Writing A Successful Veterans Resume for Corporate Jobs, Part 1

Composing A Successful Veterans Resume for Corporate Jobs, Part 1 Composing A Successful Veterans Resume for Corporate Jobs, Part 1 Composing A Successful Veterans Resume for Corporate Jobs, Part 1 Numerous veterans are attracted to national government occupations in view of their longing to keep serving their nation, as a result of the advantages, due to veterans' inclination employing activities, and â€" at any rate at times â€" making an interpretation of military ranges of abilities to bureaucratic non military personnel work makes sense. But in the time of sequestration, numerous veterans are securing that the administrative position showcase has become progressively competitive. In such a domain, it bodes well to widen the pursuit of employment to private division companies. And, truly, military veterans can be serious in going after corporate positions. Here are a couple of tips for veterans trying to grow their pursuit of employment: Corporate America needs to enlist you. The Top 100 Military-Friendly Corporations recorded by GI Jobs are guaranteed by Ernst Young. And they truly would like to enlist veterans! Many of these partnerships utilize online application frameworks, and veterans need to comprehend the significance of passing on military involvement with terms of corporate employment qualifications. Recruiters need to have an away from of how you can add to their organization, and locate the right fit for you dependent on the aptitudes and capacities you created during military assistance. Your resume must utilize corporate wording. Your resume is vital to exhibiting your aptitudes and capacities to the corporate world. But, to be viable, your resume can't utilize military-talk (or military acronyms). You have to make an interpretation of your experience into something that the private segment will understand. Your resume should obviously present your abilities and capacities while showing that they are transferrable to the corporate strategic, and programs. If you utilize their wording to show your experience, you'll be well en route to having a great resume that can get you recruited into another vocation. Here are a few hints for building your corporate resume: Your resume is the most significant record in the wake of leaving military help. As a veteran, you know about the significance of documentation. Once you leave the military world and enter the private part setting, your most significant report is your resume. No question. Your resume is the thing that has the effect among business and unemployment. It is the key record that shows private division managers what your identity is, the thing that capabilities you have, and why you would be a resource for their organization. Since this is such a significant archive â€" a report basic to your future â€" extraordinary consideration and consideration must be set on creating a resume that precisely mirrors your military vocation in private segment terminology. This can be trying, as military language and experience is frequently difficult to translate. Consider proficient composing help by a specialist continue essayist to assist you with presenting your defense. Your private area continue must be focused on. Notwithstanding setting, a one-size-fits-all way to deal with resumes essentially doesn't work in a serious activity market. Your resume basically should be focused to the activity: it needs to coordinate the capabilities and aptitudes required. And you should pass on your encounters, abilities, capacities, and capabilities without military abbreviations and in straightforward plain language. If you utilize a general resume that utilizes military-talk, you won't land interviewed. Review explicit position declarations and art your resume to mirror the declarations. Section 2 of this arrangement will concentrate on explicit instances of how to interpret military involvement with a way the private division can comprehend…

Podcast 3 How to improve your hiring processes - listen to hiring tips Viewpoint careers advice blog

Podcast 3 How to improve your hiring processes - listen to hiring tips Now, more than ever, one of the top challenges for business leaders is attracting the right people with the right skills.  