LOOK: Loisa Andalio, Ronnie Alonte unwind in Amanpulo for 3rd anniversary LATEST STORIES San Sebastian repulses EAC to even slate at 5-5 View comments Fire hits houses in Mandaluyong City Brace for potentially devastating typhoon approaching PH – NDRRMC Murphey Holloway had 25 points to lead the Batang Pier with 25 points and nine rebounds.Globalport point guard Stanley Pringle was absent from the game as he went back to the United States to mourn the passing of his father. Filipino athletes get grand send-off ahead of SEA Games PLAY LIST 01:27Filipino athletes get grand send-off ahead of SEA Games00:59Sports venues to be ready in time for SEA Games00:50Trending Articles01:37Protesters burn down Iran consulate in Najaf01:47Panelo casts doubts on Robredo’s drug war ‘discoveries’01:29Police teams find crossbows, bows in HK university01:35Panelo suggests discounted SEA Games tickets for students02:49Robredo: True leaders perform well despite having ‘uninspiring’ boss02:42PH underwater hockey team aims to make waves in SEA Games Nonong Araneta re-elected as PFF president BSP sees higher prices in November, but expects stronger peso, low rice costs to put up fight A strong fourth quarter push propelled Alaska over the Batang Pier with Calvin Abueva and Noy Baclao scoring all of their combined 20 points in the period as the Aces outscored Globalport, 34-21, in the final 12 minutes.“I’m happy to see these guys put together another win,” said Aces head coach Alex Compton in Filipino. “Because during our 14-game losing streak there were times when we were ahead then the other team will catch up and now instead of folding we bounced back and that’s the thing I’ve been waiting to see.”FEATURED STORIESSPORTSWATCH: Drones light up sky in final leg of SEA Games torch runSPORTSSEA Games: Philippines picks up 1st win in men’s water poloSPORTSMalditas save PH from shutoutAlaska was in the worst period of its storied history when it lost 14 straight games dating back to the Commissioner’s Cup before the Aces broke the curse in Pampanga beating San Miguel, 90-79.LeDontae Henton put up a massive double-double of 31 points and 21 rebounds to lead Alaska while Calvin Abueva finished with 12 points and five boards. E.T. returns to earth, reunites with grown-up Elliott in new ad Read Next WATCH: Streetboys show off slick dance moves in Vhong Navarro’s wedding MOST READ Don’t miss out on the latest news and information. Photo by tristan tamayo/INQUIRERAlaska remained in the hunt for a playoff spot in the PBA Governors’ Cup after taking down Globalport, 101-88, Friday at Mall of Asia Arena.The Aces, who lost the first six games of the conference, won its second straight to improve to 2-6 and climbed to the 10th spot while the Batang Pier slipped to 3-5.ADVERTISEMENT Frontrow holds fun run to raise funds for young cancer patients
Sri Lanka’s T20 captain and strike bowler Lasith Malinga has hinted that he might call time on his international career after the ICC World T20 in India as he is finding it difficult to manage a grave knee injury. Also read: Sri Lanka survive UAE scare At the post-match media conference, Malinga was asked if he would like to quit after the upcoming edition of World T20, just like Mahela Jayawardene and Kumar Sangakkara did after winning the last edition, he replied: “Might be”.The Lankan slinger elaborated that his current injury is so bad that complete recuperation might take close to two years, which effectively ends his career now that he is nearly 33. Also read: Lasith Malinga on target despite injury concerns “I have played 12 years for the national team. I am now 32 and will soon be 33. I have had a bad injury and if at this stage I have to take one or one and half years of rest, I would rather have to finish my career. If I need to play tough cricket for my country, I don’t think I can then totally recover from the injury. That’s why I am saying I don’t know how many months or years are left in me. Whatever little I play, I want to serve the national team and my IPL team (Mumbai Indians) well,” Malinga said.For Malinga, he is ready to play through pain for the national team as the defending champions need him in the big event.advertisement”This is not the right time to rest. We have the T20 World Cup and I am the most experienced bowler for Sri Lanka in this format. Whatever painkillers and injections that needs to be used, I will use as this is the end of my career. If I can do something for the team, I will do in these last few months may be.”I am still only 60-70 per cent of where I want to be. But I am happy with the result against UAE though,” said Malinga, who led from the front with a four-wicket haul in a low-scoring game.
