Showing posts with label Job Finding Help. Show all posts
Showing posts with label Job Finding Help. Show all posts
Wednesday, October 24, 2012
Tuesday, September 18, 2012
UDPATE - ADDITIONAL LOCATIONS - Federal Job Search Presentation
The Federal Job Search Presentation scheduled at the Johnson County Armory, will be broadcasted to different Armories in order to accommodate those that cannot travel to Franklin, IN.
The additional locations are: Bedford, Gary, Evansville, 122nd Air Base (Fort Wayne), Kokomo, Richmond, Lawrence Armory.
If you are planning on attending either one of the classes listed below, REGARDLESS OF THE LOCATION, please register here: http://www.zoomerang.com/Survey/WEB22GKYEX8MGG
Date: Wednesday, September 19
Time:
Class 1: The Federal Application Process (10am - 12:30pm) and
Class 2: Preparing for Behavioral Based Interviews
Location: Johnson County Armory, 325 Minuteman Way Franklin, IN. 46131
PRESENTER: Siggy Letheby, a retired USMC First Sergeant, is the Recruitment Coordinator, for the Office of the Assistant Secretary for Administration and Management, Department of Labor, in Chicago.
SUBJECT MATTER:
Class 1: The Federal Application Process
Mr. Letheby will be presenting information to increase chances of securing Federal Employment. Tailoring an employment search to Federal Government rules will increase ones chances of being hired for a Federal position. A number of topics discussed will be:
1) How to search job openings
2) Decoding vacancy announcements
3) Understanding special Veteran hiring authorities
4) Information on the Federal Job Hiring Reform
5) Creating a Federal resume and submission
6) Required additional documentation
Class 2: "Preparing for Behavioral Based Interviews"
Point of Contact Information:
Carrasco, Catalina CPT MIL NG IN ARNG
Employment Coordination Program Manager
E-mail Address: catalina.carrasco@us.army.mil
Wednesday, July 11, 2012
Military Spouses Seeking Work-at-Home Jobs
Military spouses looking to score work-at-home jobs across a broad spectrum of sectors should check out Arise. Recognized by First Lady Michelle Obama, Arise gives Military Veterans and Spouses the freedom and flexibility to choose when, where, how often and for whom they work. Think Outside the Office and learn more. Visit https://PartnerSetup.Arise.com to learn more; Select> Military in the referral section
Read more...Friday, June 22, 2012
PERSONNEL INFORMATION BULLETIN - Job Fair - June 27th
Leader in Supply Chain Innovations
Wednesday, June 27th
CAMTC- RTI Building,(Headquarters Road),Whitaker Hall 10-2
Applications to be completed at job fair and immediate interviews!
Information:
<https://ngin.ng.ds.army.mil/Lists/Announcements/DispForm.aspx?ID=1348>
Point of Contact Information:
McCorkle, Rachelle L SGT MIL NG IN ARNG
ADOS Employment Coordination
4-5 Digit or Extension:
E-mail Address: rachelle.l.mccorkle2@us.army.mil
Monday, June 11, 2012
Resume Workshop and Career Planning Class - Owen County Public Library - June 13th
Resume Workshop And Career Planning Class:
The Owen County Public Library is fortunate to have Sue Anne Turner-Johnson of the I.U. Kelley School of Business come to the Owen County Public Library for a resume workshop and career planning program.
The class will be held Wednesday, June 13 at 10 a.m. and will last for approximately one hour.
Participants are asked to bring a copy of their current resume, if they have one, on paper, flash drive, or laptop. After the hour long class, Ms.Turner-Johnson will set up individual appointments for additional counseling, where she can help fine-tune your resume, write letters of introduction to prospective employers, and help you develop a career plan.
This class was developed for people at many stages of career development, whether recent high school graduates, currently unemployed, or underemployed in their job. Ms. Turner-Johnson has been providing this counseling to Indiana University students and is knowledgeable regarding many areas of career development.
This is sure to be a well-attended class, so please stop by the library and sign up in the Adult Programming Book, or call 829-3392 and give your name and contact information to Cyndi Currie, or a front desk librarian. There is no charge for the class.
