers), there is no vision requirement to enter flight training. However, the Navigators vision must be correctable to 20/20 and there are limits on refraction. Refraction must be less than or equal to plus or minus 8.00 sphere in any meridian and less than or equal to minus 3.00 cylinder. No more than 3.50 anisometropia. After flight training, to continue on flight status there is no limit on refraction for NFOs. No waivers are authorized for NFO applicants who exceed these refraction limits. Normal color vision is required for both NFOs and pilots. Normal depth perception is required for pilots and pilot applicants. The Navy allows for both LASIK and PRK laser eye surgery, both for current pilots and NFOs and for pilot/NFO applicants. Army (Rotary Wing) The Army has very few fixed-wing aircraft. The vast majority of Army pilots are helicopter pilots. Army Aviators must pass a Flight Class I Flying Physical. To enter Army Helicopter Flight Training, as either a commissioned officer or warrant officer, the applicant can have vision no worse than 20/50 (correctable to 20/20) in each eye. After flight training, pilots can remain on flight status as long as their vision does not deteriorate beyond 20/400 (correctable to 20/20). Normal depth perception and normal color vision are required. Like the other branches, it is possible to apply for Army Flight Training and/or remain on flying status with laser eye surgery,  if one is accepted into the Armys Aviator Laser Eye Surgery Study Program. LASIK Eye Surgery for Air Force Aviator Applicants After years of study, the Air Force has decided to change their long-standing policy which disqualified applicants who have had LASIK surgery from flight training and navigator training. The change became effective on May 21, 2007. Prior to the change, officers who had had the surgery could not become Air Force aviators. Under the old policy,  a  select few  pilots  and navigators who had already graduated from  flight training  could apply to have the surgery and become part of an on-going study group. The change also removes the altitude and high-performance aircraft restrictions for people who have had LASIK. The Air Force has found that there was little to no effect on LASIK-treated eyes when subjected to high G-forces of combat fighter aircraft, the wind blast experienced during aircraft ejection, or exposure to high altitude. Due to stresses placed on the eyes during flight combined with the active lifestyle of military members, the recommended refractive surgeries are  Wave Front  Guided Photorefractive  Keratectomy  or WFG-PRK, and  Wave Front  Guided Laser In-Situ Keratomileusis, know as WFG-LASIK, using the femtosecond laser. The eyes are more trauma resistant after surgery  using one of these methods compared to other forms of refractive surgeries. With all refractive surgeries, there is no guarantee of perfect sight after undergoing the procedures. Individuals must still meet the standards prescribed in  AFI 48-123  Medical  Examination  and  Standards, for entrance into the Air Force and aviation and special-duty positions.

Follow-Up Email to Send After a Job Rejection

Follow-Up Email to Send After a Job Rejection Follow-Up Email to Send After a Job Rejection Getting  turned down for a job you really wanted can be painful, especially if you have made it through multiple rounds of interviews and feel like you have been a leading candidate for the position. However, if you want to make a good impression on the employer who rejected you, consider sending a follow-up email that expresses your gratitude for the opportunity and mildly states your disappointment with the rejection. Believe it or not, many job applicants whove been rejected by a company go on to eventually land a job with the company that initially passed on them. In other cases, hiring managers who have been impressed by second- or third-place candidates often will network on their behalf with other employers or clients they know are seeking strong candidates for current job openings. Saying thank you for the consideration for the position, even when you didnt get hired, also attests to your professionalism. Here’s an example of a follow-up letter to send when  you have been turned down for a position.The letter thanks the hiring manager for his or her time, reiterates interest in the employer, and asks to be considered for other openings. Sample Email Follow-Up Letter After Job Rejection Subject Line: Your Name â€"  Sales Manager  PositionDear Mr./Ms. Last Name,It was a pleasure meeting with you about the sales manager position at ABC Enterprises. I really appreciate the time you spent speaking with me about the position, your company’s climate and history, and the wonderful opportunities available within your organization.While I am disappointed that my experience wasnt quite what you are looking for in this position, I am still very interested in your company. I would appreciate your further consideration should another position become available that you feel would be a better fit for my skills.Thank you for your time and encouragement.Best Regards,First Name Last Name Expand What Not to Say When You Didnt Get the Job A follow-up letter is not the place to air your grievances with the company or insult the representatives who interviewed you for not seeing how much of an asset you would have been to them. Remember to keep your tone positive and professional. If you feel that you cannot rein in your negative emotions, it’s better not to send a follow-up email at all. In this day and age, the job application process has never been so informal. Indeed, a significant number of employers dont bother to tell applicants that they have been turned down for a job, so its certainly not necessary to send a follow-up email unless you really want to make a good impression and be considered for jobs with that specific employer in the future. Follow-up letters are not the place to  inquire why you have been turned down for a job or to solicit feedback about what you could have done better in an interview. Unfortunately, you may have little idea why a certain employer rejected you. They may have already had a leading candidate in mind when they interviewed you and simply went through the motions when they interviewed other candidates. Or, they may have hired internally or brought someone on board whom an existing employee referred to them. You may simply not have had the experience and background they were looking for. The best way to determine why you didn’t make the cut is to look back at the job description the company posted and to honestly analyze how well your experiences lined up with the qualifications they sought. Try to remember the interview itself. Did you do a good job? Did you answer their questions in a forthright and knowledgeable manner? Did you maintain eye contact and interact with every member of the interviewing team? Did the interviewers seem friendly or cold? Asking these questions wont necessarily tell you why you didnt get the job, but it can help shed some light on areas you might improve upon in future interviews. Wrapping Up If you want other examples of effective follow-up letters, please review these tips on  how to follow up  with an employer and compose your letter in the best way possible. To improve your chances for getting the job next time, these  sample cover letters  and  sample job letters  may come in handy in helping you build your professional network and apply for new job opportunities.

