Key Pieces of Best Resume Format Purdue Writing Lab

Key Pieces of Best Resume Format Purdue Writing Lab Metadata is information which is used to spell out the content in Purdue e-Pubs so it can be recognized and discovered by users. The URL is the sites address. Format the line-spacing for your document to make sure that its double-spaced. Once a document is put in the repository, though, a citation to the document will always remain. Make certain that the header on your second page has the exact saatkorn title you included in the header on the very first page. The title ought to be justified left and the page number needs to be justified right. Your title may use a couple of lines. Start well ahead of time, and be well prepared to compose quite a few of drafts. Where to Find Best Resume Format Purdue Writing Lab There are several essay writing services that think theyre the very best, and therefore dont be cheated and check the real list of the very best. 1 mistake in a brief essay will cause you to look sloppy, which isn t desirable in a nurse. The work of Purdue University undergraduate and graduate students might also be deposited if the proper collection for this work was established. If you have to miss an interview, you need to cancel it in advance. Want to Know More About Best Resume Format Purdue Writing Lab? When writing a paper based on the modern language association mla style sample pages will be able to help you stay on track. If you get a permanent and local address, you may want to play with columns. RAsumAs, typically a couple of pages long, could be organized several ways, but the standard buchen is reverse chronological with the majority of recent educational or work experience listed first. Ensure that your resume is printed with the suitable margin measurements, also. You can and probably should discuss sections of your life besides interests in the expert field you wish to enter. A personal statement offers professional programs the chance to find out more about you ma ke the most of it. As you look for a job, your capacity to communicate your qualifications can determine whether you get an employment offer. There are lots of things to take into consideration when planning a research. A Startling Fact about Best Resume Format Purdue Writing Lab Uncovered You probably wouldnt wish to use some APA Style formatting, like double-spacing as you need to showcase your experience and techniques in a little space. Being one of the most typical formats for all sorts of scientific and research papers apa citation format is used mainly within the field of social sciences. Apa american psychological association style is among the most widespread academic formats when it has to do with writing research papers. It is most frequently used within the social sciences in order to cite various sources. Best Resume Format Purdue Writing Lab - Dead or Alive? Additionally, you always have to be ready to defend the info you record. A web site is a selection of information pages online that are written by somebody, organization, company, or institution. It is possible to find access to all Purdue accounts in one convenient place, together with plenty of technical support in case you have difficulties logging in. Each Purdue e-Pubs community may make certain choices about what sorts of work theyll highlight in each individual sequence. Another strategy is to summarize each paragraph in a couple of sentences. If youre looking for top essay writing companies, try out the mentioned above. However little experience you have theres always a means to make it appear great. If you steal somebody elses words or ideas, youre stealing their creation.

The Pitfall of Writing Web Developer Resume

The Pitfall of Writing Web Developer Resume In general, its challenging to properly highlight your technical abilities and over 1 position in the classic one-page resume format. An netz developer summary statement serves the objective of presenting a mixture of your soft skills and technical competencies in a way thats pertinent to your precise job. Writing a resume summary statement is particularly critical for web development professionals since there are a lot of standard software and programming competencies that employers try to find. Writing a resume summary statement for an internet developer position is essential if youd like employers to check at your most relevant skills first. Writing Web Developer Resume and Writing Web Developer Resume - The Perfect Combination Also an internet developer ought to be conscious of the significance of keywords being included throughout his resume. The internet developer resume follows a very simple structure intended to earn an amaz ing first impression with your upcoming employer. Our internet developer resume samples will reveal to you precisely how to present your qualifications so that employers will see your all-inclusive experience and skilled background. A superb web developer resume takes the opportunity to outline the huge experience a developer has in all the disciplines that clients will have to maintain and boost their internet presence. Although there are lots of available positions for web developers, you dont have any guarantees to have a nice and high-paying job. Before you start to look for anentry level web developer job, you should first determine what sort of developer you wish to be. An internet developer can expect to earn a salary in the array of $35,000 to $105,000 each year. Moreover, bear in mind that all web developers arent equal, and a variety of factors will determine the method by which the hiring manager will view your application. In addition, you can look for software developer jobs on Monster. The developer ought to have the basic instruments and resources to produce apps that are customized to your company. If he needs template-based apps, then he is not the right choice for you. Web developers also need to be consistently learning new tools in order to keep on track with the ever-changing technologies. Software integration is related to the maturation of the WordPress backend according to the original software necessary integration. WordPress is a completely free open-source content management system that is very customizable to fit based on the flexible needs. Web Developers are professionals who focus on web development. They handle processes related to the layout and function of websites.

