Introducing Software Developer Resume Sample

Introducing Software Developer Resume Sample You need to make sure youre staying on top of your job search procedure and you dont get distracted. The royal way isnt necessarily a great thing. Finding the work offer is the purpose of every interview. Choosing Software Developer Resume Sample Is Simple If you wish to find out mora about coding schools, be certain to click the hyperlink below. If you own a lot of work on GitHub, GitHub Pages is a simple means to turn your repositories into a web site that may act as your portfolio. Some of your prior projects may have been for internal usage, or may be safeguarded under non-disclosure agreements. For the time being, just begin coding whenever possible. Exactly like an app, your resume has to be efficient and potent. Learning to code isnt as hard as most people today think. First in case you have a technological blog, take part in developer communities, wrote a programmers book, or each of the above, thats something that you want to specify on the very first page of your resume. Opt for a programming language for you to write code, you should understand a minumum of one language, the more the better Not having a cs degree doesnt need to stop you from truly being a software developer. Every developer has to be alert to the simple fact that the principle thesis of software development is solving some type of problem. To begin with, list the master list of each skill youve got, obviously associated with your experience for a software engineer 1 The ideal example of a software engineer resume is one which receives the interview. The Most Popular Software Developer Resume Sample Gaps arent the only disqualifying thing associated with dates. Theres something named Resume paper that is manufactured particularly for CVs. Job hopping can be a significant problem too. The Argument About Software Developer Resume Sample Conduct extensive background research into each of the companies youre interested i n working for. Essentially, youve nailed work at a unicorn firm. Software engineers will routinely must work with several different teams and departments simultaneously, in addition to your own colleagues and other engineers. Among the biggest challenges for freelance developers is maintaining a steady stream of clients especially if youre new to freelancing. The sponsor is the individual or group that gives the financial resources for the undertaking. A few of the flecks are at brand-new YC businesses, others at established. Listing skills necessary for the position is a no-brainer. Note down all of the job requirements. How to Get Started with Software Developer Resume Sample? You should have the ability to articulate clearly the requirements of a project youre working on, in addition to be in a position to go over any challenges or issues that come up. Each job will call for various abilities and experiences, so make certain you read the work description carefully and ce nter on the skills listed by the employer. Your resume should highlight your technical abilities, together with impressive soft skills like, interpersonal communication abilities and a strong attention to detail. Completing a minipersonal project is frequently the very best source for motivation, and will ultimately settle on which language to begin with. Repeating keywords for each and every expert experience will put emphasis on your experience in a specific technology and cause it to be more visible to the recruiter. As you have started out with your latest experience, they can rate your skills immediately. Customized means you speak about the skills youve got and the way in which they relate to a particular function. Soft abilities, on the flip side, are interpersonal skills. Type of Software Developer Resume Sample Software developers have to be able to spell out the information clearly to their managers and other co-workers and ought to also have the ability to work co llaboratively with them to achieve benefits. They need a lot of tools under their belt. Our Software Developer resume sample is going to be the remedy to your job search. The Software Developer resume objective is simply a little section. Youre going to compose the ideal SQL developer resume there is. As soon as its most effective to get a software engineer present throughout the process, below are some solutions that may help. Youre probably here because youre searching for a job for a software developer. Furthermore, you can look for software developer jobs on Monster.

