How One Woman Used a Stunt to Get a Job, Without Creeping Out the Interviewer

How One Woman Used a Stunt to Get a Job, Without Creeping Out the InterviewerYouve probably heard about stunts when it comes to conducting a job search. Honestly, most of the time its a bad idea. Standing outside your fhigkeit employers home wearing a gorilla suit and a sandwich sign is weird. Spamming their Facebook makes you look like a stalker. Devoting songs to them on the radiowell, dont get me started. And dont even think about the mime thing.So, do stunts ever work? Sometimes, but you need to tread very carefully. Think before you decide youre willing to do anything to get a jobsometimes your efforts are just going to look creepy.Roger Wright of the Huffington deutsche post dhl recently wrote an article about a job seeker who actually used a stunt to her benefit.Laura (no last name) finally got an interview. It wasnt out of pure dumb luck, but pretty close. She was a member of a parents group in her neighborhood, which wasnt really related to the job she was applying for, and she really didnt know anyone in the company. She didnt really network, either. I wont bother you with the details of how she got the interview suffice it to say that she did.During the interview, Laura asked her potential boss about what it would take for a person to be successful at the company, and the interviewer said that it was important to go the extra mile. They chatted back and forth, and had a very enjoyable conversation. At the end of the interview, Marcia, the interviewer, said that shed had a good time. Theyd talked about a lot of things, including Marcias love for Georgia Tech, and the pennant she had on her wall. Laura suggested sending her a pair of Georgia Tech baby shoes to symbolize walking the extra mileAnd she did just that.Laura sent the baby shoes, and Marcia remembered her. So, it was a stunt, but heres the thingit was done in context. It wasnt a surprise, and it wasnt creepy. Of course Marcia didnt need the baby shoes, but you can bet that when she received t hem, she remembered Laura.Yes, Laura got the job using a stunt. Sometimes it works. But if youre going to try something like this, make sure that you keep it in context. If its not in context, its just scary.

Kids, Work and Resume Writing Bullet Points

Kids, Work and Resume Writing Bullet Points Tailoring your resume is the sole method to find an interview if you dont have a strong career background. The very first fourth of your resume is the best technique for grabbing the attention you require. My resumes are tough to produce the body. Your resume should feature your primary accomplishments. The Unexpected Truth About Resume Writing Bullet Points Youre able to see a replica of my speaking resume at www.journeyavenue.com. Use a titel letter with your resume The resume will supply the most relevant and vital info, but a cover letter will enable you to hit on things which every employer needs to understand that shouldnt be on a resume. There are lots of advantages of using article writing as an advertising tool for an internet company. Your resume is only going to matter after you buy a referral and have to deliver your resume, or at an interview as soon as the individual whos interviewing youll ask questions off your resu me. For example Using only 1 kind of bullet for main point in addition to the sub point is only going to confuse the reader in every possible way. Its great you have started using bullet points however its disappointing if you dont understand the goal. Each bullet point should begin with a transferable skill which is related to the position youre applying for. Once you have all of the bullet points as strong because they may be, put them in buchung of importance related to the jobs youll be applying to, with the main bullet points on top and the least important on bottom. While applying for the job with your abilities and abilities your resume plays a big function. Unfortunately, its hard for them to demonstrate how good they are when it come to applying for work. Just make certain that whatever you include can somehow be put on the job which you desire. You dont know when you will want to look for a new job. The Tried and True Method for Resume Writing Bullet Points in Step by Step Detail Normally, resumes are advised to be one page long. All your resumes must contain the most relevant keyword phrases and phrases to be able to be more appropriately reviewed. Dont fall in the trap of locating a template or sample that boxes you in to a particular manner of presenting information simply because it appears simple to use, or because the format impresses you. Also, make sure your format is uniform.

