Customize this Outstanding Plant Manager Resume Sample

Customize this Outstanding Plant Manager Resume SampleCustomize this Outstanding Plant Manager Resume SampleCreate Resume Stewart Caleskie100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional SummaryProficient Plant Manager with a proven talent for overseeing cross-functional teams primarily in manufacturing and industrial settings. Especially adept at maintaining daily production levels, implementing cost-effective preventative maintenance and ensuring optimal quality. Accomplished team player with a commitment to sustained productivity spanning multiple production platforms.Core QualificationsManufacturing operationsPreventative maintenanceResource allocationContract negotiationsStaff schedulingCost controlOSHA complianceTime managementExperiencePlant Manager, July 2013 PresentLapsco Machine Operations, New Cityland, CAAuthorize machine maintenance and equipment upgrades.Resolve issues with payroll and staff scheduling.Coordinate activiti es of departmental managers.Confirm compliance with safety regulations.Regularly evaluate staff performance.Direct and manage plant operations.Track operating expenditures.Plant Manager, March 2008 June 2013Mantra Industrial Corp., New Cityland, CACoordinated with supply manager to improve vendor/supplier relations.Motivated production employees to achieve daily quotas.Worked with union representatives to negotiate contracts.Reviewed invoices and prepared purchase orders.Scheduled routine equipment maintenance.Improved the efficiency of the production process by eliminating duplicate and wasteful steps.Trained new assistant managers, operators and shift supervisors.Conducted routine safety inspections.Education2011 Bachelor of Science, Business ManagementUniversity of California, New Cityland, CA2007 Bachelor of Applied Science, Industrial EngineeringUniversity of California, New Cityland, CACustomize ResumePlant Manager Resume Questions1. If youve never held a plant manager job be fore, how do you make a plant manager resume?If you have experience working in a plant and are trying to advance to a management position, or if you are a manager in another field seeking to transfer to this industry, use your resume to show hiring managers you are able to handle the responsibilities of the open position.As our plant manager resume sample shows, your resume should include a professional summary, core qualifications, experience, and education section. In each section, emphasize transferrable skills and experience. Show your understanding of manufacturing processes and emphasize management skills, such as staff supervision and scheduling.2. What is the best plan for a plant manager resume?For your industry, a simple, clean design is likely the best option for your resume. Choose a design similar to that of our plant manager resume sample. Such a design uses a black font and plenty of white space to help employers read through each section quickly. Instead of graphics and pictures that may distract from your content, use large headers for every subsection and bullet points in your core qualifications and experience section.3. Whats the best way to show you work well in a team on a plant manager resume?Take a look at our plant manager resume sample. The jobseeker labels himself as a team player in his professional summary. He then includes in his experience section such descriptions as coordinate activities of departmental managers, worked with union representatives, and trained new assistant managers.Follow this example by identifying your ability to work well with others in at least one of the sections of your resume. You may want to mention this skill in your summary to grab the attention of hiring managers. Consider using your experience section to describe working with other managers and the rest of your staff in previous jobs. Use words such as collaborate and coordinate to illustrate your teamwork skills.4. What should you include about you r accomplishments on your plant manager resume? fruchtwein jobseekers know to write about relevant skills, experience, and education in their resumes, as our plant manager resume sample exemplifies. However, many forget to illustrate their accomplishments. Think back over your career- did you motivate staff to exceed production levels or implement troubleshooting and preventative maintenance policies to reduce company costs? List such accomplishments in your document to stand out in a vast hiring pool.Remember that providing specific details concerning your accomplishments makes them more impressive to hiring managers. Quantify your achievements if possible and describe the skills you used to succeed.5. Whats an example of a great plant manager resume? Our plant manager resume sample is an example of a great resume. The jobseeker in our sample avoids spelling and grammatical mistakes, includes every important resume section, and draws attention to numerous qualifications, such as al locating resources, negotiating contracts, complying with OSHA, and managing operations and staff. To make a document as remarkable as this sample, use our quick resume builder. All you have to do is follow a few easy steps to create a resume in minutes.

