ASME Foundation Sponsors Local High School in 2014 FIRST Robotics Competition Update

ASME Foundation Sponsors Local High School in 2014 FIRST Robotics Competition Update ASME Foundation Sponsors Local High School in 2014 FIRST Robotics Competition - Update ASME Foundation Sponsors Local High School in 2014 FIRST Robotics Competition - Update Gretchen Crutchfield (third from left), development and special projects specialist for the ASME Foundation, presents a $5,000 check to faculty members and students from Paul Laurence Dunbar High School in Washington, D.C. The ASME Foundation is sponsoring the schools robotics gruppe during the 2014 FIRST (For Inspiration and Recognition of Science and Technology) Robotics Competition season. Before the holiday season and New Years celebrations began, representatives from the ASME Foundation paid a visit to Paul Laurence Dunbar High School in Washington, D.C., to present a check in support of the schools robotics team, the Crimson Tide Engineers. The Foundation is sponsoring the team during the2014 FIRST (For Inspiration an d Recognition of Science and Technology) Robotics Competition, which begins its regional tournaments in March. Twenty students from the Dr. Charles Drew STEM Academy - a nationally recognized Pre-Engineering program housed as a small learning community within the larger high school - gathered in their schools newly built auditorium to listen to Gretchen Crutchfield of the ASME Foundation speak directly to the students and staff about the Foundations commitment to supporting K-12 students and their involvement in engineering-based activities. During her comments, Crutchfield also encouraged more students to consider engineering as a career option. After the event, the Foundation learned that their STEM Academy enrollment numbers had recently declined. For this reason, the Foundation views their support of the Dunbar team as even more crucial to send a strong message about the value of engineering.The Crimson Tide Engineers will be competing in the 2014 robotics competition alongsid e 2,720 teams comprised of an estimated 68,000 high school students. At 98 regional events nationwide, they will all compete in a game called Aerial Assist (www.usfirst.org/roboticsprograms/frc/2014-game), in which alliances of three teams work together in directing their robots to score as many goals as possible during a two-minute and 30-second match. All robots will be assembled within the next 6 weeks from a common kit of parts sent by FIRST. The kit typically weighs about 150 lbs. The Dunbar team plans on using the VEX design system to build their robot, and RobotC and National Instruments Lab View to program it.The costs to compete in the 2014 FIRST Robotics competition include a fee of up to $6,000 to compete in one regional event, a $4,000 fee for each plus-rechnenal regional event, and a $5,000 fee to take part in the Championship event in St. Louis, Mo. In addition to the entry fees, teams are expected to pay for their lodging and transportation costs shop, tools, addition al parts and construction materials practice field components and computers and software. Teams often also need to find their own mentors. Dunbars entry fee for the D.C. regional event (www.dc-first.org/dc-regional) was graciously paid for by the Washington D.C. Public School system. The ASME Foundations support will go toward making sure that the Crimson Tide Engineers have everything they need to make it to the Championships in St. Louis, which will take place April 23-26. While Dunbar has three of their most dedicated teachers leading the team, they have expressed a strong interest in finding a real-world engineer to help further instruct the students and serve as a mentor. If you are located in the local D.C. area and would be interested in volunteering your engineering expertise to the Crimson Tide Engineers, please contact D?ra Nagy, ASME Foundation, at nagydasme.org. - D?ra Nagy, ASME Foundation

All About the Army Additional Skill Identifiers

All About the Army Additional Skill IdentifiersAll About the Army Additional Skill IdentifiersIn the Army, ASI stands for Additional Skill Identifier. brut show additional skills, training, and qualification a soldier may possess, in addition to his/her Military Occupation Specialty (MOS). Some ASIs are awarded only to a soldier in a specified MOS. An example would be ASI C5 (Court Reporter), which is issued only to soldiers in MOS 27D (Legal Specialist). Other ASIs can be awarded to soldiers in any MOS. An example of this would be ASI P5, stangeer Fitness Trainer. Below is a listing on Army ASIs and SQIs (Special Qualification Identifiers) and what they mean Additional Skill Identifiers (ASIs) (Official Link with Descriptions) Code 1A JSTARS E8-A ordnungsprinzips Operator Code 1B Sexual Harassment/Assault Response Prevention (SHARP) Level I Code 1C Satellite Systems/Network Coordinator Code 1D Digital Media Collector (DMC) Code 1E Knowledge Management Professional Code 1G Joint Terminal Attack Controller Code 1H Sexual Harassment/Assault Response Prevention (SHARP) Level II Code 1J Operational Electronic Warfare Operations Code 1K Company CREW Specialist Code 1M Emergency Medical Ministry (EMM) Code 1Y Black Belt in Lean Six Sigma (LSS) Code 1Z Master