Top 5 Tips to Starting a Recruitment Business

Top 5 Tips to Starting a Recruitment Business Sponsored by  The Recruit Venture Group which offers recruiters a truly risk-free, fully funded way to entice them to start their own recruitment business. 1. Start with clear idea. You are ready to use your experience and ‘do it your way’. Start up on your own, become a director of your own recruitment business â€" that’s great but firstly think about what is you want to do, have a clear idea. You’ll be looking to reap more of the rewards of your own hard work and that is good. But, be clear about what you want to do. Identify the sector or sectors you know most about. Decide what it is that makes you special and how you can shape a business that offers something your competitors don’t. 2. Research your market. Be organised. Research is vital. Obviously you’ll have recruitment experience. Why else would you be doing this? But, now that you’re planning to be your own boss you need to really know the market you can best target and service. What geographical areas can you cover? Are there any specific industries or recruitment requirements that are prevalent on your patch, and can you take advantage of them? Do you have special knowledge of any market sector that you can exploit? Who is already operating in your area, and how much competition do they represent? If you’re doing this properly the answers to some of those questions will inform how you ‘frame’ your branding and company message. 3. Develop and plan. You won’t get far without a proper business plan, and it’s advisable to get expert help to prepare a strategy that sets out achievable goals and expectations. Crucially, you need to plan your income and expenditure forecast. You need to establish how you’ll be able to sustain yourself financially from the outset. You also need to plan ahead for the next stage. Do you have a specific goal? How are you defining it? By a turnover target? By plans to expand? If you don’t know where you’re going â€" you probably won’t get there! 4. Play to your strengths. It’s just as important to know, and address, your weaknesses, but let’s stay positive! This is a vital area. The reason you’re setting up on your own is to ‘do it your way’. You feel confident about doing it because you’re good at what you do. You’re probably running a busy desk or team right now. But here’s the thing, when you become the boss you’re going to have a lot more responsibilities. There’s a lot of administration to sort, the rent to pay, staff issues to resolve and of course there’s juggling the numbers to service that loan you took out to get started. All of that distracts you from what you should be, and wanted to be, doing which is getting out there, finding clients and candidates and growing the business. Stay focused. Get on with the big tasks. Which means you’ll need to have got yourself organised with the right help. 5. Get the right help. If you’re planning on putting a team together at the outset you should know enough about recruitment to find the right staff for yourself. But it’s wider than that. From the financial backing to the marketing you need the right experts around you. Ideally they should be people who know about recruitment. And don’t forget supplier relationships. You need to think about hardware, software, furniture and maybe a car. You need good deals on all of them especially at the start, so build good relationships with suppliers. As you get into your stride the supplier relationships will become, to be frank, secondary to the client relationships, but it’s important to maintain them. It helps build your reputation. Those suppliers are also good sources of referrals â€" and potential clients! The Recruit Venture Group offers recruiters like you a truly RISK FREE, fully funded way to help YOU start YOUR own recruitment business.  A confidential chat is all it takes to make a new beginning.