The Costly Impact of Bad Hires on the Talent Acquisition Process - Spark Hire

The Costly Impact of Bad Hires on the Talent Acquisition Process - Spark HireAs a talent acquisition professional, you are well aware of how costly the hiring process is for your company both in time and money. Filling an empty role has the potential to create stress on your team, leading to a downturn in productivity. So starting the entire process over due to a bad hire is just not in the cards.But it happens.Everyone has made the not-so-perfect hire at least once. Whether they turned out not to be the best fit for the role or the company culture, merely replacing an ill-fitting employee isnt going to help you recoup your losses. The cost of a bad hire impacts your talent acquisition process for the long ansturm, which means its critical your hiring team understands the various ways poor hiring decisions add up.Here are a number of ways bad hires affect your talent acquisition processesHiring budgets run dryMoney is the most obvious cost to your team. When hiring budgets are alrea dy tight, making a bad hire can have negative repercussions on the budget for the rest of the fiscal year. This takes away from the money you could be spending on improving your process to attract, hire, and retain quality hires.In our recent report, How to Make the Most of Your Hiring Budget, we discovered only 63 percent of respondents with a hiring budget of less than $1000 reported their cost-per-hire is less than $1000. And for companies reporting a hiring budget of $1000-$5000, 36 percent of respondents said their cost-per-hire is $1001-$2000. This means many hiring teams spend their entire budget on just one or two new hires.To make matters worse, some hiring pros arent aware of how much hires good or bad cost. A shocking 24 percent of hiring professionals who responded to our hiring budget research said they dont track cost-per-hire and 14 percent dont know the ROI of their hiring tools. In these instances, the cost of a bad hire could easily consume your entire hiring bud get.A SparkHire report found that 24% of hiring professionals dont track cost-per-hire.Click To TweetPrecious time is wastedYou invest a great deal of time sourcing top candidates before funneling talent into your hiring process. But once your offer is accepted and you enter the onboarding stage, your entire team pours invaluable time and resources into acclimating and building relationships with the new hire.Time is money. When this energy is poured into the wrong candidate and the process must start again from square one, the cost in time senfgas for your team can devastate your talent acquisition strategy.Not to mention, your second-choice candidates arent going to wait around long for a job offer. In fact, according to our 2018 Growth Hiring Trends Report, 49 percent of talent acquisition pros said 7 to 14 days from receipt of an application to offer letter was the norm. Top talent you passed over while wasting time on the wrong candidate has likely moved on to their next offer. Top talent is not going to wait for you to make an offer while you waste time on the wrong candidates.Click To TweetProductivity wanesOpen roles demand your teams full attention. During the time youre sourcing, recruiting, interviewing, and onboarding a new hire, theyre putting every ounce of effort into filling the empty role responsibilities on top of their own. When a bad hire is made, they may have to make up for mistakes or if you have to refill the position, that additional workload and pressure are prolonged.On top of their increased responsibilities, employees receive less attention from HR and hiring managers during the hiring process. This directly impacts their workflow, which can lead to burnout or overall dissatisfaction in their own role.Ultimately, stress breeds stress. Lost productivity perpetuates the vicious circle of bad hires, costing your team mora time, money, and morale.