Margaret L. Amos
Family Assistance Specialist
Military Personnel Services Corporation - Contractor Indiana National Guard Family Programs
2000 Highway 54 East
Linton, IN 47441
317-502-9899 Cell
812-847-9894 x 8 Office
812-847-3305 Fax
margaret.amos@us.army.mil
Wednesday, March 21, 2012
5 Body Language Moves That Will Ruin an Interview/How to Write a Resume: Examples of What Not to Do
5 Body Language Moves That Will Ruin an Interview
By CBS Money Watch
Dave Johnson
Much of the information that we communicate happens non-verbally via subtle signals we put out with our posture, gestures and attitude. It's no surprise, then, that your success in a job interview depends quite a bit on almost everything except what you actually say. Recently, WiseBread explained the most common body language mistakes people make in interviews -- and how to avoid them. Here are the highlights:
Your handshake makes a critical first impression. Your dad probably taught you how to shake hands and his lesson was more important than you know. Make it firm -- not body-builder-aggressive and certainly not feeble like a dead fish. Also, be sure your hand is dry, so if you're perspiring, wipe it off before you meet your interviewer.
Don't touch your face. People touch their faces instinctively and without conscious thought. But if you want to make a good first impression, you'll need to be very conscious of where your hands are for the duration of the interview. Keep them well away from your nose and mouth, which can be a turn-off to germophobes. And for everyone else, touching your face is sometimes interpreted as a sign of dishonesty.
Don't cross your arms. Even if you only know one or two ways to read body language, you probably know this one -- crossing your arms is a sign of defensiveness and passive aggressiveness. That's not the impression you want to convey, so put your hands on the table where they can't cause you any trouble.
Don't stare. You probably know that making eye contact is a good thing, right? Well, there's a difference between positive eye contact and just plain staring. This is one of those things that should be natural, but if you think too hard about it, it is challenging to do in a natural way. The bottom line is that you want to maintain eye contact in moderation, without letting it devolve into uncomfortable staring. At the same time, don't let your eyes wander around the room as if you're bored.
Avoid nodding too much. You might think it's a good idea to nod a lot, either to appear to agree with your interviewer or to imply you're paying close attention, but the reality is that this can make you come across as sycophantic or spineless. Like eye contact, nod in moderation, and only when it's clearly appropriate.
How to Write a Resume: Examples of What Not to Do
By Hillary Chura
In the time it takes you to read this paragraph, the average recruiter will have plowed through six resumes. (We know; we timed one.) Want to increase the chances of your resume making it to the next round? Then don't do any of these seven things, which recruiters say — more than anything — make them want to push the "shred" button.
1. Apply for a job for which you are not remotely qualified
Many candidates believe the job hunt is a numbers game — drop enough resumes, and you’re bound to land something. But shotguns are for hunting pheasant, not finding jobs. The reality is that recruiters hate wasting time on resumes from unqualified candidates. Morgan Miller, an executive recruiter at StaffMark, recalls the security guard who applied to be a financial risk manager (maybe Lehman should have hired him), while Scott Ragusa at Winter, Wyman talks of the aerial photographer who sought out a position as a tax specialist.
“Sorting through unqualified resumes is frustrating, unproductive and puts an extra burden on staff,” says Katherine Swift, Senior Account Director at KCSA Strategic Communications in Natick, Mass. “It also makes it much more challenging to find the right candidate.” So the next time you’re thinking of blasting out resumes to all 60 of the job listings on Monster.com that have the word “finance” in them , save your time (and that of the recruiters) and only apply for ones for which you’re qualified.
2. Include a lofty mission statement
More than ever, today’s savage job market is about the company, not the candidate. As such, mission or objective statements — particularly ones with an applicant’s hopes, dreams, and health insurance aspirations — will dispatch otherwise fine resumes to the circular file. Employers don’t care about how they can solve your problems — certainly not before they’ve met you and possibly not even after they’ve hired you. Instead, write an “objectives” statement that explains specifically how your skills and experience will help the company you’re applying to, not the other way around. And be very clear about what kind of job you’re seeking.