Still shaken from a heart-breaking defeat against India, Bangladesh skipper Mashrafe Bin Mortaza said the loss is hard to define in words but added his team need to learn from their mistakes.Bangladesh face New Zealand at the Eden Gardens in a World Twenty20 Group 2 game on Saturday. Two days back they lost to India by just one run in Bengaluru. Bangladesh almost had the game in the bag, but failed to score two crucial runs off the last three balls and additionally lost two wickets. (Also read: MS Dhoni loses cool after India’s thrilling win against Bangladesh) “I cannot explain the loss in words. I hope the media, the people of our country will continue to support us. It was about a run, it could have gone either way but important thing is to learn from the mistakes so that we do not repeat them again,” Mortaza told reporters at a pre-match media conference.”Everyone is upset back home. It was really disappointing to lose. Playing in India, in front of 40,000 people, we could not chase down two (runs) of three balls — which was shocking. If we do well tomorrow, we will have something good to take back home.” (Managing chaos was key to success in tense win: MS Dhoni )Asked how Bangladesh will approach the game against New Zealand since it is almost a dead rubber, Mortaza said, “It will be very important. The group was a tough one, we were close in the last game. And in this one, we want to give our best.”advertisementMortaza said recovering from such a heart-breaking loss is difficult but there has been enough time for the players to regroup.”Recovery was really difficult. But it has been 48 hours, so boys had time to think and recover. We need to play hard in the last game,” he said.Mortaza once again stuck to his words that Bangladesh have improved over the past few years and insisted they will be a force to reckon with in the next World Cup.””If you compare us to our team from the past, then it is difficult. Last two years we have improved. We went to last year’s quarter-final (in the 50-over World Cup). It was a close match there. But in World Cups you need to be at your best. We have had problems in this one but from the next you will see a different Bangladesh team,” he said.All hell broke loose after Bangladesh lost to India as journalists lashed out at the players. Mortaza said he does not want to dwell on what has been written, but added that a fitting reply would be to end their campaign on a winning note and make the people back home happy.”At this moment we cannot think of others (media criticism). We have one match left. But yes, people are passionate about cricket. You just cannot describe how we lost the match. Even if you tell sorry, it isn’t going to help. Let us battle hard and win this match,” the 32-year-old added.
After spending nearly two years with a company — as an intern turned full-time employee — you decide it’s time for something new. You attempt to update your resume with the skills and experience gained during your time as an intern and entry-level employee, when you realize there isn’t much to update.But, you might want to think twice before changing “assisted” to “led.”According to a 2014 CareerBuilder survey, 58 percent of hiring managers said they’ve caught a lie on a resume, from embellished skills (57 percent) and responsibilities (55 percent) to dates of employment (42 percent) to job title (34 percent).And half of the 2,188 employers surveyed said they would automatically dismiss a candidate if they caught a lie on their resume.Making entry-level experience appeal to hiring managers can be tricky. After all, there’s only so much you can accomplish in a starter role. Fortunately, there are a number of ways to describe that role so it attracts hiring managers’ attention — without stretching the truth.Here are four things worth mentioning to better describe — and boost — your entry-level experience:1. How you helped achieve organizational goals.Whether you’re a seasoned employee or a student intern, the work you do contributes to the overall mission and vision of the company. So, instead of simply listing your day-to-day tasks, describe how your work helped your organization inch closer toward achieving its goals.Hiring managers don’t care as much about the fact that you helped out with your company’s social media efforts. What they do care about is how your assistance with social media helped further your company’s goal of building brand recognition by doubling the amount of followers on corporate social accounts.What to write: Improved brand recognition by assisting with social media efforts on corporate accounts and doubling the amount of followers. 2. Who you worked with.As an entry-level employee, you probably worked closely with a number of people — people who can vouch for your skills and capacity for teamwork. Make a list of people you regularly worked with or reported to and describe those relationships on your resume.Mentioning who you worked with (by their title, not their name) on your resume not only shows hiring managers that you’re a team player, but also provides them with potential references. If you had the opportunity to interact and work with clients firsthand, that’s also a great resume-booster, as it shows your ability to communicate with clients and meet their needs.What to write: Worked closely with graphic designer to create a number of original, visually-appealing infographics.3. What your supervisor said.Keep track of the praise and recognition you receive while on the job, as it can be useful when it comes time to hit the job boards. While you don’t want to quote your managers’ praise word for word on your resume, there are subtle ways to use what your superiors said to reinforce the skills and traits that make you a top-notch employee.If you want to take it a step further, ask your supervisor to endorse or recommend you on a social professional network, like LinkedIn.What to write: Recognized by supervisor for ability to regularly meet and exceed quarterly sales goals, which contributed to overall sales initiatives. 4. Your results in numbers.You’ve heard it before: numbers or it didn’t happen. Hiring managers don’t just want to know what you did from 9 to 5; they want to know what you accomplished in those eight hours. If your social media efforts resulted in an increase in followers and engagement by 50 percent, say so.As an entry-level employee, those numbers may not always be very high. If that’s the case, focus on quantifying your duties. Saying you drafted an average of two original articles a day on behalf of your clients, for instance, shows what you’re capable of getting done during the workday.What to write: Drafted an average of two original, engaging pieces of content a day on behalf of clients, including blog posts, newsletters, and whitepapers.What are some other ways to describe entry-level experience on your resume to help you land a job?
