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Are you looking for a career change? Perhaps the thriving security industry may have gotten your attention. But bear in mind that making a career switch requires effort. You will have to put in some time and resources to equip yourself with the necessary skills so that you can serve the market. If you have the persistence for success, new opportunities are waiting for you round the corner.

The first issue to ponder over, is your education. Without the right qualifications, no security agency will offer you a job. Note that the security industry is a very big industry. There are many areas of specialization - CCTVs, medic first aid, door supervision, conflict management, security guard, and others.

There is no need to rush and take up the first SIA training course that you come across. Think about how your own strengths and weaknesses fit the job. For example, do you prefer more hands on work? If you do, door supervision or being a security guard may be more suitable for you. However, if you prefer to deal with technology, then the CCTV course will be more appropriate. Nobody knows you better than you know yourself. So you have to choose the best course for yourself.

It is highly recommended that you give yourself more time to prepare for the course. Once you have decided on the security course to pursue, sign up as early as possible. This is because there are limited seats available for each course. If you fail to reserve your spot, you will have to sit out of the course and wait for the next one.

In addition, once you sign up for the course, the training materials will be sent to you in advance. This gives you ample time to prepare for the tests way before the course commences. Course details are on the official SIA website. You will be able to see the actual course training dates, time and venues.

Be reminded that SIA courses are not just for the unemployed. They are also for employees. It is common to see companies sending their full time staff for SIA training courses for upgrading purposes. So even if you are holding on to a job, you can always check with your company to see if the organization is willing to send you (and your colleagues) for training.

Usually, you get a positive response from your employer because group and corporate bookings enjoy better discounts. That means the cost per head goes down. When staff undergoes training, they become more loyal to their employers and can perform their jobs better. This is a win-win situation for all parties.

Almost all companies and institutions require some kind of security. Large corporate buildings, schools, offices, etc. - they all need at least some kind of basic security.

SIA training equips you with the necessary skills and knowledge so that you can serve this market well. Of course, you can expect to be compensated well for the effort that you have put in, and for the skills that you have acquired.

Author: Learn more about SIA Training and SIA License Training Courses.

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Are you looking for a career change? Perhaps the thriving security industry may have gotten your attention. But bear in mind that making a career switch requires effort. You will have to put in some time and resources to equip yourself with the necessary skills so that you can serve the market. If you have the persistence for success, new opportunities are waiting for you round the corner.

The first issue to ponder over, is your education. Without the right qualifications, no security agency will offer you a job. Note that the security industry is a very big industry. There are many areas of specialization - CCTVs, medic first aid, door supervision, conflict management, security guard, and others.

There is no need to rush and take up the first SIA training course that you come across. Think about how your own strengths and weaknesses fit the job. For example, do you prefer more hands on work? If you do, door supervision or being a security guard may be more suitable for you. However, if you prefer to deal with technology, then the CCTV course will be more appropriate. Nobody knows you better than you know yourself. So you have to choose the best course for yourself.

It is highly recommended that you give yourself more time to prepare for the course. Once you have decided on the security course to pursue, sign up as early as possible. This is because there are limited seats available for each course. If you fail to reserve your spot, you will have to sit out of the course and wait for the next one.

In addition, once you sign up for the course, the training materials will be sent to you in advance. This gives you ample time to prepare for the tests way before the course commences. Course details are on the official SIA website. You will be able to see the actual course training dates, time and venues.

Be reminded that SIA courses are not just for the unemployed. They are also for employees. It is common to see companies sending their full time staff for SIA training courses for upgrading purposes. So even if you are holding on to a job, you can always check with your company to see if the organization is willing to send you (and your colleagues) for training.

Usually, you get a positive response from your employer because group and corporate bookings enjoy better discounts. That means the cost per head goes down. When staff undergoes training, they become more loyal to their employers and can perform their jobs better. This is a win-win situation for all parties.

Almost all companies and institutions require some kind of security. Large corporate buildings, schools, offices, etc. - they all need at least some kind of basic security.

SIA training equips you with the necessary skills and knowledge so that you can serve this market well. Of course, you can expect to be compensated well for the effort that you have put in, and for the skills that you have acquired.

Author: Learn more about SIA Training and SIA License Training Courses.