7 Factors to Consider Before You Make a Job Offer

7 Factors to Consider Before You Make a Job Offer7 Factors to Consider Before You Make a Job OfferWhen you consider making a job offer, its tempting to offer the job to the candidate who is fruchtwein like you. The candidate feels as comfortable as a well-worn shoe. You wont get many surprises once you make the job offer, and your gut is comfortable that your favorite candidate can do the job. Beware, beware this practice. Why does your organization need anotlagezu sichbei employee just like you, a candidate who is as comfortable as a well-worn shoe? Is this candidate for your job offer really the best that you can do? Does she complement the rest of the team and bring new skills to the table? Does she expand the capacity of your team to contribute to your organization? For the best possible hire, all of this must be true. Before You Make the Job Offer Take Time to Reflect What factors must you consider when youre down to the wire and making the actual hiring decision? Before you make a job offer, consider these issues. But, first, lets backtrack for a moment. Youve gone through all of the expected steps to prepare to make a job offer. Youve Reviewed job applications to select the most qualified candidates to interview.Invited your best candidates in to interview with your interview team.Held second, and even third interviews, with your candidates who appear to be the most qualified for your job.Obtained interview debriefing information from all employees who participated in your interview process.Performed background checks to validate each finalists credentials. Factors That Should Influence Your Job Offer Decision Youve now reached the most critical point in the many-step hiring process. Given your essentially qualified candidates, who will get the job offer? The small group tasked with the final decision must decide on the candidate who will receive the job offer. Do you go with your gut and make the job offer to the candidate that you like the best ? Offer the job to the candidate youd most enjoy having lunch with regularly? Throw your hands up in the air and recognize that all of your finalists could actually do the job? Pick the person whose recent experience is most relevant to your companys products and customers? The final hiring decision is a dilemma you face every time you want to make a job offer. At this fork in the road, your candidates have been verified as having particular skills and experience. Here are the seven critical factors to consider before you select and hire your candidate. 1. Review the feedback information from the employees who served on your interview team. Its impossible for 10-12 people to sit at the table to make the final decision, but their input deserves attention and review. Before a recent job offer, three interview team members gave the hiring manager the feedback that one of the candidates appeared to have a 9 to 5 mindset. In a company where every employee does whatever needs to be done w hen needed, this vibe rubbed the interviewers the wrong way. It was the ultimate deal breaker for the candidate who did not receive the job offer. 2. If you have been able to obtain feedback from former supervisors and managers of the potential employee, you have a goldmine to review. Yes, people change, but not that much, and not that quickly. So, performance feedback, and especially the positive response to the question, would you rehire this employee, should be a powerful factor in your decision to make a job offer. 3. The time you spend with each candidate is an opportunity to assess the candidates potential to fit within your culture. Does this mean that you select the candidate you like the best? Not if you want to make the best job offer. What you seek when you consider cultural fit is the candidate who will succeed in your workplace. For example, you dont want to select an employee who prefers to work alone for a job whose holder will only succeed by influencing a larger tea m. You dont want to make a job offer to a candidate who was energetic, forceful, and well-qualified - when he interviewed with your companys executives. But, in the interview with potential coworkers, he, literally, talked over their heads, impatiently checked his watch several times, and asked, is that all, after the fifth or sixth question. He wont fit into a culture that values the unique contribution of each employee, regardless of the level or job. On the other hand, you dont want to eliminate a hard-charging candidate, even if she makes the committee a bit uncomfortable with her energy, dedication, and drive. Maybe your organization could use, as Emeril from The Food Network says, some bam and bam and bam, to kick the energy and drive up a notch. So, be careful with cultural fit. The goal is not that all employees are vanilla when you consider making a job offer. 4. You do need to assess whether you are confident that the potential employee, with appropriate training and ment oring, can do the job. In answering this question, you also need to assess your candidates relevant experience. Rarely is a new job an exact match with what an employee did in another organization. Perhaps your candidate for a customer service role has fantastic verbal skills and professionally and positively served customers face-to-face all day long. Can he bring these skills to bear on a customer service function that is 100 percent on the phone and by email? Maybe, maybe not. Did you test his ability to write a coherent email? Will he thrive in an environment in which his only face-to-face interaction is with coworkers? behauptung are tough questions when you assess a candidates ability to do your job before you make a job offer. In another example, your candidate excelled at selling clothing in a retail store. Does that mean that she can do sales for your organization? Maybe. Can she bring these sales skills to a sales job that requires her to collect information in an email fo rm and then, price a bid for the clients business? Does she have the follow-up skills and persistence necessary to pursue the potential sale for six months to a year? How about her ability to handle rejection at work? In a retail setting, its just another sweater. After six months of pursuing a clients business, failure to make a sale is discouraging and deflating. A powerful question that needs an answer when you consider making a candidate a job offer is whether the candidate will continue to grow his skills in your organization. The ability of your employees to grow, develop new skills, keep up with the changing world and marketplace is critical. What did you hear the candidate say during the interviews that enables you to believe that he is committed to keeping growing? What in the candidates background tells you that the potential employee is committed to ongoing development? Does your candidate read, participate in workplace book clubs, stay abreast of his field professionally ? Is he interested in the world and do you have the sense that he continually looks at the marketplace and adjusted his skills and practice accordingly? Does he learn new programming languages and obtain viable certifications? You must see evidence of a commitment to growth. If he doesnt have this commitment prior to your job offer, he wont suddenly obtain it when you hire him to do your job These questions lead us to your next factor that needs serious consideration before you make a job offer. Which of your candidates has the most upside potential? Beyond a commitment to learning and developing more skills, will your candidate be capable of progressing in your organization? If an employee, does she have managerial potential and interest. Can you see her developing the skills necessary to lead a project team? You are not making a job offer just for your currently open job. You are asking an individual to join your company. And, it is often way too tempting to hire the first warm bo dy who can do the job - an unfilled position is painful and the work is piling up. But, this is a significant mistake in candidate selection. Its one that youll want to combat, too. You may even have a supervisor who secretly, with or without awareness, wants to make a job offer to the candidate who will stay in the current job forever. You want to make a job offer to the individual who exhibits the most upside potential for your organization. To do less than this, in your job offer, is to nullify your entire selection process. Because, yes, you can do better than this. 7. Finally, you need to assess which candidate will add overall strategic and personal value to your workplace. Which candidate can you visualize working across department boundaries to forge cohesive solutions for customers? Will one of your candidates head up philanthropic giving over time - she expressed a deep commitment to giving to the community and her actions bore out her words. Did one of your candidates e xhibit behaviors in the past that lead you to believe that she will continue to care about coworkers in her new job, should you make the job offer. You need to consider the overall value that the candidate offered in her prior employment. Did she learn the companys products even though her job was not to sell them? Did she keep up with the happenings in different departments and exhibit an overall value for and concern about the whole organization? Or, did she sit at her desk and just do her job? You are seeking to make the job offer to the candidate most likely to add value to your overall organization and its customers. What Did You Learn When You Considered Making Your Job Offer? These are the seven critical factors that you must consider before you make a job offer. Sadly, you may find, when you consider these questions and key factors, that you dont have all of the information that you need for your assessment. A phone call or two might solve your information problem, but i ts much more important to prepare your team to do a better job in the future. This is a great opportunity for you to assess your recruiting and hiring process and interview questions. You want to make sure that you are better prepared in future recruitments, to obtain the information that you need, so that you can make a more educated and informed job offer.