Black Belt in Lean Six Sigma (LSS) Code 2A Non-Lethal Capabilities Planner Code 2B Air Assault Code 2C Javelin Gunnery Code 2S Battle Staff Operations Code 3C Operational Contract kooperation (OCS) Code 3Y Space Enabler Code 4A Reclassification Training (Personnel Only) Code 4B Reclassification Training (Personnel Only) Code 4N Health Care Recruiter Code 4R Transition NCO Code 5A Joint Air Tactical Operations Code 5C Mission Command Digital Master Gunner (MCDMG) Code 5U Tactical Air Operations Code 5W Jumpmaster Code 6B Reconnaissance and Surveillance Leaders Course Code 6C Battalion Level Command Sergeant Major (CSM) Experience Code 6N THAAD Launching Control Station (LCS) Operator Code 6Q Additional Duty S afety NCO Code 6S Initial Level Sergeant Major (SGM) Experience Code 6T Military Auditor Code 6X Post Battalion Level Sergeant Major (SGM) Broadening Experience Code 6Z Strategic Studies Graduate Code 7A THAAD Fire Control Communications (TFCC)/Radar Operator/Maintainer Code 7C Brigade Level Command Sergeant Major (CSM) Experience Code 7D Assignment Oriented Training (AOT) Code 7E Assignment Oriented Training (AOT) Code 7F Chaplain Resources Manager Code 7G Red gruppe Leader Code 7J Red Team Member Code 7S Primary Level Sergeant Major (SGM) Experience Code 7X Post Brigade Level Sergeant Major (SGM) Broadening Experience Code 7Y Capabilities Development Code 8C General Officer Level 1 Command Sergeant Major (CSM) Experience Code 8D General Officer Level 2 Command Sergeant Major (CSM) Experience Code 8E General Officer Level 3 Command Sergeant Major (CSM) Experience Code 8F General Officer Level 4 Command Sergeant Major (CSM) Experience Code 8J Master Resilience Trainer-Facilitator Co de 8K Master Resilience Trainer-Assistant Primary Instructor Code 8L Master Resilience Trainer-Primary Instructor Code 8P Competitive Parachutist Code 8R Master Resilience Trainer (MRT) Code 8S Senior Level 1 Sergeant Major (SGM) Experience Code 8T Senior Level 2 Sergeant Major (SGM) Experience Code 8U Senior Level 3 Sergeant Major (SGM) Experience Code 8V Senior Level 4 Sergeant Major (SGM) Experience Code 9B Cornet or Trumpet Player Code 9C Euphonium Player Code 9D French Horn Player Code 9E Trombone Player Code 9F Tuba Player Code 9G Flute Player Code 9H Oboe Player Code 9J Clarinet Player Code 9K Bassoon Player Code 9L Saxophone Player Code 9M Percussion Player Code 9N Keyboard Player Code 9T Guitar Player Code 9U Electric Bass Player Code 9V Vocalist Code 9X Music Support Technician Code A1 M270A1 Multiple Launch Rocket System (MLRS)/High Mobility Artillery Rocket System Code A2 Aviation Safety Code A7 Title Field Artillery Master Gunner (FAMG) Code A7 Field Artillery Master Gu nner (FAMG) Code A8 Master Gunnery M1/M1A1 Tank Code A9 UH-60M Helicopter Qualification Code B1 Infantry Mortar NCO Leader Code B2 Light Leaders Course Code B3 LUH-72 Helicopter Repairer Code B4 Sniper Code B6 Combat Engineer Heavy Track Code B7 Bradley Transition Course Code B8 Heavy Weapons Leader Course Code B9 Bradley M2A3/M3A3 Operator/System Maintainer Code B9 Bradley M2A3/M3A3 Operator/System Maintainer Code C1 General Support Band Qualified Code C2 Dragon Gunnery Code C3 Well Drilling Code C4 Crane Operator Code C5 Court Reporter Code C6 Cavalry Leader Code C7 Unit Level Logistics System-Aviation (Enhanced) ULLS-A(E) Tech Supply Code C8 Air Defense Airspace Management (ADAM) / Brigade Aviation Element (BAE) Code C9 Mast and Electric Power Plant Maintenance Code D2 Military Horseman Code D3 Bradley Fighting Vehicle Operations and Maintenance Code D7 Protective Services Specialist Code D8 Joint Assault Bridge (JAB)/Assault Breacher Vehicle (ABV) Code E3 Executive Administrativ e Assistant Code E4 Cyber Mission Force Service Code E5 Instrument Maintenance (Power Station) Code E6 Interactive On-Net Operator Code E8 Explosive Ordnance Clearance Agent (EOCA) Code E9 M901 (ITV) Gunner/Crew Training Code F1 Biological Integrated Detection System (BIDS)/Joint Biological Point Code F2 Nationally Registered Flight Paramedic Code F3 Aero-Medical Evacuation (Rotary Wing) Code F4 Postal Supervisor Code F5 Postal Operations Code F6 Nuclear, Biological, Chemical Reconnaissance Vehicle (NBC-RV) Sensor Suite Repairer Code F7 Pathfinder Code G2 Standard Army Retail Supply System-2AC/2B (SARSS-2AC/2B) Materiel Manager Code G7 C-23 Load Master/Flight Engineer Code G9 Technical Surveillance Countermeasures (TSCM) Code H3 Physical Security Operations Code H8 Recovery Operations Code I1 Reserve Component Combat Arms Specialized Training Code I2 Reserve Component Combat Support Specialized Training Code I3 Reserve Component Combat Service Support Specialized Training Code J2 Co mmunications Cable and Antenna Systems Maintainer Code J3 Bradley Infantry Fighting Vehicle (BIFV) System Master Gunner Code J7 WHCA Console Control Operations Code K1 Special Operations Aviation Non-rated Crewmember Code K2 Advanced Communications Signals Analysis Code K4 M1A2 Tank Operations and Maintenance Code K7 Avenger Master Gunner Code K8 Master Gunnery M1A2 Tank Code K9 Combat Engineer Mine Detection Dog Handler Code L1 Chemical, Biological, Radiological and Nuclear (CBRN) Reconnaissance and Surveillance (RS) Code L3 Technical Escorting Code L4 Biological Integrated Detection System (BIDS) Code L5 M93 Series Chemical, Biological, Radiological and Nuclear (CBRN) Reconnaissance System Fox Code L6 Chemical, Biological, Radiological and Nuclear (CBRN) Reconnaissance for Brigade Combat Teams Code L7 Joint Fires Observer Code L8 Joint Operational Fires and Effects (JOFE) Code M1 Computed Axial Tomography (CAT) Scan Code M2 Cytotechnology Code M3 Dialysis Code M5 Nuclear Medicine Code M7 Intermediate (Inter) Analysis Code M8 Drug and Alcohol Counseling Code M9 Master Driver Trainer Code N1 Nonrated Crewmember Flight Instructor/Standardization Flight Instructor Code N4 Health Physics Code N5 Dental Laboratory Code N7 Strategic Debriefer Code N8 Sustainment Automation Management Support Office (SASMO) Code P4 Tactical Information Operations Planner Code P5 Master Fitness Trainer Code P7 Digital Forensic Examiner (DFE) Code P8 Basic Special Victims Investigator (BSVI) Code Q7 Information Collection Planner Code Q8 Senior Special Victims Investigator (SSVI) Code P9 Biological Science Research Code Q2 Aviation Life Support Equipment (ALSE) Code Q4 Joint Tactical Ground Station (JTAGS) Operator Code Q5 Special Forces Combat Diving, Medical Code Q7 Intelligence, Surveillance, and Reconnaissance (ISR) Synchronization Manager Code Q9 Traffic Management and Collision Investigator Code R1 Rough Terrain Cargo Handler (RTCH) Code R3 Digital Network Exploitation Analyst ( DNEA) Code R4 Stryker Armored Vehicle Operations/Maintenance Code R6 Special Reaction Team (SRT) Member Code R7 Army Reconnaissance Code R8 STRYKER Master Gunner Code S1 Source Handler Code S2 Mechanical Equipment Maintenance (Power Station) Code S3 Electrical Equipment Maintenance (Power Station) Code S4 Sapper Leader Code S5 Community Imagery Analysis Course (CIAC) Code S6 Special Forces Combat Diving, Supervision Code S7 Foreign Counterintelligence Agent Code S9 Joint Spectrum Manager Code T1 Counter Threat Finance Analyst Code T2 Enhanced Position Location and Reporting System (EPLRS) Network Code T3 Ground-based Midcourse Defense (GMD) System Code T4 Patriot Master Gunner Code T5 Target Digital Network Analyst Code T7 Ground Reconnaissance Specialist Code T8 Civil Operations Specialist Code T9 Criminal Analyst Specialist Code U2 Shadow Unmanned Aircraft System (UAS) Code U3 Hunter Unmanned Aircraft System (UAS) Code U4 Power Line Distribution Code U5 Extended Range Multi-Purpos e (ERMP) Unmanned Aerial Vehicle (UAV) Code U5 Gray Eagle Unmanned Aircraft System (UAS) Code U6 Field Artillery Weapons Maintenance Code U7 Unmanned Aircraft Systems (UAS) Instructor Operator (I/O) Code U8 Asymmetric Warfare Operational Support Code U9 Asymmetric Warfare Operational Specialist Code V3 Aerial Precision Geo-Location (APG) Code V4 Advanced Source Handler Code V5 Military Police Investigation Code V7 Guidance Counselor Code V8 Special Technical Operations (STO) Noncommissioned Officer (NCO) Planner (Personnel Only) Code V9 Special Technical Operations (STO) Noncommissioned Officer (NCO) Code W1 Special Operations Combat Medic (SOCM) Code W2 Civil Affairs Medical SGT Code W3 Special Forces Sniper Code W4 Civil Affairs Trauma Medical SGT Code W5 Special Operations Foreign and Non-Standard Armorer Code W6 Weapons Intelligence Specialist Code W7 Special Forces Underwater Operations Code W8 Special Forces Military Free Fall Operations Code W9 Special Operations Forces Pecul iar Weapons Repairer Code X2 Preventive Dentistry successfully complete the Preventive Dentistry Course, AMEDD Center School, Ft Sam Houston, TX. c. Restrictions. For use with MOS 68E (SGT and below) only. Code X3 Operations Support Specialist Code X8 THAAD Launcher Operator/Maintainer Code Y1 Transition (Position and Personnel) Code Y2 Transition (Personnel only) Code Y3 Transition (Personnel only) Code Y7 Sensor Manager Operations Code Y8 Immunization/Allergy Code Y9 Warrior Transition Unit/Community Based Warrior Transition Unit (WTU/CBWTU) Squad Leader/Platoon Sergeant (SL/PSG) Code Z5 Enlisted Aide Code Z7 Specialized Search Dog (SSD) Handler Code Z8 Technical ELINT Collection and Analysis SQIs (Special Qualification Identifiers) A - Technical IntelligenceC - NBCD - Civil AffairsE - Military Mountaineering InstructorF - Flying StatusG - RangerH - InstructorI - Installer (Electronic)K - Logistics NCOL - LinguistM - First SergeantN - Joint PlannerO - No Special Qualifications P - ParachutistQ - Equal Opportunity AdvisorR - Research, Development, Test, And EvaluationV - Ranger ParachutistX - Drill SergeantZ - Alcohol and Drug Abuse Prevention and Control Program2 - Training Development4 - Non-Career Recruiter7 - Special Operations Aviation

3 Facts to Face When You Fire an Employee - The Muse