How to Handle the Doubt-Filled Depths of Employment Gaps

How to Handle the Doubt-Filled Depths of Employment Gaps Moore’s Law states that computer processing speed doubles every 18 months, a good indication of how fast technology jobs change too. For a job seeker who has employment gaps of more than two years then the odds increase that their skillset may be outdated. However, the way people work is also changing. More people freelance, volunteer, and pursue online education in lieu of traditional 9-5 jobs that can be harder to represent on a resume. When encountering a potential great employee with resume gaps the first important step is to assess what caused them and what they did in between work.   1. Was it elective? Highly qualified candidates often take time off to raise families or care for older relatives. Traditional gender-role thinking sees this applying predominately to mothers but a survey done by the Pew Research Group in 2014 showed that around 2 million fathers stay home to care for their children, with a noted increase in the number of fathers with college degrees doing so. Prompt an applicant to discuss how they spent their time away from work and you’ll learn more about their personal character. Attributes like loyalty, dedication, and modern thinking are just a few of the qualities that can be read through an employment gap of this type. 2. Was it forced?   An alternate reason for an employment gap is the result of firings, downsizing, or quitting. Being laid off from a position or choosing to leave after a year or two is a lot more common in today’s economy. Having an applicant explain to you their work history is important for a different reason though. It’s an awkward situation for an applicant to answer why they left a job or to acknowledge why they were dismissed. This is the chance to analyze a potential employee’s soft skills in communication, problem management, and leadership. Do they have the maturity not to trash their former employer, or the tact to represent their experience as an opportunistic move? Hire someone who knows how to find golden prospects amidst a problem. 3.  Was it a  â€œsabbatical”? Sabbatical sounds prestigious but if it’s on an applicant’s resume be cautious. Ask the applicant to see the project or independent research they were working on during this period. They should respond with how they learned something of unique value to enhance this position. With seven days a week to have at your disposal you could easily learn new languages, computer programs, or travel the world and gain international insight. This would be an appropriate opening to ask about any contract work they may have done as well. If an individual performed freelance work while on sabbatical it means they know how to budget their time, and manage an agenda, even when on “vacation.”   No matter for which reason an applicant has gaps in their resume it’s best to assess what they have to show for their time outside the office. Volunteering their skills to a local organization demonstrates their active interest in working and contributing to a larger community’s success. Additionally free, online courses like Coursera or the Khan Academy allow candidates to pursue continued education to bring new tools to a position.   Author: John Giaimo is President of Software Resources, Inc. an IT Staffing Solutions firm. Founded in 1992, Software Resources is a certified women-owned business enterprise (WBE), and is a national award-winning staffing firm serving clients in the U.S.

On the Job by Anita Bruzzese My Today Show Appearance

On the Job by Anita Bruzzese My Today Show Appearance You know the old saying about walking the talk? Well, I decided to put that into practice for my appearance on the Today show on May 27.I was asked to discuss some of the topics from my new book, 45 Things You Do That Drive Your Boss Crazyand How to Avoid Them. I was told about six weeks ago when I would appear, and even though there was some general discussion about specific topics, I didnt know exactly what I would be talking about until the day before.That may sound nerve-wracking appearing on television in front of millions of people with less than 24 hours notice of the topic for discussion.But I wasnt nervous not even a flutter in my stomach. When I sat down in that chair to be interviewed by Amy Robach, I was confident in my ability to do well in the interview.Thats because I had followed the advice of experts I had been interviewing over the years. They had always told me that the key to any good interview is to prepare, prepare, prepare. Thats exactly what I did, and it re ally paid off. So, heres how I walked the talk and some lessons Ill share with you when you go for any kind of interview: I did my research. I read articles and online discussions about television appearances. I am a print journalist, and knew little to nothing about appearing in front of a camera. I learned how television studios function, the best way to sit (straight back, legs crossed away from the camera, leaning slightly forward, hands in your lap) and what to wear (no loud or busy prints). I also watched the show many times to see what worked and what didnt for other guests. I took note of those who seemed really engaging, the way they sat, the way they related to the interviewer.You should always do as much research as you can on a potential job or employer. If you dont know how to research a company, check out the resources Im going to list at the end of this blog, and the other career resources on this Web site. Try to visit a company before your interview to get a feel for the culture and how employees dress. I practiced. I wrote out what questions I felt the interviewers might ask, then practiced my answers. I worked on coming up with examples of each item I discussed. I also got my husband to ask me questions while my son videotaped the interview. I wore the clothes I planned on wearing on the show. I learned after watching the tape that I needed to take off the bracelets I was wearing they clattered distractingly every time I gestured. I learned that I needed to eliminate some ums and remember to keep my posture straight, but relaxed.Get a family member or friend to help practice your interviewing skills. If you dont have a video camera, a tape recorder will work. Look for annoying habits such as saying like or you know or uh. Work to eliminate those so that you sound confident and professional with your answers. If you use a video camera, you can see if your clothes look professional and neat. Make sure your appearance is not distracting in a ny way (wild hair, wrinkled clothes, poor posture). I asked lots of questions. When I spoke with the producer in charge of my segment on the show, I had questions prepared. What time should I arrive? Who should I ask for when I got to NBC studios? How long would the segment last?Who was interviewing me? What should I bring with me?When you speak to the person scheduling your interview, ask similar questions. Where should you park? What time should you arrive? Who should you ask for? Who will you be meeting? (Get the correct spelling and pronunciation of names.) What should you bring with you? How much time is scheduled for your interview? (This will help your prepare your answers to fit the allotted time.) I minded my manners. I introduced myself to each person I met, from the NBC page to the other guests to the interviewer, shaking hands firmly and making eye contact while smiling. (This was not tough everyone was very friendly and nice.) I also followed up with hand written than k-you notes to the producers and the interviewer. Never forget that even if you dont get this job, your good manners may help land you a spot with them in the future. One of the most important keys to career success is establishing good contacts in your professional field.RESOURCESSome good online sites to check for information about a company:Comfindwww.comfind.comYou can search for a company by name or industry, and will give you home office addresses, telephone numbers and Web site addresses.Company researchhttp://iws.ohiolink.edu/companiesA guide for company research needs, including job hunting, career information, and investment decisions.Cornell Universitywww.ilr.cornell.eduResources for workplace issues.Corporate Informationwww.corporateinformation.comInformation on private and international companies.CorpTechwww.corptech.comBackground on private companies, geared to high tech companies.