3 Reasons Recruiters are Adopting Video Interviews

3 Reasons Recruiters are Adopting Video InterviewsUsing angeschlossen video interviews in the hiring process isnt new. Many recruiters have been interested in the technology for years. You only need to look at the evidence. In 2004 the EEOC received a letter asking about the compliance of online video technology. While the answer from the EEOC confirmed videos compliance, its more important to look at the date. YouTube didnt burst onto the scene to dominate the online video marketplace until 2005. Even in a world without YouTube making online videos readily accessible to everyone, recruiters were still interested in using this technology in the hiring process.Flash forward to the present and unsurprisingly more recruiters are using video interviewing. Its no wonder, considering how many people are watching online video. Last year a staggering 800 million tuned in to their computer screens to watch content online. By the year 2016, a study from Cisco predicts this number will jump to as many as 1.5 billion. With unterstellung kinds of numbers, its impossible for recruiters to ignore the power of using online video to interview talented candidates.Video interviewing certainly seems like the future of recruiting. Here are a few reasons why hiring managers are adopting video interviewing as part of their hiring practicesVideo Interviews Cut Down the Hiring ProcessOne of the best reasons recruiters are adopting video interviews is to save time in the hiring process. According to a study from the Aberdeen Group, in the time it takes to do one phone screen recruiters can do ten video interview screens. This is a lot of time shaved off the traditional hiring process.Plus, video interviews are helping recruiters to build a better bridge between finding a great candidate and filling out new hire paperwork. Recruiters can cut down on the amount of time they spend in the preliminary interview rounds through phone or even in person. Taking advantage of one-way and live vide o interviews cuts out some of the fat from this lengthy procedure. This allows recruiters to really focus on securing the best candidates instead of weeding out the rest.Video Interviews Save MoneyIf all talented candidates lived in your companys backyard the hiring process would be a lot simpler, and a lot cheaper. Unfortunately, in the war for talent companies need to look outside their geographical area for the best people. This can get costly when you need to factor in the price of airline tickets and hotel rooms.Video interviews cut these costs entirely. Your company can now interview talented candidates from all over the world with just the push of a button. No long flights or costly travel accommodations needed.Video Interviews Are FlexibleThanks to 8.1 percent unemployment, recruiters are busier than ever. For every position posted the typical hiring manager is inundated with hundreds or even thousands of resumes. This leaves less time to schedule interviews, especially with passive candidates who may have agendas as packed as yours.Video interviewing can make this problem simpler by allowing interviews to occur around a busy schedule. Job seekers can record their answers to employer questions and hiring managers can view these video answers when they have time. Live video interviewing can take place during a lunch hour or even after work if necessary. Now recruiters dont have to miss out on great, busy candidates due to scheduling conflicts. The flexibility of video interviewing is one of the reasons more recruiters are adopting it into their hiring practices.What do you think? Why do you think more recruiters are adopting video interviewing into their hiring practices? Share in the comments

