Tough (Question) Tuesday What drives you

Tough (Question) Tuesday What drives you found via Meredy Slattery on Pinterest, pinned from Famous Inspirational Wisdom Ive been thinking how nutso-crazy I must be, deciding a mere week or so ago to do my very first in-person workshop along with my very first music video along with opening registration for The Declaration of You (tomorrow!) and, in another week or two, opening registration for my next round of Operations!, in addition to having a full client load until mid-September. But when I stopped rolling my eyes and asking myself (lovingly, good-humouredly) what the hell was wrong with me, I realized it was because all these things were: gonna be fun! made me nervous/excited! had the potential to boost my Aug revenue, which for various reasons I feared was gonna be my lowest income month of 2012 Thankfully, when I realized I needed to hit the books to bring more money in this month, it wasnt out of desperation or  devastation  (thankfully I wont have to dig into the Ramen anytime soon, so no worries!) it was out of a need to just, well, make it happen, put the pedal to the medal already (Ive been talkin about doing a workshop for at least 2 years now!) have fun along the way. And when I asked, How can I hustle a bit  and have a good time doing it?, I thought In-person workshop! and Lucille (my pink uke!)!. Now that Ive been honest about my fun+nervous/excitement = money/goal formula. What drives you? Cant wait to see in the comments section! ____________________________________ Help send me to SXSW (with Molly Mahar of Stratejoy Tara Gentile of Scoutie Girl!) by Thumbing Up our proposal: Screw the Job Market: Young + Passionate ? Broke. Id love ya times infinity!

Writing about Projects on Resume Cs Options

Writing about Projects on Resume Cs Options In addition, you can look for computer science jobs on Monster. You came to the correct place to compose your compter science resume. To attract attention, you're want to compose an amazing computer science resume. What Has to be Done About Writing about Projects on Resume Cs Nobody cares that you would like to leverage your skills working with an extremely effective team. There are a few things that don't belong on a resume for work. If you are in doubt, it's worth your time to get hold of the agency and ask which would be most suitable for the position. The 5-Minute Rule for Writing about Projects on Resume Cs The very last thing you wish to do is make a prospective employer think you're boring or not able to communicate effectively with nontechnical personnel. Learn whatever you can about the business, concerning the hiring manager, regarding the work offer. You should make sure your resume summary statement concisely demonstr ates why you're a perfect candidate for the particular job and business. Be certain to tailor your resume summary to the particular job listing. When clients screen for freelance developers, there's a certain set of criteria they'll be searching for. Reader should understand just what you have done in past. After you have written and organized your information according to the sort of resume you've chosen, make certain to format it according to typical professional standards. The absolute most helpful resumes incorporate a selection of sections and format methods, to help engage the reader. Many times, the application instructions for a specific position will state whether or not a CV or resume is requested. Let's start with a fast overview of resumes, as they are more familiar to the majority of American writers than CVs. You will find a lot of HRs who prefer resume just in simple text format. Be sure the provider accepts PDF resumes. If you own a lot of work on GitHub , GitHub Pages is a simple means to turn your repositories into a web site that may act as your portfolio. In fact, if you're a prolific Github contributor and a number of your projects are available on the internet, it's wise to list them in another section. Since your resume should, if at all possible, be no longer than a couple of pages, you might need to nix certain products. The fantastic thing about an internet portfolio page is that it is possible to customize it to reflect your specific talents and interests. Top Writing about Projects on Resume Cs Choices By all accounts, it is a sound, polished resume that everyone would be pleased with. You're able to discover past threads here. Include details like the kind of organizational systems you implemented in a prior job. There are a lot of standard forms of resumes used to make an application for job openings. The Honest to Goodness Truth on Writing about Projects on Resume Cs The educational requirements for project managers vary based on the business. Many project managers work in the exact same industries their complete professional lives. Highlight projects you've done with tools that the business uses, and supply examples that demonstrate your creativity and capacity to work in a professional atmosphere. Some of your prior projects may have been for internal usage, or may be guarded under non-disclosure agreements. As an independent computer software engineer, you must be aware that employers and clients have a need to safeguard their proprietary details. If you're searching for a rewarding career for a project manager, you will need a project manager resume that provides potential employers with an extensive breakdown of your skills, expertise, and experience. Even though the specific occupational duties and goals of a project manager change from industry to industry, at the heart of any project manager there stay certain important abilities and competencies that are needed to be a ble to be effective at your work. Always offer a detail of roles and duties you have taken during any undertaking. The Secret to Writing about Projects on Resume Cs If you're an exceptional organizer, for instance, be certain you mention it. You're going to compose a killer programmer resume. Our resume builder (it is possible to create your resume here) will provide you tips and examples on how best to compose your resume expert summary section. Our resume builder gives you tips and examples on how best to compose your resume summary.