How the Hiring Manager Recruiter Relationship Impacts the Recruitment Process

How the Hiring Manager Recruiter Relationship Impacts the Recruitment Process In a previous article, I wrote how it doesn’t take much to call yourself an agency recruiter. Ask anyone within industry experience and they will tell you the same thing: a phone and access to a resume database and you can start selling yourself as an agency recruiter.  Unfortunately it takes a lot more than that to be a respected recruiter, however that debate is for another time and place. Either way, with so many third party recruiting agencies out there, it’s easy for hiring managers to give a requirement to one of the 50 people who call their office daily and tell them “just find me this candidate…” and move on. Any recruiter worth their salt knows that is not how you take a client job order, however this article is not about taking a job order  I will leave that to your first week of recruiter training. What this is about is how the hiring manager/recruiter relationship can impact the process of recruiting. When an agency recruiter receives a qualified job order they work tirelessly to fill that position a majority of recruiting is done on a contingent basis, which means the recruiter doesn’t get paid until the candidate goes to work (and in most cases successfully completes a probation period). As such the recruiter is working for free. It’s like asking a builder to custom build you a home and once construction is complete, you have the ability to back out of the house, no money exchanged. Recruiters put in days of hard work, countless conversations and hours of interviews just to present someone to a manager who can say no to in a split second and all their work goes unrewarded. The point I am getting at is with all of the hard work that goes into finding a candidate the importance of identifying the ideal person for your companys opening it benefits both parties to have a relationship that goes beyond “just find me the right person…” Below I highlight 4 points that will help benefit the hiring manager / recruiter relationship: 1)  Take time to discuss the requirement: Telling a recruiter to just look up the job description online is not enough. If that was the case, you would be able to find your candidate through your applications and, let’s face it, applications sometimes are at the bottom of the list as far as successful recruiting is concerned. However you are paying a premium to find the ideal candidate, and you can post an ad yourself you don’t need to pay someone for that! If your agency recruiter wants to spend 20-30 minutes discussing the position, give it to them. 30 minutes may be a lot of time out of your schedule for one day, but if it saves a week of recruiting time, how much does that 30 minutes really hurt in the long run? 2)  Through candidate feedback: In a perfect world you would hire the first candidate you interview through a recruiter. However, I don’t have to tell you this: we do not live in a perfect world. You will decline candidates, more than once. However, the recruiter’s job is not to just keep throwing candidates your way until they get it right. The goal is to understand why the candidate missed the mark and work from that. Telling a recruiter that the candidate wasn’t strong enough or didn’t fit the mould is not enough. Why are they not strong enough? Was it their lack of technology experience? Are their past employers not industry specific enough? Whatever detailed information you give the recruiter they are using that to turn around and better identify the ideal candidate. And at the end of the day all that does is eliminate the amount of time to spend looking for the ideal fit. RELATED:  Interviews: Why You Should Always Provide  Feedback 3)  Hiring speed: Although a good recruiter can make it look like candidates grow on trees, the secret is they dont. It’s understood that hiring can take a while, although sitting on a candidate for a significant period of time only hurts you. As much as I would like to prove otherwise, candidates are not only interviewing for your position. If you wait a month offering them the position, there is a chance they have already accepted another offer and moved on. And that candidate you just passed up on? Well maybe they just landed the next big client for one of your competitors or developed the next proprietary software program to revitalize their employer’s market presence. These are the chances you take by taking a slower time than normal to pull the trigger. 4)  Respect the fee structure: Writing an article over the battle of recruiter fees could take days. So let’s just assume you have already agreed on a fee before the recruiting has started. Deciding that you want to renegotiate that fee once you have interviewed and identified a new hire is not the right time. Since there is no actual charge upfront to hire a recruiter, hiring managers are not forced to face how much it will actually cost. Sure you talk about it, but things become a lot different when an invoice is placed on your desk. Your recruiter spent a lot of time working at an agreed rate. You are not their only client. They prioritized your business based on their fee, the same way your company put a rush order on your last shipment for one of your clients because of terms you agreed on. READ MORE:  Why Do  Recruiters  Fees  Seem So Excessive? Recruiters and hiring managers both and the same goal; find the ideal fit in the quickest time possible. It doesn’t benefit anyone involved in the process if an open and honest relationship isn’t fostered. If you are a recruiter who works with a client that cannot give you this, then maybe it’s time to move on. If you are a hiring manager whose recruiter will not give you what you need then just wait for your phone to ring next, we are always calling. Image: Shutterstock