Per Diem Pay

Per Diem PayPer Diem PayPer diem is Latin for per day or for each day. While per diem has several meanings, in relation to Human Resources, it is the daily allowance paid to employees for expenses incurred while traveling for geschftsleben. behauptung expenses could be for lodging, meals, tips, taxi, and other ground transportation fees. Incidental per diem traveling expenses also include such things as dry cleaning, laundry, phone use, WiFi,and room attendant tips. When Per Diem Rates Do Not Apply What a per diem rate does not cover is the cost of transportation to and from an employees distributions-mix of employment. In that case, employers either pay transportation costs separately- usually directly to the airline, train, bus, and so forth- or, the employees use their own personal source of transportation and are reimbursed according to the IRS mileage reimbursement rate. Examples of Employer Reimbursement for Travel Employers will pay an employees transportation costs se parately when an employee works at a location for the same company that is different from the location where the employee usually works. For instance, an employees job and office are located in Michigan but, once a month they travel to Pennsylvania to work out of a different regional office for several days. Another example is if an employee trains new employees at their companys locations all over the country and an overnight stay is required at each location. Yet another example is an HR staff person who usually works at the companys main headquarters but each time the company opens a new location she works for a period of time at the new location while she hires and brings staff onboard. All three of these situations would work well with the company paying the employee a per diem because the travel is frequent or lengthy. As such, employees are happy because they dont have to record all expenditures and save receipts as proof. Nor do they need to spend time filling out expense re ports. Setting Per Diem Rates An employer sets per diem rates based on a number of factors. These include the cost of travel-related expenses at various locations, the length of time the employee travels away from the office, and the current Federal per diem rate. Most employers use the Federal per diem rate and the U.S. General Services Administration (GSA) is the governing body that establishes Federal per diem rates each year on October 1. The GSA establishes travel policy including per diem rates (but only) for federal employees on official travel away from their local station, or areas of job location, as defined by their agency. Companies tend to use the Federal per diem rate because per diem payments above the Federal rate are taxable income for employees on their W-2 forms. For more about the intricacies of per diems and taxation, see per diem rates at U.S. Business Law and Taxes. Understandably, the per diem rates of employers are normally set at different amounts for d ifferent locations and vary by the level of travel expenses the employee will experience. Employees traveling to Las Vegas, NV, for example, receive approximately one-third the per diem reimbursement that an employee traveling to New York City would receive based on local expenses (in Federal rates). Benefits of the Per Diem Rate Employees are spared the time that they would otherwise invest in keeping track of expenses, saving receipts, and filling out expense reports when they return to the office. Employees are allowed to keep the money that they dont spend while traveling which can encourage thrift and discourage overspending. The employer benefits because they dont have to invest staff time reviewing expenses, vetting the amount of money spent, and the employees time spent filling out paperwork. In essence, the employer is saying that they have budgeted the amount of money they are willing to spend on employee travel and the employee was notified before they incurred the ex penses. The per diem process can result in substantial savings for the employer as opposed to businesses that pay actual employee expenses. And of course, it is unwise and anti-employee to expect employees to cover their own expenses when they travel on legitimate business pursuits. Per Diem Employment In some occupations and industries, per diem can also refer to short-term, temporary employment. This daily schedule usually consists of several days of employment for a per diem employee asked to fill in for a sick or vacationing employee. Two examples are substitute teachers and health care workers that are paid by the day.