Teen Employment Rules and Regulations

Teen Employment Rules and RegulationsTeen Employment Rules and RegulationsMaybe you want to have some fun on the weekends. Perhaps you want to buy some clothes, or CDs or books. Or, you may be trying to save money for college. In any case, youll need a job. Before you start making plans for your first paycheck, and even before you start job hunting, there are some things you need to know. If you are under 14 years of age, you may be out of luck. In the United States, the Fair Labor Standards Act(FLSA)sets the minimum age for employment at 14. It also limits the number of hours minors who are under the age of 16 can work. In addition, the FLSA generally prohibits the employment of a minor in work declared hazardous by the US Secretary of Labor. Included is work involving excavation, driving, and the operation of many types of power-driven equipment. The FLSA contains a number of requirements that apply only to particular types of jobs (for example, agricultural work or the operation o f motor vehicles). The FLSA has exceptions to these limitations. For example, minimum age requirements do not apply to minors employed by their parents or guardian. However, minors may not work in mining, manufacturing, and occupations where the minimum age requirement of 18 years old applies. Youths of any age may also deliver newspapers perform in radio, television, movie, or theatrical productions and babysit or perform other minor duties around a private home. Laws regulating the employment of minors vary among states and U.S. territories. Here you will find information on each states or territorys requirements in regard to employment or age certificates. You are encouraged to also contact your own states Labor Department. Alabama Employment Certificate Issued to minors under age 18 (mandated), and age 18 in mines, issued by schoolAge Certificate elend issued Alaska Employment Certificate Issued to minors under age 17 and under age 19 if employer is licensed to sell alco hol (mandated), issued by Labor DepartmentAge Certificate Not issued Arizona Employment Certificate Not issuedAge Certificate Not issued Arkansas Employment Certificate Issued to minors under age 16 (mandated), issued by Labor DepartmentAge Certificate Age 16 and 17, issued by Labor Department California Employment Certificate Issued to minors under age 18 who are enrolled in school (mandated), issued by schoolAge Certificate Not issued Colorado Employment Certificate Issued to minors under age 16 during school hours (mandated), issued by schoolAge Certificate Issued to minors under 18 except not issued to minors under age 16 for work during school hours (on request), issued by school Connecticut Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors ages 16 and 17 (mandated), issued by school Delaware Employment Certificate Issued to minors under age 18 (mandated), issuedby Labor Department and schoo lAge Certificate No Provision* District of Columbia Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Florida Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (on request), issued by schoolnotenzeichen The employer of a minor must obtain and keep on record proof of the childs age. Georgia Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Guam Employment Certificate Issued to minors under age 16 (mandated), issued by Labor DepartmentAge Certificate Not issued Hawaii Employment Certificate Issued to minors under age 16 (mandated), issued by Labor DepartmentAge Certificate Issued to minors ages 16 and 17 (mandated), issued by Labor Department Idaho Employment Certificate Not issuedAge Certificate Not issued Illinois Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certif icate Issued to minors from ages 16 to 20 (on request), issued by school Indiana Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate Issued to minors from ages 18 to 21 (on request), issued by school Iowa Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors from ages 16 and 17 (mandated) and 18 and over (on request), issued by schoolNote Both certificates are also issued by the schools. Kansas Employment Certificate Not issuedAge Certificate Not issued Kentucky Employment Certificate Not issuedAge Certificate Issued to minors under age 18 (on request), issued by school Louisiana Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Maine Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors ages 16 and 17 (on request), issued by school M aryland Employment Certificate Issued to minors under age 18 (mandated), issued by Labor Department and schoolAge Certificate No Provision* Massachusetts Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors ages 16 and 17 (mandated), issued by school Michigan Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Minnesota Employment Certificate Issued to minors under age 16 during school hours (mandated), issued by schoolAge Certificate Issued to minors under age 18, except not issued to minors under 16 during school hours (on request), issued by schoolNote The employer of a minor must obtain and keep on record proof of the childs age. Mississippi Employment Certificate Issued to minors under age 16 in mills, canneries, workshops, and factories (mandated), issued by schoolAge Certificate Not issued Missouri Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors age 16 and over (on request), issued by school Montana Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and over in hazardous situations (mandated) and in other occupations (on request), issued by Labor Department Nebraska Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and over (on request), issued by school Nevada Employment Certificate Issued for minors under age 14 with written permission of district judge (mandated)Age Certificate Not issued New Hampshire Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Not issuedNote Employers must maintain on file a signed, written document from the youths parent or legal guardian authorizing the employment. New Jersey Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate Issued to minors ages 18 to 21 (on request), issued by school New Mexico Employment Certificate Issued to minors under age 16 (mandated), issued by Labor Department and schoolAge Certificate Issued to minors 16 and 17 issued by Labor Department and school New York Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate Issued to minors 18 and over, issued by school North Carolina Employment Certificate Issued to minors under age 18 (mandated), issued by Department of Labor or the County Director of Social ServicesAge Certificate No Provision* North Dakota Employment Certificate Issued to minors under age 16 (mandated), issued by Department of LaborAge Certificate Issued to minors 16 and over issued by Labor Department Ohio Employment Certificate Issued to minors under age 16 at any time, and at ages 16 and 17 during school term (mandated), issued by schoolAge Certificate Not is suedNote Minors 16 and 17 years of age are required to have proof of age for employment during school vacation. The Superintendent of Schools for the district in which the student lives may approve employment in a seasonal amusement park or recreational establishment without an age certificate. Oklahoma Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17, issued by school Oregon Employment Certificate Not issuedAge Certificate No Provision* Pennsylvania Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Puerto Rico Employment Certificate Issued to minors under age 18 (mandated), issued by Labor DepartmentAge Certificate Issued to minors 18 through 21 (on request), issued by Labor Department. Rhode Island Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17 (mandat ed), issued by school South Carolina Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (on request), issued by Labor Department South Dakota Employment Certificate Not issuedAge Certificate Not issued Tennessee Employment Certificate Not issuedAge Certificate Not issuedNote The employer of a minor must obtain and keep on record proof of the childs age (birth certificate, baptismal certificate, passport, or parents oath as to the minors age). Texas Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (mandated), issued by Labor Department Utah Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (on request), issued by school Vermont Employment Certificate Issued to minors under age 16 during school hours (mandated), issued by Department of LaborAge Certificate Not issued Virgin Islands Employment Certificate Issued to minors under age 18 (mandated), issued by Labor D epartmentAge Certificate No Provision* Virginia Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17 (on request), issued by school Washington Employment Certificate Issued to minors under age 18 (mandated), issued by Department of LaborAge Certificate No Provision* West Virginia Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17 (on request), issued by school Wisconsin Employment Certificate Issued to minors under age 18 (mandated), issued by Department of Labor, through permit officers who are school officials and other public officialsAge Certificate Issued to minors 18 and over (on request), issued by Labor Department, through permit officers Wyoming Employment Certificate Not issuedAge Certificate Not issuedNote the employer of a minor under age 16 must obtain and keep on record proof of the childs age. *No provision indicates that the issuance of an employment or age certificate is unnecessary because another type of certificate covers all minors. Source US Department of Labor

