These are the best states to live in if youre a working dad

These are the best states to live in if youre a working dadThese are the best states to live in if youre a working dadThere are more fathers in America who are catching up to working mothers and are taking an active role in their childs life,according to the Pew Research Center. And when youre both a parent and a provider, you must learn how to tightly balanceyour careerand the needs of your child.This search for work-life balance is applyingto more and more dads. The Bureau of Labor Statistics reports that 93% of dads in 2017 who have childrenyounger than 18 are employed. But 52% of working dads said it is difficult for them to balance work and family life.WalletHubs new study on the best and worst places for working dads to live wants to make this search a little easier. Using 22 metrics working dads would be interested in - including unemployment rates for working dads, mens life expectancies, childcare costs- analystsevaluated all 50 states and the District of Columbia.While Wal letHubs study on the best places for working momsfound Vermont to be the best state for motherhood, the study onworking fatherhoodcame to a different conclusion using overlapping but also distinct metrics for dads.Heres what they found.Connecticut is the best stateThe best state for working dads overall is Connecticut, followed by Minnesota and Vermont.Connecticut ranked high in all of the categories eighth in economic and social wellbeing, fourth in work-life balance, and sixth in childcare. When it came tothe percentage of children 18 years and under who are living in poverty with their fathers, Connecticut had the third lowest number.Connecticutalso offers a good work-life balance, with the 5th best parental-leave policy, according to the National Partnership for Women Families score, WalletHub analyst, Jill Gonzalez, told Ladders. It has some the 3rd best school systems in the country and the 6th most pediatricians at 17.5 per 100,000 residents.And if Dads wanted to live to see their children grow old, they improved their chances by moving to this New England state. According to Gonzalez, Connecticut had the highest male life expectancy in the U.S. at almost 79 years.Mississippi is the worst stateMeanwhile, wherever Connecticut did well, Mississippi did poorly. It ranked 45th in the economic wellbeing category judgingunemployment rates and family income- but where it really failed welches in the health metrics, where the stateranked last.Out of all the areasranked, Mississippi had the lowest childcare costs but it also had the lowest life expectancy for men.Males in Mississippi have the second highest heart disease mortality rate at 269 per 100,000 men, as well as the second highest number of colon and rectal cancer cases at 60 for every 100,000 men,Gonzalez said. Therefore, its not surprising that according to the Social Science Research Council, Mississippi has a male life expectancy of just 71.9 years, the lowest in the country.Being a good father mea ns being present, physically and mentally, for childrens milestones. Based on WalletHubs metrics, the best place to do that is Connecticut.

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Kids, Work and Free Resume App

Kids, Work and Free Resume App With the aid of our Resume Builder and CV Builder app youre able to come across resumes to create professional looking totally free resumes. So, My Resume Builder is invaluable in creating an incredible ready-to-go resume. My Resume Builder can help you create a fantastic resume with the support of its tools. The Free Resume Builder helps prepare resumes even when you dont possess the slightest idea on the best way to do so employing a seven step approach. The 5-Minute Rule for Free Resume App You can rely on the ideal essay help online. The style that is likely to make the most compelling resume is dependent on your work history and your degree of knowledge and techniques in the field you put in your application for. Our site is just one of the most appropriate for essay help. The actual individuals highly praise our essay help site. The Free Resume App Cover Up In order to acquire an outstanding job that you must communicate to the compan y that youre ready, willing, and outfitted to do the job. The Indeed Job Search app can save listings you want and there are a few jobs that it is possible to apply for right on the telephone. Many jobs enable you to apply with one click. To get find a new job, you must learn about the greatest new jobs faster and you have to apply with a resume that will stick out. Resume builders are an excellent solution that will help you organize your work application. Figure out if a Video Resume is proper for the job that you are looking for. Professional Resume is quite vital for every single job seekers. Whatever They Told You About Free Resume App Is Dead Wrong...And Heres Why A good way to receive a professional looking resume is with the support of Free Resume App. Resumes are extremely foreseeable in features and data, but many choices have to be produced. Simple to use interface and you can make an ideal professional resume in only a couple of minutes. Free Resume App - Ove rview Resumizer free resume creator allows you to preview your resume at any stage in the creation practice. There are lots of Free resume building apps can be found play shop. The website delivers some helpful prewritten phrases youll be able to use if you become stumped attempting to produce your own. If you are searching for an easy means to produce free resume than your search over here. The Chronicles of Free Resume App It is fantastic for a wide array of professional roles, such as Solicitor, Lawyer or Legal Executive, although it may easily be adapted to the majority of positions. With your iPhone or iPad, you may notlage only locate the ideal position but in addition design a fantastic CV too Several occasions the perfect job applicant is screened out as a consequence of poor continue. Someone states that resumes are dead and it is necessary to have social media, but practice indicates that recruiters continue to find applicants resume, choose more relevant ones and just then connect with applicants. You can also produce your own custom made sections. The app keeps gaudy colours and styles away to guarantee the CV has the expert appeal. Then what youve got to do is, should fill all of the information like fill in the blanks then youve got to pick the ideal format based on your requirements. First you ought to fill all of the information like fill in the blanks then youve got to select the ideal format in accordance with your requirements. In case you have any questions, you can get in touch with our friendly support team night and day and get immediate assistance. The very last thing you desire is for your resume to let you down when youre actually the best suited pick for the job. The principal thing for obtaining a job is that need to have a good resume. There isnt any time for procrastination once it comes to getting your perfect job. Flip PDF is just one of the most popular e-pamphlet makers all around the world. Choose the re sume template and youll see print preview. Just in case, youre not quite happy with the pre-defined templates, you can purchase premium templates through in-app purchases. Your professional CV template includes many icons for contact information and societal media. You must find out strategies to adjust your experience to the demands of the new job and place it in such a manner your strengths are displayed on top. Its quite easy to apply jobs online with very simple steps as there are a range of sites, which is offering the jobs you could want to utilize for. Job apps are now able to help you locate a job, send you an alert every time a prospective match is posted and there are even smart new resume apps that could boost your odds of getting work by assisting you to craft the perfect resume. Inform everyone you know that you are looking for employment. LinkedIn isnt just an extraordinary place to discover jobs, but it keeps you well-connected. Purpose of your resume is to re ceive a job.