3. Use one generic resume for every job listing
To stand out amongst the sea of resumes that recruiters receive, yours must speak to each and every specific position, even recycling some of the language from the job description itself. Make it obvious that you will start solving problems even before you’ve recorded your outgoing voicemail message. Your CV or query letter should include a just touch of industry lingo — sufficient to prove you know your stuff but not so much that you sound like a robot. And it should speak to individual company issues and industry challenges, with specifics on how you have personally improved customer loyalty, efficiency, and profitability at past jobs, says workplace and performance consultant Jay Forte. Plus, each morsel should be on point.“Think hard about how to best leverage each piece of information to your job search advantage,” says Wendy Enelow, a career consultant and trainer in Virginia. “Nothing in your resume should be arbitrary, from what you include in your job descriptions and achievement statements, to whether your education or experience comes first [recent grads may want to put education first] to how you format your contact information.”
4. Make recruiters or hiring managers guess how exactly you can help their client
Sourcing experts want to know — immediately — what someone can offer, and they won’t spend time noodling someone’s credentials. “Animal, vegetable or mineral? Doctor, lawyer or Indian chief? That’s what I’m wondering every time I open a resume. If it takes me more than a split second to figure this out, I feel frustrated,” says Mary O’Gorman, a veteran recruiter based in Brooklyn.
5. Don’t explain how past experience translates to a new position
Though candidates should avoid jobs where they have no experience, they absolutely should pursue new areas and positions if they can position their experience effectively. A high school English teacher applying for new jobs, for example, can cite expertise in human resource management, people skills, record keeping, writing, and training, says Anthony Pensabene, a professional writer who works with executives.
“Titles are just semantics; candidates need to relate their ‘actual’ skills and experiences to the job they’re applying for in their resume,” Pensabene says. An applicant who cannot be bothered to identify the parallels between the two likely won’t be bothered with interviews, either.
6. Don’t include a cover letter with your resume
A cover letter should always accompany a resume — even if it’s going to your best friend. And that doesn’t mean a lazy “I’m _____ and I’m looking for a job in New York; please see my attached resume.” Says Lindsay Olson, a partner at Manhattan’s Paradigm Staffing: “I’d like to know why you are contacting me (a particular position, referral, etc.), a short background about yourself, and a career highlight or two. It’s important to attempt to set yourself apart from the competition.”
7. Be careless with details
Reckless job hunters rarely make for conscientious workers. As such, even promising resumes must abide by age-old dictums: typo-free, proper organization, and no embellishment. Susan Whitcomb, author of Resume Magic: Trade Secrets of a Professional Resume Writer, says that almost 80 percent of HR managers she surveyed said they would dismiss otherwise qualified candidates who break these rules. She tells the story of one would-be employer who, when looking for an assistant, decided not to hire anyone because every resume she received contained typos. “With a 6-to-1 ratio of jobseekers-to-jobs in the current marketplace, you can’t afford to make mistakes with your resume,” Whitcomb says.
Saturday, March 3, 2012
: Eight qualities of remarkable employees by Jeff Haden
Great employees are reliable, dependable, proactive, diligent, great leaders and great followers... they possess a wide range of easily-defined—but hard to find—qualities.
A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.
Here are eight qualities of remarkable employees:
1. They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.
When a key customer's project is in jeopardy, remarkable employees know without being told there's a problem and jump in without being asked—even if it's not their job.
2. They’re eccentric... The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.
People who aren't afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.
3. But they know when to dial it back. An unusual personality is a lot of fun... until it isn't. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.
Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. It’s a tough balance to strike, but a rare few can walk that fine line with ease.
4. They publicly praise... Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.
Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.
5. And they privately complain. We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.
Remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.
6. They speak when others won’t. Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.
An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what's going on.” He said, “I do, but a lot of other people don't, and they're afraid to ask. I thought it would help if they heard the answer from you.”
Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.
7. They like to prove others wrong. Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn't have leadership potential often possess a burning desire to prove other people wrong.
Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.
8. They’re always fiddling. Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: Reworking a timeline, adjusting a process, tweaking a workflow.
Great employees follow processes. Remarkable employees find ways to make those processes even better, not only because they are expected to… but because they just can't help it.
Jeff Haden learned much of what he knows about business and technology as he worked his way up in the manufacturing industry. Everything else he picks up from ghostwriting books for some of the smartest leaders he knows in business. @jeff_haden
Monday, October 24, 2011
Finding Jobs for Wounded Vets
Finding Jobs for Wounded Vets
Military.com
We all know about the challenges facing veterans looking for jobs: an unemployment higher than the national average, and that's not even taking into account the challenges faced by wounded veterans who are in the civilian job market. One of the initiatives that aims to help wounded vets is the Network of Champions, a project formed in 2008 by defense contractor Northrop Grumman to help wounded soldiers return to civilian life.
More than 70 employers, including Capital One, Northrop Grumman and General Motors, are part of the network, which is dedicated to hiring vets suffering from injuries or illnesses incurred while deployed in Operation Iraqi Freedom or Operation Enduring Freedom. Essentially, if you apply for a job with any company in this network, if the company does not have a job that fits your skills, they will circulate your resume (with your permission) to other companies within the network.
The companies that belong to the Network of Champions include:
• Able Forces
• Aerotek, Inc
• Bank of America
• Best Buy
• Boeing
• Capital One Bank
• Colonial Circuits
• Cubic
• Deloitte & Touche
• Federal Staffing Resources
• General Electric
• General Motors
• Helmets to Hardhats
• Homeland Security Careers
• Homeland Security Management Institute, Long Island University
• HRworks
• Kelly Connect
• Lockheed Martin Corporation
• National Glass Association
• NAVAIR
• NAVSEA
• Nielsen Associates
• Pinkerton Government Services
• PINNACLE Solutions
• Quantum Executive Group
• Raytheon
• Silverstar Consulting Inc
• Smart Solutions
• SunTrust Bank
• TASC
• Team River Runners
• TELEDYNE
• The Sierra Group
• Travelers Insurance Company
• US Naval Sailing Association (USNSA)
• US Naval Sailing Foundation (USNSF)
For more information on the Network of Champions, see the Northrop Grumman website
Sunday, June 20, 2010
Veteran Employment Programs for Federal Hiring
Here is some assistance for those veterans who are looking for federal employment.
The following is a list of Veteran Employment Program Offices responsible for promoting Veterans' recruitment, employment, training and development, and retention within their respective agencies. Veterans are encouraged to contact these individuals for specific information on employment opportunities in those agencies.
NOTE: The individuals listed below are here to help you find employment with the Federal Government. So they are in the best position to support your career aspirations, please contact them before submitting any
employment documentation. These individuals look forward to providing you the employment counseling necessary to increase your chances of obtaining Federal employment.