4 Ways to Fix Your Reputation After You Break Down at Work - The Muse

4 Ways to Fix Your Reputation After You Break Down at Work - The Muse4 Ways to Fix Your Reputation After You Break Down at WorkYou should absolutely never cry at work. Weve probably all heard that warning too many times to count. And, to some extent, that advice holds true. You definitely want to maintain a stable and professional reputation while inside the four walls of your office.But, we all know that sometimes things just happen that cause us to lose our cool. Perhaps you had a bad day and began uncontrollably sobbing in the middle of your performance review. Maybe you angrily chucked your frustratingly slow computer to the ground in a fleeting fit of rage. Or, perhaps a conversation with your co-worker got a bit more heated than was appropriate during a meeting.Whatever the circumstances, all of us encounter situations where our emotions get the best of us. But, as with anything, its not necessarily about what happened- its about how you react to it. No, you dont need to resign yourself to being forever known as the employee who cried in the supply closet. In fact, there are a few things you can do to patch things up and move on from your outburst. Heres your step-by-step guide for bouncing back after you lose your composure at work.1. Recognize That Youre HumanFirst things first, its important that you acknowledge your emotional blunder and simply accept the fact that it happened. Sure, it was definitely embarrassing and maybe even somewhat inappropriate in a work setting- but youre only human. It can be tempting to keep rehashing and reflecting on the incident. But, what purpose does that serve other than to make you feel bad?So, stop beating yourself up over your outburst, and instead determine your best course of action for remedying the situation. After all, you cant expect everyone else in the office to move on if you wont. 2. Determine What Set You OffHaving one emotional eruption in the office is uncomfortable- but still manageable. Being the empl oyee who loses it every time a co-worker borrows your stapler without asking? Well, then youve got problems.Needless to say, its important that you determine what exactly inspires your flare-ups so that youre self-aware enough to proactively avoid or suppress any situations that might lead to a future incident. Many times, our emotional fits arent caused directly by the event that preceded them. Often, its more of a straw that broke the camels back scenario. Perhaps you didnt burst into tears just because your boss asked you to re-do a project. In fact, you may have already been feeling stressed due to the long hours you pulled the night before and a terrible traffic jam on the way to work that morning. The request for revisions was just the event that finally pushed you over the edge. Get to the root cause so that youre aware of these triggers and can better manage your emotions in the future. 3. Set Future StrategiesOnce youve identified exactly what sent you spinning, its time to implement some tactics to ensure you dont have that same reaction again.Were you already feeling frazzled and edgy when you got to work? Try waking up earlier to leave yourself some extra time to decompress in the morning. Did a co-worker say or do something that set you off? Facilitate a discussion with him or her to talk over ways you can better work together. Was your work overwhelming you? Try sneaking away for a relaxing stroll instead of eating lunch at your desk.Brainstorm some solutions that will help you keep your emotional responses in check. These strategies will prevent you from flying off the handle when a situation or relationship gets tense or stressful down the road. 4. ApologizeNow comes the part that youre likely dreading the most apologizing to anyone your incident affected. Whether your outburst just made your co-workers a little uncomfortable or you made the mistake of directly offending someone when a situation got heated, saying a genuine Im sorry is a critic ally important part of the process- even if it makes your palms a little clammy.Approach each partie individually to deliver a personalized and sincere apology for your actions. Assure them that you know your response was inappropriate, and youre taking steps to make sure that your emotions never get the better of you again. End your apology with a firm handshake and a thanks for their understanding. This effort not only shows your peers that you regret and recognize your slip-ups, but also that you value their opinion of you. Of course, you always want to do your best to uphold a polished and controlled reputation in your office. But, sometimes things can get under your skin and inspire an overly emotional reaction. However, that doesnt mean you need to accept an eternal reputation as the offices emotional rollercoaster. Follow these steps to successfully patch things up and move on with your life and career.