The strange reason some NBA players lose games

The strange reason some NBA players lose gamesThe strange reason some NBA players lose gamesWith the 2017 NBA Finalsnow in full swing and Game 3 scheduled for tomorrow, its crucial for the basketball players to get as much sleep as possibleso they can play harder than everon the court.That means giving up a favorite athletic hobby staying up late to talk smack on Twitter.Unsurprisingly, when NBA players stay up late to send a few tweets, their performance suffers the next day.Early findings from a new study from researchers at Stony Brook University show that players tweeting - specifically between 11 pm the night before a game to 7 am the day of - perform worse on the court.The researchers that late-night tweeting led the athletesto score approximately one less point on average in the following games. They also played 2 minutes fewer on average, and hadless rebounds, blocks and steals, among other conclusions.They also found that the accuracy of players throws dipped 1.7 percentag e points, unlike during games where they didnt post onTwitter at a late time beforehand.For the study, the Stony Brook research team took a look at two public databases, Yahoo Sports basketball statistics, and what 112 players did on Twitter. They examined what happened during games in players home time zones (just in case switching zones had an effect). Researchers specifically looked at the habits of players who participated in 7 seasons (2009-2016), and more than a whopping 30,000 tweets.The information wasshowcased at the SLEEP 2017 meeting yesterday in Boston, and the abstract has been published in a web supplement of Sleep.Study co-author Lauren Hale, PhD, Professor of Family, Population and Preventive Medicine in the Program in Public Health at Stony Brook University, commented on the research in a statement.ur findings are relevant beyond just sports science researchOur results demonstrate a broader phenomenon to perform at your personal best, you should get a full night of sleep, Hale said.Why late nights on social media might bedrngnis be the best ideaOf course, you dont have to be an NBA player to know that getting overinvested on social media is a bad idea if you should be getting some sleep instead. Theres ample evidence, for instance, that using Facebook is bad for your mental health.With the enormous pressure to perform in front of huge crowds at the game and tuning in on TV, it makes sense that NBA players likeKobe Bryant, LeBron James and Derrick Rose have reportedly relied on naps as a source of rejuvenation. With the amount of sleep that athletes require to perform at top levels, tweeting at crazy hours probably doesnt help them stay on track.James reportedly tries to get 8-9 hours of sleep per night, and told CBS Sports in 2016 about how naps are part of his routine.This may sound weird to youbut for my 13-year career, Ive taken a nap for the most part every day - and for sure on game days, James told the media outlet.Its clear that how yo u fare at work is often dictated by how much sleep you get the night before. You may not be judged by your dunks at work, but you will be judged by how awake you are.