As a result competition for the best talent is high â€" so what can employers do to ensure that those interested in joining their organisations have the best experience possible? In the UK, Hays has recently surveyed  over 14,000 people to find out what applicants want at each stage of the hiring process. The report found that some of the biggest deal breakers that deter applicants can be addressed employers, but only if theyre prepared to invest where it matters most. To do this, they must be aware the experience they are offering their candidates and learn what their issues are along the journey. Although this research was conducted in the UK, the findings and associated recommendations are all globally relevant. Podcast notes: So, before we dive into the details, I wondered whether you could explain the different stages a candidate experiences when applying for a new job? Sure. The key parts of the process we have identified are Search, Apply, Decide and Join. Search: Is the information candidates find when researching employers and reading job specs Apply: Is the experience that applicants have when they apply for jobs Decide: Is the experience the applicant has of the interview process Join: Is the stage including induction and on-boarding process prior to and after joining the hiring organisation As you rightly said in the intro, our UK business has recently conducted some research into what applicants want and expect to see at each stage of the  process. And what we’ve identified is a huge gap between an employer’s perception of the quality of the applicant experience they provide, and the reality experienced by those applicants. And, through the research, we’ve identified a number of ‘deal breakers’ within each stage of the applicant journey, which are quite simply, putting candidates off. In terms of the ‘Search’ stage, what do candidates expect to find when researching a potential employer? Well, as we all know, candidates now have more access to knowledge about the organisation, much more power and they are researching employers. Of course they are looking on their website and looking at what their job adverts are like. But they are also looking at a lot more as well. They’re looking at brand values, financial information, obviously information pertaining to themselves, what are the development opportunities, and if the employer is genuinely committed to equality, diversity and inclusion. And also they want an authentic experience of that organisation, they want the organisation to be as transparent as possible. And increasingly they are trying to identify what the culture of that organisation is like. I urge that employers, need to be more far more strategic than they are today when they look at feedback employees are making about them. These have a huge bearing on the application process, for instance in our survey we found that 61% of applicants have been discouraged to apply for a job after reading a negative online review about that organisation, this review could be made by an employee, and ex-employee or a customer. In terms of authenticity, candidates also expect that the job spec itself, or the job ad shouldn’t lead to mismatched expectations. Of course the employer is going to try and sell the opportunity, but they should also be clear and in what it is they are going to be offering. Read more:  4 job advert clichés every hiring manager should be wary of What are the most common things putting candidates off, once they have done their research and decided to apply for a job? I think the key here is candidates want a quick and easy application process and I don’t think that’s different to 20 or 30 years ago. And we found that 71% of candidates say they would abandon an online application if it took more than 15 minutes to complete. Yet, 40% of employers say their application process takes longer than that. I accept that some employers deliberately make it quite difficult to apply for a job because they are trying to put off people that are not 100% committed to that organisation or that job. But I also ask them to consider if they are missing out on applicants that would actually be very good otherwise. Is there anything else that typically frustrates your average applicant during this stage? Our research identifies that when a career website simply doesn’t meet the expectations of candidates -this can lead to further disengagement. For example, applicants want to be able to set up job alerts with job boards or employer sites and create their own profile. They want to easily navigate the careers site of a prospective employer. Making changes to one’s website can be expensive, and quite a lengthy process, but it something that we advocate and one of the services we offer at Hays where we will help build a career site for employers. Do applicant frustrations tend to end as soon as they’ve hit submit on their application? Sadly not in a lot of cases. I think the main frustration, it’s a combination of two things, but it’s the pace at which the organisation responds to the applicant and it’s the lack of information that the applicant gets. They almost feel like they have fallen into a ‘black hole’. We urge employers to act quickly to an applicant, acknowledging that they have received the CV or the application. But also letting the applicant know when they can expect to hear back from the employer. So, once a candidate has applied and has been invited to interview, what are the main deal breakers you think they face at the Interview stage and how can employers rectify these? This is where we really get down to the personal interaction between people. In terms of the interview process, candidates