Accounting Resume Skills and Keywords (Examples)

Accounting Resume Skills and Keywords (Examples) Accounting Resume Skills and Keywords (Examples) Job seekers with accounting skills on their resume are in high demand in todays job market. Individual majors most in demand at the bachelors degree level include finance, accounting, and computer science. These same three majors have topped the list since 2012, according to the National Association of Colleges and Employers 2015 Job Outlook Report.Companies expect to hire 21.2 percent more new accounting graduates in 2015 than they did in 2014, according to the report.Use resume examples to learn how your accounting resume measures up.To browse resume examples, go to Indeed.com and click Find Resumes at the top of the home page. There, youll be able to search resumes by keyword and location. Doing this can help you understand the skills and tools you should feature your own resume.However, that provides only a generalized overview. To improve your chances of landing a specific job, youl l need to use the job posting itself as another tool. From that job posting, extract the keywords and use each one that applies to you to show that you are a good fit for the job.Resume keywords play a huge role in the wayapplicant tracking systemsfilter and rank resumes. If your resume lacks the right keywords, it might never get seen by the human on the other side of the ATS.The above word cloud was created using the text of a dozenaccounting jobpostings. The bigger the word, the more often it appeared throughout the job postings.Accountant resume keywordsAccountingAccuracyADPAnalysisAuditsBachelorsBankBillingClientsComplexExcelFinancialGAAPJournalManagementOrganizedPayrollProcessReconciliationsReportsTaxNotes on accountingIn the word list above, there are two industry-specific abbreviations. ADP refers to the company Automatic Data Processing, Inc., and GAAP stands for generally accepted accounting principles.The roles of accounting and finance professionals are expanding, accord ing to Accountemps, a staffing agency specializing in accounting. Given the frequent interaction with other departments, todays accounting professionals need sound decision-making, negotiation and strategic-thinking skills.Using concrete accomplishment statements on your resume is the most effective way to demonstrate these skills. Dont just say that youre a strategic thinker- give an example of a time when youve put your strategic-thinking skills to work. What challenge did you face, or what problem did you spot? What did you do, and how did the situation turn out? And, of course, dont forget to include numbers to back up your statements.Optimizing your resumeIncreasing your visibility within an ATS and positioning yourself as a good fit for a role is your best bet for getting an interview- and a job. Fortunately,Jobscans resume analysis tool turns optimizing your resume into a fast and easy process. Just paste the text of your resume and the text of a job posting into the appropri ate boxes, and youll instantly get a score showing how closely your resume aligns with that job. Youll also get suggestions for changes you can make that will help your resume get ranked more highly by an applicant tracking system.?

Two Surefire Ways to Deal With Interview Nerves

Two Surefire Ways to Deal With Interview Nerves Two Surefire Ways to Deal With Interview Nerves If you worry and stress about interviews, it helps to look at it from the other side of the desk. I have been an interviewer many, many times in my life and I can tell you that were nowhere near as frightening as you might think.There are two things to keep in mind that will help you stave off those interview nerves. They areThe interviewer wants you to succeed as much as you dofruchtwein managers hate hiring. They have lots of demands on their time, and interviewing is just one more thing pulling them away from what they see as their core responsibilities.They also hate it because its a chance to mess up. Its very hard to judge people on the basis of just one meeting, and if they make the wrong choice they will pay for it down the road. This applies to HR people too.They have lots of other things to do besides screening interviews, and a lot of other positions to fill.So the whole process is something theyd rather get over with as quickly as possible.This means that each interviewer is actively rooting for your success. If you are the right candidate the manager can get back to his jobSo dont be intimidated by interviews. The interviewer doesnt want to trip you up. In fact, she wants you to do well. Remember that when nerves start to rear their ugly heads.An interview is not a testparte of what makes us feel nervous about interviewing is the fact that we feel we are being tested and we will either pass or fail. We are applying for a job and we fear we may be rejected.But you can take a lot of pressure off yourself if you think of the interview as a chance to determine whether the job is the right fit for you and a chance for the employer to do the same.There will be lots of jobs out there that are not right for you. The hours wont be right. The location wont be right. The industry wont be right. The job duties wont suit you.There are also many jobs that you wont be right for. You wont have the right skill set, or your personality wont be a good fit for the culture, or any number of other reasons.It isnt a reflection on you when this happens- none of us can be a perfect match with every job or company- it just means it was not the right opportunity for you.If you approach every interview as a chance for both parties to assess the fit, it eases the pressure greatly and makes it much more likely that youll make a good impression.Good luck and happy interviewing