40 Companies Hiring Like Crazy in June

40 Companies Hiring Like Crazy in June40 Companies Hiring Like Crazy in June American workers are in high demand these days.Back in 2009, there weresixunemployed workers competing for every open job today that ratio is one, tipping the odds in favor of job seekers. Plus, there are more pockets of fast wage growth - including jobs in e-commerce, healthcare, and tech.Companies are eager to hire talented people and theyre pulling out all of the stops. Competitive salaries, cool benefits, and flexible schedules are just the beginning. Here are 40- yes, 40- companies hiring like crazy this month. Grab your handy and apply nowCitrix Where Hiring Fort Lauderdale, FL Goleta, CA Santa Clara, CA & more. What Roles Software Engineer, Sr. Software Engineer, Corporate Sales Rep, Alliance Marketing Manager, Demand Management Representative, Networking Sales Specialist, Technical helfende hand Engineer & more. What Employees Say HR benefits, work schedule flexibility, com pany products are great. - Current EmployeeNorthrop Grumman Where Hiring Chantilly, VA Annapolis Junction, MD Sierra Vista, AZ Falls Church, VA & more. What Roles Embedded Software Engineer, Senior DevOps Systems Administrator, Cloud Administrator, Program Cost Schedule & Control Analyst, Front-End Web Developer, Cyber Information Systems Security Analyst & more. What Employees Say Great company with very competitive pay and excellent benefits. - Current EmployeeBoston Scientific Where Hiring Arden Hills, MN Phoenix, AZ Marlborough, MA Seattle, WA Corpus Christi, TX Spencer, IN & more. What Roles Sr. Clinical Trial Manager, IT Clinical Systems Analyst, Senior Compensation Analyst, Lead Platform Engineer, Clinical Franchise Lead, HR Assistant, Sr. Consultant of Diversity & Inclusion & more. What Employees Say The work/life balance is reason 1. I mean it when I say I would be happy working at BSC for the entirety of my career. In my function, management listens to their employees, give opportunities for advancement and really rewards top performers. - Current EmployeeGardner Denver Where Hiring Bentleyville, PA Quincy, IL Houston, TX Milwaukee, WI Trenton, NJ & more. What Roles Designer, IT geschftliches miteinander Relationship Manager, Billing Administrator, Sales Engineer, Warranty Administrator, Master Scheduler, Machine Operator & more. What Employees Say Good colleagues make the work environment fun. Decent pay and benefits. Work/Home balance is achievable if desired. Willing to invest money to make the company better. - Former EmployeegruppeHealth Where Hiring Knoxville, TN Chicago, IL Ocala, FL Las Vegas, NV St. Louis, MO Phoenix, AZ Houston, TX & more. What Roles Physician, Medical Director, Nurse Practitioner, Physician Assistant, Psychologist, CRNA, Anesthesiologist, Emergency Physician & more. What Employees Say Leadership development for physicians is fantastic and continues to evolve. They understand that physicians nee d support in various areas in order to be able to enjoy practicing. - Current Medical DirectorNCSA Next College Student Athlete Where Hiring Chicago, IL Houston, TX Reno, NV Boston, MA Detroit, MI Atlanta, GA Philadelphia, PA & more. What Roles Member Support Assistant, Data Analyst, Senior Sports Sales Specialist, Inside Sales Recruiting Coordinator, Senior Sales Specialist, Senior Product Manager, Paid Search Data Analyst & more. What Employees Say NCSA cares about families and want to educate and help each athlete have the best opportunities to play their sport in college. - Current EmployeeAdient Where Hiring Northwood, OH Plymouth, MI Sycamore, MI Riverside, MO & more. What Roles Quality Manager, Production Supervisor, Master Supply Chain Planner, Cycle Counter, Tooling Engineer, Identity Architect, Launch manager Senior Program Manager & more. What Employees Say Great pay, some of the best benefits Ive seen. - Current Product Line WorkerTBI Where Hiring Chicago , IL What Roles Senior Accountant, Account Manager, National Channel Manager, Commission Analyst, NetSuite Developer & more. What Employees Say TBI has sustained continuous growth in my time here, and with that growth comes great opportunities to advance in your career. The potential for individual advancement and professional growth is unparalleled. - Current EmployeeChewy Where Hiring Sparks, NV Boston, MA Clayton, IN Dallas, TX Dania Beach, FL Hollywood, FL Mechanicsburg, PA Louisville, KY Ocala, FL Wilkes-Barre, PA & more. What Roles Fulfillment Specialist, Forklift Operator, Senior Operations Manager, Senior Software Engineer, Quality Engineer, Customer Service Representative, Product Manager, Pricing, Military Veterans, Operation Management, Warehouse Worker, Human Resources Business lebenspartner & more. What Employees Say Awesome training, fun environment, and great support from peers and supervisors. Also, a lot of freebies from vendors to try the products hands on. - Current EmployeeLyons Consulting Group Where Hiring Ann Arbor, MI New York, NY Chicago, IL & more. What Roles Technical Lead Salesforce Commerce Cloud, Sr. Applications Engineer/Back End Salesforce Commerce Cloud, Business Development Manager, Digital Consultant Analytics, Senior Applications Engineer, SAP Hybris Technical Architect, SEO Analyst, Senior Project Manager, Technical Architect Salesforce Commerce Cloud, Magento Technical Architect, Digital Consultant Analytics, SAP Hybris Front End Developer, Director of Strategic Alliances Salesforce Commerce Cloud, User Experience Architect, Partner Account Manager, SAP Hybris Architect, SAP Hybris Technical Lead & more. What Employees Say Get to work on clients who trust and value your work. Great opportunity to move up, learn, and grow in your skillset. - Current EmployeeBrunswick Where Hiring Mettawa, IL Fond du Lac, WI Knoxville, TN Lake Forest, IL Palm Coast, FL & more. What Roles Corporate Finance Reporting Anal yst, Senior Manager of Mergers & Acquisitions, Senior IT Auditor, Treasury Manager, Financial Analyst. Quality Specialist, Maintenance Tech & more. What Employees Say Brunswick is a large company but has a small company vibe. You are able to take on many tasks and new projects that are outside your day-to-day work. Hard work and being a team player does not go unnoticed here. - Current EmployeeAllied Universal Where Hiring Los Angeles, CA South Windsor, CT Dallas, TX Orlando, FL Milwaukee, WI Everett, WA Ventura, CA & more. What Roles Security geschftszimmerrs, Unarmed Security Officer, Weekend Overnight Part-Time Security Officer & more. What Employees Say Flexibility can work roles with or without being armed. Can work roles where you dress up or you are more secretive. Great company with lots of different opportunities for security professionals. - Current EmployeeIntuitive Surgical Where Hiring Sunnyvale, CA What Roles Buyer/ Planner, Senior Clinical Project Manag er, Mechanical Engineer, Senior Manager State Taxes, Senior Production/Supply Planner, Vision Supplier Engineer, Senior Manager of Finance Applications & more. What