Dazzle Employers With Your Temp Office Work Experience

Dazzle Employers With Your Temp Office Work ExperienceDazzle Employers With Your Temp Office Work ExperienceAfter working as a temporary professional for a while, youre hitting the job market in search of a full-time job. The question now, though, is how exactly do you list that temp bro work on your resume and explain it effectively during interviews? Heres what you need to know.In an OfficeTeam survey, more than half (51 percent) of senior managers interviewed said when evaluating job applicants, they consider a long period of consistent temporary work as comparable to full-time work. As valuable as your time as a temp may be, it can be confusing how to market this experience when finding a new job.How do you talk about your temp office work experience? Following are five tips that can help you present yourself so you can get the job you want1. Keep it simpleList the temp agency as your employer on your administrative resume, rather than citing every temporary assignment as a separ ate position. Include details about each assignment as bullet points in this section. This makes it easier for hiring managers to understand your background, and its accurate and honest.2. Focus on your accomplishmentsWhat are some of your biggest contributions doing temp office work? Youll want to explain these on your resume just as you would for a full-time job. For instance, your bullets might look something like thisManaged the administrative needs for a department of eight salespeople, including updating PowerPoint presentations, coordinating business travel and maintaining the client database.Served as the executive assistant to two busy executives, managing calendars, screening calls, preparing reports and advising junior administrative staff.3. Target your contentIf you worked in the same industry as a job opening, point it out in your administrative cover letter and on your resume. Youll also want to focus on job responsibilities at temporary assignments that are most rele vant to the job. Customized cover letters and resumes may take extra time, but they can make a real difference in helping you stand out.4. Showcase new skillsMake koranvers youre promoting all of your latest skills and expertise on your resume and when interviewing. As a temporary professional, you may have gained new talents worth mentioning. If you completed any training programs through your temp agency, be sure to cite those, too.5. Point out your adaptabilityDoing temp work, you no doubt learned to adapt quickly to new work environments and hit the ground running. Employers really value candidates who can make an immediate impact, so be sure to mention these abilities when marketing yourself in your job search.Are you ready to dazzle employers with your temp office work experience?WORK WITH US

