Teaching Professional Resume Writing Class Online - How to Create an Effective Resume Online

Teaching Professional Resume Writing Class Online - How to Create an Effective Resume OnlineOne of the best ways to stand out in a competitive job market is by creating a teaching professional resume that will make the hiring manager's eyes light up with wonder. When people hear about a teacher, they want to know more about that person, their teaching experience, their education and what the type of education they have received has been like. They do not want to be left with a vague picture in their minds and then hire the next person that comes along.For this reason, creating a professional resume is essential for any teacher seeking employment. This does not mean that one needs to spend many months on it; a couple of days should be enough. However, if you are looking for a one-on-one time, it will certainly be advisable to make sure that you write it all by yourself and not by using a professional resume writer.Teaching professionals who have participated in a teaching professional resume writing class online can really be helped out when they need to create a good resume. These days, there are many teaching professional resume writing websites that specialize in this area. Using these types of websites will enable you to create a professional resume that will impress both hiring managers and possible future employers.The first thing that you will want to look for when you are choosing a teaching resume writer is the reputation of the writer. You can do this by reading some of the previous resumes that were submitted by the writer.Since the resume is usually a very detailed document, make sure that the writer can present all your information in the most effective way. Make sure that the content is good so that it captures the attention of the reader and therefore make sure that the resume writer is capable of doing this.Another important aspect that you should look for when you choose a writing class is the type of experience that the writerhas. In fact, one of the things that you should not get yourself involved in is wasting time trying to learn everything about a resume writer and his/her background; this only wastes time and if you are not a professional, it might also put you at a disadvantage.There are plenty of other things that you can choose from when it comes to hiring a professional writer; however, these two are a must and can help you understand a lot about how you should approach a resume writer. By doing this, you will have a better idea of whether you need to spend a lot of time on this or whether it will be easier for you to come up with your own.

Your Job Is Your Biggest Asset

Your Job Is Your Biggest Asset Here’s something you may not have thought about: Your biggest asset is your ability to earn money. You should be aggressive to protect and grow this asset. If you want to advance your career, or simply keep your job in tough times, think like an owner. I spend most of my time working with entrepreneurs. One of the biggest complaints I hear from them is that they don’t have employees who think like themselves. I have a business myself, and I love to hire people whose parents own a business. These people know how to think and act like an owner. They learn it from their parents. If your parents don’t own a business, you can still borrow this mantra and change how you do your job. Your value dramatically increases if you do. Read More: 3 Legends’ Advice Show passion for the company. This is the first rule. You always get the attention of your bosses if they see your passion for what you do. Too often I had people working for me who obviously are just there for a paycheck. These are the ones who are always the first to go when things get tough. Put the company’s interest first. Too many employees do the opposite. They think about what’s best for them and put their interests in front of the company. Thinking about the company’s best interest means doing your best when you work, and going an extra mile. Ask yourself: If you owned the company, would you do your job in the same way you do it now? If your answer is no, change your behavior. Read More: Human Advice vs. Robots Don’t be afraid of making suggestions. Rather than wait until someone asks you what you think, volunteer. If you see a better way of doing things, speak up. If your boss does not adopt your idea immediately, don’t get discouraged. I sometimes don’t deal with employees’ suggestions on a timely basis, either because I’m too busy at the moment or I have other things on my mind. But it’s never because I don’t want to hear suggestions. If you have good ideas, keep them coming. Your boss will eventually thank you. Read Next: These Are the Best Jobs in America in 2016 If you don’t like where you are, leave. Sometimes, your boss doesn’t want your ideas. Sometimes, you just don’t like what the company does. Sometimes, you feel frustrated and know you could do better. This is the time for you to leave your job. If you think like an owner, you should have no problem finding a company where people recognize your value. Employees who think like owners are always stars. If you show real interest in your job and your company, you can really stand out and be rewarded. It’s up to you. Read Next: Vital Questions on Variable Annuities Josh Patrick is a founding principal of Stage 2 Planning Partners in South Burlington, Vt. He contributes to the NY Times You’re the Boss blog and works with owners of privately held businesses helping them create business and personal value.