Agency for International Development
Tom Davis
vets@usaid.gov
(202) 712-5663
Department of Agriculture
David Dissinger
David.dissinger@dm.usda.gov
(202) 690-3420
Department of Commerce
Edner "Ed" Escarne
eescarne@doc.gov
(202) 482-8241
Department of Defense
Karen Hannah
hiringheroes@cpms.osd.mil
(888) 363-4872
Department of Education
Len Clark
len.clark@ed.gov
(202) 401-3855
Department of Energy
Donna Friend
donna.friend@hq.doe.gov
(202) 586-5880
Department of Health and Human Services
Larvone Lewis
larvone.lewis@hhs.gov
(202) 690-6192
Department of Homeland Security
Paul Plasencia
vets@dhs.gov
(202) 357-8257
Department of Homeland Security
Kim Burney
vets@dhs.gov
(202) 357-8416
Department of Housing and Urban Development
Anthony L. Johnson
anthony.l.johnson@hud.gov
(202) 402-2018
Department of Interior
Dana Perez
Dana_Perez@fws.gov
(202) 208-6761
Department of Justice
Cortez Puryear
cortez.puryear@usdoj.gov
(202) 514-0349
Department of Labor
Ron Drach
drach.ronald@dol.gov
(202) 693-4749
Department of State
Denise Wright
vets@state.gov
(202) 663-2182
Department of the Treasury
Ernie Beltz
ernie.a.beltz@irs.gov
(202) 622-0340
Department of Transportation
Brenda Adams
vetemployment@dot.gov
(202) 366-1779
Department of Transportation
Federal Aviation Administration
Austin Lewis
austin.lewis@faa.gov
(501) 918-4415
Department of Veterans Affairs
Dennis May
vecs@va.gov
(202) 461-5063
Environmental Protection Agency
Tania Allen
EPAVeterans@epa.gov
(202) 564-0290
General Services Administration
Daria Ingram
daria.ingram@gsa.gov
(202) 208-0187
National Aeronautics and Space Administration
Krystal Hall
Krystal.m.hall@nasa.gov
(202) 358-1297
National Science Foundation
Nancy Roddy
vepo@nsf.gov
(703) 292-4388
Nuclear Regulatory Commission
Leonard Carsley
leonard.carsley@nrc.gov
(301) 492-2220
Office of Personnel Management
Kelly Woodall
kelly.woodall@opm.gov
(202) 606-2825
Small Business Administration
Stephanie Wimbush
stephanie.wimbush@sba.gov
(202) 619-0617
Social Security Administration
Sandra Seymour
sandy.seymour@ssa.gov
(410) 965-0479
From Jack Gagnon
Veterans Employment Representative
Aitkin (218-9277046) Wednesday by Appointment
Brainerd (218-825-6776)
Little Falls (320-616-2400) Thursday
Wadena (218-631-7660) Tuesday
Honored to serve America's Finest.
Saturday, April 24, 2010
Find Temporary Work in Healthcare
Click below for an article from Military.com about finding temporary work in healthcare.
Find Temporary Work in Healthcare
By Megan Malugani, Monster Contributing Writer
For healthcare providers who forgo permanent employment in favor of working through temporary agencies on a contract or per diem basis (or, for doctors, in a locum tenens capacity), their jobs truly are what they make of them.
Although staffing agency work has both its advantages (including flexibility, higher hourly wages and a steady stream of new challenges) and its disadvantages (poorer benefits and a sometimes-unnerving level of uncertainty), longtime healthcare temps say that the pros far outweigh the cons.
Temp Physical Therapist Enjoys Flextime
"I don't know if I would ever go back to having a permanent job," says Stephanie Sullivan, a physical therapist in Kansas who works through the Delta Flex division of The Delta Companies. Sullivan started out as a healthcare traveler who moved around the country every few months for temporary assignments, but she has remained in Wichita since 2008, first working at a long-term-care facility on an extended temporary contract and now working in home healthcare.
Sullivan cites the flexibility of getting to take time off -- albeit unpaid -- whenever she wants and a higher hourly rate as her primary motivations for working as a temp. Every three to six months, when she is renewing her current contract or getting a new assignment, she takes two to four weeks off. She also gets to use her skills in a variety of settings, which helps prevent "job burnout or getting into a rut," she says.
Sullivan notes that temp work probably isn't right for everyone. Successful temp workers have to be "self-starters, or they won't flourish," she says. For healthcare providers in small communities, temp opportunities are likely limited. And although temps can often obtain health insurance and retirement benefits through their agencies, the cost to the temp is usually extremely high. Finally, "If you're the type of person who gets stressed out knowing that you're in a temporary job and at any time they could hire someone permanently and eliminate your position, it probably wouldn't work for you," Sullivan says.
Need to Plan for the Slower Times
Edward Vinson, who has worked at more than 20 healthcare facilities during his 14 years as a per diem licensed vocational nurse in the Dallas area, has learned to deal with the uncertainty and prepare for the lean times. Vinson, who currently works through nursing employment agency Nursefinders, usually works short-term jobs that last anywhere from a day to a week, when the census shoots up at a facility or as a replacement for a permanent staffer who is on vacation or in training.