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35,000 new jobs were added in Canada in April. This news comes as quite a shock, since forecasters were expecting the job market to slump further during the month of April. In addition, the Loonie has picked up speed topping all expectations. The question is: is all of this positive economic news a farce?

According to Statistics Canada, the recent surge in employment rates are a direct result of an increase in self-employment. While seemingly positive news, the fact remains that the actual number of Canadians searching for work remains at a steady pace of 8.0 percent (Reuters).

While BMO deputy chief economist Doug Porter believes that it’s basically good news across the board… he also went on to caution that … it could be a head fake just given the fact (of) how rapidly employment was declining in the first three months of this year (Reuters). He was also quick to state that the recent growth could be a …temporary correction (Reuters).

What does all of this mean for the average Canadian? It means that while the numbers appear to be improving, the global recession has not come to an end quite yet. As with the rise and fall of the stock market, jobless rate numbers also tend to fluctuate - especially during a recession.

Numerous economists are sceptical that a true end to the recession will be occurring anytime soon. In fact, Statistics Canada reports that nearly 272,900 jobs were lost during the first three months of this year (Reuters). In the grand scheme of things, the recent jump in employment rates is not enough to point towards any kind of economic resurgence.
Even with all this recent optimism in the air, many Canadians are still facing job uncertainty. As a result, numerous Canadians are seeking temporary loans. Unfortunately, banks are not falling prey to the job rate chimera quiet yet. Instead, most banks are still holding onto their money with even more caution than before.

Still, those Canadians in search of a loan might find some solace with private lenders. Throughout this global recession some private lenders have not been swayed by an economic state that is constantly in flux. Instead, these lenders are still giving out loans to those in need. Car title lenders for example are able to provide loans based on the value of the borrower’s vehicle regardless of their credit history.

Is the job market truly picking up? Are the recent news headlines to be trusted? Seemingly, these recent numbers are nothing short of an illusion aimed at focusing upon those that have taken the self-employment route. Meanwhile, the majority of Canadians are still searching for jobs or trying to think of ways to keep the ones that they have.

Author: For more information about car title loans, please visit our website at http://www.bhmfinancial.com. While you’re there register to receive Financial Updates at our blog http://www.bhmfinancial.com/wordpress/.

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Knowing how to write a good resume is a survival skill because the resume is an item that helps you open doors. Without a good resume, you can’t get an interview, which means you won’t be able to get the dream job you have been waiting for. So if you are looking to get a job (not just any job, but the job you want), be sure to do things right and learn how to create an outstanding resume. Here are some quick tips.

1) Promotional content.

Your resume is a piece of writing that you use to promote yourself. So don’t be shy about using any promotional content that you can think of. For instance, many candidates will just include previous work experiences. You can go one step further by including testimonials from high profile individuals. Spend some time to think about the kind of content you can include to make yourself stand out.

2) Organizing the content.

Now that you have the content ready, and you know what you want to include in your resume, be sure to present everything in a well organized manner. Place the cover letter in front. The cover letter will explain why you are applying for the job, and why your skills are a good fit for the job. Don’t send in cookie cutter cover letters. If you have downloaded some samples, be sure to customize them to the positions that you are applying for.

Next, present your personal details. Use sub-sections like Contact Details, Educational History, etc. to make your resume easier to read. Finally, include your work history, experiences, and any other references or testimonials that you may have.

3) Pay attention to small details.

You may think that your resume looks good at this point. Unfortunately, that is what a hundred candidates are thinking of as well. They all have well organized resumes. So what will make yours stand out? Your attention to small details could be the key to success. Number your pages and place footnotes to clarify anything that may appear vague. If you have many pages of content, be sure to include a table of content, as well as an executive summary. You must always remember that HR personnel has to spend hours to scan through thousands of resumes. Your goal is to make their job easier by sending in a clear and concise piece of writing.

4) More on the cover letter.

The cover letter is probably the first thing that the HR personnel sees. So spend more effort in perfecting the cover letter. The subject header should be straight to the point, indicating the position that you are applying for. The first paragraph should be a summary of the entire letter. Note that HR may not have the time to read the entire letter. So be sure to say everything to wish to say in the first paragraph. The body of the letter should elaborate more on why you are applying for the position.

There are a plethora of resume samples available online. Some are high quality samples and you can use them as references.