Dont Weed Out; Select In How to Improve and Build an Effective Interview Process - Your Career Intel

Don’t Weed Out; Select In â€" How to Improve and Build an Effective Interview Process - Your Career Intel Just saying the phrase aloud can evoke nauseaâ€"in candidates and interviewers alike. Weve all heard the horror stories. If real-life interviews were secretly filmed, there’d no doubt be a YouTube channel awash in interview disasters. Yet many hiring managers dont know what to do or how to improve the hiring process. Throughout my career, Ive witnessed or heard about some really dreadful interviews, though I’m glad to say the truly horrible ones are few and far between. More often, people experience bland, homogeneous, impersonal, unrewarding and uninspiring interviews. Only a rare few could be classified as exemplary, and Ive come to understand quality interviewing is a craft, a honed skill. How to Improve The Interview Process The good news is that like many skills, the practice of conducting interviews can be refined and improved. Last year, our professional services firm undertook the company-wide initiative of identifying, disentangling and carefully defining key characteristics â€" our 8Cs â€" intrinsic to and shared by our most successful salespeople. We also developed Associate personas (similar to marketing’s customer personas) to efficiently target our highest potential new hire candidates. It’s less about who and more about how. But we didnt stop with who we select for an interview, we also studied how we interview. Rather than the typical approach of using interviews to weed out incompatible candidates, we flipped our method to focus on determining whom to select into and through our candidate process. Leveraging a series of interviews with sales managers and high-performing Associates as well as data-driven research, we developed documentation detailing what our diamonds in the rough might look like â€" not by past experience or education alone, but by their embodiment and expression of our 8Cs. From the earliest phone screenings through our most detailed and cross-team conversations, we utilize the practice of CIDI, Chronological In-depth Interviewing. We believe the most accurate predictor of future performance is past performance in a similar situation. Not the same situation; a similar one. That slight difference in wording is critical. We don’t blindly pursue people because theyve sold in our industry. Nor do we simply seek out professionals in the verticals we serve. We look for demonstrated success in analogous situations. Chronological interviewing via CIDI enables us to evaluate candidates through the lens of real-world experience and avoid the check the box tunnel many hiring companies find themselves in. There’s no need to place bets on gut feelings, hunches or hypothetical responses. CIDI helps us examine any career, progression paths or time gaps. Most significantly, the process of chronological, in-depth, structured interviewing encourages candidates to share past major decision details, including reasoning, logic, situational aspects and lessons learned. That insight serves as a sound predictor of a candidate’s future decisions and actions. CIDI works for us, in part, because we purposefully designed engaging, flexible questions and conversation topics to align with our company’s identified 8Cs (conscientious, compelling, coachable, connectors, communicators, competitive, confident and community/cause oriented). From internal recruiting and HR to hiring managers and peer interviewers, everyone works from a shared interview playbook. CIDI provides a series of question options for each of our 8Cs, and allows the interviewer to pick and choose based on how the conversation is flowing, comfort with topics and lines of common interest. Many of our CIDI questions begin with phrases such as: Tell me about a time…. and Share an example when…. The interview doesnt end with the handshake. There’s another key aspect of efficiently using CIDI as a candidate evaluation approach â€" the interview doesnt stop when the conversation concludes. An interesting and insightful discussion is only truly effective if the information gleaned is subsequently collected, analyzed and assessed. Some time and thoughtful effort is required by the interviewer after the candidate leaves the building. Along with questions and discussion guidelines, our CIDI documentation includes strategies to decipher what an interviewer learns and provides tools to help determine and present sound conclusions. In an upcoming blog, I’ll share more about the post-interview process and how you can create a useful candidate documentation method that enables everyone in the hiring progression to utilize company-wide nomenclature and execute upon common evaluation practices. While interview disasters make for good movie scenes, they make miserable real-life moments. Keep these time-wasters where they belong, as 5-minute mental breaks on YouTube.