These are the most highly educated states in America

These are the fruchtwein highly educated states in AmericaThese are the most highly educated states in AmericaWe often hear about public school rankings for primary and secondary schools in the United States. In general, northeast states have better school systems than their southern counterparts.Because of poor infrastructure and funding for public schools, some families choose alternative schooling environments, like Montessori, private, and even homeschooling.But what about higher education? What states end up being the most educated? Zippia has done the research for you and found which states have the highest percentage of people holding at least a masters degree.Click here to enlargeHere is ur Top 10MassachusettsMarylandConnecticutVirginiaNew YorkVermontNew JerseyColoradoNew HampshireRhode IslandBeing home to many Ivy League Universities, it is no surprise that states like Massachusetts, Rhode Island, New Hampshire, Connecticut, and Vermont make the top 10.Interestingly, Virgini a comes out as a top 5 most educated state. As bumper states to Washington D.C., Maryland and Virginia are likely to be homes to many advanced degree-holding individuals.Overall, about 30% of Americans hold at least a bachelors degree and around 11% have at least one masters degree. Considering many Millennials are still in school, these numbers are likely to boom over the next couple of years.How we determined the most highly educated statesUsing Census ACS 2012-2016 data, we took the percent of adults in each state that have at least a masters and ranked them from 1-50 with 1 being the most highly educated.Massachusetts took the top spot and Arkansas came in last.1. MASSACHUSETTSPopulation 6,742,143% Masters + 18.17%% Bachelors + 41.27%Massachusetts was Americas best state for education in 2016, according to NPR.A strong primary and secondary education prepares students for further academic success. No wonder nearly 13% of people in the state hold at least one masters degree.Massa chusetts is home to many world-renowned schools, such as MIT, Harvard, and Amherst College. So if you want to move to a state that knows how to hit the books, Massachusetts is the one for you.2. MARYLANDPopulation 5,959,902% Masters + 17.72%% Bachelors + 38.42%In second on our list of top 10 most educated comes Maryland, with just over 12% of people have completed at least one masters degree.Maryland also boasts amazing schools like Johns Hopkins, Towson, and the US Naval Academy. Because of its proximity to Washington D.C., many Maryland residents are probably putting their degrees to use in the staats capital.3. CONNECTICUTPopulation 3,588,570% Masters + 16.79%% Bachelors + 38.09%Next up on our most educated states list is Connecticut, just behind Maryland with 12% of residents having a masters.Connecticut is committed to helping its residents pursue a higher education degree. The Connecticut Higher Education Trust is a college savings trust that allows parents to save for their c hildrens higher education degrees in a tax-exempt savings plan.Plus, Connecticut has many great schools for higher education degrees. Yale is just one of many schools.4. VIRGINIAPopulation 8,310,301% Masters + 15.69%% Bachelors + 36.89%Virginia, the underdog of higher education. Because southern states typically have lower rates of residents holding higher education degrees, Virginia is a beacon for the South in our list of most educated states.Virginia, like Maryland, also borders Washington, D.C., giving residents plentiful job opportunity to use their degrees.The College of William and Mary, Virginia Tech, and James Madison are three of many colleges and universities in Virginia ready to get you your higher education degree.5. NEW YORKPopulation 19,697,457% Masters + 15.09%% Bachelors + 34.79%When we think of New York, we often think of New York City. As the most populous city in America, it is not surprising New York makes the top 10.Nearly 11% of the New York bevlkerung holds a t least one masters degree not bad for our top 5.New York is home to many amazing schools, including Columbia, New York University and even the United States Military Academy, West Point.6. VERMONTPopulation 626,249% Masters + 14.5%% Bachelors + 36.2%Vermont, home to Bernie Sanders, a leader in higher education advocacy. No wonder Vermont comes in at number 6 in our top 10.In addition to a Vermont college savings plan to help parents save for college, Vermonts higher education schools work collaboratively through the Vermont Higher Education Council to ensure high quality higher education in Vermont.So what does Vermont have to offer? Despite being one of the smallest states, Vermont is home to several big-name schools. Middlebury College, Champlain College, and the University of Vermont.7. NEW JERSEYPopulation 8,915,456% Masters + 14.36%% Bachelors + 37.46%Up next comes New Jersey in our list of most educated states in America. As shown in our top 100 companies in New Jersey articl e, New Jersey houses Johnson Johnson, Merck, and Honeywell, so you can be sure your higher education degree will be put to use.Looking for places in Jersey to get that higher degree? Rutgers and Princeton are two examples of top universities in New Jersey.8. COLORADOPopulation 5,359,295% Masters + 14.34%% Bachelors + 38.74%So far our top 10 list has focused on northeastern states, but what about rest of the United States? For number 8, we move west to Colorado.Over 10% of Coloradans have a masters degree or higher. Colorado is committed to equal opportunity and diversity in higher education. The Colorado Initiative for Inclusive Higher Education is one example of how Colorado strives to educate its residents, no matter their background or level of intellectual disability.Love the outdoors? Colorado is calling your name from the University of Colorados many campuses and the United States Air Force Academy.9. NEW HAMPSHIREPopulation 1,327,503% Masters + 13.37%% Bachelors + 35.47%Back to the New England hub of higher education with New Hampshire Approximately 10% of New Hampshire residents hold a masters degree.Like Vermont, New Hampshires College and University Council collaborates with institutes of higher education to strengthen higher education in New Hampshire.The University of New Hampshire has several well-ranked campuses and New Hampshire also boasts Dartmouth, a top university nationally.10. RHODE ISLANDPopulation 1,054,491% Masters + 13.1%% Bachelors + 32.5%Finally, we close out our top 10 list with the smallest state, Rhode Island. Although the state is small, it has a huge impact on education, with over 9% of its residents holding advanced degrees.Rhode Island offers many good schools, including Brown University and the US Naval War College. So if you are from Rhode Island, you dont need to move to a larger state to receive an amazing education.Wrapping up the most educated states the U.S. has to offerEven if your state did not make the top 10, Ameri ca has a pretty high rate of citizens holding advanced degrees. Nearly one-third of Americans have completed a bachelors degree.Despite rising tuition costs nationally, more and more individuals are choosing to attend colleges and universities. While many Ivy League schools are located in New England, you do not have to head North for a great education.Most of the southern states did not make our top ten list, but dont think those states are lacking in higher education opportunity. Duke, Emory, and Rice, the Southern Ivies, are examples of top institutes of higher education in North Carolina, Georgia, and Texas.This article first appeared on Zippia.

Employee and Applicant Accommodation Under the (ADA)

Employee and Applicant Accommodation Under the (ADA)Employee and Applicant Accommodation Under the (ADA)A recent article about disability awareness and the Americans with Disabilities Act (ADA) sparked some serious questions about how far an employer needs to go to accommodate an applicant or an employee with a disability. The answer is as far as possible to accommodate the needs of a rolle with a disability so they can perform the core functions of their job. Employer Accommodation Good employers are committed to keeping valued employees working. And, employers who value their employees will gladly help with an accommodation. What every employer worries about, though, is being scammed by a deadbeat employee who attempts to use the law to his or her advantage and the employers disadvantage. This is why the employer can require a second and even a third, medical opinion when an employee requests an accommodation.? According to a BLR Human Resources training series, one in six Amer icans has some form of disability and many of them are hidden. With this in mind, accommodating employees with a disability is common, and you may elend even know that your fellow employee needs or is using an accommodation. Since medical information is protected by HIPAA standards, Human Resources offices store medical-related information in files that are not accessible by anyone except HR staff. The second most frequent question to arise about the ADA, FMLA, or other employment-type laws, is what constitutes an accommodation? As a result of the frequency of that question, here are examples for your use. Some are accommodations an employer might make for applicants so the employer does not discriminate against certain disabilities in hiring. Most of these examples are ways in which employers have helped valued employees with a needed accommodation. Examples of Applicant Accommodation When dealing with applicants who may have a disability, an employer must only consider the per son with a disability for locations for which they are qualified. An applicant who has a disability must be able to perform the essential functions of the job with the help of a reasonable work accommodation. The employer does not have the obligation to hire a person with a disability before a person without a disability. They do, however, have the obligation not to discriminate against a person with a disability. The employer retains his or her right to choose the most qualified candidate. These are examples of accommodations an employer can make to fairly consider a candidate with a disability. You can learn more about the employers obligation to accommodate from the U.S. Equal Employment Opportunity Commission. Schedule an onsite einstellungsgesprch with a qualified candidate who may have a hearing loss rather than requiring the person to pass a telephone screen first.Modify the job application process to allow a person with a disability to apply. Examples of this include providi ng large print, audiotape or Braille versions of the application or allowing a person to apply on a paper application when an online application is normally required, or vice versa.Provide a sign language interpreter or a reader during the interview process. Conduct interviews in a first-floor office when an elevator is unavailable. Make sure that all areas required for the application process are accessible.Alter the format or the time allotted for a required test unless the test is measuring a skill that is an essential function of the job.Provide or modify equipment or devices that are necessary to perform the essential function of the job when that function is tested or assessed as part of the application process. Examples of Employee Accommodation Employers are required to make accommodation where possible to enable an employee to perform the essential functions of their job. Responsible, employee-oriented, employers care about how they are viewed as an employer of the indi vidual, the individuals coworkers, and the community. Employers of choice make accommodations, whenever possible, for employees. According to the ADA, an employer is required to make a reasonable accommodation to the known disability of an employee if it would not impose an undue hardship on the operation of the employers business. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employers size, financial resources, and the nature and structure of its operation. An employer is not required to lower quality or production standards to make an accommodation nor is an employer obligated to provide personal use items such as glasses or hearing aids. These are examples of accommodations an employer might make for a qualified employee. Modify the employees work schedule in terms of hours, days, shifts, full- or part-time work, or starting and ending times.Provide a sign language interpreter or a reader when ne cessary at work for gatherings such as meetings and training sessions.Make sure that all areas the employee needs to enter to perform his or her job and to enjoy the equal benefits of employment are accessible.Alter the format or the time allotted for a required test for a promotion or other job change unless the test is measuring a skill that is an essential function of the job. Provide or modify equipment or devices that are necessary to perform the essential function of the job.Provide or modify equipment or devices that are necessary to perform the essential function of the job. Examples include teletypewriters (TTYs) or telephone amplifiers, tactile markings on equipment, or special computer equipment.Adjust training materials or policies for an employee with a disability. As an example, allow telecommuting even though your policy requires an employee to have been employed for a year before telecommuting. Reassign an employee to an open position for which he or she is qualified .Enable the employee to perform their essential job functions by telecommuting from their home. All of these ideas will help you accommodate valued employees who are experiencing a disabling condition. They ensure that the employee can continue to perform the essential functions of their job. And, thats a win-win for you.

Get the Job You Want With Top Media Job Search Tips

Get the Job You Want With Top Media Job Search Tips Get the Job You Want With Top Media Job Search Tips A media job search involves more than just introducing yourself through a memorable cover letter and creating the perfect media resume. You have to get your materials in front of the correct people in order to get hired. These top media job search tips can be combined to give you the best shot at getting the job you want. Targeted Applications Most media pros have occasionally blanketed the country with resumes. If youre looking for your first media job, or if youre sitting at home after becoming the victim of media layoffs, you likely have the time to create these mass mailings. Its true that if you apply to 200 companies, you technically have a better chance of getting a job than if you apply to only 20. There are flaws to this strategy, though. One of the most common media job search mistakes is to send a generic cover letter and resume to every company. Mailing a cover letter that simply says I want a job in media to a radio station in Orlando and a public relations firm in Chicago isnt going to get you noticed. Its better to concentrate on the 20 companies, research their needs, and write targeted letters specifically to each one. If you dont get a phone call from those 20, then expand to the next 20. Contacts in a Company An overlooked research tool is to use contacts within a company to get information about job openings. While the advertisement for a job opening might say no phone calls, that normally applies to the manager doing the hiring. The best scenario is to contact someone you know in a company. If you dont have a friend at a place where youd like to work, try to get through to someone who can be of help. For example, for a TV news reporter opening, call the newsroom. Find out about the person leaving the station, the reason why theyre going, and what kind of experience they had. Also, ask about the news director whos doing the hiring. Learn what skills they want in a news reporter and when theyre planning to fill the job. This knowledge will help you write a cover letter specifically for the opening at this station, which is far more effective than sending something generic. Its up to you to decide whether you should mention that you called the newsroom to research the job. Online Ads The Internet makes a media job search so much easier than in years past. You can quickly scour media company websites or broad-based jobs websites such as Indeed and Monster for openings. The problem with applying only for openings you see online is that youll likely be one of hundreds of candidates for each job. Sure, someone has to get the job, but being one of 500 applicants may make you feel as though you have a better shot at winning the lottery. A better strategy is to use the internet to find out who might be leaving a media job, then applying before the opening becomes official. It takes some work, but if you see someone at a company has posted their resume all over the web, chances are theyre heading toward the exit door. You can be the first to apply and beat all your competitors resumes to the bosss desk. Headhunter A headhunter can help in your media job search. There are two types of headhunters who are common in the industry. The first headhunter is paid by the media company to find qualified candidates for job openings. You can send your materials to this kind of headhunter in the hopes they will pass them along to clients. The downside is that youll likely never know if or when your resume is being sent out. A second type of headhunter charges you for its services. Because youre the client, youll get much more feedback about your work and how youre being marketed for job openings. With most headhunters, their focus is getting paid by someone for their services. That means its likely that your resume is going out with dozens of others, which puts you in the same situation as if youre applying for an online ad. A headhunter might know about unadvertised openings, but its unlikely that youll be the only person the headhunter pushes to get these jobs. Agent Using a talent agent may make you feel like a Hollywood hotshot. However, there are many cons as well as pros to hiring an agent to help in your media job search. A talent agent works for you, but be prepared to pay. You may have to pay upfront fees, but its more common to pay part of your salary if an agent finds you a job. If they also negotiate your media contract, youll probably pay even more, possibly 10 percent of your salary. It takes a great deal of research before hiring an agent thats right for you. After all, youll be forking over money, so you shouldnt sign with just anybody. Some agents have dozens of clients. The best agents will find out about an opening and concentrate on marketing the client whos best for the job. Others will market several clients, not caring which one gets hired as long as they get paid for their representation. Social Media Using social media sites wisely can help you get hired. Your top priority should be to maximize the impact of your LinkedIn profile. Make it as comprehensive as possible and ask current and former colleagues and bosses for recommendations and endorsements of your skills. Return the favor and recommend and endorse your LinkedIn connections in turn. Use your real name as much as possible on all of your social media accounts so you can be easily found and identified. And it should go without saying, but dont post anything on social media you would be embarrassed to have a potential employer see. Conclusion A media job search isnt easy, especially when there are many more applicants than there are jobs in the industry. The time you devote to a well-planned, focused media job search will help you avoid wasting time and money while getting the job you want.