During most of the year, the demand for Vinson's services is so high that he can work whenever he wants (he usually works 40 hours a week, days only). However, his options narrow right before Christmas and right before summer. "You may want to work, but you can't because the regular staff is picking up extra shifts to pay for the holidays and for vacations," he says. According to Vinson, who estimates that he typically earns $5 to $8 more an hour than a permanent LVN, "learning how to manage the slow times and knowing when they fall" is important for newcomers to temping.
Temps Shielded from Some Hospital Politics
Jaime Gottschall, a respiratory therapist who works through STAT Staffing in Pittsburgh, is currently on a long-term contract at a facility for the developmentally disabled and generally works 40 hours a week spread over three days. She chose to go the temp route in 2007 because of the flexibility. She didn't want to work holidays or many weekends, as required of many permanent respiratory therapists. "I wanted to still have a life and see my husband and family, who live on the other side of the state," she says. Plus, when she was a permanent employee, she recognized temp workers' higher pay. Now she loves temp life. "The hospital politics [are] a little less," she says. "You can come in, do your job, take care of clients and leave."
According to Gottschall, the reception that healthcare temps receive is often -- but not always -- appreciative. "They either love you or they hate you," she says. "Some hospitals will thank you from the time you get there until the time you leave. At other hospitals, the fact that you're doing the same job and getting paid almost double makes people a little upset."
LVN Vinson notes that occasionally permanent staffers "dump" the most undesirable tasks on temps. "I have to speak up and say 'I'm here to help you and I don't have to be,'" Vinson says. Finding equipment and supplies and learning how the unit operates are more common challenges, he says. "My philosophy is that nursing is nursing," he says. "Wherever you go, it's going to be the same. You just have to adapt to where you're at, how they chart and where they locate things."
Testing the Waters
Many healthcare temps test the waters when they still have a permanent job by signing up with a temporary employment agency and picking up a few shifts as a temp worker now and then. Other healthcare temps hear about temporary employment agencies through friends and colleagues.
Temping is "a great opportunity for nurses to pump up their experience and learn new things," adds Vinson, who plans to continue temping for the foreseeable future. "Each day is different. If you decide to take a permanent job, you're just that much more valuable because you know more."
Why Hire A Veteran
Click Read More... for a great article from Robert Harding at WorkOne Bloomington about why to hire veterans.
Proven Leadership: Veterans were put into leadership roles at early
stages of their time in the service. The real world, front line and
often battle proven leadership developed in the military is well beyond
that of a similar person in a civilian job.
Mission Focused: Every member of the military is used to working in an
environment that is focused on the mission at hand. They are not
clock-watchers, but rather are focused on what it takes to be successful
in their mission.
Team Players: From the early stages initial training, all members of the
military are used to working in a team environment. Some teams are
small, others very large, but all members of the team know that their
individual efforts are to support the team in reaching the larger
objective.
Work Ethic: The work ethic of veterans is unparalleled due to the need
to depend on each other for their lives. Every military person knows
that their life and success depends on their teammates. As a result, the
work ethic of veterans is vastly stronger than the normal civilian work
ethic. People who have served in the military are used to working long
hours in non-traditional environments.
Training and Education: Today's military veteran has been trained in
nearly every occupation imaginable, with a strong emphasis on
technology. Most of the training schools of the military that teach
technology, leadership, sales, management and operations surpass those
available to civilians.
Immediate Contributor: Veterans, through their proven experiences in the
military, become valuable contributors from day one of employment.
Veterans are used to being challenged, encouraged to demonstrate
initiative, think quickly on their feet and give recognition for
performance to those who earn it.
Background Checks and Security Clearances: Over 90 percent of those in
the military have had extensive background checks for various levels of
security clearances. When you hire a veteran, they are less likely to
become a risk to your operation. And if your company requires security
clearances, a veteran can save you a great deal of money on special
background investigations since the veteran can be transferred in
status.