The holidays are the time of year when you give back to those less fortunate, but it can also be the perfect time to boost your career. While volunteering should be about helping out with something that you are passionate about, it can have a lot of ancillary benefits on your mindset, performance and career trajectory.According to a recent Robert Half survey, four in ten or 41 percent of U.S. professionals said they volunteer outside of work. What’s more, 61 percent of respondents said their volunteerism helps improve their sense of well-being and effectiveness at the office. Additionally, 57 percent said it helps them expand their network, 49 percent said it enables them to develop new skills and 35 percent think its enhances their company’s visibility.“Volunteering can help you meet new customers and business contacts and help enhance the company’s reputation in the market,” says Richard Deosingh, senior regional manager at Robert Half. “It will certainly help you professionally and it will definitely help you personally.”Volunteering makes you feel fulfilled; shows through at workAccording to career experts, one of the big byproducts of volunteering is the fulfillment you get by doing it. After all, giving back means you are making a difference in somebody’s life. While that isn’t directly related to your career growth, often employees who are more fulfilled and content will be more productive, loyal and healthier than their unhappy and disillusioned counterparts. That enhanced performance will quickly be recognized within an organization and thus help you move up the corporate ladder. Since the key to volunteering successfully is to be fulfilled, employees have to choose causes they feel passionate about. After all, if you aren’t 100% committed to the charity, it isn’t going to bring you fulfillment that will permeate all other aspects of your life both personally and professionally.Men volunteer more than womenThe Robert Half survey also found demographic differences when it comes to who is volunteering. For one thing, 45 percent of men said they volunteer outside of work compared to just 37 percent of females. Forty percent of young workers or those age 18 to 34 said they donated their time compared to 35 percent among workers 35 to 54. The numbers jive with Robert Half’s research which found the youngest workforce places philanthropy high on the reasons to work for an employer and will trade a high pay check for a cause they care about. They are going to choose to work with companies that give back and support employee philanthropy.In addition to getting a sense of well-being from volunteering, giving back can improve your communications and management skills, which can go a long way in boosting your career prospects. After all you can be a rock star at what you do but if you lack the soft skills like the ability to communicate and manage, you could get passed up for promotions. Volunteering can teach you how to cope and deal with people from different background, diversities and heritages, says Deosingh. It can also sharpen your skills which you can bring back to your workplace, he says.Choose a local cause you are passionate about When it comes to volunteering, the first step in doing it right is to find causes you are passionate about. It’s a good idea to search for organizations that are in need in your local community and then contact them directly to see if they need help. Make sure to explain your particular skills and interest and what you think you can bring to the table. It’s also a good idea to check with your employer because many companies have relationships with non-profits or can facilitate charitable activities. Some companies even offer volunteer matching and/or grant programs for employees who give back to charities. Make sure to look beyond the holidays as well. While charitable giving is in vogue this time of year charities and non-profits need help year round.Because time is precious it’s a good idea to start small when you begin volunteering. Sure you want to give it your all, but you have to balance that with the rest of your life and commitments. Offer to volunteer once a week or a few hours a month at first and take it from there. You don’t want to crash and burn because you take on too much and give up on volunteering altogether. “Start small and my guess is over time that will increase,” says Deosingh.