10 Employee Referral Program Fast Facts

10 Employee Referral Program Fast Facts 10 Employee Referral Program Fast Facts Your employees know the culture in the office and what kind of work ethic it takes to perform above par at your company, and high-performing employees are likely to refer candidates that are of similar dispositions. Traditional recruiting can cost anywhere from  $4,285 to well over $18,000 per hire, and  that can really add up if you have a heavy hiring season ahead of you. The  knowledge that recruiting with a referral program only costs about $1,000 per hire should be a breath of fresh air. Keep in mind, too, that referral programs dont  have to rest entirely on your employees’ shoulders. Referral programs can involve anyone close to the organization, including retirees, stakeholders, and families of current employees. On a similar note, the program doesn’t have to rest entirely on your shoulders either. Employee referral management systems offer organizations easy and streamlined ways  to automate mundane operations, freeing you and your teammates to work on other matters. For those that have employee referral programs already in place, here are some facts you may not know. For HR pros who haven’t yet implemented employee referral programs, these  10 statistics should prove as a warning sign that you’re behind the  times. 1.  Companies who use employee referral programs have average  retention rates of 46 percent,  compared to the 33 percent retention rates of  organizations that only use career sites. 2. New hires obtained through employee referrals  finish training and onboarding sooner than hires from other sources. This is not to mention that referred hires tend to start their jobs sooner than other hires: candidates from career sites start after 55 days; those found on job boards start after 39 days; and  employee referrals start after 29 days. 3. One-third of companies planning to implement employee referral programs  will use third-party software systems to manage their programs. 4. Sixty-nine percent of organizations with employee referral programs offer employees who bring in culturally and functionally qualified candidates between $1,000 and $5,000 in  cash incentives. 5. As an alternative to a cash incentives, 15 percent of companies offer time off or additional vacation days. 6. Maintaining an employee referral program can become chaotic  without easy automation. That’s why 75 percent of organizations use employee referral program systems that allow for automated or semi-automated processes. 7.  Referral candidates are 3-4 times more likely to be hired than non-referral candidates. 8. Not all referral hires come from employees:  41 percent of referrals come from the organization’s external network. 9.  New hires sourced via referral programs produce 25 percent more profit for their companies than new hires sourced via other means. 10.  Referral programs can save organizations $3,000 or more per hire. Bonus: Employee Referral Programs Can Attract Passive Candidates More Effectively Employee referral programs have the potential to include the entire team in the recruitment process. Current employees know the organization, so they understand the job requirements and the culture, and they are more trustworthy than recruiters in the eyes of passive candidates. Because referred employees get firsthand information about the atmosphere of the company and the workload of the job, they are better prepared to join the company than non-referred employees, which makes them more likely to stay with the organization and more productive than the average recruit. The referred employees preview of the company creates a faster onboarding process, which means that new employees start working sooner than those recruited from job boards or career sites. Overall, an effective employee referral program saves organizations time, money, and energy throughout the hiring process. It also functions as an additional tool for team-building. Want a strong workforce and a more affordable recruiting budget? Implement an employee referral program.