Employees Say It is a great company with a fantastic product that makes a huge difference in peoples lives. - Current EmployeeAccenture Where Hiring Bethesda, MD Austin, TX San Jose, CA Seattle, WA New York, NY Atlanta, GA Ontario, CA Washington DC & more. What Roles Oracle Cloud HCM Technical Lead, Customer Accounts Representative, Workday HCM Senior Manager, JavaScript-Node Developer, Customer Service Team Lead, Big Data Consultant, Healthcare Public Sector Cloud Advisory Manager & more. What Employees Say People Accenture is about people and it shows. Talent most of the people I worked with are extremely talented in one way or another. Network you will always find someone within the company that can help you. - Current Senior ManagerLOreal Where Hiring New York, NY Auvergne, AR Grand Junction, CO Fr Settlem ent, LA Sicily, IL Marche, AR & more. What Roles Sales Representative, Sr. Chemist for Fast Beauty Innovation, VP of End-to-End Operations, Plant Hygienist, Manager of Real Estate Projects, Senior Manager of Packaging Innovation, Senior Planning architect, Key Holder, Director of Product Design & more. What Employees Say Global culture, cross-functional career opportunities, dynamic pace and quite the adventure. Leadership is engaged, enabling and supportive. - Current EmployeeAsana Where Hiring New York, NY San Francisco, CA What Roles Employer Brand Lead, Product Manager, Executive Assistant, EMEA Enterprise Sales Lead, Line Cook, Inbound Sales Representative, UI Engineer, Revenue Accountant, Product Designer & more. What Employees Say Lots to love, but my favorite aspect is probably the feedback culture that exists. No one says not my problem, hopefully, someone else will do it either they lead the way to fix it, or they seek out the most capable team / people to solve it and provide that feedback directly to them. This is critical in surfacing issues before they are serious problems and has been extremely helpful in allowing the company to scale without many things falling through the cracks. - Current EmployeeBoingo Where Hiring North Syracuse, NY Los Angeles, CA Honolulu, HI Reno, NV New York, NY & more. What Roles Wireless Network Architect, Technical Manager, Director of Field Marketing, Customer Care Associate, Technical Recruiter, NOC Analyst, Salesforce Engineer, Project manager, Field Technician, Leasing Associate & more. What Employees Say Great company that truly cares for its employees and its customers. The entire company is focused on providing the best service. - Current Field Operations ManagerCompass Group USA Where Hiring Indianapolis, IN Weston, FL Hoover, AL Bridgehampton, NY Pontiac, MI Davenport, IA New Orleans, LA Cleveland, OH & more. What Roles Food Service Worker, Barista, Cashier, Part-Time Dietitian, Direct or of Marketing and Guest Services, Housekeeping Operations Manager, Executive Chef, Patient Floor Coordinator, PRN Diet Tech & more. What Employees Say This will be the best big little company youll ever work for. Compass Group, a HUGE global organization, has 28 different sectors and sub-sectors. You would be working for 1 of the sectors which feels like a small family owned and operated company. - Current EmployeeAmazon Where Hiring West Valley City, UT San Antonio, TX Tracy, CA Mundelein, IL Jacksonville, FL Baltimore, MD Bethpage, NY Kent WA & more. What Roles Prime Now Associate, Part-Time Sortation Associate, Full-Time Warehouse Associate, seasonal Sortation Associate, Fresh Warehouse Associate, Area Manager & more. What Employees Say The schedule is very flexible and you have several options for what shifts you work. - Current Sortation AssociateReviewTrackers Where Hiring Chicago, IL What Roles Partnerships Sales, Director of Marketing, Data Support Engineer, Senior Product Manager, Senior Software Engineer, Senior Backend Engineer, Account Executive, Sales Development Representative, Test Engineer & more. What Employees Say ReviewTrackers was the best job Ive ever had. A combination of super smart team members, autonomy over your role, and the ability to challenge yourself with new and exciting projects kept each day interesting and engaging. - Former EmployeeCKE Restaurants Where Hiring Nashville, TN Lavonia, GA Anaheim, CA Franklin, TN Los Angeles, CA Spartanburg, SC Hobbs, NM Anderson, SC & more. What Roles Crew Person, General Manager in Training, Shift Leader, Real Estate Manager, Manager, Executive Assistant, Restaurant Profitability Coach, Director of Audit, IT Manager & more. What Employees Say I have worked at Hardees, in Chambersburg PA for a little over a year now, great advancement opportunities, amazing franchise owner. - Current General ManagerSlack Where Hiring San Francisco, CA Denver, CO New York, NY & more. What Roles Engagement Manager, Change and People Lead, Success Services Operations Lead, Enterprise Training Lead, Staff Software Engineer, Commercial Counsel, Account Executive, Technical Lead Manager, Senior Manager of Customer Communications & more. What Employees Say Were still early days and theres still so much opportunity to make an impact. You have an opportunity to define and build out programs for the first time. - Current EmployeeAllied Global Services Where Hiring Saint Louis, MO What Roles Data Entry, Internal Audit, Quality Program Coordinator, Patient Service Representative, Warehouse Worker, Project Manager, Lab Tech, Recruiter, Part-Time Administrative Assistant, Payroll Tax Specialist, Account Analyst & more. What Employees Say Team building exercises, rewards, incentives and great about recognition. - Current EmployeeFedEx Where Hiring Memphis, TN Chicago, IL Collierville, TN Colorado Springs, CO Dallas, TX Harrison, AR Windsor Locks, CT Salt Lake C ity, UT & more. What Roles Admin Support, Retail Customer Service Associate, Driver Apprentice, Team Leader Part-Time, Freight Handler Part-Time, Service Center Support, Account Executive Market Development, Store Manager, Forklift Operator & more. What Employees Say Management is very nice. Co-workers are great and really make the workdistributions-mix feel like a second home. - Current Product OperatorCarhartt Where Hiring Dearborn, MI Chicago, IL Albany, NY Spokane, WA Papillion, NE Keizer, OR & more. What Roles Brand Creative manager, Learning & Development Specialist, Accounting Intern, Senior Brand Manager, Retail Assistant Store Manager, Senior WebSphere Commerce Developer, Visual Merchandising Specialist & more. What Employees Say Family owned, slower paced environment and very stable business. Great benefits, flexible working environment and relatively laid back. - Former EmployeeStream Realty Where Hiring San Antonio, TX Houston, TX Dallas, TX What Roles Of fice Administrator, Associate, Property Manager, Senior Property Accountant, Maintenance Technician, Building Technician, Transaction Specialist, Transaction Coordinator & more. What Employees Say Stream provides unlimited opportunity to pursue a first-class career in real estate. The organization is large enough that institutions are