Find Out If You Should Attend Modeling School

Find Out If You Should Attend Modeling School Find Out If You Should Attend Modeling School There’s more to modeling than just looking good. You must be personable, ambitious, and business savvy, of course, but you must also have a particular set of skills â€" skills that not even the top supermodels were born with. It’s no wonder that many aspiring models find themselves considering attending a modeling school. What better way to learn the tricks of the trade than by taking classes designed specifically for models-to-be, right? But are modeling schools worth it? Here are a few things you might be wondering: Are Modeling Schools Necessary to Become a Model? No. You don’t need to go to modeling school to become a model. While some models do find amazing opportunities, 99.9% of models get their careers started in other ways, like simply submitting a few snapshots to qualified agents and scouts. But that doesn’t mean modeling schools have no value whatsoever! If you go to a modeling school with the intention of becoming the next Coco Rocha, then yes, you might be setting yourself up for disappointment. But if you sign up because you want to have fun and meet new people who have the same interests, you’re in it for the right reasons. You’ll leave a more confident and inspired person, and the skills you learn will stick with you through all of your life’s challenges, whether you’re applying for a job or tackling one of the many obstacles that will come your way. If you do happen to become a model, then you’ll be all the more prepared to get your career started on the right foot.   Are Modeling Schools Expensive? They can be, but it depends on the type, of course, you’re interested in taking. Prices vary depending on the quality of the school and the location but generally speaking, you can expect to pay a few hundred dollars for an introductory weekend course, a thousand dollars for a week-long workshop, and several thousand dollars or more for a multi-week modeling program or “camp.” What Kinds of Things Do Aspiring Models Learn at Modeling School? A solid modeling school curriculum should give students a great overview of the industry and cover all the main aspects, including: The types of modeling - Runway, fashion, commercial, plus size, etc.Photoshoots - What to expect on the set, how to pose, how to work the cameraPosture and walking - How to achieve a confident walk on the runway and beyondMakeup application - Professional tips and tricks to enhance your own unique lookModel basics - The business side of the industry (contracts, pay, etc.), auditions/go-sees, model bags, portfolios, comp cardsHealth - Nutrition, fitness, and a positive body imageSafety - Self-defense, avoiding scams, and protecting yourself from dangerous situations How Do I Know if a Modeling School is Good or Bad? Do your homework and find out as much as possible about the modeling school you’re interested in, including how long they’ve been in business, who they’re owned by, what they teach, and who the instructors are. You can learn a lot by conducting a simple Google search or checking with the Better Business Bureau. It also wouldn’t hurt to take it a step further and talk to former students if possible.   If the modeling school is a “good” one, they will have been around for a long time, will have a good reputation within the community, and will be owned and operated by  real industry professionals (former models, agents, fashion photographers, etc.). They’ll be open and honest about every aspect of their business and won’t hesitate to give you testimonials, let you tour the school or let you check out their curriculum. Even if the school ticks all of these boxes, there are still a few things you need to be careful about and avoid the ones that:   Boast about models they’ve never trained or represented,Guarantee youll get modeling jobs upon graduation,Insist that you take classes before their agency will represent you,  Demand you pay extra for photo shoots with their photographer Everything should be included in your tuition, with the exception of photo prints (it’s perfectly normal for students to pay extra to purchase prints from the photographer). Go with your gut instinct â€" if something doesn’t sit well with you, no matter how insignificant it seems, find another school.