Surviving Coast Guard Boot Camp

Surviving Coast Guard Boot CampSurviving Coast Guard Boot CampJust like the Air Force and the Navy, the Coast Guard only has one location for enlisted boot camp Cape May, New Jersey. Male and female recruits train together. Coast Guard boot camp is run just like any other military boot camp. Expect to spend a total of 53 days in Cape May. Before You Leave for Coast Guard Boot Camp One of the first things youll experience at Cape May is a complete search of your personal possessions. Anything leid approved will be confiscated and stored until after graduation. Set up a bank account (with an ATM card) before you leave. All of your military pay will be made by direct deposit. Bring $50 in cash in small bills to cover purchases during boot camp. If you are married, bring a copy of your marriage certificate. This will be required to start up your housing allowance and to complete paperwork for your spouses military ID card. As with the other services, no smoking is allowed during boot camp. If you dont know how to swim, try to learn before you leave for boot camp. Soon after you arrive, youll be screened for swimming skills, and those that cant swim will have to undergo special instruction. Memorize Coast Guard ranksbefore you leave. This will be one of the first things youll be required to study. Youll also want to know the Coast Guard Core Values and your Basic Training chain of command. Medication in Boot Camp Over-the-counter medication is not allowed in basic training. If you bring any with you, it will be taken away. All prescription medication will be re-evaluated by a military doctor upon arrival. If the doctor determines that the prescription is necessary, the civilian medication will be taken away, and the recruit will be re-issued the medication by the military pharmacy. This includes birth control pills. Family Communication During Coast Guard Boot Camp Before you leave home, tell your family that if an emergency arises (a real emergency, suc h as a death or serious illness in the immediate family) they should contact you through the Red Cross. Within three days of arriving, youll be sending a preprinted postcard home that has your company address on it. Its a good idea to call your family from the USO after you arrive. You are allowed to bring your cell phone, but you may not receive or make personal phone calls for granted liberty on Sunday of the final two weeks of training. Any future phone calls you make while in boot camp will be at the discretion of your Company Commander. First Day at Coast Guard Boot Camp No matter what time you arrive at Cape May, your first day will not end until about 0030 (1230 a.m.). Once you hit the racks on that first night, you wont have much time for sleep. A Company Commander will be screaming and yelling at you at 0530 (530 a.m.). You will begin your adventures with the Coast Guard upon arriving at Philadelphia International Airport. Once you arrive, you are required to retrieve y our bags, then report immediately to the USO. When the bus arrives at the Recruit Processing Center on Cape May, you will be greeted by your Company Commander (CC). It may not be the friendliest of greetings, but youll know youve arrived. Next, youll begin the in-processing tasks. Youll be issued a book known as the Helmsman, and anytime you are not actively doing something, the CCs will expect you to be reading this book. Youll spend your first hours of boot camp filling out forms and giving a urine to test for drugs and alcohol. Women will also be given a pregnancy test. Virtually every task youre ordered to do is timed five seconds to write a name on a tag, ten seconds to find the paperwork, etc. And a Company Commander provides cadence, like a countdown. If you make a mistake, you will be yelled at. Its that simple mistake equals yelling. Its all part of the process to build a disciplined member of the Coast Guard. In-Processingat Coast Guard Boot Camp The next two days will be spent filling out forms and getting military haircuts. Youll undergo medical and dental screenings, get a whole bunch of shots, and receive your first uniform issue. Anytime youre not actively doing something, youll have your head buried in your Helmsman book. On the second day, youll undergo a urinalysis test. You cannot wear contact lenses during basic training. You can only wear your civilian glasses until you receive a pair of military-issue glasses, which are what youll wear for the majority of boot camp. Once you graduate from basic training, you can wear your civilian glasses again, as long as they conform to military dress and appearance regulations. On the fourth day, your entire company will be escorted to meet your Company Commander and his/her assistants. This day starts your official boot camp training. Coast Guard Boot Camp Week One The first week will be the toughest. Just like the other military boot camps, youll probably find that nobody does anything right during this first week of training. During this time, the CC is going to be evaluating everyone to hand out additional duties. Every day starts at 0530 (except Sundays when you get to sleep 15 minutes