11 lessons learned from 4 years of intermittent fasting benefits warnings

11 lessons learned from 4 years of intermittent fasting benefits warnings11 lessons learned from 4 years of intermittent fasting benefits warningsIts a scientific fact that you need to eat breakfast every morning to lose weight. You shouldnt skip breakfast or meals, its not healthy. You have to eat six small meals every day.If it aint broke, dont fix it.I remember hearing these statements during a short conversation with my friend about weight loss, exercise and fasting.During this conversation, I tried to share a new way of thinking about weight loss and healthy living. After all, if theres a different way that could help you achieve the same goal with less time and effort, why not try it?Just like my friend, I was initially skeptical about trying anything new to improve my weight loss, mental and physical health.But, after a while, I decided to self experiment with skipping breakfast and an intermittent fasting plan.After 4 years of integrating intermittent fasting into my lif estyle, I can now say that this has been one of the best decisions of my life.Heres what Ive learned with some insights that may be useful for you. But, first, lets briefly cover what intermittent fasting means.What is intermittent fasting?In laymans terms, intermittent fasting is simply a pattern of eating. Its not a diet plan, its just a conscious decision to skip meals, like breakfast, on purpose.You would intermittently eat during a short time window of the day and fast for the rest of the day.For example, I typically skip breakfast and eat my first meal around 11 am and freely eat geschiebemergel 7 pm that evening. After 7 pm, I purposely dont eat till 11 am the next day.This type of intermittent fasting is called the 16/8 fasting because you dont eat for 16 hours of the day and only eat during a specific 8-hour window.You can also reduce or increase the eating window on different days.For example, on my workout days, I typically prefer to exercise in a fasted state, so my firs t meal is usually later in the day around 2 pm. In these cases, my eating window is 5 hours and my fasting period is 19 hours.There are many variations of intermittent fasting including the 24 hour fasting and so on.Since this article is primarily about my experiences with intermittent fasting over the past 4 years, I may address the science of how intermittent fasting works for weight loss, health and so on, in a separate article.Good and bad lessons from 4 years of intermittent fasting1. Intermittent fasting isnt a starvation diet, its a healthy lifestyle.Whenever the average person first hears about intermittent fasting, they usually say, oh yeah, Ive done that before, you mean like starving yourself to lose weight right? WrongIntermittent fasting is a lifestyle. Its a way of living that you could sustain for the rest of your life.The by-product of this is weight loss, improved mental and physical health etc.So far, intermittent fasting has not been detrimental to my health. In f act, its actually improved my health significantly over time.2. Listen to your body on what you should eat.One of the fruchtwein common queries on fasting is about the intermittent fasting diet plan. But, as Ive covered earlier this is not a diet plan, its an eating pattern and a lifestyle.During the eating window, you can eat any combination of healthy foods.The fruchtwein important lesson Ive learned about what to eat, is to listen to your body and eat according to this.For example, if you feel tired and drained after eating rice or grains, you could try eating more vegetables instead. If you feel more energized after doing this, thats your bodys way of telling you to stick to vegetables and avoid consuming high carb foods.This is why Im a strong advocate against a fixed diet. Our bodies are constantly changing as we get older, plus, eating the same meals every day increases the odds of developing food intolerance and diseases.Thankfully, I came across this idea of eating by liste ning to your body whilst reading the work of internationally renowned holistic health expert, Paul Chek - specifically, in his book How to Eat Move and Be Healthy.The key lesson here is to consistently listen to your body and experiment with different foods for optimal health.3. Intermittent fasting benefit it simplifies your life.Before I practiced intermittent fasting, I obsessed about waking up early to cook breakfast, prep 6 meals a day and so on.Even though I made some progress towards my health goals - fat loss, muscle gain and so on - I struggled with consistency because this routine was tedious.Nowadays, my life is a lot more simple. I eat one or two major meals a day, I dont obsess about what I eat and totenleise make consistent progress to improve my strength and health every day.Simplifying my life in this way has freed up more time and energy to focus on what really matters to me.4. Expect your results to slow down after a year or so.During my first year of intermitte nt fasting in 2013, I lost a lot of fat and got into the best shape of my life.But, after my first year, my weight and fat loss, reduced significantly till I no longer noticed much of a difference.This makes sense, since your body can only lose so much fat till its detrimental for your health.5. Intermittent fasting plus high intensity interval training equals rapid fat loss.If you want to lose fat as quickly as possible, Id recommend you introduce any form of training that has high intensity.For example, when I first started out with intermittent fasting, I introduced 10 minutes of sprinting 3x a week, plus weekly football matches.You could pick anything you enjoy doing, i.e. Swimming, skipping, jogging, then raise the intensity till youre gassed out after every workout.In addition, training like this on an empty stomach also helped to improve my results.Im not exactly sure about the science behind why training on a fasted state could aid fat loss, but, Id recommend you experiment with this as well.Intuitively, it makes sense why this works. Fasting helps to reduce the amount of calories you consume, whilst the high intensity training burns more calories.Your daily calorie intake drops significantly and over time you lose more fat. Simple.6. Intermittent fasting can improve your discipline, focus and productivity.During my fasting window, up till 1 pm on most days, I get a lot more work done than if I had breakfast when I woke up.Once I break my fast with the first meal, my energy levels drop, I lose focus and feel lethargic.For this reason, Ive scheduled my most important tasks before I break my fast. This allows me to match my peak energy levels with my top priorities, resulting in high levels of productivity.Another observation Ive noticed is that the discipline of fasting every day, has significantly improved my discipline across the rest of my life.Once I started intermittent fasting, I developed the willpower to start new habits - eating healthy, sleep early, reading more and so on.This is the power of a keystone habit.7. Intermittent fasting can reduce your discipline, focus and productivity.This may appear to contradict the previous point, but think about it, a hungry man can also be a grumpy man.In other words, when fasting, its easy to lose focus and get agitated because youre really hungry.This is why its so important to listen to your body, instead of sticking to a fixed regimen.Ive noticed that theres a sweet spot every day - a time period to stop your fasting window.If you break your fast too early, youll miss out the energy that could have been used to get more work done.If you break your fast too late, youll start to get agitated and lose focus during the day.Every day is different, so its about trial and error.8. Intermittent fasting could make your diet worse.Following on from the previous point, when youre really hungry and break your fast, its easy to overeat unhealthy or nutrient empty foods.This has been one of m y biggest challenges with intermittent fasting.It takes human discipline to fast every day. But, it takes superhuman discipline to fast and maintain a clean diet every day.The reason is that when youre fasting, your body is low on sugar and energy. It craves high carb foods with sugar as well.Whilst, you could still achieve your weight loss and aesthetic goals without eating a clean diet, over the long run this may be detrimental to your health.The best way Ive found to prevent this overeating tendency after breaking the fast is to design your environment for success and drink as much water as possible throughout the day.9. Intermittent fasting could contribute to muscle mass loss or gain.During my 2nd year of intermittent fasting, I injured my lower back doing back squats and was told to stay off weights indefinitely.I was already in great shape and figured that everything would stay the same. So, I replaced my weight training with Pilates and stretching exercises.In addition, I st arted a body detox program, which involved removing high-carb foods from my diet for a couple of months.Within a couple of weeks, my muscle mass significantly reduced to the point that my clothes didnt fit as well anymore.The detox program and intermittent fasting protocol drastically reduced my daily calorie intake, contributing to muscle loss.Once I recovered, I restarted my weight training program and increased my carb intake, whilst retaining the intermittent fasting protocol.Within a couple of months, I regained my physical shape and built back up the muscle that I had initially lost.The key lesson here is that calorie intake matters - a lot10. Intermittent fasting works because you consume fewer calories.Just like any newbie, during my first year of intermittent fasting, I believed that I had discovered the magic formula to weight loss and healthy living.I would preach to everyone about how this was the only way to achieve their health goals because it worked so well for me.O ver the years, as I experimented more, I discovered that the reason why intermittent fasting can be so effective for weight loss is simply because it forces you to eat less food.The less food you eat, the less calories you consume and the more weight you lose.Its really that simple. Its not magic.Some people who try intermittent fasting dismiss it by complaining that it doesnt work. But, in most cases, they failed to track their calorie intake.Intermittent fasting is simply another tool to help you reduce the amount of calories you consume. But, if you choose to overeat junk food after your fast every day, you could actually end up putting on more weight than beforeIn other words, as Ive said before, the amount of calories you consume every day matters a lot.Intermittent fasting should not be used as an excuse to indulge in your favourite ice cream or lose discipline with eating healthy.This is why you could also achieve your health goals by eating 6 or more meals a day.As long as t he total calories you consume every day is less than what you use to move and live, youll lose weight over time.11. Dont let intermittent fasting prevent you from living your life.The biggest lesson Ive learned during my 4 year journey of intermittent fasting, is to stop worrying about being perfect and live your life regardless.During my first year, I refused to break my fast outside of my eating window.I would travel on holidays to new places, skipping the experience of trying out new food from a different culture because I was fasting.I used to be very rigid and fixed about my intermittent fasting protocol. But, over time, Ive learned that theres more to life than achieving my exercise, diet or fitness goals.I still work towards my health goals every week, but I dont beat myself up if Im not up to par.Sometimes, I have a meal for breakfast instead of fasting. Sometimes, I break my fast at the right time, but indulge in eating unhealthy food.At the end of the day, I can only pick myself up from where I left off.Is intermittent fasting healthy? or is intermittent fasting bad for you?Intermittent fasting may or may not work for you. Its a healthy lifestyle change that I strongly vouch for because it simplifies my life and frees up more time to focus on what really matters to me.During the pursuit of our goals, we tend to lose sight of the big picture of life and miss out on memorable moments with the people who matter to us.Keep experimenting to find what works for you, but always remember to enjoy the journey. Because, you can always lose or gain with respect to your health goals, but you can never get back time.Mayo Oshin writes atMayoOshin.com, where he shares practical self-improvement ideas and proven science for better health, productivity and creativity.To get practical ideas on how to stop procrastinating and build healthy habits, you can join his free weekly newsletterhere.

These are the secrets to keeping your team productive and happy during March Madness

These are the secrets to keeping yur kollektiv productive and happy during March MadnessThese are the secrets to keeping your team productive and happy during March MadnessTheres an excitement in the air, people are walking with a spring in their step and everyone seems to be generally more jovial. Is it Christmas already? No, its March Madness. Its a super fun time for many people, but for offices, it can be a real dicke bretter bohren mssen when it comes to productivity.According to new findingsfrom OfficeTeam Ladders reported on, companies could lose amaximum of $2.1 billionin lost wages during the tournament and the average employee spends six hours on sports-related activities. If they keep up that pattern for the entire tournament, which lasts 15 workdays, that is 25.5 minutes per day.So, how can a manager rein it in while not totally putting the kibosh on office camaraderie and fun? After all, doing a bracket in your office can be a great way for coworkers to bond.Ladders talk ed withAudrey Epstein, a partner in the Trispecitve Group and author ofThe Loyalist Team How Trust, Candor, and Authenticity Create Great Organizations about how to keep employees productive and happy during The Madness (no Boss Button needed)cbssports.coms Boss ButtonDont set a zero-tolerance policyWhen it comes to March Madness, the worst impact on productivity happens when employees go underground. The tournament invokes passion in so many people, and telling employees to simply ignore the tournament during work hours is not realistic. When businesses invoke a zero tolerance policy, employees sneak, become passive aggressive, and get resentful.A better approach is to embrace the tournament in productive ways. Ensure employees know their work still needs to come first, but that checking the scores, talking about their bracket in the break room, and rooting for their team is totally fine.Use March Madness to encourage morale and team camaraderieHave tournament-themed events or get- togethers, let employees wear jerseys supporting their team, take some time off for updates or showing leaderboards. Then, ensure everyone gets back to work when they need to.Posting information about the tourney publicly, either digitally or in a break room, can keep employees engaged without them taking time out themselves to check in and then get sucked into all the other articles etc that appear online.Take a swim in the office swimming-poolOffice pools are always fun, and they are not just for sports. For example, Ive seen great office pools guessing an employees new babys birth date or weight. However, you want to stay in bounds legally. Think about creativity in your pools versus betting money.Can the winner get a prize that demonstrates bragging rights in their cube for the year? Can you collect money (voluntary) but the winner gets to choose the charity to donate it to? Can the winner choose the venue or food for an upcoming office party or celebration?Get the bench warmers in the gameThe good thing about March Madness is many people involved dont really know much about the basketball teams. I personally choose teams based on cool names (who doesnt love the name Gonzaga?), personal relationships with school alumni, or proximity to locations close to my heart. You never have to watch a single game to check your bracket and even winGo team goIn our extensive research on team performance, we uncovered an extraordinary statistic 70% of the difference between great teams and terrible teams is directly correlated to the quality of relationships between team members. Building a great team is not just a matter of being a great boss. Teamwork is dependent on teammates connecting, collaborating, and working towards a common mission and set of goals. Your team members need to know each others strengths, talents, and expectations.Teams need to spend time together actually talking about how to be a stronger team. So, while team outings and fun events are great, th ey arent sufficient for maintaining morale on your team if the fundamental issue is that the team is not working well together and dont trust each other. You also need to have team off-sites that work on the productivity of the team and develop team norms, discuss challenges, and build a plan for future team success.Lean into the MadnessRemember too that great leaders inspire follower-ship, they dont command it. When you make demands as a leader you may get compliance in the moment when you are standing there hence the magic button that turns streaming games into spreadsheets. What we want as leaders is voluntary agreement to a set of standards and behaviors that happen whether you are there or not.If youre concerned that all you are getting is compliance in the moment, take a risk and share your concerns with the team. Ask what needs to change and what they need from you to make that shift. Maybe you should lean into the Madness instead of trying to over control it. Try something different this year. This could be the change you are looking for.

What to Expect From Skills for Resume Customer Service?

What to Expect From Skills for Resume Customer Service? The Nuiances of Skills for Resume Customer Service Customer Service is a critical facet of any organization. It is used in many jobs at every level. Customers want you to concentrate on helping them. Servicing customers to their greatest satisfaction is the duty of the entire organization. Within this expert experience bullet point, the applicant bedrngnisifies the employer he managed to familiarize himself with the full catalog of the corporations products and solutions. Some kinds of customer-facing jobs do need an outgoing personality, but others dont. Our customer tafelgeschirr representative-specific resume examples will allow you to focus your resume on the abilities and experience employers are seeking. Research those probable careers and set up information interviews to find out more about jobs and companies in the business. The Basics of Skills for Resume Customer Service Fortunately, there are some universa l skills which each hilfe member can master that will dramatically enhance their conversations with customers. If youve got stellar interpersonal abilities, your approachable demeanor and capacity to cultivate friendships is a valuable asset that can help you build stronger customer relationships that benefit your organization. Everyone can benefit from improving their customer service abilities. In-depth computer knowledge and competency in a wide array of CRM software. What You Should Do to Find Out About Skills for Resume Customer Service Before Youre Left Behind To compose the objection section of a customer service resume, you will need to figure out the important tasks to be done at work. Providing superior superior customer support is only one portion of the game. Customer service emphasizes the happiness and satisfaction of current and possible clients, but every individual you encounter on the work likely has unique requirements or a different idea of succeeding. Ou r in depth guide about how to compose an ideal cover letter in 8 simple steps will certainly help you out. Then match the required experience and skills which you have with the big tasks to be performed. At the same time that youll learn many essentials at work, youre want to start out with a good grasp on some basic skills. Youll also have to work on your interpersonal abilities, including developing a larger feeling of empathy. There are a lot of skills both hard and soft to construct your skills section around. If You Read Nothing Else Today, Read This Report on Skills for Resume Customer Service Whether this Customer Service Representative resume example was leid sufficient for you, youre absolutely free to review several other samples and templates from our website. If you cant locate a solution that operates for the customer, help them locate extra assistance. Some customer service resume samples are offered on the internet, and they could have the ability to give add itional practical tips regarding inclusions, but they might not always have the most optimum structure. A premium quality sample customer service resume will incorporate numerous suitable key terms and phrases that could contain phrases like customer satisfaction, customer retention, processes or efficiency, based on the particular job. The 5-Minute Rule for Skills for Resume Customer Service You have to be attentive with all the things your client is saying. Excellent communication and active listening skills have a tendency to go together. You should be in a position to help guests with their needs the soonest possible time because there are business transactions where time is actually important and have to be taken into account. In times such as this, superb time management skills be convenient. You may use the thoughts and examples of consumer service resume summaries given in this post in making a great one for your resume. Using the word personalized within this exper t experience bullet point indicates this applicant has the capability to take in the customers circumstances and reflect back what they require. If dont have any former work experiences, you will need to compose a persuasive cover letter. While you ought to be friendly with your clients, bear in mind that you arent there to share your life story. It is the obligation of the customer support people to ensure all customers become attended to properly and are treated with utmost respect. Contrary to what you may have heard, giving excellent customer service doesnt require being an enthusiastic people-person, even though it does help. Do not await the client to confront you about being late. Functional ability to positive language to create happy clients, in a bid to create positive perceptions about the business. Many times, customer service professionals must deal with people who might be dissatisfied or in need of experiencing a problem solved. For instance, if you work as a digital assistant for a technology company, you can want to assist customers troubleshoot difficulties with their devices. When a customer arrives to you to resolve an issue, you should have the issue solving skills essential to effectively manage the issue available, regardless of what it is. If you dont know the remedy to an issue, the best sort of support professional will secure a customer over to someone who does. You have to be conscious of the job functions of a customer service personnel for you to be aware of the competencies concerning their work processes, which you might write in your resume. You would like to describe what you need to offer as concisely as possible. Skills lists generally speaking are tools you may utilize to help craft your application materials before you decide on a particular position. Track record of offering high quality customer-focused service utilizing in-depthknowledge of goods and processes resulting in enhanced customer retention. The Fight Against Skills for Resume Customer Service Customer service is a significant portion of every organization. If youve ever worked in customer assistance, you are aware that it is a job which might not be glamorous, but is totally essential. In all honesty, customer service is an important part of a department in an organization and is more so in departments which are in direct and constant contact with customers. Excellent customer service ends in customers that are delighted with the service they received, but who may not go on to offer feedback or reviews for you as well as the firm. An energetic and quick learner whos committed to excellent customer support. As a customer service agent, its unlikely youll be helping one customer at a moment. Reviewing customer feedback may provide you a different sense of your present customer service abilities than that which you will receive internally from management or colleagues. Want to Know More About Skills for Resume C ustomer Service? For the reason, its important to have a top quality cv or resume that stand out from the others. Your resume objective needs to be relevant and targeted to every different job prospect. You can receive this from the work summary section of the work description that the employer provides. Study the work ad carefully to figure out which skills are definitely the most relevant for the position available.

How Should You Assess a Video Resume - Spark Hire

How Should You Assess a Video Resume - Spark HireWell, theres a first for everything, and perhaps, you just received your first video resume. You may be wondering whether or not you should just throw it out. But as job seekers become more adept at utilizing technology in their search, you can bet that video resumes will become a lot more common.With that, you need to know how to assess these resumes. After all, you dont want to throw out someone that could be a great fit for your company just because they do things a little differently. In fact, that might be the type of candidate you want.Time. Contrary to what your initial reaction might be, time is on your side with this one. Recruiters and managers tend to rush through paper resumes. In fact, its common knowledge now that only an average of six seconds is spent perusing a resume. Why? Because there is no time.A video resume forces you to give your time and attention to a candidate for 60 seconds. In that time, you can get a bette r picture of the candidate as opposed to just gleaning what you can about them in six seconds from a paper resume.Personality. Again, you can get a better glimpse of the candidate via video. Personality does not come across on a piece of paper, unless youre dealing with one of those creative resumes.With a video resume, youre able to read body language and gauge a job candidates confidence. If theyre reciting their 60-second spiel, give them a break. Do they at least sound natural? Are they still exuding confidence? Then they have what it takes. If a video resume only enhances a candidates inability to talk about themselves, then you at least know enough about them not to ask them to an interview.Enhancement. The video resume isnt necessarily a replacement for someones paper resume. Its only an enhancement. After all, a job candidate cant detail their academic, work and extracurricular experiences in 60 seconds. And you dont want them to either.What the video resume is meant to do i s catch your attention, put a face with a name, show off a personality. Most importantly, its meant to set that candidate apart from the crowd.So when you come across a video resume in the future, dont throw it out. Give it the 60 seconds it deserves, and youll find that of all the resumes youve received, choosing whether or not to ask this candidate in for an interview will be a no-brainer. And as you look at the stacks of other resumes you have to get through, youll be wishing that every other candidate did the same.How would you assess a candidates video resume? What criteria would you use? Tell us about it below.IMAGE Courtesy of Flickr bySchlsselbein2007

How to Launch a Career in Fintech

How to Launch a Career in Fintech How to Launch a Career in Fintech Financial technology, more broadly known as fintech, is undoubtedly here to stay.As the new era of the digital economy has unfolded, startups and companies have been building innovative technologies to disrupt the financial services sector, be it through online marketplaces, mobile apps, artificial intelligence, or robotics. With the rise of fintech comes the need for talent in this space.So, what does it take for someone to land a job in this booming sector? Technical Skills and Soft SkillsWhether you are on the entrepreneurial path or looking for a job in fintech, having a blend of both technical and business acumen is extremely helpful.Those looking to launch a fintech startup - perhaps todevelop a mobile app or set up an online store - will be most successful if they have a general management skill set that includes everything from sales and relationship management to finance, marketing, analytics, and product management.Those looking to pursue careers with fintech companies, on the other hand, need to have unique profiles and skill sets that will help them command the best-paying jobs. These professionals should have the necessary business acumen, and they should be able to confidently - and accurately - speak the language of financial services. A mix of STEMknowledgeandcoding experience is also a huge plus.Since fintech jobs typically require working with cross-functional teams under tight deadlines, soft skills like communication, problem-solving, and teamwork will make you a particularly valuable asset, whether youre working with a company or launching your own startup. Tips on Landing a Fintech JobFintech is a rapidly growing and quickly evolving space. To set themselves up for long-term success, job seekers need to keep track of all the players and stay ahead of emerging trends. Here are some tips on where to startDo your researchLearnthe ecosystem, sectors, and players. What pro ducts are excited about? Dig further into the history of the industry and any company for which youd like to work. See how the company evolved and what opportunities may lie ahead.Understand how your skills and strengths align with a prospectivecompanys needsAssess your cultural fit. Can you thrive in a startup environment, or do you need to join a more established enterprise in the fintech space, such as a bank? In drafting your resume, be sure to highlight projects, internships, and other experiences that showcaseskills that are clearly relevant to thefintech job you are targeting.Build your fintech networkFintech events are the best places to start networking. To find potential mentors and leads on job opportunities, tryparticipatinginconferences likeMIT FinTech Conference,Empire Startups Fintech Conference, Techfest, or a Startup Open Houseevent. You can also build connections with fintech professionals through LinkedIn.Sharpen your skillsEnroll in an MBA or other masters progra m that offers electives or specializations in fintech, data analytics, and/or artificial intelligence. At Smith School of Business, for instance, programs such as the Master of Management Analytics, Master of Management in Artificial Intelligence, and Master of Management Innovation and Entrepreneurship are popular for those looking to pursue fintech careers. Wherever you plan to enroll, make sure the school provides info sessions and networking events that will help you get plugged into the fintech ecosystem.As withany other industry, there will always be challenges in launching a career in fintech. With much diligence and perseverance, however, pursuing a career in the sector can be very rewarding.Karen Jackson-Cox is executive director of the Career Advancement Centre at Smith School of Business.

Drivable Cars for Kids with Mobility Issues

Drivable Cars for Kids with Mobility Issues Drivable Cars for Kids with Mobility Issues Drivable Cars for Kids with Mobility IssuesMaybe youve landseen a toddler or small child behind the wheel of one of those little battery-operated, cartoon-festooned toy cars. The University of Delaware-based Go Baby Go initiative now easily and inexpensively retrofits those cars so that children with mobility issues have a way to get around on their own.A child that cant grab, sit, crawl, or walk misses out on the ability to make independent acts and decide when and where to move, says Cole Galloway, director of the Pediatric Mobility Lab and Design Studio at the university, where hes also a professor of physical therapy.That makes for an isolating and lonely experience. Children can be marginalized to the point of invisibility, an experience that may last, or at least continue to affect children, their entire lives, he says.These kids do need assistance, its often practical and occasionally neces sary, Galloway adds. But over-reliance on assistance is detrimental to their developing independence.While children with mobility issues can get around in pediatric wheelchairs, those devices cost more than $25,000 and families that request one have about a five-year wait to receive it. Also, the wheelchairs arent often available to kids younger than three.There had to be a better way.Occupational and physical therapy students at Creighton University in Omaha, NB, install a push-button accelerator into a battery-operated toy car.In 2007, Sunil Agrawal, a professor of mechanical engineering at the university, and Galloway created small robots for immobile or partially mobile children as young as six months old to drive around in and explore their world independently. The problem? The robots were expensive and took time to build.Looking for a more cost-effective idea along the same lines as the robot, Galloway and his team took a trip to the toy store where they immediately spied a va riety of battery-operated, ride-on toy cars, each costing about $100, he says.Light bulb moment Back in the lab, they were able to configure the cars at a low cost for kids to drive all on their own. Heck, theres a lot you can do with some PVC pipe, a pool noodle, some fabric, and modest electrical modifications, Galloway says.He and his team outfitted the car with push-button accelerators and PVC cages, so children could pilot the cars safely.Galloway gives the example of Diamond, a four-year-old girl who lives in a residential facility for children with complex medical needs. Every day, he says, nurses pushed the girls wheelchair down the hall, past a series of bright murals.Then Diamond was given a retrofit John Deere toy tractor through Go Baby Go for her to drive. It included a space for her ventilator. A nurse told me, Diamonds seen these murals all her life, why is she stopping just now to look at them while shes driving? Galloway says.Thats the science behind visual percepti on, he adds. Active, independent mobility literally changes our view of the world. Those walls came alive for Diamond when she swished by in her own car. She saw her world, again, for the first time.Where does the program go from here? Galloway and his team have modified push toys, which children sit on and push with their feet to move forward. The modifications allow kids to sit on them (while being held in place with an inexpensive PVC harnesses), then progression to standing, then move the toy forward by placing their weight on the foot pads. Then, if possible, the children progress to piloting the toy forward by kicking their feet against the ground.Toys like these are useful in the developing world, where pediatric wheelchairs are even scarcer than in the US, Galloway says.While the initiative has retrofit more than 100 toy cars for kids with mobility issues, thats a drop in the bucket compared to the kids who need the mobility devices, he adds. To help, Galloway is seeking to get the Go Baby Go program instituted at other schools and other locations.To that end, the Delaware faculty published a toy-car modification how-to online to encourage other pediatric physical therapists and occupational therapists to meet their patients mobility complexities through the cars.Now, instructors in Creighton Universitys departments of occupational therapy and physical therapy are hard at work modifying miniature, battery-driven cars. They use the online modifications, which are simple to follow, says Stacy Wong, an instructor in the physical therapy department at the university, located in Omaha, NB.The modifications do need to be matched to the children and his or her specific needs, she adds.The Creighton study allows for five children ages 18 months to five years to receive cars, with an eye toward expanding the program if the initial results are positive. Over a 12-week period, the study will ask parents to keep tabs on how often the child uses the car, what kind of benefit they see their child receiving, and how they see mobility being improved.At the university, occupational therapy students Cody Funk and Alexis Woodie, and physical therapy students Thomas Myers and Brandon Barber, poked their heads under the hood of a flashy yellow Fisher-Price car to receive confirmation that their modifications have worked.They plug a battery into the rewired electrical system, the new push-button accelerator is pushed, and the cars wheels respond with a happy whirr. When youre a kid, life is all about being able to move and explore, Barber says. I hope in doing this were giving kids a chance to do that.Jean Thilmany is an independent writer. For Further DiscussionActive, independent mobility literally changes our view of the world. Those walls came alive for Diamond when she swished by in her own car. She saw her world, again, for the first time.Prof. Cole Galloway, University of Delaware founder of Go Baby Go

34% of employers reprimanded, fired people over online content

34% of employers reprimanded, fired people over online content34% of employers reprimanded, fired people over online contentGetting busted for inappropriate social media posts is elendhing new, but its certainly still relevant across industries.Take filmmaker James Gunn, who Disney fired while was working on the film Guardians of the Galaxy Vol. 3, due to old tweets joking about controversial topics such as pedophilia and rape that recently came to light again,according to The Hollywood Reporter.Gunn has since apologized, but hisfiring reportedly caused an upheaval among the cast members who dont think Disney made the right move for a variety of reasons.Deadline reportedyesterday that Gunn may be brought back on the project, according to sources.A similar PR crisis also bubbled over at The New York Times recently, where writer Sarah Jeong was brought onto the editorial board. However, after old tweets surfaced, both she and the publication released explanatory statements. She has not been fired from the position.All of this is why it isnt surprising thatrecent data from CareerBuilder shows that34% of companies saw something on the internet that made them reprimand or fire an employee.But when companies look up job applicants online beforehand, the top thing they look for is information that supports their qualifications for the job at 58%. What for theyre looking for the least is a reason not to hire at 22%.The Harris Poll surveyed 1,012 American hiring and human resource managers who are working full-time, but not for the government or themselves, for CareerBuilder.Social media decisions that have helped job applicants score positionsThe most popular thing these managers found on social media that made them employ a candidate was that their background information supported their professional qualifications for the job at 37%.Here are just a few of the other positive things job applicants did online having a website that conveyed a professional image at 33%, sh owing off their great communications skills at 28%, and having great references from others at 23%. The least popular response was that they saw that the applicant had a large number of followers or subscribers at 18%.But while 70% of companies say they look up job candidates on social media, 57% in that swimming-pool saw something that made them chuck an application in the rejection pile.What employers dont like about candidates social media accountsHere are some of the reasons why applicants got rejected for jobs.The most popular one was provocative or inappropriate photographs, videos or information at 40%.Thirty-six percent saw something related to alcohol or using drugs, and 31% saw discriminatory comments related to race, gender, religion, etc. at 31%.Twenty-seven percent also caught candidates in a lie about their credentials, and 22% said that their screen name was unprofessional. Twenty percent saw that the applicant had shared confidential information from places they used to work. The least popular reason was that the applicant posted too frequently at 12%.While you should be careful about what you post online for a variety of reasons, its also important to be on social media in the first place 47% of companies reported that if they cant find a job candidate online, they are less likely to call that person in for an interview.