3.6★ 23 hours ago 23h 3. Create a standalone keywords section where you simply group together the major keywords you wish to highlight. List the strongest ones FIRST, followed by the second-tier keywords. Remember: be sure you can credibly defend any keywords listed during an interview. 4. Don’t be afraid to go longer to tell the story. Forget about adhering to a 1-page limit- fleshing out keywords is well worth the extra space. Provide examples of project successes, or even small wins at work, where you applied a keyword skill to really stand out. 5. Write out all acronyms, AND provide the abbreviation. Ex. Worked with Key Opinion Leaders (KOLs) to rapidly establish a presence within Albuquerque, New Mexico territory. 6. Keep fancy graphics and elements to a minimum. I recently worked with a client who had some excellent content in a 3D text box within the resume. Problem was, the ATS software perceived this as an image, not text, and none of the information passed through! Keep the layout simple, use visual elements sparingly, and remember: content is king. 7. One last note: don’t place your entire career strategy in the hands of ATS software. Connect with others. Demonstrate your value and passion. Ask for help. Success in the job search is still all about the human connection- not forgetting that is the REAL way you game these systems!Anish Majumdar is an internationally recognized Career Coach, Executive Resume Writer, and LinkedIn Expert. His posts and videos reach a combined audience of 30M professionals every month. Take part in Anish’s free webinar training on Generating New Career Opportunities ON DEMAND in the Age of LinkedIn: http://bit.ly/2nT3Tfc 2. Ditch the “Objective” section at the start of the resume in favor of a couple of powerful bullet points that highlight your strongest keywords.Here’s an example highlighting CLINICAL TRIAL DESIGN: “Expert in working with Medical Directors and Contract Research Organizations (CROs) on developing robust clinical trials and managing areas such as site selection.” Body Shop Porter Roush Honda Westerville, OH Construction Sales Engineer Syserco Petaluma, CA 4.8★ 3.5★ 23 hours ago 23h OTR Professional Truck Driver Leonard’s Express Orlando, FL Diesel Mechanic / Technician Dickinson Fleet Services Winder, GA N/A 23 hours ago 23h 3.6★ 23 hours ago 23h Full-time Associate Crew Carwash Lawrence, IN 23 hours ago 23h Mortgage Loan Officer Castle & Cooke Mortgage Albuquerque, NM “I know companies use Applicant Tracking Systems (ATS) to scan resumes for keywords- do I need to ‘game’ these systems to start landing interviews?”Confession time: I HATE Applicant Tracking Systems. With a burning passion. Why?Because in the name of making things easier for companies by “pre-filtering out” unqualified candidates, the peddlers of ATS software have dehumanized the hiring process and sent a terrible message to job seekers: conform to the requirements of our machines, or risk being ignored. Does that sound like a great way to attract the best and brightest? Now to be fair, ATS software has grown more sophisticated in recent years, moving away from simply tallying up keywords on a resume to studying the context behind them. This means a drive towards substance, and that’s a very good thing. In this post, I’m going to show you how to communicate that substance in a way that works for these systems, and — here’s the tricky part — also works when a hiring manager is reviewing it. Use the LinkedIn Profiles of Competitors to Identify KeywordsA big misstep job seekers make is trying to use job postings to identify keywords. This is wildly ineffective, because most job postings are a mix of “must have” skills, “good to have” skills, and “pie in the sky” skills that someone decided to stick in at the last minute. Try to play to all of these areas and your resume will end up looking like Frankenstein’s monster.Instead, I recommend that you create a shortlist of 10-15 direct competitors. For example, let’s say I’m going after a Chief Medical Officer position. By using LinkedIn’s search function to pull up fellow CMOs, I can quickly gather together the URLs of highly qualified people who currently have this job. Now, I’m going to scroll down to the “Featured Skills & Endorsements” section of their profiles. These are KEYWORDS, and the best part is that they’ve been pre-optimized by going through the LinkedIn system. You don’t need to wordsmith any of these keywords. Start by opening up a document and writing down ANY and ALL keywords that you might remotely possess. Examples for CMOs would be keywords like Good Clinical Practice, Clinical Trials, Cross-Functional Leadership, Performance Improvement, Quality Management, Talent Acquisition, Community Outreach, Medical Affairs, and others. Now that you have this general list, do the following:Circle the 5-7 keywords you are STRONGEST in. This is your wheelhouse, the engine behind why you’ll succeed at this