later), and lights out is at 2200 (1000 p.m.). During the first week, youll be introduced to drill and begin (almost) daily physical exercises. Additionally, youll undergo a class on the Uniform Code of Military Justice, where you will learn about punishable offenses. In the Coast Guard, if you fall behind on training, you can be reverted. This means sending you back to another company several days (or weeks) behind your current unit This is the primary threat that CCs use to keep troops motivated. Like the other services, you can earn demerits when you do something wrong (the Coast Guard calls them performance indicators or performance trackers). Coast Guard Boot Camp Weeks Two and Three The serious classroom work begins during week two. Youll receive classes on military civil rig hts, stress management, the Coast Guard boot camp chain of command, rates andranks, and addressing military personnel (Officers are called Sir, or Maam, enlisted are addressed by their rank and last name). Youll also take a survival float test. During the third week, youll get training in the Freedom of Information Act, deckhand protective equipment, sexual harassment, the Montgomery GI Bill, Coast Guard history, Coast Guard missions and traditions, deck seamanship, advancements, lines, knots and marlinspike, an introduction to the 9mm handgun. Unlike the other military services, you wont get to fire the M-16 rifle in Coast Guard basic training, but you will get a chance to fire the 9mm during week four of your training. Coast Guard Boot Camp Week Four During the fourth week, the training courses will include leave and liberty, rating and nonrating duties, classified material, uniform devices, vessels and aircraft, performance evaluations, and the assignment process. Youll also visit the 9mm handgun range and fire the M-9 handgun. At the end of the fourth week, youll take mid-term exams, covering everything youve learned to this point. If you fail the exam, youre allowed one re-test. If you fail the retest, expect to be rephased to learn it all over again. Also during the fourth week, youll take your PT test. If you fail this test, youll be required to get up each day one hour before everyone else and attend the special training. If you cannot complete the requirements by the seventh week of training, youll be reverted. In order to graduate Coast Guard Boot Camp, you will have to meet the following physical standards EventMaleFemalePush-ups (60 sec)2915Sit-ups (60 sec)3832Run (1.5 miles)12511526Sit and Reach16.5019.29Complete a swim circuitTread water for 5 minutesJump off a 6-foot platform and swim 100 meters About halfway through the fourth week, your company will finally get its company colors. To celebrate, the Company Commanders take the entire compan y down the beach for a few hours of incentive training exercises. At the end of the fourth week, you will fill out an Assignment Data Card (ADC). This is how you tell the Coast Guard which assignment you want. You request your assignment first by geographic location, then type of unit (i.e. cutter, small boat station, patrol boat, etc.) Coast Guard Boot Camp Weeks Five and Six In the fifth week, youll learn about deck maintenance and painting, survival equipment, boat crew and buoyancy, Coast Guard terms, ethical conduct, personal floatation devices, emergency drills, emergency equipment, flags, and pennants, and youll take a personal finance class. At the end of the fifth week, youll find out what your next duty station is going to be. The week after that youll get training in fire prevention, fire extinguishing methods, firefighting equipment, engineering, watchstanding, hose handling techniques, and career counseling. Coast Guard Boot Camp Week Seven During this week, you ll get training on heaving lines, line handling, and review the Coast Guard alcohol and drug policy. The seventh week is the big one. This is the week of your final exam and final PT test for those who are in remedial PT training. You must reisepass both in order to graduate. If you fail either one, you get one retest. If you fail the retest, expect to be reverted to an earlier company to try again later. If you pass your final exam and PT Test and havent racked up performance indicators, at the end of week seven youll get an eight-hour pass to go off base. Graduation From Coast Guard Boot Camp The final week is a breeze. Youll receive your assignment, and do the paperwork to prepare for graduation and departure. Youll receive some classes on first aid and prepare for your assignment. Finally, on Friday morning, youll march in the graduation parade. During the graduation ceremony, awards will be presented. The Coast Guard awards the honor graduate ribbon to the top three percent of each graduating company. Individual awards are also given for the highest achievements in academics, seamanship, leadership, manual of arms proficiency, pistol expert fire, physical fitness and for the best shipmate. The Coast Guard is different from the other military services, in that all of the out-processing (assignment) is done before graduation, so recruits are free to depart Cape May immediately after the graduation ceremony.