typically get frustrated by: An unstructured and disjointed interview process Not feeling welcome when they interview Not being able to use the interview as a means to gauge whether or not this is the right company for them a common failing of people doing interviews is that they do all the talking a instead of all the listening A lack of communication in terms of the next steps of the hiring process Post-interview, a lack of feedback on their performance and suitability To me, the person doing the interview has got to be very good at interviewing, and a tip for employers, make sure that you give training, not on how to be interviewed but of course how to interview. I also think that small things can make a big difference, introducing that candidate to other employees, take them on a tour of the working environment. After all if they do join you they are going to be working in that environment with those people, hopefully for a considerable amount of time. And, it might sound basic, but don’t forget that first impressions really do count, so ensure your reception staff are fully briefed when interviews are scheduled in. Read more:  First time interviewing a candidate? Avoid these mistakes Now, once the candidate has been offered the job, and they decide to join the company, is there anything employers can do to ensure that their first day goes smoothly and that they feel welcomed? Sometimes it comes to the small things. This doesn’t apply to every employee, but most have a PC on their desk or a laptop, and it’s a simple thing as to make sure that they can get logged in on the first day. I think assigning a point of contact, even before the first day, that period between accepting the job and before they start. Make sure that they have got a point of contact to go to, because it could be anything about parking, any clarifications about the contract and so on. I think also organising a team meeting before that first day, particularly with their direct reports, that could be in a social environment or a work environment. And then once they’ve started organising an induction plan, it shouldn’t be too long, depending on the role it could be one day, it could be one week, but I wouldn’t suggest having anything more than one month. Sending a welcome pack before they start, and after they start, make sure they have regular 1-2-1s with their new boss, to be able to answer any questions. Again in our experience we do see a significant amount of people leave organisations very quickly after joining, and much of that is due to the on-boarding process that they received. For those who are struggling to determine which exact issues theyre facing in their hiring process, what steps would you recommend they take to identify them? Firstly, start thinking of your prospective employees as customers. They are competing, in most cases, with other employers for that talent. Very rarely now does someone applying for a job only apply for one job, they’ve often got multiple choice of which organisation to join. So, that customer and the individual representing the employer should treat that person as a customer, and persuade that person to join them, if they are suitable. Secondly, don’t just rely on your own judgements about the applicant journey. Get other people and trusted employees to test what it is like. How long is the application process? Does it feel good? Is it easy to navigate job purchases and so on. Lastly I think, make sure that you are continually asking for feedback from both successful and unsuccessful applicants, don’t be afraid to ask them how they found the application process. Because ultimately we believe that the hiring of people is not constant in terms of change. The whole process will evolve over time. Any employer who thinks they have an absolutely fantastic hiring process, can still make things better. This is a question we will be asking all of our podcast guests, what do you think are the top three qualities that make a good leader? Firstly, you have got to have the ability to identify the right people, whether that’s inside or outside of your organisation and promoting them into the right positions accordingly. Building that team around you is key. Secondly, be brave in your decision making. I think, often too many leaders fail because they don’t make enough decisions and they dont make the tough decisions its all about being brave. Thirdly, lead from the front, remember that everything you do as a leader will reflect on how your team perform. Are you looking for more advice? Listen to our previous Leadership Insights podcast episodes and read our leadership blogs: Get ahead of the game if you want to snap up the best talent How can you compete for the best contractors? Find the best candidates with this telephone interview technique How will job searching change in 2018 and beyond? Did you enjoy this podcast? Subscribe to the Hays Worldwide Leadership Insights podcast on SoundCloud and download it on Apple Podcasts.