How EY supports entrepreneurial spirit in the workplace

How EY supports entrepreneurial spirit in the workplace The lure of becoming an entrepreneur is undeniably strong, but for a lot of people it can be difficult to know how to start out on their entrepreneurial journey. Most young people are bristling with fantastic ideas and simply need a helping hand to get them off the ground. But who should they turn to in order to achieve this? Well luckily we have a big not-so-secret to tell you: EY can help. Just recently we welcomed EY onto DebutLive to discuss exactly how companies such as themselves are helping employees with an entrepreneurial spirit achieve their goals. And Debut’s very own CEO and Founder, Charlie Taylor (who is an EY alumni, if you didn’t know) even stepped in to help. Check out a snippet from the livestream below, and don’t forget to check out the entire video on the DebutLive tab of our app. Now, naturally we received a lot of questions and didnt quite have time to answer them all. Thankfully both EY and Charlie had time spare to provide some amazing feedback to all your questions below. How do you encourage an entrepreneurial culture without just pushing people to start their own company? EY: We talk often about an entrepreneurial mindset â€" this doesn’t mean you want to be an entrepreneur, but the ability to think differently, creatively and innovatively is important. It ensures that our people are doing their best work for our clients and always coming with new ideas on how to solve challenges. We have some great info on utilising these skills in business on our website. Do you think people are born with an entrepreneurial spirit? Is it innate or can it be nurtured? Charlie: A bit of both. While Ive always been entrepreneurial and the idea for Debut came from me and my experience applying for graduate jobs, that spark to pursue it was definitely nurtured by EY. Does EY support an employees individual entrepreneurial activities outside of work? EY: Starting your career off on a graduate programme at any organisation can be hard work. Maybe for the first time in your life you’re working Monday-Friday, and at EY you also have time set aside for your professional qualification study and exams. Sometimes you’ll work long hours too â€" this is the nature of the work. But it’s not consistent and we firmly believe in flexible working arrangements for all our people. If you have a passion outside work you can speak with your manager and/or career counsellor on how you can get support. We certainly support the individual strengths and passions of our people and encourage a healthy work/life balance. What would you advise on time management if someone wants to embark on an entrepreneurial journey? Charlie: There is so much to consider when starting off on your own that time management is absolutely crucial. First off you need to accept that it won’t be a 9-5, Monday-Friday job starting your own business takes a lot of time, so be prepared to work hard! Secondly, you need to recognise your priorities; that will determine how you manage your time. Make sure you know what are your main priorities and schedule your workflow accordingly for them. What would you say is the most important skill you look for in students who wish to work at EY? What will help them become the best version of themselves (as an entrepreneur)? EY: Strengths is a big one for us. If you’re doing something you love you’ll enjoy your job, and let’s face it we spend most of our time at work â€" so make sure it’s something you like to do! If you find the strengths you’re good at and work on developing the ones you’re not so great at, this will help you on your career journey. Some of the qualities to be an intrapreneur are: creativity, communication, networking, commitment and leadership. I would also say resilience is key as you may have setbacks, but you need to have the courage to keep trying. When you discussed working your normal job alongside being an entrepreneur, you mentioned discipline. How do you personally keep yourself disciplined and motivated? Charlie: Knowing my priorities and being good at time management, but also always remembering the bigger picture. The thing that kept me going through the initial hectic months of working at EY and launching Debut was remembering why I was doing it: what Debut stands for and what it could do. It’s an app that is literally changing the lives of thousands of students, and that really helped discipline and guide me. Using Debut as an example, what kind of business impact/value does entrepreneurship drive to EY and towards EY’s vision of building a better working world? EY: Entrepreneurs make a huge difference to the global economy. They not only have great creative ideas, but also the drive to make them a reality. They