A Sales Resume Seals the Deal

A Sales Resume Seals the Deal A Sales Resume Seals the Deal When a sales pro learns to see himself as the product, he’s bound to make the sale.What is it about salespeople who can’t sell themselves?“That’s one of the paradoxes I see; for as long as I’ve been doing this, sales guys have been the worst guys at selling themselves,” said Steve Burdan, CPRW (certified professional resume writer) who works with Ladders. “They’re so used to stepping outside of themselves. They’re so used to selling a product. I tell them, ‘You’re the product now.’ ”In April, Curtis Mills took his turn to be the product. Mills, 47, is a salesman, management expert and business development guru who underwent a resume power makeover with Burdan that made Mills’ eyes pop.“My first e-mail to Steve was, ‘Wow,’ ” Mills said. “The main thing it did for me was to inject a shot of confidence back into my arm. It said I’ve done some good things in a lot of backgrounds. My first impression looking at the resume rewrite was that I’ve rea lly done some things. I know I’ve done some things, and I know I can do some things for [my next employer]. To me, it exudes the confidence I used to have.”That infusion of confidence is particularly valuable to somebody who’s been “banging around unemployed,” as Mills puts it. After too many rejections and too many resumes sent out with few, if any, responses, “things get to you,” he said.Mills found himself looking for a job six months ago after his most recent employer - an Internet-based provider of motorcycle parts, accessories and clothing - dissolved from under him, running out of liquid cash and essentially ceasing operations, according to Mills.Who wouldn’t want to buy this product?By any measure, Mills’ career has been successful. His most recent role was as chief of operations, “responsible for all types of business functions, including inventory, inventory tracking, due diligence, vendor relations, contract administration and product delivery,” to quote from his new power resume.As chief of operations, Mills also “played a key role in driving sales from $800,000 to almost $2 million, while maintaining smooth operations and resolving customer issues.” In addition, he “established the inside sales department from scratch and ensured that the design team had all the necessary applications for maintaining the corporate Web site.”Before that, Mills successfully sold real estate; banking products for JPMorgan Chase Bank; fire, life and casualty insurance and financial services, including fixed and variable annuities and mutual funds for Farmers Insurance; and home, auto, boat and excess liability policies for Auto Club of Southern California (AAA).Obviously, Mills can sell. At Auto Club of Southern California, for example, he achieved the highest insurance-renewal sales in his office - 96.6 percent - for four years running.What was this expert sales professional doing wrong when it came to selling himself?Format mattersF or starters, Mills picked the worst possible resume format.As professional resume writers will tell you, any resume boils down to one of three basic formats: chronological, which is the more common; functional; or a hybrid of the two.Mills was using a functional resume. First his resume showed the sales highlights of his career; next came the high points of his management experience; what followed was his work experience, which he rendered minimally, only showing dates, employer names, employer city and state, and job titles.A functional resume such as Mills’ “before” version has one primary drawback, Burdan said: It takes all of an applicant’s accomplishments and strips them out of their chronological sequence.“You don’t know if the guy [achieved a given accomplishment] last week or 20 years ago,” Burdan noted.A functional resume also strips out valuable context. It not only removes the framework of how recent a job candidate’s experience is; it also removes the con text of the employers’ identities and the businesses to which the candidate’s skills and accomplishments pertain.Worst of all, it makes it hard for the reader. “The harder [I] make it for the reader to figure out what I can do for [them], the less I’m selling myself,” Burdan said. “If they read a functional resume, they’ll see those things, but they don’t know what he’s capable of doing for them now.”Burdan and Mills came up with a hybrid resume that combines both chronological and functional information. A summary section outlines Mills’ career highlights and key qualities and accomplishments, while a subsequent chronological section puts those elements into context in fleshed-out blurbs for each job title that not only state where he worked and when but also the nature of his top achievements and details of his job responsibilities.For Mills, the most illuminating aspect of the resume-rewriting experience was the probing questions Burdan posed. The questions “caused me to think a little bit,” Mills said. “I’m not a person who cares about titles. I said to Steve, ‘Titles mean nothing to me. The only thing that matters is money. The term ‘housekeeper’ vs. ‘domestic engineer,’ for example, those mean the same thing - the title is the same.’ ”Maybe those titles do boil down to the same thing, but when you’re selling yourself, that attitude doesn’t help. You want to be the product on the shelf that stands out. You have to give somebody a reason to pluck you off the shelf and to spend four minutes reading your resume. You have to grab your customer’s attention.To get past that “titles don’t matter” mentality, Burdan prompted Mills to delve deep into his previous work experience instead of just shrugging it off. “To me, it was just my job,” Mills said. “He caused me to think about some of the stuff I did do. I thought, ‘Yeah, I guess I really did do some good stuff.’ ” The effect of the power resume has been electric. Not only did it give Mills a confidence shot in the arm, it also produced instant results. Mills posted it on Ladders on Saturday, May 2. As of Monday, May 4, he’d already had about six responses.It just goes to show: When a sales pro learns to see himself as the product, he’s bound to make the sale.

Career Change 101 Resistance is Futile

Career Change 101 Resistance is Futile Career Change 101 Resistance is Futile How do you navigate the ‘permanent whitewater’ of career change? Be prepared for inevitable turbulence.People who tend to survive catastrophes (such as fire, flood, bombings and kidnappings) accept what’s happening quicker than others and therefore take action faster, according to author Amanda Ripley in “The Unthinkable.” The same is true for job-search success in less obviously dangerous situations. The race goes to the most fleet of foot, those who can calmly say, “OK, that’s over; what’s next?”Change is inevitable. Organizational consultant Peter Vail calls the world’s increasing interdependence and complexity “permanent whitewater.”He identifies this term with a time of ongoing uncertainty and turbulence. Experienced rafters know they’re going to get dumped out at some point. The difference between them and the rest of us is that they’re prepared to get bounced out and recover swiftly. They expect the whitewater. And so should you. You’ll save preci ous energy for coping and learning so you can keep your head above water.When we resist change, we put ourselves through the emotional wringer.We go through obstacles such as blaming each other, denying ourselves progression and creating inertia in our lives. Here are a few examples and tips on how to avoid these obstacles yourself:BlameRecently, I was listening in to a leadership-team conference call for a small business with whom I consult. Sally, the marketing director, said that due to an error, they would not be able to run the ad they wanted. A good adapter, Sally presented two alternatives - an old ad or the new ad with a tweak if it could be done that day to meet the deadline.Rather than accept the change and figure out the best alternative, the leader kept rehashing the events that led up to the need for this change - making accusations and complaining about not getting what he wanted. His business is in deep financial trouble, yet rather than stay focused on the big pict ure, he took up almost an hour complaining about a tiny problem. He was stuck doing what people do when they resist change: searching for blame. This wasted time and energy of his whole team. Not to mention the cost in dollars!DenialWe want to keep doing what we’ve always done, regardless of whether it is working or not or whether there are better, faster solutions.I was reminded of this when a publicist friend begged me to talk to her business partners. “I can’t get them to learn this new on line calendaring tool that has become crucial in our business. They keep doing it the way they’ve always done, but we can’t afford that anymore. They’ve got to move with the times!”I understand her partners’ reluctance. I don’t want to blog, learn how to do podcasts, network more, do on line marketing, or get a camera for my computer so I can do Skype video conferencing. Yet these are all crucial marketing activities for a professional writer these days. I’ve written for 30 years without doing any of these things, and I don’t want to start now. My brain is perfectly happy doing what it’s always done. After all, it does it so well!Whoops, danger ahead. None of us, whatever our age, whatever our work, can afford that attitude anymore. The name of the game is relevancy, and the life cycle of relevancy is getting shorter. It used to be that the basics of your education held you in good stead for decades. We can moan and complain about that fact, but if we want to maximize success, we need to accept that reality and get learning.InertiaTo be successful, we must get out of our inert safe zone and into the stretch zone. That’s because learning means stretching yourself beyond your current limits and exerting more effort. After all, it takes more work for the brain to do something new.Rather than seeing safety as a wonderful thing, we need to view it as a warning sign that we’re coasting on past learning and dangerously resisting the inevitable.I first learned the need for this nimbleness as a young employee at a weekly newspaper working for my mentor Will Glennon. We were understaffed and underfunded; there was always something or someone not working. He was the model of grace as he jumped from fire to fire, providing work arounds and changing on a dime. I watched and adopted his style. Later, he and I founded Conari Press with no capital whatsoever, and we used this capacity to adapt swiftly to build a $6 million company.Resistance is futile, as the aliens in Grade-B movies like to say. Change is here to stay, and we can’t afford the cost of foot-dragging. In 2006, creativity expert Sir Kenneth Robinson, speaking at the TED conference (Technology, Entertainment, Design) stated, “We have no idea of what’s going to happen in the future. No one has a clue about what the world will be like in even five years.” Be prepared to be unprepared.