3 Facts to Face When You Fire an Employee - The Muse3 Facts to Face When You Fire an EmployeeFor even the best leaders, nothing puts a knot in their stomachs like having to fire someone. Even when the employee deserves it, taking someones job away is among the hardest tasks any leader has to do. First off, firing someone should bother you Its a sign that you have a heart and can have empathy for the people who work for you. After all, youre about to upend someones world. Any boss worth their salt is both strong enough to conduct a firing, and human enough to understand how upsetting being fired can be. Heres the good nachrichten many successful people find success after being fired. Years later, they may look back on the incident as a pivotal moment in their careers. But even knowing this doesnt make it any less scary- but you can make a horrible situation a little bit less so by taking a few tips from some of my clients, experienced leaders who anguished over their first firing. 1. Stick to the FactsAs much as they wanted to make the firing a casual, personal conversation, most leaders report that when they tried that, it didnt work. Your job is to inform the employee whats happening, what they can (and should) expect, and why theyre losing their job. This will help them start the process of letting go and looking ahead. Nothing makes this already tough conversation harder than a wishy-washy manager who is preoccupied with trying to cushion the landing. Saying something like, Were going to have to let you go for failure to meet minimum performance requirements may feel harsh, but its a lot more honest and clear than saying, I can tell youve really been trying to learn the job and I wished we were in a position to let you keep learning, but were going to have to make some changes that will impact you. Give the person credit for having a brain, and tell them what they need to know. If the roles were reversed, youd want someone to tell it to you straight.2. Remem ber That Feeling Guilty Doesnt Mean You Are to BlameYou have made a decision that just disrupted someones life. Now, theyre going to have to do all the work associated with a job search. Theyll have to say goodbye to friends and deal with the feelings they have about being fired. Itll be a change, and no one looks forward to any of these things, but all of these steps are tolerable. Youre not to blame for them needing to take these steps . Your role was to be their boss and manage their performance. It was their responsibility to do their job and meet expectations. That part of the equation- whether they did or didnt meet job requirements- is on them, not you. Sometimes its your peers wholl make you feel bad when they second-guess you with a statement like I had no idea you were having problems with her. She couldve been a great asset in my department- if youd told me. Remember, opinions are a dime a dozen You did what made the most sense for your team. 3. Know Your Relationship(s) Will Change the Moment You Fire ThemBe prepared to feel anger (and at the very least, disapproval) from the person you fire as well as from their friends or associates. And not just in the short term, but the long term as well- its very possible that youll run into this person in the future and he or she will not be excited to see you. But remember Your goal shouldnt be to be BFFs with your employees. It should be about earning their respect through fairness, honesty, competence, and consistency.At the same time, youre only human. And its hard to see an employee go through something difficult. But just like it isnt your fault, it also isnt your distribution policy to solve the problem. Staying calm- even in the face of an intense emotional reaction- isnt just the professional thing to do, its also the most helpful.Additionally, dont try to make yourself look better by throwing others under the bus. Phrases like It wasnt my call or If it were up to me just confuse people. (They dont bring any additional comfort.) If youre firing someone, own it. Losing your job is hard enough- being fired and not knowing who made the decision or why it happened is worse. If you are accountable for the performance of others, its likely youll have to let someone go at some point. And yes, just about everyone who has been fired remembers that day its locked in their memory. Treat the event and the person with humility, respect and compassion. You cant predict or control exactly how the firing will affect someone else, but you can control how you act, and your measured approach can make it a less stressful experience for you both.Photo of a conversation courtesy of annebaek/Getty Images.

Highest Paying Hospitality Jobs

Highest Paying Hospitality JobsHighest Paying Hospitality Jobs Hospitality offers the opportunity to work in fun, lively environments, from restaurants and bars to hotels and spas. But even more, careers in hospitality can offer lucrative employment options, and often do not require applicants to hold traditional degrees . Many positions in the hospitality industry offer jobseekers to start as an apprentice or entry-level employee and work their way up through gaining on-the-job experience. While the entry-level salary for a concierge or sous-chef, for example, may not always be very high, these positions can allow for quick growth to the upper echelons of salary ranks within the hospitality industry.Hospitality is an industry for people who like to put a smile on others faces. Some do so directly, by greeting guests at a hotel door or giving krpermassages to spa visitors, while others do so indirectly, by creating gastronomical wonders in the kitchen of a restaura nt or planning and executing the perfect party. Which field of hospitality you choose to go into all depends on what your interests are - whether its food and beverages, hotels, casinos, or travel - and on what your ultimate career and pay goals are. So on that note, which hospitality jobs earn the most money?Glassdoor salary range $48,000 $102,000Food and beverage directors are typically employed by restaurants, hotels and large institutions like schools and hospitals. Creating and overseeing menus, controlling food costs and managing inventory are just a few of the duties required for this diverse position. Being a food and beverage director requires the ability to work with large teams in a fast-paced environment, rigorous attention to detail, and - of course - a passion for food and drinks.Glassdoor salary range $52,000 $114,000gasthaus operations managers are in dienstgrad of keeping a hotel functioning smoothly on a daily basis. This includes managing the hotels hou sekeeping, food services, human resources, concierges and other personnel who help the hotel run every day. Hotel operations manager also may have a hand in hiring and training staff, as well as looking after marketing, sales and PR for the hotel. If youre looking for a fast-paced role that requires the use of many different skills, then hotel operations may be a good fit.Glassdoor salary range $44,000 $85,000An executive chef is in charge of all food preparation and other culinary activities at a restaurant. Executive chefs help hire, train and manage other kitchen personnel and wait staff. They may also share some duties with a food and beverage director, such as inventory management, purchase orders and restaurant policy formation. Being an executive chef usually requires extensive experience in the restaurant industry.Glassdoor salary range $18,000 $67,000While sommeliers may look like theyre getting paid to drink fancy wine (which essentially they are), the profession r equires deep knowledge that is built over years of study. Sommeliers possess an in-depth knowledge of wines, which they use to advise patrons at a restaurant on which wines they should pair with their meals. Sommeliers also often lead tastings of wine and other beverages.Glassdoor salary range $26,000 $62,000If you love traveling, its hard to think of a better job than being a flight attendant (or a pilot, for that matter). Flight attendants work to ensure the safety and comfort of passengers during flights. Flight attendants may work domestically, flying on shorter flights between states, or internationally, on long-haul flights. Flight attendants often get to spend time in the places they travel to for work, and on top of their yearly salary, they often get significant discounts on airline tickets, making it easy to travel the world.Glassdoor salary range $24,000 $63,000An executive pastry chef is in charge of preparing desserts and baking bread at a bakery, restaurant or oth er culinary establishment. Their role also encompasses developing new dessert and bread recipes, inventorying ingredients, monitoring costs and managing other pastry-making employees. Executive pastry chefs often either gain a degree in pastry-making or apprentice with a pastry maker to gain skills in their craft.Glassdoor salary range $38,000 $77,000Event managers are employed in a variety of industries. Essentially, event managers work to organize, run and promote events for businesses, organizations and individuals. This involves hiring personnel such as DJs, photographers and waiters, accurately budgeting the event, coordinating operations and being on call for any issues that might arise before or during the event. Event managers must be detail-oriented people, responsible, and - of course - know how to throw a good partyGlassdoor salary range $27,000 $73,000Massage therapists are employed in a variety of establishments within the hospitality industry, including hotels, cruise ships, resorts and private massage clinics. Many massage therapists choose to become a certified massage therapist, which can open up more job opportunities.The hospitality industry is a place where experience matters most. From being hired as a pastry chef to scoring a gig as a food and beverage director, having experience is the key to proving yourself. You can also gain a leg up, of course - depending on which field you enter within hospitality - through formal training, such as cooking school, a college degree in hospitality, or different types of masseuse certifications. Thousands of jobs in the hospitality industry are available for easy application on Glassdoor right now to start gaining the experience you need to enter one of the highest-paying hospitality jobs.

Stop Rambling! How to Tell a Concise, Compelling Career Story in an Interview

Stop Rambling How to Tell a Concise, Compelling Career Story in an InterviewStop Rambling How to Tell a Concise, Compelling Career Story in an Interview When I first heard I had scored an interview with Glassdoor, I was thrilled. I wasted no time practicing for the interview , and its a good thing too, considering that my first few practice rounds were a wreck. There were so many different points I wanted to touch on - my previous roles, my skills, my accomplishments, my alma mater, my work style - that I blathered on and on to cover them all in the mock interviews I did with my boyfriend. Thankfully, he pointed it out before I made the same mistake in my real interview.Youre trying to cover too much at once - what you need is to figure out your career story, he said.Your career story - the story of how you got to be where you are today, why you want to work for the company and why youre perfect for the job, he explained.Intrigued by this suggestion, I spent the next few hours crafting my career story. The next mock interview went much better, and more importantly, so did the real one. I ended up getting a job offer , and to this day I credit that largely to nailing down a solid career story. Being able to walk into the room and give my interviewers a brief synopsis of who I was and why they should be interested in me right from the get-go helped me stand out from the crowd - and it can help you too.So how exactly do you go about defining, crafting and presenting your career story? Follow this structure.If theres one thing recruiters and hiring managers love seeing in a candidate, its passion. So rather than just telling them that youre interested in your field, start your career story by telling them why youre interested in the field, and how that interest came to be.Include some personal details about why you chose this career path, suggests Ronda Ansted, career consultant and founder of be the change career consulting. For example, if a high degree of organization is required, you might mention that you color-coded your sock drawer in your youth (and helped your family do the same), which led you to realize that keeping everyone organized as a project manager would be a perfect fit for you.To paraphrase the late great Maya Angelou, people will forget what you said, but theyll never forget how you made them feel. If you can emotionally connect to a recruiter or hiring manager through a funny, cute or heartwarming story about how you became involved in the field, youll be that much more memorable.After sharing how you first became interested in the field, its time to talk about your relevant experience.You should cover your goals, accomplishments and transitions for each of your roles, says Joseph Liu , Career Consultant & Host of the Career Relaunch Podcast. This allows an interviewer to do three things 1) understand how you perceive your career trajectory, 2) lay the foundation for high-quality follow-up questions and 3) assess your communication skills and ability to provide structure to an otherwise open-ended question.But be careful - you dont want to just regurgitate whats on your resume.Often, people take a bottom-up approach, where they simply give a chronological play-by-play of their entire career history. This typically doesnt provide the interviewer with meaningful information beyond what he or she can ascertain from your resume, Liu adds. Instead, candidates should take a top-down approach. This involves two steps First, deciding what narrative you want to tell, defining the major chapters of your career. Second, pulling out the key accomplishments and roles from your career history that reinforce that narrative, which feeds into ones verbal career story.For added color, explain your transitions and motivations along the way, Liu says. Ideally, you also want to build a logical career narrative thats culminated in this moment when this next role is the perfect one for you.Now that youve explained how you became interested in the field and what your background is, tie that back to why youre interested in this particular position and how you could benefit the company. Before you launch into these topics, though, do some self-reflection and career research first, Ansted says. You need clarity - clarity about what kind of job you want and clarity about what the employer is looking for If you know what they find valuable and important, focus on that.Once youve done your homework and are ready to explain what drew you to the opportunity, Helen Godfrey, career coach and founder of The Authentic Path , suggests using the following questions to help you shape your responsesThen, talk about what makes you uniquely qualified for the position.Know your strengths that match what the employer is looking for, and give relevant examples of how you used your strengths in a professional setting, Ansted advises.You are showing the employer that you can do the job by using specific examples that address their needs, Godfrey adds. What do they want in an employee? How are you a fit? What experience are you bringing to the table?Finally, wrap up your career story with one sentence to sum up why you are perfect for the job, Ansted suggests.With all of that in mind, heres a rough approximation of the career story I crafted for my interview with GlassdoorFrom my childhood years spent scribbling down three-paragraph fairy tales in my blanket fort to an intensive but incredibly gratifying creative writing program in college, Ive always been a storyteller at heart. So when it came time to look for a job, there was no doubt in my mind that writing and storytelling had to play a key role in my career.I did a couple of internships that helped me hone my marketing skills - one in a Technical Writing role where I worked with internal stakeholders to produce engaging instructional videos and presentations for our company-wide intranet site, and a Hispan ic Marketing role where I created a data-driven creative marketing plan, which resulted in an increase in market share from 3 to 2 in my assigned region.For my first full-time position, though, I wanted to get closer to my storytelling roots, so I accepted a position as a content writer at a creative communications agency. In my current role, Im tasked with strategizing, executing and optimizing social media, blog post, case study and byline programs. I get to work with Global 500 companies, place stories in top-tier publications and ultimately generate interest in my clients and elevate their reputations, but Im often torn between too many different goals. Instead, I want to concentrate all of my efforts behind one company whose mission I really believe in. If chosen to be the Staff Writer/Content Marketer at Glassdoor, however, I know Id be able to strike a balance between producing engaging, creative, high-quality content and working towards something truly meaningful - helping people find jobs and companies they love. Whats more, Ill have a lot to offer my team and the company as a whole, including relevant experience, a proven track record of success, an eagerness to collaborate and an unyielding passion for the written word.Of course, what was right for me may not be whats right for you, so craft your own narrative in whichever way best suits you.When youve gotten your career story to the place you want it to be, congrats - the hard part is over Now, all you have to do is practice it until it becomes second nature.Rehearse this response until you have it memorized. This allows you to deliver it with confidence and convey that youve invested ample time preparing for the interview, Liu says. Some candidates are worried about sounding over-rehearsed or robotic. The reality is that you will be a bit nervous, so even the most well-rehearsed response doesnt sound overly robotic in the moment. In the worst case scenario, the interview will simply think youve invested a lot of time preparing, which isnt a bad thing.Most of all, make sure that your passion and enthusiasm shines through.If you want to truly tell a great story, above all, YOU must believe in it, says career coach Carlota Zimmerman . And remember that the men and women who changed our world werent born as heroes with amazing stories - they earned them.

Top Best Professional Resume Writers Guide!

Top Best Professional Resume Writers Guide The thought of ranking the best resume writing services isnt an issue. The keyword phrases and attributes that best describe youre then strategically placed throughout your resume to offer you a major edge. If youre looking for the greatest professional resume writers, youve come to the proper location. If you prefer only the most effective professional resume writers, landseek the services of any of them today. A terrific professional resume writing service is the greatest option for everybody who needs help with applications. With our specialized therapy, you are going to be in a place to tap the complete potential of your professional network and make koranvers your profile on social networking channels matches the caliber of your resume. If youre searching for he best resumes writing service, you have arrived at the proper spot. A work search is a tough procedure, so candidates need professional and timely support. Best Profes sional Resume Writers and Best Professional Resume Writers - The Perfect Combination Professional resume writers comprehend the significance of their work, so they are always accountable for the ideal result. Most people believe that composing CV is straightforward. Resume writing is the most essential step in presenting your abilities and receiving the job that you desire. Whether you are a newcomer to writing resumes and cover letters or your written resume doesnt appear to secure you invited on a lot of interviews, were right here to assist you. Whether youre a teacher or an executive, you are going to have some intriguing information youre able to include things like regarding who you are and some intriguing skill sets that you potentially have. Each of the best resume writing services listed above has their own distinct qualities which make them great. There are scores and scores of writers to choose from and the prices are usually low enough to best a few revisions or ev en experimenting with a couple distinct writers. There are scores and scores of writing to choose from and the prices are usually low enough to permit a few revisions or land experimenting with a couple unique writers. Writers know just how to attract the interest of an employer in any area or industry. Its team includes recruitment specialists, a lot of whom have postgraduate degrees and over 20 decades of experience in employment services. Writers below and stay current with the most recent career trends and suggestions. Our work is targeted on providing result-oriented resumes that dont just attract hiring managers attention, but in addition make you have the desirable position. Youre a fresh reisepass out from college and struggling for Job but your resume isnt good enough if it isnt written by an expert. Work experience examples will incorporate each one of the jobs and internships that youve had previously. New Questions About Best Professional Resume Writers You