familiar with us yet we operate as a small business in which you can be an entrepreneur within your own business unit. - Current EmployeeATI Physical Therapy Where Hiring Hyattsville, MD Las Vegas, NV Wilmington, DE Waldorf, MD Algonquin, IL Madisonville, KY Monroe, MI Plano, TX Bolingbrook, IL & more. What Roles Occupational Health RN, Billing Specialist, Physical Therapist Assistant, Rehab Technician, Clinical Assistant, Outreach Athletic Trainer, Exercise Specialist, Senior Accountant, Driver & more. What Employees Say The people in the clinic I work with are amazing. We keep the environment fun but also professional so the patients keep con fidence in our ability to treat but also dont feel like we are robots. - Current EmployeeOrlando Health Where Hiring Orlando, FL What Roles Home Health Aide, Registered Nurse, Service Line Marketing Manager, Pharmacy Technician, Food Service Associate, Invasive Specialist, Clinical Research Coordinator, Physician Assistant, Experienced OR Nurse, Surgical Tech, Clinical Assistant Nurse Manager & more. What Employees Say Benefits, tuition reimbursement, cafeteria discounts. Great place to work and very cheery people. - Current EmployeeCare Initiatives Where Hiring Dubuque, IA Cedar Rapids, IA Albia, IA Waterloo, IA & more. What Roles Dietary Aide, Housekeeping, Laundry Aide, Certified Medication Aide, Certified Nursing Assistant, Charge Nurse, Financial Consultant, Activities Coordinator, Cook, Director of Nursing & more. What Employees Say Great place with great people. Good educational opportunities. If you come to work and do your job the management is fair and willin g to work with you. Good core staff. Plenty of advancement opportunities. - Current EmployeeZensar Technologies, Inc. Where Hiring Boston, MA San Jose, CA Westborough, MA Medford, OR New York, NY Columbus, OH & more. What Roles Technical Project Manager, Business Analyst, Project Manager, Front-End Developer, Congos Developer, Sitecore Lead, Adobe Target Developer, Salesforce Architect, Voice Support, Sr. Splunk Analyst & more. What Employees Say Work culture, independence to share ideas, liberty to execute the ideas. - Current EmployeeDuke Raleigh Hospital Where Hiring Raleigh, NC What Roles Clinical Nurse, Nursing Assistant, Medical Assistant, Respiratory Care Practitioner, Operations Administrator, Cardiac Monographer, Sales Clerk, Food Service Supervisor, Clinical Pharmacist, Case Manager & more. What Employees Say I love that fact that still feels like a small community-based hospital. - Former EmployeeFirst Watch Where Hiring Royal Palm Beach, FL Middletown, O H Stuart, FL Jersey Village, Harris, TX Rockville, MD Littleton, CO Kansas City, MO Buford, GA Cincinnati, OH & more. What Roles Cook, Busser First Watch, Server, Restaurant Operations Manager, Dishwasher, General Manager & more. What Employees Say Great quality of life, a terrific team and quality standards well above the industry average. - Current EmployeeOur Lady of the Lake Where Hiring Baton Rouge, LA What Roles Registered Nurse, Phlebotomist, Mental Health Technician, Nurse Technician, Patient Access Representative, Case Technician, Endocrinology Clinical Supervisor, Case Manager, Registered Nurse Pediatric ICU & more. What Employees Say Great opportunity for new nurses to gain experiences. Great learning and teaching environment. - Former Registered NurseHire An Esquire Where Hiring Seattle, WA Washington, DC Los Angeles, CA Durham, NC Wheeling, WV & more. What Roles Contracts Manager, Money Transmitter Licensing Attorney, Junior Construction Attorney, Mid-Lev el Civil Litigation Attorney, Marketing Paralegal, Document Review Attorney, Elite Contract Attorneys, Privacy Project Manager & more. What Employees Say This is a great company to work for. They are very organized and have access to good remote opportunities. They are available around the clock and answer questions promptly. - Current EmployeeUnity Technologies Where Hiring San Francisco, CA What Roles Business Analyst, Presales Engineer, VP of Global Strategic Partnerships, Sr. Financial Systems Manager, Business Operations Manager, Salesforce Developer, Senior Software Engineer, Programmatic Partner Manager & more. What Employees Say I have been at unity for 19 months now and it was the absolute best decision I could have made. The people are amazing and the benefits continue to blow me away. The structure is quite flat so you get to work on a lot of interesting and impactful things. Its just a great collaborative environment. - Current EmployeeWestmont Hospitality Grou p Where Hiring Lawrenceville, GA Dallas, TX Norcross, GA Durham, NC Houston, TX & more. What Roles Maintenance Technician, Front Desk Agent, Housekeeper, Support Manager, Area Sales Manager, Part-Time Bartender, Courtesy Officer, Restaurant Supervisor, Cluster Director of Revenue & more. What Employees Say Family environment, promotes from within and easy to transfer properties if you move. - Former EmployeeThe Related Companies Where Hiring Boston, MA New York, NY Austin, TX Los Angeles, CA Dayton, OH New Haven, CT & more. What Roles Traveling Maintenance Technician, Property Coordinator, Operations Risk Coordinator, Administrative Assistant, Seasonal Pool Monitor, Concierge, Sales Coordinator, Associate, Assistant Community Manager, Engineer Helper & more. What Employees Say Work/life balance is great and its allowed me to enjoy my evenings and weekends to myself and my hobbies Everyone in upper management is generally great to work for. Bonus and pay raises are a plu s as well - Current EmployeeArrow Exterminators Where Hiring Maryville, TN Columbus, GA Decatur, TX Franklin, TN Spartanburg, SC Atlanta, GA & more. What Roles Inside Sales, Customer Care Coordinator, Pest Control Technician, Corporate Administrative Assistant, Outside Sales Professional, Branch Manager, Accounts Collection Coordinator, Office Manager & more. What Employees Say I get to work independently every day I meet new people every day It feels good to provide a sense of protection for their property and family. You can either get paid good or great depending on you sales drive - Current EmployeeWest Virginia University Hospitals Where Hiring Morgantown, WV What Roles Pharmacy Specialist, Insurance Claims Specialist, Dietetic Assistant, Sterile Processing Technician, Phlebotomist, Nursing Assistant, Registered Nurse, Centralized Scheduler, Outpatient Service Coordinator & more. What Employees Say WVU Medicine offers great employee benefits This company really wa nts to attract and retain talent - Current EmployeeProtiviti Where Hiring San Francisco, CA Atlanta, GA Chicago, IL Los Angeles, CA Seattle, WA New York, NY & more. What Roles Interns, Regulatory Manager, IT Audit Senior Consultant, Mergers & Acquisitions Senior Manager, Technology Consulting Security & Privacy Senior Consultant, Internal Audit Healthcare Manager, Risk & Compliance Regulatory Manager & more. What Employees Say The people and culture are what make Protiviti a great place to work. - Current Employee