Solving The Retention Puzzle (Part 3) - Work It Daily

Solving The Retention Puzzle (Part 3) - Work It Daily In Part 1 of this series, I postulated a formula for some of the “known” elements. The formula suggests that each of this factors can contribute to the success â€" or failure â€" of a retention strategy. Successful Retention = f (Objective Expectations, Compensation, Training, Recognition, Feedback, Organizational Culture, and…) The objective expectations component was discussed in Part 1. Part 2 discussed the challenging aspects of compensation. A lifetime of training leaders, managers, and front-line customer service staff leads to some very important conclusions on the impact of training in a retention strategy. A vision and philosophy for training can have a major impact in a successful retention strategy. Training Begins… Clear expectations, discussed in Part 1, actually begins the training process before an employee is hired â€" as part of the recruiting and interviewing process. A retention failure occurs when a new employee discovers that the actual job is dramatically different from the expectations provided (or not provided) during the hiring process. The next, and major step, comes with a solid employee orientation program â€" for unexplained reasons now more frequently referred to as “onboarding.” Fortunately, some of the most successful organizations, including Disney, Zappos, and others, have realized that orientation is much, much more than a Human Resources program on policies, procedures, and forms for payroll. I mention Disney specifically because I’ve been a “participant” in Disney’s “Traditions” program several times. I’ve also developed and led orientation programs for an entertainment complex. Some basic guidelines include: Orientation is completed before the employee starts work. Orientation includes history, values, company “terminology.” Orientation is experiential, visual, and in today’s popular terminology, “gamified.” Orientation includes 25 ¢ tours not 5 ¢ tours involving current employees welcoming the new employees in different areas. On-The-Job Training Many organizations do not realize the power of on-the-job training while others make great use of large training libraries to ensure new employees learn how to correctly prepare products, process transactions, and serve customers. Some on-the-job training guidelines: Subject matter experts (either developing or delivering) are critical â€" but they need to understand one basic fact. They know procedures so well that they don’t teach them effectively. So, they need to add teaching skills to their job content skills. Standards for OJT are critical â€" employees too frequently are trained by soon-to-be colleagues and often are taught multiple â€" incorrect â€" “secrets” for doing things. Confusion does not lead to a retention plus factor. OJT is delivered right away â€" at the moment the employee starts, not two weeks later. Regular Training I’m going to borrow something here from a special project I’ve been pursuing for several years, lessons for leaders and managers from the performing arts and sport. Fundamentally, these professions focus extensively on training and practice â€" often far in excess of the actual “performance” time. I know of a Broadway show where key performers rehearse several key scenes before every performance. I’ve seen a singing group spend almost as much time working on a “sound check” as the time of the actual concert. I’ve seen in both the performing arts and sports how important the role of the coaches and feedback are for consistently top performance. Too often, organizations do not invest in training. It’s a classic point-counterpoint but still valid today: “What if we train people and they leave?” What if we don’t train them and they stay? Some companies do invest in hours of training for employees or managers, but they believe that a one-time training program will last for years. Even with good reinforcement for training on-the-job, assuming the lasting effects of a training program delivered years ago is a faulty assumption. Some training guidelines: Training should be experiential â€" learning by doing, with practice. OK â€" maybe 20% - 30% presentation, even with PowerPoints, is OK. Responsibility for follow-up is shared by training staff, participants, and participants’ managers. Training is for everyone â€" senior management inclusion improves implementation by all. World class content comes from knowledgeable authorities â€" in-house developed content may be cheaper but it’s not always best. Several years ago, I had the opportunity to “shadow” a Disney Cast Member. He was a frontline member of a dining/entertainment attraction. He was a “lead,” not a supervisor or manager. Because of my interest in training, we talked extensively about the training Disney makes available for all cast members. He offered to show me something â€" a significant responsibility he had as part of being a “lead.” He had file folders for each one of the cast members at his attraction. For each employee, there was a chart showing available training programs through the Disney University. It was his responsibility, proudly accepted, to schedule fellow cast members for training and follow-up on completion. Training and development for managers and leadership have some additional elements but the ones discussed here focus on those best for retaining employees at all levels. Related Posts Solving The Retention Puzzle (Part 2) Top 3 Character Traits To Look For In Your Next Hire How To Deal With Difficult Employees About the author Jim Schreier is a management consultant with a focus on management, leadership, including performance-based hiring and interviewing skills. Visit his website at www.farcliffs.com.     Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!