What Online Learning Can Do For Your Career

What Online Learning Can Do For Your CareerOnline Learning Can Help Your CareerWhat Online Learning Can Do For Your Careerno

How to Reduce the Employer Liability at Holiday Parties

How to Reduce the Employer Liability at Holiday PartiesHow to Reduce the Employer Liability at Holiday PartiesThe increased recognition that alcohol consumption at organization-sponsored events creates significant legal liability has had an impact on that traditional institution, the company holiday cocktailparty- but this impact is elend necessarily pervasive or severe. Organizations are carefully weighing the pros and cons and trusting employees to act as professionals has so far won the day In an extensive 2015 survey of employers, the Society for Human Resource Management (SHRM) found that a majority of organizations (59 percent) planned to serve alcohol at their holiday or end-of-year parties. And only half of these employers (47 percent) said that they would seek to regulate alcohol consumption through methods such as providing drink tickets or a drink maximum (71 percent of respondents were in this category),serving only certain types of alcohol (for example, making wine and b eer, but not spirits available at the party) (25 percent),having a cash bar (18 percent), orother (11 percent). Moreover, the SHRM 2015 survey found that year-round, a third of organizations (33 percent) have either a formal or informal policy that allows employees to drink alcohol at work-related events. (Each employee needs to determine if drinking alcohol at company events is for them.) Companies schedule and plan holiday parties with the best of intentions, to reward their employees, boost morale and encourage team spirit. But these gatherings, especially when alcohol is served, can turn into an environment for unwanted sexual advances and potentially illegal employee conduct if the employer is not careful. That is especially the case when the holiday party is held at an offsite location (which, according to the SHRM 2015 survey, is the case in nearly 67 percent of such functions). In a social setting outside of the workplace, an employee whose inhibitions are lowered by alcohol consumption can engage in behavior that he or she would never consider doing on the job. Employers Worries Extend From Harassment to Employee Fatalities Holidayparties often bring more than just intoxicated high jinks. Being merry can sometimes mean crossing the line, ranging from offending a coworker to violating the law. Moreover, in todays real-time social media environment, drunken shenanigans at aholiday party can quickly be posted online for the whole world to see. The first two actions an employer needs to take prior to the holiday party include reminding employees that respect and professionalism apply not only on work time but also at company-sponsored events such as office parties. And secondly, employers need to establish social media policies that prohibit employees from posting photographs or video without management permission in social media. These are two good initial steps, but far more needs to be done to deal with the more serious legal issues. Employees are protected from sexual harassment and discrimination by Title VII of the Civil Rights Act of 1964, which covers employers having 15 or more employees (including regular part-time ones). Title VII provides two requirements for conduct to trigger potential liability for unlawful harassment The conduct must be unwelcome andThe conduct must be sufficiently severe or pervasive. It need not be both. Conduct is not illegal simply because it is inappropriate or makes a coworker feel uncomfortable.However, even a single, extremely serious incident of harassment may be sufficient to constitute a Title VII violation, especially if the harassment is physical. So, if an office party incident follows previous incidents of misconduct, it could constitute the evidence necessary to reach the severe or pervasive threshold, ?which lays the foundation for a Title VII claim. A second major legal liability is created by drunk driving following an employer-sponsored holiday party.In a 2013 court decision t hat received substantial publicity, a California appellate court reversed the trial courts grant of summary judgment for the employer. They found that an employee who consumed alcohol at a company-sponsored event and, after leaving, struck another car and killed the driver created liability for the employer. It is irrelevant that foreseeable effects of the employees negligent conduct (here, the car accident) occurred at a time the employee was no longer acting within the scope of his or her employment, the court ruled. Proactive Steps to Consider at the Holiday Party Given such legal risks, prudent employers should take these six additional proactive steps to lessen their litigation liability.Key examples of actions that are recommended for employers to consider include Have in place comprehensive, written anti-harassment policies, clearly stated in employee handbooks- and publicize that policy prior to the holiday party.Send a memo reminding employees to act responsibly at the party, clearly expressing a lack of tolerance for any inappropriate behavior including drunkenness.Enforce the workplace dress code at the party to avoid any inappropriate or suggestive attire and let the employees know your expectations in advance.Make attendance at the party voluntary, and do not suggest that attendance will benefit a persons standing within the company. If alcohol is served, set a tone of moderation in advance through interoffice memos, emails, meetings, inserts into paychecks or other communications, and stress that excessive alcohol consumption will not be tolerated.Limit the number of drinks or the length of time during which alcohol will be served, and provide substantial non-alcoholic alternatives. Serve plenty of food and ensure that alcohol consumption is not the focus of the event. Such steps are not a guarantee against holiday party problems, particularly if the decision is made to serve alcohol.But they can be an employers foundation for an effective de fense against liability if problems should come to pass. Consider though that ten reasons exist about why employees often loath office holiday parties and take this into consideration as you plan your annual holiday bash.