This document provides guidance on creating effective resumes, cover letters, and follow up communications for job applications. It discusses three main types of resumes - chronological, functional, and combination - and recommends first creating a comprehensive "uber resume" to draw from when tailoring resumes to specific jobs. Key tips include using action verbs, including measurable achievements, and avoiding repeated words. The cover letter layout outlined includes introducing yourself, highlighting relevant skills, and next steps. Follow up thank you notes after interviews should appreciate the interviewer's time and reiterate interest in the role. Being prepared with references is also advised.
Metrics are used to measure performance and make decisions. Common staffing metrics include time to fill a position, acceptance rates, and turnover. When identifying metrics, it's important to consider how they align with business objectives and can be feasibly tracked. Prioritizing metrics involves evaluating their alignment, quality, and feasibility of measurement. An effective recruiting dashboard displays the most critical metrics in an actionable format.
Applying to jobs requires having multiple formatted resumes in PDF, DOC, TXT, and RTF formats and stored in the cloud so they are always available to upload. It is important to have references ready and fully fill out applications. Documents to include are a resume, DD214, degrees, PQR, and ACE transcript. Useful tools include using the Chrome browser with extensions like Lazarus to avoid re-entering information if kicked out, Chrome Autofill to autofill applications, and JobHunter to manage all job applications from one place.
Sc oct 2015 the hottest free sourcing tools available dean da costaDean Da Costa
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This document provides a list of tools for data scraping, search, productivity, and LinkedIn. It includes tools for extracting contact information from profiles like Dataminer-list and Email extractor. Search tools include Sales Search, Simple Seek, and Leadbox-xray. Productivity tools include Treev, Tidy Bookmarks, and Find my bookmark. The document also lists LinkedIn hacks for changing search result distances and pages. It ends by providing contact information for Dean Da Costa, an expert in recruiting and search.
The document provides information to help veterans identify relevant documents, skills, and traits gained from military service that can translate to civilian jobs. It lists documents like the DD-214 and personnel records that contain important details. It also outlines common skills from basic training, primary and secondary jobs, additional duties, and general veteran traits like leadership, teamwork, and responsibility. Suggestions are made for researching civilian career comparisons and translating military experience using online resources.
The document discusses different types of search languages including Boolean, semantic, and natural language searches. Boolean searches use operators to specify search terms while semantic searches find related concepts. Natural language searches allow questions or sentences to describe search criteria. Future searches may use artificial intelligence for more natural language queries.
Xobni is a tool that integrates with email clients like Outlook to display a sidebar with information about email senders by searching social networks, showing the sender's name, social profiles, and past correspondence to provide context.
Finding a job requires committing at least 3-4 hours per day to actively search across multiple channels. These include using social networks like LinkedIn, job boards, job aggregators, associations and alumni groups, recruiters, classified ads, career fairs, internships/volunteering, and job hunting support groups. Effective searching also involves identifying target companies, knowing where to find assistance, and maintaining organized records of contacts and follow-ups.
Interviewing candidates should research the company thoroughly, dress professionally, make eye contact and have a firm handshake with the interviewer. They should be prepared to answer difficult questions and find ways to connect with the interviewer. Candidates should ask their own questions to learn more about the position and company. Proper preparation through practice interviews can help candidates succeed.
The document provides guidance on presenting candidates to hiring managers in the most effective way. It outlines six criteria for a Most Marketable Candidate, including having in-demand, realistic job qualifications. An effective presentation stands out through formatting, measurable achievements, skills match to the job description, and reference feedback. The recommendation is tailored to sell the candidate as solving the hiring problem. Examples demonstrate highlighting a candidate's skills fit to the listed job requirements.
This document provides information on laws, organizations, and resources that protect the employment rights of veterans and support veteran hiring. It discusses the Uniformed Services Employment and Reemployment Rights Act (USERRA), the Equal Employment Opportunity Commission (EEOC), the Americans with Disabilities Act (ADA), and the Office of Federal Contract Compliance Programs (OFCCP). It also provides tips for understanding military experience, translating skills, overcoming biases, and identifying veteran-friendly employers and roles.
The document discusses lean staffing, which aims to maximize value for customers while minimizing waste. It defines lean staffing as doing more with less by analyzing processes, tools, training, and performance data to streamline redundancies. The document outlines three types of lean staffing analyses: process analysis to remove unnecessary steps; organizational analysis of metrics to improve performance; and tools analysis to identify the most effective technologies. It provides examples of converting non-lean five-step processes into leaner two-step processes through process upgrades. The key is thorough analysis of the how, what, where, why and when before implementing changes.