use their fresh thinking and hard work to create positive social change â€" bringing new concepts and products to the economy, and creating jobs and wealth. For over 30 years we’ve been working with entrepreneurial fast-growth companies, adapting our experience, industry capabilities and resources. We work with companies who are receiving their first venture funding through to large mid-cap companies, whose value and revenues may be quite a lot more. How do entrepreneurs balance gut instincts vs hard data? Charlie: It’s about having the right team with you to help when you come to a crossroads in the decision making process. Balance comes from those around you in small start-ups such as Debut, and everything we do is a joint decision across our different departments, using hard data and expertise from a range of sources / people. Do mentors aim to stay on as mentors if a graduate leaves to become an entrepreneur? EY: One of the most important aspects of starting your career is the relationships and networks you build. There are no rules and restrictions around continued mentorship if you leave the firm but it would depend on the mentor’s time and availability. Mentors for our people is an extremely important aspect of personal development and growth at the firm. We have a system that allows all our people to be matched with a mentor within the organisation for varying reasons and requirements. How did your time at EY shape you and prepare you for any entrepreneurial endeavours you have embarked on? Charlie: EY is a fantastic organisation that prides itself on putting its grads right into the heart of the business. You’re given real responsibility and training from the start, so it really helped mould me and many others in a way that equipped us with the strengths and skills needed to become successful entrepreneurs. How does EY use social media such as Facebook to hire people and get in contact with them? EY: Our presence on social media is one way for us to always be available to speak to people and answer their questions. An individual’s social profile has no relevance to hiring decisions within the firm and it’s not looked at. How did EY’s company culture help in self-growth and how easy did you find approaching senior colleagues? Charlie: They ensured every employee whether a grad like myself or someone more senior had both the autonomy and support they needed to succeed. This obviously differed from individual to individual, but a mix of those two definitely allows people to grow and flourish. Senior members of the EY team were also very approachable, and one even became my mentor! Do you encourage your employees to work with people from different departments? Do you consider this an advantage for your business? EY: Almost all of our people will work with colleagues across service lines, across industry (UK and Financial Services) and across the globe as many of our clients’ challenges will extend beyond one service offering. It is an advantage for any firm that enables its people to work across teams to ensure the work we do for our clients is thorough. What would you say are the fundamentals in maintaining culture and diversity within the company? Charlie: At Debut we have an amazing culture that ensures everyone is involved in every part of the business. We have weekly catch-ups where every department shares what they’ve been working on and every effort is applauded and recognised; this means everyone is conscious of what’s going on and no one feels left out. What this also does is encourage diversity of thought, as those from every level interns up to the C-suite share their experiences, and the space is open for collaboration and questioning decisions to ensure Debut is in a strong position. Is it better to know a bit of everything or gain couple of skills and make them your strengths? EY: It’s always great to know what your strengths are. In the world of work it’s great to be able to articulate them to future employers. However, it’s also very good to understand your areas for development and how and where you can improve. This will ensure you’re always working outside your comfort zone and become more resourceful. How can an entrepreneur know when s/he is prepared to start their own business? Charlie: There is no lightbulb moment when you’ll suddenly be prepared I don’t think any entrepreneur has been 100% ready for what starting your own business really entails. That being said there are ways you can ensure you’ve got a strong foundation to fall back on: research the market, do competitor analysis and really know your product or service inside-out. How does EY allow students who struggled with their grades at university secure a chance at getting onto a grad scheme? EY: We don’t have degree requirements (grades) for our programmes â€" have a watch of our previous live stream titled ‘Why you don’t need a 2:1 to apply to EY’.  