The Absolute Best Strategy You Need to Be Using for Creative Resume Ideas

The Absolute Best Strategy You Need to Be Using for Creative Resume Ideas However tempting it may be to stretch the truth, lying on your resume is always a poor idea. If youre on the lookout for creative resume ideas, then look no more. There are plenty of unique approaches to organize the info on your resume, but the great old reverse chronological (where your latest experience is listed first) is still your best choice. Frequently the dream job of several pet and exercise enthusiasts, dog walking is a simple part-time gig that frequently pays fairly well. There are many free creative resume templates youll be able to use, allowing you to focus your energy on everything else you should do. Check to ensure everything is very clear and legible. Waiting tables is a somewhat common teen job. Still, it is a fantastic concept to make your resume reflect your perfect work atmosphere. As an example, a resume that resembles a playbill may be an intriguing concept for work at a theat er. You have to know what sort of salary you want, the resposbilities you would like to have, and the price that youre prepared to pay to earn the switch. Then it may be time to bring some style to your resume All the resume ideas include example screenshots and links to online resume templates that youre able to get started customizing immediately Best of 2018 clean and professional resume templates are ideal for practically any chance and allow you to receive your fantasy job. Thus its important to come across a means to make your resume stand out of tons of different resumes, particularly when youre in design. Understanding how to tailor your resume will obviously provide you an advantage. A creative CV is able to help you get noticed, but only as long as the resume is well-designed. At this time youre prepared to print your resume. Vast majority of the employers prefer one page resume so that you have to be conscious of how you input all critical data in a very clear and straight-to-the-point manner without leaving important specifics. You dont require experience to get achievements. Do include main accomplishments if theyre related to the position, and quantifiable. Ensure you highlight technical wisdom and certifications. The New Fuss About Creative Resume Ideas Transportation jobs involve a lot of responsibility and your resume will want to reflect you can manage that. Resumes are critical in the current competitive marketplace. Plenty of older job seekers are receiving very frustrated. A number of individuals dont realize the value of a good resume. Discover all you have to know about selecting the best people to supply decent job references for you. If you decide not to seek assistance from the experts and intend to do it yourself, then go run an on-line search to realize how other individuals earn their resumes. If you would like to work in the food business, you can utilize Jon Favreaus Chef movie poster. Distinct kinds of work in the food service industry require resumes with several of the exact skills. Writing a resume for employment in the art industry can be difficult. You could possibly be tempted to throw in tons of industry jargon so that you sound as if you understand what youre speaking about, but ultimately you need your resume to be understandable to the normal individual. If youre searching for work and dont know the best places to get started with your resume, continue reading. Lets say you would like to quit your job and begin your own company. You tell yourself youre likely to break from the job which you hateeventually. If you suck at your present job, youre not likely to magically perform well at a better job, or whenever you begin by yourself.