H1B Premium Processing Resume - How to Write a Strong Resume With Help From a Resume Service

<h1>H1B Premium Processing Resume - How to Write a Strong Resume With Help From a Resume Service</h1><p>H1B Premium Processing Resume has to do with evaluating and making a decision about the capabilities of a candidate by putting the activity for them. At the point when somebody has a decent work history, he will get great compensation since his manager recognizes what he can do and is positive about employing him. Consequently it is significant that you are very much investigated and have a decent resume.</p><p></p><p>However in the event that you don't have an incredible resume however know about your activity, there are approaches to make it simpler for your boss to see you. There are things you can do to ensure they know about your aptitudes and capacities. This is likewise a smart thought with the goal that they can keep you on their team.</p><p></p><p>There are many resume administrations and you can see them to see which one meets your requirements best. At the point when you are preparing to get the assistance of one of these organizations, ensure that they have the most recent programming to let you make your own data, similar to a PC with an association with the web. They ought to have the option to give all of you the data you need and make it simple for you to set up your own H1B Premium Processing Resume. The greater part of these organizations have a framework that lets you make the data that you need and can likewise alter the data you need, as long as you are clear about it.</p><p></p><p>One thing you should think about is making a rundown of the activity obligations that you can secure in the position portrayal. You ought to likewise list down the abilities that you use and discover how you can apply them to your activity. You may even need to list down your capability, instruction and preparing so they realize you can play out the undertakings in the man ner that they need. The more data you give them the better.</p><p></p><p>If you are applying for a visa to go to the US to work then the primary thing you ought to do is to investigate your H1B Premium Processing Resume. Recollect that on the off chance that you have more than one visa, you need to incorporate them two with the goal that you don't need to gracefully a similar data each time. Recall likewise that when you are applying for a visa to go to the US, they will check the data gave on your resume.</p><p></p><p>You should be certain you notice this on your resume that you are a US resident. They may take a gander at your records and see that you are not a resident of another nation. A few bosses probably won't offer you the chance to go to the US on the off chance that you don't disclose to them this information.</p><p></p><p>The last thing you ought to do on your H1B Premium Processing Resume is to surv ey and think about various sets of expectations. One thing you will see is that an expected set of responsibilities incorporates a great deal of data, including compensation, yet very little else. Ensure that you put in all the data you believe you have to get the job.</p><p></p><p>The last advance is to email the data you have on your resume to the organization you need to go after the position. Make certain to catch up with them so they have your complete consideration. This is the best way to guarantee that you are working for the correct organization and that you are allowed to establish a decent connection with them.</p>

Apache Cassandra Career Opportunities Bag Top Cassandra NoSQL Jobs

Apache Cassandra Career Opportunities Bag Top Cassandra NoSQL Jobs Apache Cassandra Career Opportunities: How To Bag Top Cassandra NoSQL jobs Back Home Categories Online Courses Mock Interviews Webinars NEW Community Write for Us Categories Artificial Intelligence AI vs Machine Learning vs Deep LearningMachine Learning AlgorithmsArtificial Intelligence TutorialWhat is Deep LearningDeep Learning TutorialInstall TensorFlowDeep Learning with PythonBackpropagationTensorFlow TutorialConvolutional Neural Network TutorialVIEW ALL BI and Visualization What is TableauTableau TutorialTableau Interview QuestionsWhat is InformaticaInformatica Interview QuestionsPower BI TutorialPower BI Interview QuestionsOLTP vs OLAPQlikView TutorialAdvanced Excel Formulas TutorialVIEW ALL Big Data What is HadoopHadoop ArchitectureHadoop TutorialHadoop Interview QuestionsHadoop EcosystemData Science vs Big Data vs Data AnalyticsWhat is Big DataMapReduce TutorialPig TutorialSpark TutorialSpark Interview QuestionsBig Data TutorialHive TutorialVIEW ALL Blockchain Blockchain TutorialWhat is BlockchainHyperledger FabricWhat Is EthereumEthereum TutorialB lockchain ApplicationsSolidity TutorialBlockchain ProgrammingHow Blockchain WorksVIEW ALL Cloud Computing What is AWSAWS TutorialAWS CertificationAzure Interview QuestionsAzure TutorialWhat Is Cloud ComputingWhat Is SalesforceIoT TutorialSalesforce