Author: Download Customer Service Resume and other Sample Resume.

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Writing a resume can help you get your dream job. But if your resume is not up to standard, you don’t even get called up for an interview. Many people keep sending resumes, and they are wondering why they are not shortlisted for interviews. Perhaps there is something wrong with their resumes that they are not aware of. Here are 5 simple reasons why a resume sucks.

1) Poor grammar and sentence structure.

This is the number one mistake that most people make. They spend an hour writing their resume, and send it out without reviewing the grammar and sentence structure. Employers judge a candidate based on the quality of the writing. If the resume contains numerous mistakes, there is little chance of success.

2) Improper formatting.

Many applications are assessed by the HR (human resource) department. Bear in mind that they are busy people, as they have to scour through hundreds of applications for the positions that they are trying to fill. Having improper formatting makes their job harder, as they can’t scan through your writing quickly. And if they find it hard to find the information that they need, they may just skip your application altogether.

3) Lack of testimonials.

Your resume is a promotional tool, and you should view it as such. Include as many references and testimonials as you can. When your potential employer sees how others value your time and services, they are likely to give your application serious consideration. Don’t be afraid to blow your own horn a little. If you have any achievements or accomplishments in your previous jobs, be sure to list them in the resume.

You can’t really promote yourself because you may come across as a cocky person. But it is alright to have others sing praises about you. Having testimonials will help a great deal, especially if they are coming from a person with a good reputation (e.g. a CEO of a company).

4) Lack of conviction.

Sometimes, it’s not all about your knowledge and experience. Your conviction matters as well. In a few simple paragraphs, explain why you are suitable for the job position. That means no cookie-cutter resume. You need to be clear about where you are heading, and what you want to achieve. Align that with the goals of the company, and write about how you can help the company achieve their goals, as well as yours. That will set you apart from the competition.

5) Too lengthy.

Never try to write a resume that is too lengthy. If you have a cover letter, make sure that it doesn’t exceed two pages. Keep your messages short and concise. Again, remember that you are trying to get your messages across as quickly as possible. Writing in a short and clear style also improves the overall quality of your resume. A letter that is too lengthy tends to bore people, and that cannot be good for your chances. If possible, use bullet points to make your writing easier to read.

Take note of the mistakes above. They account for the majority of resumes that could have been better.

Author: Download Resume Sample like Bank Teller Resume

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Never judge a book by its cover. That may be true in general, but when it comes to your company, city and/or sports club, this saying is just untrue. That is because appearances do count. People are always judging others by appearances, whether they know it or not. For example, it’s more common to find better looking people in front line jobs like sales or customer service. Believe it or not, some people are even employed as a top executive just because they look like a CEO.

Your company is one of the most important aspects of your life, you worked hard to get it where it is today. So never leave things to chance. Anywhere you or your representatives, salesmen or agents go, make sure that the clothing is appropriate.

After a while, your business partners and clients will come to recognize you as someone who always strive to do something well consistently. They will learn to trust you and your company more, and more business chances will be made available for the organization you represent. After all, who will want to hire someone who can’t even be bothered to dress well?

If you examine business dressing a little closer, you will start to realize that your organization will get more opportunities because dressing well allow others to remember you better. Please don’t think that dressing well means dressing to kill. In fact, over dressing can sometimes backfire. Others will perceive you as someone who can’t even make simple social decisions. So never try to overdo it. Dress simply, and more importantly, dress appropriately.

Remember that the dressing of your organizations representatives is essential to make a good impression. Whatever they wear will reveal important information about the organization and its professionalism. Often, business decisions are made based on perception. So if others can begin to see your organization in a positive light (all thanks to smart dressing), you stand a better chance of clinching a contract.

So if dressing is tantamount for your brand, then it’s important to make yourself look different. That means being unique. This is easy because everyone is unique and special. All you have to do is to think about your organizations style and taste, and dress accordingly. Always dress in a manner that is congruent with what you represent.

There are many ways to stand out. But the best way to brand your organization, is to wear custom business wear like ties or scarves. Custom business wear will make you and your colleagues, agents and salesmen stand out from the crowd immediately. For instance, you may want to print a logo or company name on business ties. Every little thing matters. Your ability to pay attention to tiny details, and your willingness to do things differently will not go unnoticed. Before long, your organization will be rewarded for taking the time and effort to be different.

Wear custom business wear, create your style, and impress upon others your willingness to go the extra mile for them. If you can do that, success may just be lurking round the corner.

Author: For the highest quality Stropdassen and Shawls, please visit our website. The website sells custom made ties and scarves to companies, cities, sport clubs etc.

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We have all heard about job applicants that falsify information on their resumes. There are myriad surveys and statistics that point to the excessive abuse of resume fraud. What about , however, the percentage of applicants that falsify personal identifiers on their job applications? This piece will review the ramifications from a possibly overlooked and increasing trend of job applicants falsifying personal identifiable information on job applications to circumvent the identification of criminal records.

Consider this, a recent survey by Morgan and Banks found that seventeen percent of male and seven percent of female respondents admitted to lying on their resume, and eighty percent of Silicon Valley employees admit to having lied on their resumes. Nevertheless, eighty-two percent of responding job seekers say they think companies are aware of resume padding and believe that companies perform background checks on the following: Resumes, however, are not legal documents. There is not much an employer can do if an applicant embellishes their resume. Moreover, if the employer does not discover the job seeker has lied on their resume, then it is highly likely the job seeker will follow suit on their job application too.

Comparatively, employment applications are legal documents. If it comes out later that an applicant lied on their job application, the employer has the right to terminate the employee. While an employer may expect applicants to embellish their resume a bit and tailor it for specific jobs, employers may not be cognizant that applicants are falsifying personal identifiers such as social security numbers and date of birth.

The implications of a job applicant falsifying their social security number are likely to first appear straightforward to an employer. False or inaccurate social security numbers may impose criminal and civil liability to an employer from a work eligibility and tax reporting perspective. What employers may not realize, however, is that false or inaccurate social security numbers may indirectly subject an employer to risk from a pre-employment screening perspective.

From a pre-employment screening perspective, an incorrect social security number may lead to erroneous results or prohibit the request from processing altogether and obtaining accurate completion. If a pre-employment screening service is prohibited from completion, then the results should be evident to the employer and pre-employment screening company immediately. The employer and pre-employment screening company can simply ask the applicant to verify their social security number against what the applicant previously provided on the employment application. After, the pre-employment screening services can simply be re-run based on the updated social security number from the job applicant. This type of scenario may arise when an employer is performing work history verifications (where the social security number is usually required), education verifications, credit history reports, and similar services requiring a social security number. Additionally, pre-employment screening companies can typically provide a social security verification services. The social security verification service can determine whether the social security number is valid, the state of issuance, and year of issuance. Nevertheless, verifying the social security number does not necessarily indicate whether the social security number belongs to the applicant.

The real paramount issue and the focus of this document’s next section though, is the verification or reasonable identification of the applicant’s date of birth. Why is the date of birth so important? Obtaining the job applicants correct date of birth is imperative because there are State and Federal laws in place regarding when an individual’s Social Security number may or may not be used, stored, or saved by a government agency.

More specifically, government agencies such as State and Federal Courts, Criminal Repositories, and Department of Corrections have made policy decisions for the non-use of the Social Security numbers. These policy decisions were made based on best business practices suggestions from the Federal Bureau of Investigation and other criminal justice agencies with expertise in criminal history record information systems. Without the ability to match criminal records against social security numbers, pre-employment screening firms are forced to rely on two personal identifiers to search, locate, and confirm whether a job applicant has a criminal past.

The two primary personal identifiers that criminal record research specialists rely on to search, locate, and confirm criminal records belonging to a job applicant are name and date of birth. Understanding the importance of obtaining the correct date of birth is paramount to properly and accurately identifying criminal records. With the two aforementioned pieces of information disclosed, importance of collecting correct socials security number an date of birth, we can now address the primary question posed by this piece.

What if, for example, a job applicant understands how criminal records are searched ahead of applying for a job with an employer? There is no common or credible means of determining whether a job applicant is providing a correct date of birth on a job application. One may think that a driver’s license would be a good source to determine an applicant’s date of birth. The driver’s license, however, obtains the date of birth information directly from an applicant. When obtaining a driver’s license an applicant needs only to provide proof of their social security number, nothing else. The only perfected method of verifying a job applicant’s date of birth, from this author’s opinion, is to obtain a certified copy of a birth certificate. Obtaining a certified copy of a job applicant’s birth certificate, however, is unreasonable, costly, and potentially discriminatory.

Some employers are reluctant to obtain additional documentation relative to the confirmation of a job applicant’s date of birth, and rightfully so. For example, an employer may obtain a job applicant’s driver’s license or government ID before running a background check. Most employers do not want to obtain this information at a pre-hire stage though, because the documents may reveal information that is considered discriminatory against age, sex, or national origin. Therefore, the trend is for employers to obtain documentation at a post-hire stage and after the background check has been performed.

Now consider this, if we know that a majority of job applicants falsify their resumes, then how many applicants falsify their personal identifiable information to potentially alter the outcome of a pre-employment criminal background check too? If there is no positive benefit for a job applicant, without prior criminal history, to falsify their name or date of birth, then logically there is a much higher benefit for a job applicant, with criminal history, to falsify their name and date of birth on a job application. Moreover, if job applicants, without criminal histories, who perceive a benefit in falsifying their resume, occur more often than not, then any correlation to this human behavior would surely apply to a job applicant’s motivation in falsifying their name and date of birth to cover up their criminal history too. Unfortunately, there are no reliable statistics to show the number of job applicants that falsify their name and date of birth in effort to manipulate the outcome of a pre-employment criminal background check. Nevertheless, this author has observed numerous instances where it appears job applicants provide erroneous name and date of birth information on job applications.

Applicants supplying date of birth information on a job application or background release form may not be providing incorrect information intentionally. Job applicants that are accustom to Hispanic, European, and Military date formats will instinctively enter date of birth information as MM/DD/YR, not DD/MM/YR. While this seems trivial, an applicant could easily enter the date of birth information in a different format than what is normally processed by the pre-employment screening firm. Thus, throwing-off a criminal record background check and showing the applicant as having a clean criminal history.

In an effort to combat the abovementioned intentional and unintentional behavior from happening, preventive measures should potentially be considered when performing background checks. As with any new course of action in performing background checks the relevant risks and rewards need to be considered. One such preventive measure is to consider using screening services that can reasonably provide additional personal identifiable information on the applicant. Many pre-employment screening firms and employers, however, tend to veer away from this particular practice.

The pre-employment screening firms and employers are veering from this practice because it is becoming more and more important to protect job applicant’s personal identifiers (socials security number, name, date of birth, address), which are revealed on a job application and final background check report. Employers in particular have noticed a trend in job applicants disfavoring filling out job application forms that require the dissemination of personal identifiable information. With identity fraud and computer hackers on the rise, employers and responsible business entities alike that are requesting the personal identifiable information cannot blame a job applicant for their concerns. Hence, the risk of requesting personal identifiable information from job applicants must be weighed accordingly with the potential reward an employer receives in obtaining a more accurate pre-employment criminal background check.

For the employer willing to take on the additional risk and reward of collecting and utilizing more invasive measures to reasonably obtain verification of name and date of birth, there are processes that can be integrated into the pre-employment background check services.

One such processes is to expand the personal identifiable information that is returned on proprietary background check services to retrieve additional verification of the name and date of birth provided by the job applicant. Another means is to perform additional types of background check services. Additional background check services such as credit reports may return confirmation of name and date of birth information. For companies not wanting to divest a job applicant’s credit history report, however, the first option mentioned here within, expanding the personal identifiers within a specific background check processes, may be a better option. One such service that may have been overlooked by many employers as standard practice, but not used to its full potential is the social security verification service. Most employers are familiar with the social security verification service returning results relative to a job applicant’s name variations (aka Aliases) and address history reports. Recently, changes in the social security verification service have enabled pre-employment screening companies to provide expanded results to this service, which include date of birth information that is associated with the social security number. While the addition of this information may appear trivial, the use of it may be vital to diminishing the risk associated with job applicants providing false date of birth information.

Employers seeking to utilize the additional date of birth information within the social security verification service should review the process with their pre-employment screening firm. Employers should determine if the pre-employment screening firm has access to this additional information. Moreover, the employer should determine if the pre-employment screening firm is utilizing this information prior to running a criminal investigation on a job applicant. Just because the information is obtained does not necessarily mean that the information is being used to its maximum effectiveness.