Our process is built around understanding your strengths and motivations for joining EY. I would be honest in your entire application and ensure you complete all aspects; if you need to speak to anyone about your application, we have a dedicated student recruitment help line. What are some examples of transferable skills that you have learned from working at EY that now help you in your own organisation? Charlie: There are myriad to choose from: the top two would be leadership and teamwork. As a CEO, particularly of a start-up, both of these skills are absolutely necessary. Do you take students from an engineering background? EY: We accept applications from ALL degree backgrounds. We know that the skills you have from completing your high school and/or university subjects are transferable to a career within business. We also have a number of roles that are highly technical. How is one able to keep their entrepreneurial spirit alive as the company grows and the work becomes more challenging (particularly as one grows within the company)? Charlie: I don’t think you ever lose your entrepreneurial spirit, it just gets channelled into other things such as new developments or services within a company. As the company grows, so do your ideas and the resources to deliver on them, so it’s actually very exciting. No itchy entrepreneurial-feet! What’s the technology section like at EY? EY: Technology is embedded in our service lines, so there are technology areas across all four of our service lines, Assurance, Consulting, Tax and Transactions. We also have a dedicated innovation centre, EYX, that’s based in London where our service lines work together on innovation to develop forward thinking strategies and technologies. You can find out more here. How do you feel your extracurricular activities benefited you? Charlie: Working as an army reservist and school governor provided me with two very different but very valuable experiences. As an army reservist, I was part of a wider team which helped me in creating Debut and working and supporting the team here; as a school governor, I had responsibilities at a higher level which definitely put me in good stead as a CEO. What qualities are EY seeking in individuals who apply to the graduate programme? EY: We look for a wide range of skills in the students we hire, this ensures we have a diverse workforce and each person brings a different perspective to the table. We have a section on our site dedicated to the importance of developing future skills, and getting you ready for a career in business. Technology is affecting the way we do business with clients and in the future all meetings may be digital and services could be purchased online. How would this change affect EY? EY: We’re already doing a lot of work with our clients and internally at EY to adjust to the disruption we’re seeing. Technology is affecting our world of work, and it will continue to do so. We’re implementing technology into our service offerings, but we are a people business and any technology that is being implemented means there is more room for our employees to focus on building client relationships and their creative problem solving skills to meet the needs of our clients. Technology is set to disrupt all types of business â€" we can’t see what is coming, but if we continue to work agile and ensure we’re disrupting ourselves and our clients, we’ll stay ahead of the curve. How does EY help students from disadvantaged backgrounds? In particular when it comes to unpaid internships. EY: We don’t discriminate against anyone who applies to any of our programmes or job opportunities. We have a blind CV process throughout the application and interview stages, plus all our placements and internships are paid and we reimburse students for any out of pocket expenses during the application process. You should feel completely comfortable that we’re looking for your individual strengths, and not your background. How does EY help employees work internationally? EY: EY is the most globally integrated of the ‘Big 4’ and as such there are numerous opportunities for you to work internationally, whether that is a secondment for a set period of time or a permanent move to another EY office. The best thing is to discuss these opportunities once in the firm to understand what is required, how you can drive this and if it is something you are passionate about. It’s also important to realise that on a daily basis you could be on a client engagement with a global team, so it’s important for all our people to understand how to work with other cultures and backgrounds. Download Debut  and  connect with us on  Facebook,  Twitter  and  LinkedIn  for more careers insights.