TutorialSalesforce Interview QuestionsVIEW ALL Cyber Security Cloud SecurityWhat is CryptographyNmap TutorialSQL Injection AttacksHow To Install Kali LinuxHow to become an Ethical Hacker?Footprinting in Ethical HackingNetwork Scanning for Ethical HackingARP SpoofingApplication SecurityVIEW ALL Data Science Python Pandas TutorialWhat is Machine LearningMachine Learning TutorialMachine Learning ProjectsMachine Learning Interview QuestionsWhat Is Data ScienceSAS TutorialR TutorialData Science ProjectsHow to become a data scientistData Science Interview QuestionsData Scientist SalaryVIEW ALL Data Warehousing and ETL What is Data WarehouseDimension Table in Data WarehousingData Warehousing Interview QuestionsData warehouse architectureTalend T utorialTalend ETL ToolTalend Interview QuestionsFact Table and its TypesInformatica TransformationsInformatica TutorialVIEW ALL Databases What is MySQLMySQL Data TypesSQL JoinsSQL Data TypesWhat is MongoDBMongoDB Interview QuestionsMySQL TutorialSQL Interview QuestionsSQL CommandsMySQL Interview QuestionsVIEW ALL DevOps What is DevOpsDevOps vs AgileDevOps ToolsDevOps TutorialHow To Become A DevOps EngineerDevOps Interview QuestionsWhat Is DockerDocker TutorialDocker Interview QuestionsWhat Is ChefWhat Is KubernetesKubernetes TutorialVIEW ALL Front End Web Development What is JavaScript â€" All You Need To Know About JavaScriptJavaScript TutorialJavaScript Interview QuestionsJavaScript FrameworksAngular TutorialAngular Interview QuestionsWhat is REST API?React TutorialReact vs AngularjQuery TutorialNode TutorialReact Interview QuestionsVIEW ALL Mobile Development Android TutorialAndroid Interview QuestionsAndroid ArchitectureAndroid SQLite DatabaseProgramming aria-current=page>Uncat egorizedApache Cassandra Career Opport... Cassandra (14 Blogs) Become a Certified Professional Apache Cassandra Career Opportunities: How To Bag Top Cassandra NoSQL jobs Last updated on May 22,2019 3.8K Views Pallavi Poojary Pallavi is a technology enthusiast who writes on hot technologies such as... Pallavi is a technology enthusiast who writes on hot technologies such as Big Data and DevOps, and industry-relevant skills like Project Management. She is... Bookmark Become a Certified Professional Apache Cassandrawas born as an Apache Software Foundation project on Google code in the year 2008. Cassandra is an open-source NoSQL distributed database management system that isdesigned to handle large amounts of data with no single point of failure, providing high database performance and availability. Named after a Greek mythological prophet, Apache Cassandra was originally developed at Facebook to power their Inbox Search featureand has today evolved tolead innovation in NoSQL. With the explosion of big data,companies are increasingly employing open source software and NoSQL database technology,andCassandra is a popular choice owingtothe scalability and availability it brings to the database world.In such a scenario, thedemand forApache Cassandra professionals has reacheditspeak!Apache Cassandra Career OpportunitiesBig Data is expected to grow into a$3 billion market by 2018. With this growth comes the need for professionals who can handle this big data and solve big data problems. According to Dice.coms 2016 salary survey,Apache Cassandra is the top paying NoSQL skill and the second highest paying overall skill across SQL, cloud, analytics and more.This spike in demand for Cassandra professionals withNoSQL skills is a recent phenomenon. The survey showsthat, of the 73% of survey respondents that said Apache Cassandra is critical to their job, nearly 60%said it was not critical just six months prior to the survey. It wasalso found that, more than a quarter of respondents already held certifications in Hadoop, MongoDB, SQL Server and Oracle, but were searching for training and planning to get certified in Cassandra.There is a massive skills gap in the NoSQL Industry, and this is the right time to pursue Cassandra training to take advantage of the available career opportunities.Apache Cassandra Salary TrendsAccording to a Venturebeat article,NoSQL wasworth $118,587 in 2015. The article also statesthat the pay for NoSQL-associated jobs has climbed 3.3% from 2014 to 2015, based on Dice.com data. Dicehas2142 positions for NoSQL as of 31st May, 2016, out of which 960 job listings are for Apache Cassandra alone.According toDice Tech Salary Survey 2016,Cassandra was worth$147,811 in 2015. Cassandra skill saw year-on-year change of 14.9%, ranking as the second top-paying tech skill in 2015. The trend has continued in 2016.A quick search on LinkedIn on the day of writing this blog threw up3,763Cassandra jobs in the United States and767Cassandr a jobs in India across levels. These jobs are spread across industriessuch asInformation Technology and Services,Computer Software, Internet and Financial Services.Indeed.com shows that the average salary for Cassandra jobs is $107,000 in the United States, and the percentage of matching job postings is onan upward trajectory as shown in the graph below.Source: Indeed.comAccording to Payscale.com, the average pay for Cassandra professionals in India starts at Rs. 413,000 and goes up toRs. 1,500,000, based on the years of experience. A snapshot of this salary trend is given below.Source: Payscale.comApache Cassandra Job RolesCassandra training opens up a lucrative and rewardingcareer path. Some of the Cassandra job roles that are available for a professional with Cassandra skills are:Cassandra DeveloperCassandra Database AdministratorData Architect CassandraCassandra Solution ArchitectPerformance Tester CassandraData EngineerFunctional Tester CassandraApache CassandraCareer PathCas sandra is one of the most popular NoSQL databases today and it is used by some of the top companies in the world to manage their big volumes of data. A fewof the most famousadoptors ofCassandra are Facebook, Twitter, Apple, IBM, Cisco, Rackspace, NetFlix, eBay, Reddit, WalmartLabs, Zoho and Digg. There are many more companies across the globe that are using Cassandra for their data needs.Learning Apache Cassandra could be the turning point in your career. Cassandra NoSQL doesnot have a steep learning curve and it isknown toprovide a familiar interface (CQL, reminiscent of SQL). Writing toCassandra database is also extremely fast and it tops the chart amongColumn-FamilyNoSQL databases.The popularity of Cassandra is shooting through the roof and so are the job opportunities. Take advantage of them now!Edureka has a specially curated Cassandra course thatis aimed to help you mastertopics such asCassandra Datamodels, Cassandra Architecture, Differences between RDBMS and Cassandra to nam e a few. New batches are starting soon; check them outhere.Got a question for us? Please mention it in the comments section and we will get back to you.Related Posts:Get started with Apache CassandraTop Apache Cassandra Interview QuestionsWhy Learn Cassandra with HadoopIntroduction to Cassandra ArchitectureRecommended blogs for you A Deconstruction of the Appium Architecture Read Article #IndiaITRepublic â€" Top 10 Facts about IT Startups Read Article First Come First Serve Scheduling In C Programming Read Article 7 MongoDB GUIs You Need to Check Out in 2019 Read Article How To Best Implement For Loop In C? Read Article How To Implement Armstrong Number in C? Read Article C++ Programming Tutorial: The key you need to Master C++ Read Article How To Become A DevOps Engineer? | DevOps Engineer Road Map Read Article #IndiaITRepublic â€" Top 10 Facts about Cognizant â€" India Read Article Data Analyst Salary : How much Does a Data Analyst Earn? Read Article How to write C Program to find the Roots of a Quadratic Equation? Read Article Vol. XXV â€" Edureka Career Watch Feb 2020 Read Article How To Work With File handling in C++? Read Article How to Implement Call by Reference in C++ Read Article JMeter vs LoadRunner Battle of the Best Performance Testing Tool Read Article How to Write a Good Test Plan in Software Testing? Read Article How to convert Char to Int in Java? Read Article #EdurekaSuper31 Tech Scholarships Meet the #SuperTechies Read Article Infographic: A Survival Guide to Working at Wipro Read Article How to Become a Certified Scrum Product Owner? Read Article Comments 0 Comments Trending Courses Python Certification Training for Data Scienc ...66k Enrolled LearnersWeekend/WeekdayLive Class Reviews 5 (26200)

Office etiquette fails Share your stories

Office etiquette fails Share your stories by Michael Cheary How we behave at work can speak volumes about who we areMaintaining a good relationship with our colleagues not only helps our morale and our work/life balance, but it can also positively impact our work. However, even with the best will in the world, we cant please all of the people all of the time.You might not even be aware of what youre doing, but theres a chance that some of your behaviour could be viewed in a negative way by your co-workers. And when you work in close proximity to each other, it doesnt take long for things to start boiling over.But rather than speculate about your own irritating idiosyncrasies (we dont know you, but you seem perfectly nice), we want you tell us about other peoples.So whether its your co-workers terrible timekeeping, sharing an office with someone who has the worst ringtone in the world, or the fact they completely ignore every e-mail youve ever sent, we want to hear yours.Share your office etiquette fails and frustrati ons* in the comments section below. Or, if you prefer, tweet them to @reedcouk.Need some inspiration?Here are some of ours (mentioning no names from the reed.co.uk office):(Smelly) food at the workstationDesk clutterLoud musicInappropriate dress (flip-flops/exposed midriffs etc.)Obvious lack of bathing/personal hygieneCoughing/sneezing/sniffling all over everyone (just go home already)Noticeable lack of pleases and thank yousThe office know-it-all*Keeping names/obscenities to a minimum