Cursul despre hipertensiunea arterial, coordonat de prof. dr. Ctlina Arsenescu Georgescu, ofer informaii despre fiziopatologia, diagnosticul i tratamentul actual al acestei afeciuni, subliniind riscurile cardiovasculare asociate. Documentul 樽i propune s pregteasc specialiti 樽n diagnostic i tratament printr-o abordare teoretic i practic, definind clasificarea hipertensiunii i evaluarea riscului cardiovascular. Cursul se adreseaz medicilor din specialitile relevante, av但nd la baz cercetri recente i ghiduri internaionale.
Social media is an important tool for recruiters. According to a study, 73% of recruiters have hired candidates through social media, and 93% of hiring managers review candidates' social profiles. Recruiters use LinkedIn, Twitter, Facebook, and other sites to find candidates. Setting up an effective social media architecture involves completing profiles, joining groups, posting regularly, using hashtags, and monitoring sites with tools. It is important to represent your personal brand consistently across platforms.
Social Penetration Theory describes how interpersonal closeness develops gradually from superficial to intimate exchange through mutual self-disclosure. Relationships require continual vulnerability over time through both breadth, the range of topics shared, and depth, the level of personal disclosure. Lasting intimacy is built through reciprocal self-disclosure that penetrates multiple layers of personality from public to private information over the course of a relationship.
Interviewing candidates should research the company thoroughly, dress professionally, make eye contact and have a firm handshake with the interviewer. They should be prepared to answer difficult questions and find ways to connect with the interviewer. Candidates should ask their own questions to learn more about the position and company. Proper preparation through practice interviews can help candidates succeed.
The document provides guidance on presenting candidates to hiring managers in the most effective way. It outlines six criteria for a Most Marketable Candidate, including having in-demand, realistic job qualifications. An effective presentation stands out through formatting, measurable achievements, skills match to the job description, and reference feedback. The recommendation is tailored to sell the candidate as solving the hiring problem. Examples demonstrate highlighting a candidate's skills fit to the listed job requirements.
This document provides information on laws, organizations, and resources that protect the employment rights of veterans and support veteran hiring. It discusses the Uniformed Services Employment and Reemployment Rights Act (USERRA), the Equal Employment Opportunity Commission (EEOC), the Americans with Disabilities Act (ADA), and the Office of Federal Contract Compliance Programs (OFCCP). It also provides tips for understanding military experience, translating skills, overcoming biases, and identifying veteran-friendly employers and roles.
The document discusses lean staffing, which aims to maximize value for customers while minimizing waste. It defines lean staffing as doing more with less by analyzing processes, tools, training, and performance data to streamline redundancies. The document outlines three types of lean staffing analyses: process analysis to remove unnecessary steps; organizational analysis of metrics to improve performance; and tools analysis to identify the most effective technologies. It provides examples of converting non-lean five-step processes into leaner two-step processes through process upgrades. The key is thorough analysis of the how, what, where, why and when before implementing changes.
Cursul despre hipertensiunea arterial, coordonat de prof. dr. Ctlina Arsenescu Georgescu, ofer informaii despre fiziopatologia, diagnosticul i tratamentul actual al acestei afeciuni, subliniind riscurile cardiovasculare asociate. Documentul 樽i propune s pregteasc specialiti 樽n diagnostic i tratament printr-o abordare teoretic i practic, definind clasificarea hipertensiunii i evaluarea riscului cardiovascular. Cursul se adreseaz medicilor din specialitile relevante, av但nd la baz cercetri recente i ghiduri internaionale.
Social media is an important tool for recruiters. According to a study, 73% of recruiters have hired candidates through social media, and 93% of hiring managers review candidates' social profiles. Recruiters use LinkedIn, Twitter, Facebook, and other sites to find candidates. Setting up an effective social media architecture involves completing profiles, joining groups, posting regularly, using hashtags, and monitoring sites with tools. It is important to represent your personal brand consistently across platforms.
Social Penetration Theory describes how interpersonal closeness develops gradually from superficial to intimate exchange through mutual self-disclosure. Relationships require continual vulnerability over time through both breadth, the range of topics shared, and depth, the level of personal disclosure. Lasting intimacy is built through reciprocal self-disclosure that penetrates multiple layers of personality from public to private information over the course of a relationship.
#47: Which technologies or investments move us most effectively towards the yellow box of sustainable development (movement per dollar investment)
#57: Open NFA again, show two places of information Why do we use top down for populations? COMPLETENESS need to sum to the global total for all people, bottom up not possible in practice Why do we use bottom up for products? Nothing to scale from! Advantage: resolution finer than top down, but will not sum to global totals Will present both to you briefly, since both may contribute to type of Footprinting Bioregional is interested in
#61: A development significant at the landscape level: