Boards On Your Head No Need to Worry !

Boards On Your Head No Need to Worry ! Home career Boards On Your Head ? No Need to Worry !careerBoards On Your Head ? No Need to Worry !By Khushbu Kirti - November 14, 201620874Facebook Image source https://leftfootforward.orgSo Boards approach us just like fire engulfs mortals in its flames and trust me, this is no exaggeration. We feel like we are being invited by the blaze. There is actually no escape out of the jeopardy for the time being and you know that you can get to the other end only by going through this and since it is the only route, though ardent we have no option but to make it through. They say we have to give these examinations in order to prove ourselves so why not give it your best shot? If these marks supposedly determine your merit and serve as the first step in your career(read: college), why can’t you, rather, why shouldn’t you conquer it?You know that you can and you should have the confidence that you will. You’ve the potential to destroy anything that comes in your way and so this is the time, this is it. It’s now or never. Make sure that your make your parents proud and astonish everyone who didn’t believe in you. Give it back in their faces, so much so, that the same people have no choice but to sing your praises later. Make sure that you prove yourself to the world. Promise yourself that you’d do this not for anyone else but for the ones who have had faith in you no matter what and also for yourself, for your inner happiness, for your pride, for continuing to breathe the sheer fact that you’ve always been proving yourself at every freaking step and have never known what giving up means. You don’t know what defeat is so why crumble now? Why lose hope and confidence now? Why back up now at the last step? There is no looking back after this, nothing to stop you from reaching your destination. You’re impregnable.Just work so hard that even the planets cannot stop you from achieving what you deserve? Let everyone watch you fly now. “Come what may, I’l l do it anyway.”TAGScareerexamexam stressstudentstudies

Resume Writing Tips

Resume Writing TipsThe problem with most people when it comes to resume writing tips is that they have a hard time writing more than one page of resumes. The reason for this is because of the fact that they feel that the more information you can cram into your resume, the better, and they have a hard time believing that one page will suffice. The fact of the matter is that your resume will get a good amount of attention from the employer, and the more information you can include in it, the better, so you need to focus on just how much information you can include.The first tip for your resume should be how you start out your resume. Instead of heading right into a sales pitch or a resume overview, start your resume by mentioning what job you are applying for, the job title, your qualification level and any accomplishments during your current position. This way you won't go into the details of why you are the perfect candidate for the job and will limit the information you are forced t o write in your resume.One of the most common mistakes in resume writing tips is to write your resume like a sales letter. Your resume should be less of a sales pitch and more of an objective statement. That being said, don't be shy about including a resume objective statement in your resume because you want to include them at the beginning of your resume as well.Another thing that most people do not know is that resumes should only include key words. Keywords are the words or phrases that a potential employer will find out immediately when he or she opens your resume. So it would be a good idea to always include all of the keywords in your resume but not in every paragraph, so that the employer will not overlook what you are saying.When you are looking for resume writing tips, you will want to look for tips that will tell you how to make your resume easier to read. There are many different types of fonts you can use to make your resume clearer and easier to read, and it is best to use a standard font and color, such as Times New Roman.One of the first resume writing tips you should learn when writing your resume is to keep your resume to one page, and not two or three pages. This will give the reader an impression that you are lazy, and that you don't care about your resume. You also don't want to try to make your resume seem more impressive than it is if it is only going to be a one page resume, so keep that in mind.The third resume writing tip is to make sure that you list all of your qualifications in the same order that you included your achievements, because you want to make sure that the reader knows exactly what to look for, which means your experiences. To do this, you will want to include the following: work experience, education, skills, volunteer work, volunteer experience, and a way to contact you, and finally a way to contact a reference number, and the company name.As you can see, the tips for writing a resume are not that difficult to follow, b ut they are sometimes overlooked. The most important thing to remember is that you should put yourself out there, you want to show that you are excited about your future and that you are more than capable of doing the job. That being said, and because you want to write a well-written resume, it is best to stay focused and to never get lazy, and you want to focus on making your resume very easy to read and very clear, and to make sure that you include all of the necessary key words so that your resume will be successful.