Building Diversity Why it Starts with Your Companys Employee Value Proposition

Building Diversity Why it Starts with Your Companys Employee Value aussage Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything ansicht days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of weltumspannend interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do leid have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is bedrngnis just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one schrift of flexibility over the other. Do you truly know what is valu ed by your employees, not just what is offered in return? An EVP should make the give and get durchschaubar while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued fruchtwein or what is fruchtwein common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make koranvers that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value PropositionBuilding Diversity Why it Starts with Your Companys Employee Value Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, remi nding us that workplace diversity is of global interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in return? An EVP should make the give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same ti me learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Mana ger Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value PropositionBuilding Diversity Why it Starts with Your Companys Employee Value Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of global interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have it s own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining a nd evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in return? An EVP should make the give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys t ransparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value PropositionBuilding Diversity Why it Starts with Your Companys Employee Value Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebo okemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of global interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in return? An EVP should make the give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starti ng with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Sal ary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value PropositionBuilding Diversity Why it Starts with Your Companys Employee Value Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of global interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, hig her absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in return? An EVP should make the give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your cur rent diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value PropositionBuilding Diversity Why it Starts with Your Companys Employee Value Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of global interestwe are working within a globalized economy and within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity i nitiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the company culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in re turn? An EVP should make the give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our trusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value PropositionBuilding Diversity Why it Starts with Your Companys Employee Value Proposition Search Building Diversity Why it Starts with Your Companys Employee Value Proposition Share this articleTwitterLinkedinFacebookemailWe can Google a checklist for anything these days, and workplace diversity is no exception. Diversity checklists from numerous countries show up in the search, reminding us that workplace diversity is of global interestwe are working w ithin a globalized economy and within a multicultural workforce. Organizations that do not have a strong diversity and inclusion culture may invite lower productivity, higher absenteeism, and higher turnover resulting in higher costs to the company, as well as lose-out on valuable diversity of thought and talent. Does your company have its own diversity and inclusion checklist for 2013? Does your checklist contain what really matters to your diverse workers? Is your checklist meaningful within your unique company culture? Instead of merely starting at the top for diversity initiatives and investing time in checking-off affinity groups, trainings and communication plans, start by figuring out what really matters to the people you are intending to serve. An employee value proposition (EVP) authentically communicates what employees give and what they get from the company in return. What they get in return is not just the tangibles, such as benefits it also includes aspects of the co mpany culture that may attract and engage employees. A company may have its values or mission statement posted, but there are other often unspoken values within a culture. For example, two companies may both expect long hours, but one may give flexibility of the hours worked, whereas the other company may give more flexibility in defining and evolving the role for expansion. In other words, an employee may be willing to put in the extra hours, but may value one type of flexibility over the other. Do you truly know what is valued by your employees, not just what is offered in return? An EVP should make the give and get transparent while simultaneously understanding what aspirational aspects of the culture are desired by diverse groups. By starting with internal research, such as focus groups with your diverse employees, you can learn what makes your company attractive within the give and get, while at the same time learning more about the gaps. You can justify doing more of what you are already doing well, in addition to strategically prioritizing your program resources for addressing gaps that are of highest value to your diverse talent. In your current diversity program, are you focusing on what is valued most or what is most common to include in a program?Applicants and employees can universally admire a companys transparency and realistic understanding of its cultureboth its strengths and current gaps. Empower your diverse talent to be active partners in defining the give, get, and gaps in your diversity culture. Pull out that checklist and make sure that you know what matters most to your talent as you build your culture of diversity as a unique relationship between your company and your diverse talent. Related Salary.com Content Job Loss Got You Down? Here are 8 Tips for Getting Through It How to Sidestep the Dreaded Salary History Box on Job Applications Can I Be an HR Manager Without a Degree? From our trusted Partners From our t rusted Partners Home Articles HR Articles Building Diversity Why it Starts with Your Companys Employee Value Proposition

including skill ratings on your resume

including skill ratings on your resume including skill ratings on your resume A reader writesAny thoughts on grading yourself on your strengths in a resume? I saw a resume today that included a list of skills next to a graphical rating system with a 1-5 grade on how the guy perceived himself in each area, which were all subjective things like critical thinking, creativity, drive and determination, etc. Of course, they were all 4-5 star reviews. (Im pretty sure he left off the areas hed only get a 2 in.) Either way, it seems really weird and a waste of space. Maybe Im just failing to see the big picture and how genius this guy is.No, thats weird.It can actually be really helpful to do this with something like your proficiency in software programs. But to do it with utterly subjective traits like creativity and drive? No. It comes across as really naive and silly.In fact, your resume really shouldnt contain subjective self-assessments at all (even if not presented as ratings), since mo st hiring managers will just ignore them because so many peoples self-assessments are unreliable. Instead, if you want to show that youre creative or driven or smart or whatever, you do that by including accomplishments that demonstrate those traits. After all, it doesnt matter how creative or smart you are if you cant show an ability to do something with it. How you use it is what matters.