requ ire a couple more points best comparison as a way to draw the ideal conclusion. My intent is to make an unbiased evaluation of a number of the top resume writing companies by checking out reviews from different clients and making a purchase to personally check the caliber of service they supply. As an expert review company, our intent is to research thoroughly and supply you with the very best possible top resume writing services reviews. To really help you to find a wonderful company, we look at every small facet of it quality, pricing, and reliability, merely to mention a couple. The standing of a service should tell you whatever you need to understand. Its important to employ a service which provides you a fine price for top quality. The service of Resumarea is given to clients at a fair price that matches the significance of your self-presentation. The Truth About Best Professional Resume Writers The business becomes good scores on a couple of websites, but nonetheless, i t mostly gets complaints by real users. You can be sure that youre in a perfectly safe location when ordering any services on our site. If you see a service we havent evaluated, dont hesitate to drop us a message and were going to look it over whenever possible. Our service tests a large number of organizations.

How to Maximize the Productivity of Your Introverted Employees

How to Maximize the Productivity of Your Introverted Employees Research shows that at least50 percent of the populationmay beintroverted. This may come as a surprise, because many people forcethemselves to act like extraverts particularly in professional settings, where extraversion is almost required.Of course, the reality is that introvert/extravert isnt as black and white as we think it is. We exist on a spectrum, with true introverts and true extraverts being pretty rare. Most of us are somewhere in between.Still, those of us who are more prone to introversion can find it difficult to play along with the extraversion of the bro especially in classically extraverted positions like sales and marketing. Office extraverts may feel intimidated by or awkward around introverts because they cant quite get a handle on these colleagues. Managers, too, may find it difficult to supervise introverts.But that doesnt mean the situation ishopeless. Here is some advice on how to help your introverted team members maximizetheir contributionsand become more engaged at workIntrovert MythsOne of the biggest myths is that introverts are less effective leaders than extraverts. Did you know that Bill Gates, Warren Buffet, Gandhi, and Eleanor Roosevelt are or were all introverts? Believe it or not, nearly40 percent of leaders are actuallyintroverted. Does that come as a shocker? Not to us.Introverts have a ton of great skills in common with highly effective leaders. For example, they tend to begreat listeners, and they learn well through observation. Introvertsmay be more silent than their extraverted counterparts, but great leaders dont necessarily have to be constantly talking. In fact, sometimes, great leaders have to know when to shut up, take a step back, and look at the big picture somethingintroverts are very good at.Helping Your Introverted EmployeesSixty-five percent of executivessay introverts are less likely to advance at work. But the se executives are wrong. In fact, there are a lot of things you can do to stab und sttze introverted employees and help them advance1. Give Them Time to ProcessOnce youve presented an introverted employeewith a new situation, give them time to process it. Thats not because introverts are slow its because they like to internalize situations before responding. This careful reflection often leads to more reasoned solutions, so you should definitely encourage the behavior.2. Give Them SpaceIntroverts recharge by being by themselves. Privacy fuels their ideas, so you want to make sure your introverted employees have the space they need. You can do this by offering introverted employeesone day a week to work from home, a telecommuting arrangement, or a private office. Even a great pair of headphones and some solid communication guidelines can help3. Give Them Control of Their EnvironmentGiving introverts a measure of ownership over their office environment can help improve their performa nce. If youre an A/C drill sergeant or you refuse to allowindividual personalization of space in your cubicle farm, you may want to rethink what these (useless) policies are doing for youremployees. Engaged employeescan boost a companys bottom line by up to 20 percent, but only 13 percent of employees report feeling engaged in their jobs. Why not get more of your employees engaged by giving them a comfortable, customizable environment? Your introverts, especially, will thank you.Of course, its important to rckendeckung all employees, regardless of their personality types. Make sure you pay attention toyour extraverted employees preferences, too.Not sure what your employees personality types are? Have them take an employeecomparison assessment.These tools can help you figure out what your employees personalities are like and from there, you can make smart choices about supporting them in all the right ways.A version of this post originally appeared on the Vitru blog.