Why Recruitment is NOT Dying

Why Recruitment is NOT Dying Recently there have been a fair few blog posts and articles published on various recruitment sites that discuss the changing nature of recruitment. In summary, what many of them are saying is that recruitment, as we know it, is dying. The cause is the growth of Web 2.0; the socialization of the web means that everyone has a digital footprint, whether its LinkedIn, Twitter, Facebook, Foursquare, blogs, specialist online communities, emails etc. As a result it is getting easier and easier to find people, so sourcing is simple and companies are increasingly doing it themselves. This viewpoint has three core arguments: that everyone is online; that companies are increasingly sourcing hires through direct applications; and that there is no longer any such thing as a ‘passive’ candidate. Whilst I broadly agree with this, I think it is worth injecting a note of caution. Web 2.0 has made huge changes to the way we do recruitment, just as Web 1.0 did, but I think that the role of the recruiter will continue for some time yet, and here’s why: Everyone’s online Facebook has over 1 billion users, Twitter has around 300 million ‘regular’ users, and LinkedIn over 500 million users. There’s many other social applications that can claim between 10 and 100 million users. This lends a strong argument to those who claim that everyone is online. LinkedIn is a useful example because its primary purpose is to be a professional networking tool; the number of UK LinkedIn accounts is around 12 million, and according to census data the “working population” of the UK is around 38 million. We can reasonably assume that most LinkedIn members are within the working population (i.e. between 16-59 for women, or 16-64 for men), suggesting that almost a third of the working population is visible on a professional, socialized service. For those not on LinkedIn, it seems inevitable that they have a presence somewhere else, e.g. Twitter and Facebook. However, this argument makes certain assumptions about how we use social media, e.g. a high level of engagement, and that we provide rich, useful data, such as a fully completed profile on LinkedIn, a Twitter bio that lists our occupation etc. Even a quick search shows this is not the case; having a profile or account is not the same as using it. I know several people on LinkedIn who haven’t updated their account in several years, even after switching jobs, and recently someone accepted a connection request I sent almost 2 years ago. Web 2.0 has made it easier to find people, but not everyone, and not everyone is easily visible online. Sourcing is not dead, it just needs new tactics. Companies are sourcing directly A key claim here is that organisations are able to source more and more candidates directly, thanks to increased visibility of vacancies. Recruiters know that, in general, there are plenty of direct applicants out there, which is why many agencies still use job boards as one way of advertising roles. But, as the old saying goes, quality is better than quantity. It is rare to get a great candidate from an advert. When recruiting for software developer roles, I found around 90% of respondents were non-EU without a Visa hoping to get sponsorship to come and work in the UK, and therefore ineligible to be considered (as few clients are legally able to sponsor). For contingency recruiting, job boards are worth the investment for the occasional strong applicant they bring in, but an agency cannot solely rely on them. As a result, direct applicants need to be sourced in different, more creative and flexible ways. Posting jobs on LinkedIn and Twitter is a great way to find good candidates, as is hosting events such as networking events, user group meetings, sponsoring conferences etc. Some large firms are able to do this to great effect; one of the most successful large companies I know in terms of recruitment strategies has brought most of their recruitment in-house by creating a specialist, 35-strong recruitment team. I recently spoke to one of the senior people in the team, who informed me that they now hire 90% directly, compared to less than 30% before the team was put in place. However, it is only large companies that can afford to do this. A 2011 UK government survey found that SMEs are the lifeblood of the country, representing 99.9% of all businesses, covering 59% of the workforce. 99% of companies have less than 50 employees. These are companies where, if there is an HR department, it is likely to be 1 or 2 HR generalists, with no specialist sourcing knowledge. Sure, some might be very good at recruiting, but a lot won’t be, and in my experience a lot aren’t. It’s easy to overestimate the changing nature of direct hires when looking at large companies, but bear in mind that they are a minority of companies with a minority of the workforce. There’s no such thing as passive This argument essentially relies on the old adage, ‘every man has his price’. Gone are the days of the career ladder, now it is almost expected that people change employers every 2-3 years. Even if someone hasn’t put their CV up somewhere, they will consider any new opportunity that is presented to them. This takes a somewhat unitarist approach to candidate motivation. Motivation is incredibly hard to define; whilst there are trends (e.g. money and ‘meaningful work’ tend to top motivators in surveys) an individual’s motivation for staying or leaving is just that â€" individual. You cannot assume that if you have a great, well-paid role, everyone will want it. I do agree that, if a ‘passive’ candidate pursues an opportunity, he is likely to start considering other options. However this perspective assumes that candidates ultimately have no loyalty and are solely motivated by self-interest, which simply isn’t true â€" we all know people who you couldn’t pry out of their job with a crowbar! To conclude, the way a Recruiter works is changing, and will continue to do so, just as is the case with every other job. However, if you look at the three arguments here, you can see that the core aspects of a recruiter’s role remain the same: Source candidates using innovative means â€" especially those who aren’t well-represented online, Filter and qualify candidates to find the ‘best’ â€" which becomes even more important the more candidates there are, Sell, sell, sell â€" the more opportunities a candidate has, the more likely it is he will take the one that is best sold to him. To me, that doesn’t look all that different to recruitment as I know it. Strategies and the external environment may change, but the fundamentals remain the same.

Target to Widen Your Audience Appeal - Personal Branding Blog - Stand Out In Your Career

Target to Widen Your Audience Appeal - Personal Branding Blog - Stand Out In Your Career Everything appears to come full circle. Looking back, I find the advice received in my first year in business will always hold true, and, furthermore, it makes more sense now that I have lived the experience. Upon starting my business, a marketing professional set me back on my heels by asking, “Who is your target audience?” According to her, “Everyone” wasn’t an acceptable answer. In my mind, almost everyone could use sales know-how to improve business. However, taking this under serious consideration, there are different aspects of the sales category that some will need while others will not. And yet others flat out just won’t be interested to learn. This is where the marriage of marketing and sales techniques come into play to enhance business development. Marketing Professionals Advise: 1. Develop your niche market 2. Become the expert in your field 3. Create multiple streams of revenue Sales Professionals Advise: 1. Briefly let each audience know of all that you represent and then target their specific interest(s) 2. Speak to the specific needs and desires of each audience 3. Continue to duplicate the original model of what works best making certain the venues all complement one another. Combining the marketing and sales advice, consider whether you have, in fact, narrowly defined a niche market and become known as the expert for this sector. Are you easily able to speak to their needs, wants and deep down desires in order to attract interest? Have you developed multiple products and services to attract an increased number of people to your business? Have you found complementary groups who may benefit from your expertise? Multiplying your effort, have you found groups both online as well as in person? And, have you taken the time to make a brief introduction as to everything you have to offer in case you catch the attention of some in one group who may wish to participate in the next? As you build your business outward, have you found others who complement what you do? Together are you able to collaborate to target overlapping and additional audiences attracted to the two of you? While undertaking collaborative projects, be aware that you may be asked to work on a project that will annoy some. These are the people who will ask to be removed from your notification list. A wise sales strategy is to keep your database current and group your contacts by where you met or by special interests. In this manner, you will only notify individuals who have a true interest in your most recent news. Systemizing processes and tweaking what you offer for each individual group will enable you to concisely speak to their particular interests and deliver with efficiency. Consistency in all you do is the key ingredient for maintaining and building your personal brand. In the end, your effort should be directed to building a returning and referring clientele. By incorporating all of the advice and strategies listed above, you will have an easier time developing business and more likely to enjoy the Smooth Sale! Adapting these entrepreneurial and corporate insights to your style will advance you to the Smooth Sale! For further sales and business development advice, consider our online Summer Sales School roster of classes. Author: Elinor Stutz, CEO of  Smooth Sale, LLC, (800) 704-1499, was honored by Open View Labs with inclusion in their international list of “Top 25 Sales Influencers for 2012.” Elinor authored the International Best-Selling book, “Nice Girls DO Get the Sale: Relationship Building That Gets Results”, Sourcebooks and the best selling career book, “HIRED! How to Use Sales Techniques to Sell Yourself On Interviews”, Career Press. She provides team sales training, private coaching and highly acclaimed inspirational keynotes for conferences. Elinor is available for consultation.

Writing About Experience of Shadowing on Resume

Writing About Experience of Shadowing on ResumeIf you are looking for a way to write about shadowing on resume and cover letter, you may have to change your perspective. While the practices may seem similar, the truth is that shadowing does not match up with every resume writing technique.Shadowing is an experience that is shared by the college and high school students and, as such, does not relate to any degree. The 'shadowing' element comes from the word 'shadow.' When students spend their time in the field, it is possible that they may not be in a classroom environment, but the experience does not come from learning or lecturing.In essence, shadowing may be viewed as a certification program for those who wish to enter the field. In this case, it may be seen as appropriate for a resume. As such, the resume must include the information of certification.There are students who do have academic degrees, but these are not listed on their resumes. Instead, the education may be obtained t hrough an experiential education program or employment. Some students who do have higher degrees have achieved certification in areas that are related to their training, but the experience is not included on their resume. Therefore, it is possible to write about the experience without including any educational accreditation.The key to creating a resume that includes the experience of shadowing is to consider the employee's qualifications. The skill areas that the employee can demonstrate should be listed first on the resume. The student will then need to write about what he or she learned while the student was in the field.This is an important experience because there is no time to learn and practice when you are out in the field. It may be necessary to research the particular industry or job that you are seeking in order to learn the skills that are needed to be successful. If an experienced individual is not listed, the resume must have a position that contains the experience of s hadowing, such as industrial design, customer service, food and beverage management, and the arts.In addition, when you include experience of shadowing on resume, it should be noted that experience cannot be transferred to other jobs. For example, if a person had a job where they did not take advantage of their training and did not learn about any of the more complicated equipment, the person would have a similar position in another industry. Therefore, you cannot transfer the experience from one position to another.When students are seeking employment, it is possible to write about the experience of shadowing on resume, but only if the skills are listed in the resume. The value of the experience must be included to make sure that the applicant is viewed as a professional. If the experience is not listed, the student may be a candidate for a position that is not being offered.

The Best Paying Gyms for Personal Trainers CareerMetis.com

The Best Paying Gyms for Personal Trainers â€" CareerMetis.com As most personal trainers can attest, the work-life balance the career affords is one of the main reasons for choosing a job in physical fitness. However, trainers will also tell you that while being a personal trainer is a gratifying career; it can be challenging to get a decent salary when you first get certified.For this reason, my team and I recently conducted some industry-first research to evaluate which gyms pay their trainers the most.evalBelow, we cover these metrics as well as detail how gyms typically set up a pay structure for their trainers, how understanding gym pay structures can help you find the best career fit and some recommendations for landing your first gym job.First, it is essential to understand the typical gym pay structure.How Do Gyms Pay Personal Trainers?Gyms tend to have one of three salary structures with trainers:Employee-based salarySelf-employed trainerContractor model1) Employee-based Gym Salary StructureevalBy far, this payment structure is the most common with gyms and especially commercial gyms, better known in the industry as “big box” gyms. This pay model stipulates the personal trainer is an employee of the gym, and the gym will develop leads for the trainers and have them train them.In addition to getting leads from the gym as a result of being an employee, the trainers are encouraged to drum up their clients and build up their portfolio of ongoing clients. Gyms often provide incentives for meeting specific criteria and generating a certain amount of training sessions.2) Self-employed Trainer Gym Salary StructureThe self-employed trainer is not on the payroll of any particular gym but does have a relationship with a gym This is the most lucrative of the play structures, but the trainer does not benefit from the existing foot traffic of the gym, and they do not get any leads from the gym at which they train their clients. In this model, the trainer only gets paid when they are training clients.3) Contractor Model Gym Salary StructureUnder the contractor model, the gym is generating the clients but has a contractor-type relationship with the trainer as opposed to having trainers as employees. The gym will contact trainers it has connections with when a client of the gym wants training. Typically, the gym and trainer will earn an equal split on the charge to the training client.What Are Some of the Best Paying Gyms?In the study we conducted we got insight into which gyms pay the most and how they pay. For the most part, all these gyms adhere to the employee-based salary structure mentioned above.By speaking to the gyms directly, talking to trainers who work at these gyms, and conducting industry surveys, we were able to obtain some great info on how these gyms pay their trainers.1) EquinoxevalBy far, Equinox appears to be one of the best places for trainers to seek employment. Like most gyms we evaluated, they pay minimum wage when their employees are not training, but provide some of the highest hourly rates when they are.Equinox trainers generally make between $26 and $64 per hour, depending on their level of training and experience within the gym. If they are booking a lot of sessions within a two-week cycle 2) YMCAThe YMCA is also one of the better-paying gyms we evaluated and makes for strong career consideration. These trainers can make up to $28 per hour when training, but the base hourly for new trainers or those lower on the totem pole begins at $15/hour.Like Equinox, YMCA trainers make minimum wage when they are not training. Other benefits of working at the YMCA are that they pay for continuing education as well as their trainer’s recertification fee.3) Planet FitnessWorking for Planet Fitness has its pros and cons for trainers, but can potentially do a decent job of supporting those who are new to a career in personal training. Especially if they need, and want, experience. Planet Fitness provides full-time positions that are paid minimum wage.From what we foun d, there are no commissions and no bonuses. On the plus side, the careers at Planet Fitness don’t require sales, so trainers benefit from being handed clients in which to enhance their skill sets.4) 24-Hour Fitness24-Hour Fitness pays its employees minimum wage for non-training hours but varies in that it pays commissions on training packages as well as has incentives for trainers who sell individual sessions.On individual one-off sales, trainers can make an additional $7 to $17 per session depending on their qualifications. For group training, trainers can earn an additional $2.50 to $6.50 per participant. With package sales, trainers can earn 20% commission on individual personal training packages and 10% on group training packages, respectively.5) Anytime FitnessevalThe training salary at Anytime Fitness varies more than most. These are franchised gyms, and each gym can have its pay structure.We found that Anytime Fitness offers the following options for paying their trainers:5 0/50 split between gym and trainerIncentive bonus structures for selling monthly training packages on top of minimum wageThe opportunity for trainers to increase income by teaching group fitnessRecommendations for Landing Your First Gym JobFirst and foremost, if you want to get a job at a gym, you’ll want to have some personal training certification before walking in the door. Some gyms, like Equinox, offer internal personal training programs so you may wish to inquire about these ahead of time.Secondly, understand what stage in your career you are at and what that means for your employment opportunities. Every trainer wants to make as much as they can and would ideally try to get a job at a higher-paying gym, however, they may not be an ideal candidate at an early stage in their career.Based on our evaluations, gyms do pay better-performing trainers more as they want to sell packages as much as possible. If you don’t have great sales experience, it may be helpful to team up wit h a gym that can help train you in this capacity or stick with a gym that does not ask you to sell.evalPersonal training can be a very rewarding job and offers a lot of flexibility regarding hours. This does mean that trainers have to be wise about how they spend their time and be reasonably aggressive salespeople as well as effective trainers to bring new business in and keep it. Understanding what gyms pay the most is an important step in aligning your career goals and how much income you can potentially make.

Do you fall prey to lotto mentality in your career - Margaret Buj - Interview Coach

Do you fall prey to lotto mentality in your career Its funny how those of us who would never fall for a get rich quick scheme can so easily slip into Lotto Mentality. You May Have Already Won! Enter Now for the Grand Prize! The Jackpot Is Over 10 Million Dollars! Lotto Mentality is when: you are counting on luck that headhunters and hiring managers will take notice of you you think that if you send just a few more applications, youll surely get a new job youre hoping and praying that something will happen and that great job will just fall into your lap. Dont get me wrong. I have no problem with contests or scratchers. But when that mindset becomes a modus operandi for your career, its not much different from hoping youll win the lottery. I cant tell you how many professionals I work with who want to get that next job or a promotion, earn more money, start a business etc. but they keep doing the same things that arent working, yet expecting to get a different result. Ive seen it happen time and time again. People struggle for months or even years and get frustrated about not being where they want to be professionally, because they havent created the support and feedback they need to reach their goals. Im going to be frank with you. There is no miracle cure. Finding a GREAT job is not easy. It takes a lot of work and it can take some time. And if youre serious about reaching your career goals in 2014, you dont want to wait till May to find out you are still in the same place. You need to PLAN for your success now. My PERSONAL mentoring could catapult YOUR career in 2014! I am going to be working with just 6 committed professionals early next year who want to transform how they control their career in 2014. Ive created a transformational 3-month coaching programme that delivers certain results at an affordable price. Ill be challenging you to raise your game every step of the way and what is more,I shall  support you until you land your next role. Check out the details here: https://interview-coach.co.uk/90-day-coaching/ I know that spending on yourself can be hard for some, especially if you are unemployed and December is an expensive month. Thats why I want to make this super simple for you to say YES. You can save £200 by registering by the end of December, but you dont even need to pay in full. All you have to do is to pay a non-refundable deposit now and be committed to starting the programme before the end of February. If this sounds like something you might be interested in, simply answer a few questions on www.talkwithmargaret.com and Ill arrange time for a complimentary consultation. I look forward to working with you! Warm regards Margaret Buj Interview Coach Margaret Buj  is an  Interview Coach  who’s helped hundreds of professionals across Europe and the US to get the jobs and promotions they really wanted. Margaret also has 9 years of experience recruiting for a variety of positions at all levels across Europe and in the US, primarily in technology and e-commerce sectors. If you want to find out how recruiters read resumes, why you are not getting hired, how to sell yourself successfully in a job interview, and how to negotiate your best salary yet, you can download her  FREE “You’re HIRED!” video course.

Tough (Question) Tuesday What Needs Experimenting - When I Grow Up

Tough (Question) Tuesday What Needs Experimenting - When I Grow Up Life is an Experiment by Neue Graphic Last week, I attended an orientation for an upcoming class Im taking, FastTrac GrowthVenture. An entrepreneurial friend and former client of mine who I hugely respect took it a few weeks ago and sang its praises, and since its for current entrepreneurs to re-evaluate and grow their biz, I thought it was exactly what I needed. Right now, its about figuring out how my business can be more scalable, and how I can get off the Overwhelm Train. When I look at what I offer and whats in the wings 3 one-on-one packages, 3 different Operations!, 4 workbooks, speaking, virtual and in-person workshopson top of co-authoring The Declaration of You (to be published by North Light Craft Books in June!), wellgeez louise louise! I know I need to really determine what my sweet spot is and run with it. Its also time to really dig deep and work in my business as opposed to on it, which is what Ive been doing for so long. With that in mind, I asked my blog sponsors what theyre experimenting with, and it looks like Pattys in the same boat: Patty of The Plaid Cupcake: Im working on redesigning my kindle/nook/Ipad cases! The first pattern I came up with involved a LOT of cutting and prep work, so am trying to figure out how to make it simpler for myself while still creating an awesome product that people want to buy. Zipper or no zipper? Pocket or no pocket? Should I list them Made-to-order or have a bunch ready to go? Is the market already saturated with them? So many things to consider! Now, whatre you experimenting with? Put it in the comments and we can support each other, crazy creative scientists all!