Tips to stay motivated during job search - Sterling Career Concepts

Tips to stay motivated during job search Tips to stay motivated during job search No one ever said job search was fun. Most of the people I talk to are job searching because they have to, not because they want to, and some are having a hard time staying motivated. When new employment statistics are quoted in the press, it can be depressing if the job numbers decrease. Sometimes job seekers just feel like giving up. I recently came across a quote from Irene Marshall, MBA, PhD, President, Tools for Transition, “Do not get discouraged by economic employment numbers made public in different ways through the media.   It doesn’t matter.   Be strategic, understand your value, and stay focused on your own job search.   It is actually the only thing that matters.” I think people need to remember that. Employers notice candidates who are depressed or unenthusiastic when they speak to them on the phone or in an interview. Companies want to hire people with an upbeat attitude. Don’t sabotage yourself. Here are some resources you might find helpful to keep you motivated: Collegedegreesearch.net is always guiding students about their career and trying to encourage them. They know that nowadays the competition is tough, and encouraging young people is one way to boost their energy and excitement. One of their articles, The Young And Influential discusses some of the influential people today, who have achieved tremendous success at a very young age. Mark Zuckerberg Founder and CEO of Facebook, Sergey Brin Co-founder of Google are the examples Read more. A colleague Tim Tyrell Smith recently posted an article on “How to Build Momentum in Your Job Search.” He gives readers a 5-point message to help create momentum, grow confidence, and achieve a more positive attitude. Read more. “The Job Search Sucks” is a post by Jason Alba that has ideas to help you. Read more. Don’t forget career professionals are trained to help job seekers through stumbling blocks they encounter during job search. I have a job search success system that may be helpful â€" check  it out. As Irene Marshall said in the beginning of this blog, the important thing is to stay focused, be strategic, and understand your value to others. To keep up your morale, be creative, think of the things you value, and what you love most. Try to work these things into your day, week or month so you have something to look forward to, and that can be a reward for working hard on your job search. Before you know it, your career will be back on track.

CNA Resume Samples - Important Facts About Them

CNA Resume Samples - Important Facts About ThemCNA resume samples have always been the most in demand materials when it comes to the process of the job search. It is true that many individuals have to suffer from different kinds of medical conditions such as heart disease, cancer, diabetes and others which are why most professionals recommend that a medical check-up is conducted by a professional before accepting a position as a CNA.Aside from knowing if the medical issue is serious or not, applicants must also know how to present themselves with a CNA resume samples before their interview. In fact, a brief knowledge of the medical terms may help them ace this exam. It will also be best to understand what they are looking for because if the applicant can read and understand what is written on the application then there is a good chance they can pass the written test as well.CNA resume samples are actually very basic. Many companies actually like to see their applicants speak and writ e fluently in English so they are looking for more than just the title. They want to see the written portion as well as the interview portion. This is a form of interview to ensure that they are able to speak and write in a manner that best describes the applicant.There are many areas where applicants are encouraged to put their personal details. Most of the time the medical credentials are considered important but if the applicant has shown that they are a dependable person then this can also be included. Also, the CNA resume samples must include the employment history as well as any volunteer work completed.The CNA resume samples should also state that the applicant was a member of an athletic team as this will show employers that the applicant is well-rounded and athletic. While CNA resume samples are important they are not required. All they do is give a more professional look to the applications.Whenit comes to the interview portion of the CNA resume samples, there is no need t o get too involved. Even though there is no set rule regarding the interview portion of the resume it is better to get right into the main points. Using the actual medical terms is good but when the interviewer does not understand them then it may be a good idea to state this in a way that does not sound embarrassing.Employers are very particular about the CNA resume samples and it would be a good idea to make sure that they are properly prepared. Remember that these companies need them to apply for jobs and if they do not read and understand them then they will not know what is written in the resume. This can be an embarrassment for the applicant and this will not help their chances at all.All CNA resume samples need to be considered and used properly and this can help applicants when it comes to the interview portion of the resume. When employers do not know what you have done for your career, they will not be able to take you seriously.