Work at Home Call Center Jobs in Indiana

Work at Home Call Center Jobs in IndianaWork at Home Call Center Jobs in IndianaIf you live in the Hoosier Stateand you want to find a home-based call center stelle, begin your search with this list. These companies hire CSRs, sales associate, tech support and others to work from home in Indiana Accolade Support Call Center Services Thisbusiness process outsourcing (BPO)firmhires independent contractors as tech support and customer tafelgeschirr agents. Compensation is on a per-minute basis that is no more than $10 per hour, but there is no minimum tarif of pay. Alorica This company employs telecommuting customer service reps in Indiana. They are paid on a per-minute or per-call basis, but because they are employees, minimum wage is guaranteed.West at Home merged to become Alorica. American Express This global financial services company hires home-based contact center agents with experience in reservation systems and travel agent. Bilingual agents have an advantage in the appli cation process. This company hires nationwide. Apple At-Home Advisors Apple At-Home is the remote call center program in the companys AppleCare division. It hires agents and managers to work from home in tech support and customer service, and Apple provides a computer and phone to its home-based employees. ARO Hiring contractors throughout the US, ARO has home-based positions in customer service, sales, and business telemarketing as well as for those with experience in insurance auditing and for LPNs and RNs in medical call centers. For more companies like this, see morework-at-home insurance jobsandsales jobs from home. Asurion(formerly NEW Corp) Device replacement warranty company hires home-based call center agents to provide customer service in both full- and part-time positions. CenturyLink Voice, broadband and video services provider employs home-based call center agents in Indiana. The positions pay around $10-11/hour. Bilingual skills are a plus. Convergys Remote c all center agents at Convergys receive incoming calls and provide services such as customer service, sales or technical support. Convergys offers its employees paid training and several benefits. LiveOps This outsourcing company (or BPO) uses independent contractors as remote call center agents who perform customer service work. Agents are paid at a rate that is based on minutes oftalk timeplus sales incentives in some cases. However, there is no minimum wage guaranteed. Agents must become certified to work for individual clients, and this certification is not paid. Agents must pay for their own background check. Support.com This company provides remote tech support to clients using remote tech support chat and phone agents. It also hires in its solutions center supervisors who work from home as they support and supervise these remote services technicians. SYKES Home Powered by Alpine Access Remote employees take inbound calls, which are both customer service and sales calls. They are paid for training. Employees are paid a regular wage of around $9/hour, but applicants who are offered a position must pay $45 for a background check. The hiring process for these call center jobs is online and by phone. Bilingual skills a plus languages include Spanish, Mandarin, and Cantonese. Transcom This global call center outsourcing firm (or BPO) employs home-based customer service and tech support agents in the state of Indiana U-Haul Agents in these work-at-home call center jobs provide customer service, make reservations and provide roadside assistance. Jobs may be seasonal, but they are employment positions. Windy City Call Center The home-based jobs at this Chicago-area company aretelemarketing, but not cold calling or high-pressure sales. Agents must commit to at least 20 hours per week

On being tenacious, staying patient, and talking face-to-face

On being tenacious, staying patient, and talking face-to-faceOn being tenacious, staying patient, and talking face-to-faceOn being tenaciousWhat if you send an email to make introductions and the person never responds?Do you say to yourself, Oh well, I guess they didnt want to talk with me?Time to switch your thinking.Sometimes the person didnt see your message or meant to answer but forgot. Youmustfollow up a second time and maybe even a third time by phone.Its notlage being pushy or too forward. Its called looking out for your own career.Remember no one will fight harder for you than youll fight for yourself.Be your own best advocate. Send that second email and see where it takes you.On being patientWhat if I told you that it would takeat least a year(and probably more) before you see any tangible result from a passion project?Would you still put in the work, month after month?These days, we expect instant gratification. For one moment, we have exactly what we want. A second later , its gone. Forever.How do we create permanence, longevity and, ultimately, a legacy? By putting in the effort for months and often years so we can create something that can last. Maybe evenforever.Live for tomorrow.In doing so, you will uncover your best self today.On talking face-to-faceTheres no substitute for a face-to-face conversation.Tools like Twitter and LinkedIn are great to help us network, but they should be astarting pointrather than the place we hold the entire exchange.If you cant physically meet in person, ask for a Skype or Google Hangout video chat in lieu of a phone call. Once the other person canseeyou, it adds a new dimension to the relationship and will help you build trust.Face to face in our digital age. Yes, it can - and should - be done.Thisarticlewas originally published onDannyRubin.com.