Robert Harding
Disabled Veterans
Employment Representative
WorkOne Bloomington
450 S. Landmark Ave. P. O. Box 3000
Bloomington, Indiana 47402-3000
Ph: (812) 331-6000 Ext 243 Fax (821)331-6010
rharding@dwd.in.gov
Tips for Searching for a New Job
Click read more to find some quick time-saving job search tips that will help your hunt for a new job go smoothly.
Be Prepared. Have a telephone answering machine or voice mail system in place and sign-up for a professional sounding email address. Put your cell phone number on your resume so you can follow up in a timely manner. This job search toolkit will help you get everything you need set for your job search.
Be More Than Prepared. Always have an up-to-date resume ready to send - even if you are not currently looking for work. You never know when an opportunity that is too good to pass up might come along.
Don't Wait. If you are laid-off, file for unemployment benefits right away. You may be able to file online or by phone. Waiting could delay your benefits check.
Get Help. Utilize free or inexpensive services that provide career counseling and job search assistance such as college career offices, state Department of Labor offices or your local public library.
Create Your Own Templates. Have copies of your resume and cover letter ready to edit. That way you can change the content to match the requirements of the job you're applying for, but, the contact information and your opening and closing paragraphs won't need to be changed.
Use Job Search Engines. Search the job search engines. Use the job search engine sites to search the major job banks, company sites, associations, and other sites with job postings for you.
Jobs by Email. Let the jobs come to you. Use job search agents to sign up and receive job listings by email. All the major job sites have search agents and some web sites specialize in sending announcements.
Time Savers. Strapped for time? Consider getting help writing or editing your resume. Resume posting services that post your resume to multiple job sites at once can save hours of data entry.
References Ready. Have a list of three references including name, job title, company, phone number and email address ready to give to interviewers.
Use Your Network. Be cognizant of the fact that many, if not most, job openings aren't advertised. Tell everyone you know that you are looking for work. Ask if they can help.
This tip isn't a time saver, but, it will broaden your online job search resources.
Don't Stop. Don't limit your job searching to the top sites like Monster, CareerBuilder and HotJobs. Check the smaller niche sites that focus on a particular geographic location or career field and you will find plenty of job listings.
Your Layoff and the Law of Attraction
A very good article from Janet White of http://www.jobmarketsecrets.com/ about what you can do to get back on your feet if you get laid off.
Click on "Fullscreen" to view a large version of the article.
Your Layoff and the Law of Attraction
Monday, April 5, 2010
10 Phrases that Kill Resumes
August 23, 2009 By Liz Ryan
The 2009 job market is very different from job markets of the past. If you haven't job-hunted in a while, the changes in the landscape can throw you for a loop.
One of the biggest changes is the shift in what constitutes a strong resume. Years ago, we could dig into the Resume Boilerplate grabbag and pull out a phrase to fill out a sentence or bullet point on our resume. Everybody used the same boilerplate phrases, so we knew we couldn't go wrong choosing one of them - or many - to throw into your resume.
Things have changed. Stodgy boilerplate phrases in your resume today mark you as uncreative and "vocabulary challenged." You can make your resume more compelling and human-sounding by rooting out and replacing the boring corporate-speak phrases that litter it, and replacing them with human language - things that people like you or I would actually say.
Here are the worst 10 boilerplate phrases - the ones to seek out and destroy in your resume as soon as possible:
- Results-oriented professional
- Cross-functional teams
- More than [x] years of progressively responsible experience
- Superior (or excellent) communication skills
- Strong work ethic
- Met or exceeded expectations
- Proven track record of success
- Works well with all levels of staff
- Team player
- Bottom-line orientation
"I'm a Marketing Researcher who's driven by curiosity about why people buy what they do. At XYZ Industries, I used consumer surveys and online-forum analysis to uncover the reasons why consumers chose our competitors over us; our sales grew twenty percent over the next six months as a result. I'm equally at home on sales calls or analyzing data in seclusion, and up to speed on traditional and new-millennium research tools and approaches. I'm fanatical about understanding our marketplace better every day, week and month. and have helped my employers. Brands grow dramatically as a result."
You don't have to write resumes that sound like robots wrote them. A human-voiced resume is the new black - try it! Read more...
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