By incorporating the usage of the date of birth information in the social security verification service employers may find job applicants are falsifying more than simply their work history and resume. Additionally, employers may find that the percentage of job applicants containing criminal histories is higher than what the employer once perceived. Regardless of the outcome, employers need to be aware that new trends in falsifying of job applications may be abound and are potentially beginning to trend higher.

Author: By Jesse Berger, Juris Doctorate
For more information on conducting background checks or employment screening contact Jesse at Navicus Integrated Hiring Solutions.

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There are many reasons why executives should give employee rewards on a regular basis. Here are a list of possible reasons.

1) Reward the right employee behavior.

The challenge faced by many top corporate executives is to build the right culture for the organization. Without the right culture, business goals can never be accomplished. That is because there is no means of execution. Executing a business plan is always through the hardworking staff. When the right behavior is rewarded, other staff members tend to adopt similar behavior. In this way, the executives can send a message to the employees, letting them know what is the right behavior to adopt.

2) Showing appreciation on a regular basis helps lower staff turnover.

Employees may resign for a company for many different reasons. But an executive would never want an employee to resign just because an individual feels that he or she is under appreciated. This is a very common scenario. In the midst of all that work, executives tend to overlook the feelings of the employees. They may feel that they have done a lot for the company, but have received very little in return. Sometimes, all the need is a little recognition. That is why it is important to give out employee awards. The message here is, Yes, we know you have been contributing.

3) Employee motivation.

Motivating employees to constantly work hard for the organization can be a challenge. Employee recognition can have this side benefit. If employees see their hard work being recognized by the Company, they will be more motivated to work hard. For best results, always try to tag some kind of incentive along with the award. This can be gift vouchers, staff holidays, a small amount of cash, etc. The incentive may not amount to much, but it is an important token of appreciation.

4) Recognizing results.

It is important for any company to be able to recognize results. When there is a results based culture, there is a heightened awareness within the company to work towards measurable goals. Giving out an award based on a measurable result is one way of letting the entire organization know that results are important. When all the employees are doing their part, the organization is more likely to achieve its corporate goals.

To achieve maximum results, don’t just give out awards and incentives. Sometimes, when done incorrectly, the act of giving awards may lead to nothing. Employees may still perceive it as an insincere effort to trick them into working harder.

Therefore, after any award ceremony, it is important to remember to give sincere verbal praise to the employee. Make sure that all the executives know this. Praise the employee in the hallway, during lunch, etc. This will help reinforce the company’s sincerity in recognizing effort, results, and talent. In the long run, the company will be able to see the benefits of giving awards to employees.

Author: Mary writes articles for helping executive shoppers find gifts, provides shopping tips, and how to benefit from executive gifts, promotional products, and employee awards. Her work is sponsored by Wealthwood Employee Awards / Corporate Employee Awards.

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As technology and the web evolves, resumes evolve as well, moving more towards profiles on sites like LinkedIn with resumes that are preformatted, personal sites and bios that are narrative. Still, it’s best to have a normal resume at your disposal, to use when trying to get a job.

I, as many other freelancers, use a site to represent me in front of possible employers. Still, there are plenty of occasions when people still want a regular resume from me, and I have one for just this type of occasion. Get a basic resume together, that you can work with, whenever you want to give it to another company. Below you can read some of our tips on building the best resume:

When it comes to writing resumes, everybody seems to think that they’re an expert at it. Universities think that their name should be first on your resume, while left column headers that look good are liked by career counselors. While universities would like people to put their names before degrees, companies want the opposite. You can probably get resumes as examples from colleagues as well. Nobody is right though. You need to look at the resume as a recruiter would. Take into consideration the fact that the resume represents you and needs to convince the recruiter to hire you.

There are two main things that you should be concentrating on if you want to prepare a resume to be seen by a recruiter or company, and those things are the content and the formatting. Formatting the resume is the easy part. When you do that, you need to try making it easy to read, even if it’s scanned on a computer. This happens usually, since companies will scan the resume and keep it on their computers. Since there is so much competition out there, the content part of the resume is harder, since you need to differentiate yourself from other people that want the same job. Below are some tips you can use to improve your resume:

1) All Left Justified
Don’t use templates, fancy bullets or headers in left columns. Just try to keep it as simple as possible. Use left justify for your text. If your resume gets printed or forwarded by the recruiter, using left justify will make sure that it’s easy to read. Try reading the resume in rtf format to check how it works, and change it if it doesn’t work well.

2) Title and Profile
Make sure you put a title on your resume. You don’t need to use the title you currently hold as the resume’s title. Just specify the kind of professional you area, like I am a marketing manager with experience. After the title, add the profile, which should be modified to fit the job you’re trying to get. When a recruiter reads your profile, they need to find out what you can do and what you expect from the job. To test the resume, give someone your resume and give them 10 seconds to read it. If they can’t determine in that period of time what type of job you’re trying to get, the recruiter will not be able to do it either.

3) Personal and Professional Development
It doesn’t matter if you’re a champion scrap booker or of squash, you should show off your accomplishments if they show that you can commit to something and stick with it. Don’t put the personal accomplishments first though, as professional ones are much more important for those looking at your resume. Mention the professional things first, and the personal ones only after that. You can also make a special section in your resume, that will hold the things related to the profession. Add the personal stuff only if you have room for it. No need to make the resume longer than needed. A full triathlon can be mentioned as it can impress someone, but running only a few miles will not interest anyone. Read the resume and see if your skills are all over the place and if they are move them in a single part of the document.

4) Positions Broken Out
You should mention your promotions, as they are important to show off your successes and possibilities. Don’t use titles that other people don’t understand easily. Simplify them if they can’t be understood by everyone. Use a title like Accountant instead of the longer Junior L-Accountant II, which is harder to remember or understand.

5) Overall Differentiation
When a position opens, the recruiter will receive a lot of resumes for the job that is offered. The recruiter will pick 20 on his shortlist, and these people will pretty much have the same qualifications and skills. If all you write in your resume is the skills you have, than you don’t stand out compared to the other 20 people. So, try explaining everything, like the way you reached the positions you have and why you did it. Try to avoid putting too many keywords in your resume, as it can make it harder to read. You should choose jobs that you are perfect for, then modify the resume to fit them.

Author: Visit Free Resume Helper: http://www.freeresumehelper.com

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Many of the reasons to give awards to employees include term of service, productivity, sales, and more.

Terms of service is one of the biggest reasons a company gives employee awards. It is most common for a company to give an employee a plaque or some other type of award every year of service. Some companies may start with a pen, then a mug, a plaque, and so forth. It is also common for many companies to give the exact same thing every single year. This allows the employee to build up an excellent collection with each year number etched into the award. This builds incentive for the employee to stay each year too.

Another reason to give employee awards is to show the people that you care about how hard they are working. You may say it every now and then that you appreciate their hard work but actions speak louder than words. When you give an award it makes the employee feel important and they have something to show that you really do appreciate them. People are not fast about rewarding others for their hard work. It often comes as a shock to most employees. The best way a manager can reward an employee is by giving a thoughtful gift rather than bringing in donuts for the staff on Fridays.

Sales employees often fight it out for the most sales in a team. They may be competing for the highest sales to earn a vacation somewhere or even for employee awards given by the company. It is common for companies to give big glass awards for top sellers. This builds an incentive to work harder and get the job done. Most top salesmen are very competitive anyhow and an award makes them work even harder because they want the opportunity to display it as their prize.

Employee awards are a brilliant idea because they work to build encouragement with the employees. This is a great benefit when you are looking for ways to motivate employees. When you give employees awards it causes more productivity, creates a competitive edge in the businesses, and works to motivate the workforce.

There are many reasons to give employee awards to staff members in any business. The employees are the bread and butter of most organizations and they are not recognized enough but with maybe a thank you but the rest of the time rudely treated. If you work in a high stress environment or have employees that are the reason you are so successful, you should consider purchasing them a nice award of accomplishment to show them how much you appreciate their hard work.

Author: Mary writes articles for helping executive shoppers find gifts, provides shopping tips, and explains how to benefit from executive gifts, promotional products, and employee awards. Her work is sponsored by Wealthwood Employee Awards and Blog Wealthwood Employee Awards Articles.

Article Source: RSI-PEA3 Reasons to Give Employee Awards

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