job. These will be highlighted prominently within the resume and expanded upon within your work experience section. Circle the keywords you have SOME working experience with. These are electives, which you have the option of briefly highlighting within the resume. Cross out those keywords which you have ZERO experience with. And no, taking a course in college doesn’t count!Think Context, Not Keyword StuffingEarly types of ATS software used what’s known as semantic search technology, a fancy of saying they counted up the keywords they’d been programmed to look for, and those resumes with more of them were passed along. As a result, all types of bad behavior proliferated on resumes, including “stuffing” the document with dozens upon dozens of repetitive keywords. These days however, it’s all about contextualization, analyzing the document to see how these skills are expanded upon within the document, and weighing that instead. Here’s how to lend weight to your keywords:1. Create a large, boldfaced title at the start of your resume (after your name and contact information) that either lists the position you’re going after or offers a powerful branding statement. Title Example: Chief Medical Officer (CMO) Branding Statement Example: “Clinical/Medical Affairs Executive with a focus on improved patient outcomes and growth in Managed Care environments.” 23 hours ago 23h 3.5★ 3.9★ 23 hours ago 23h 4.0★ 3.9★ 23 hours ago 23h 4.4★ Diesel Mechanic A Royal Flush Inc Bridgeport, CT CNA – Certified Nursing Assistant Interim HealthCare Brigham City, UT 23 hours ago 23h 23 hours ago 23h Welder/Fabricator/Field Guy/Installer Mid Atlantic Metal Solutions, Inc. Hampton, VA NICU – Level 2 RN – Travel Nurse – $1,944/week Fastaff Beverly, MA
It’s as dependable as spring flowers starting to sprout from the ground, or the annual NBA playoffs (Go Warriors!). Performance review season rolls around, and if you did a good enough job, you get a raise — right? Not so fast: “In today’s tight economy, companies and managers are having to make tough decisions about where and how to allocate rewards like raises and promotions,” says Mikaela Kiner, Founder/CEO of UniquelyHR. In other words, raises are no longer a given — you can’t simply expect them after you’ve put in X amount of time at your company.But when you don’t see the boost in your paycheck you were hoping for, what exactly could the reason be? And how can you make sure you get one the next time around? We asked a handful of career experts to weigh in — read on to learn which mistakes they recommend avoiding, as well as ways to remedy the situation. Trust us — your bank account will thank you.1. You Didn’t Bring It UpIt’s probably a given that any employee wouldn’t mind making more money — but unless you specifically bring it up to your manager, it might not be on their mind. “I am not suggesting that you constantly tell your boss you want a raise. But – it does help to make your aspirations known,” Kiner says. “While raises are important for some people, others may value more stock, recognition, or a nice year end bonus. It pays (pun intended) to share your financial goals with your manager about once a year then work with him/her on a plan that will help you meet your goals.”“Don’t assume the boss knows your worth,” adds Laura MacLeod, Creator of From The Inside Out Project®. “You’ll need to promote yourself if you want to be noticed and rewarded.”Bonus or Salary Increase: Which Type of Raise Is Best For You?2. You Aimed Too HighWhen it comes to earning a raise, not bringing it up is probably the biggest mistake you can make — but requesting an unreasonable upgrade is a close second. “You may have asked for a dollar amount or percentage increase that was far above the company norm. If so, your boss may feel you are totally out of touch with what you are worth and the company’s budget,” MacLeod says. Doing research on how much people in your position are typically paid (both inside the company and out) is a great way to get a ballpark estimate — get a free, personalized salary estimate with Know Your Worth™ as a first step. Once you have this information, “go back and revise your request, stating that you now have the stats to back it up,” MacLeod advises.3. You Didn’t Make a Business Case“With today’s focus on engagement, culture and perks, we sometimes forget that companies are in the business of making money. Why should your manager give you a raise? It’s because you’re a valued member of the team and your contributions are important to the company’s success,” says Kiner. As such, you need to tie all reasons that you deserve a raise back to your company’s bottom line.“Have a compiled list of your key contributions and successes over the past year or even past few years,” recommends Wendi Weiner, Resume Writer & Career Transition Coach. “Think about projects you’ve led, clients you’ve won over, and partnerships you’ve grown because of your hard work. Demonstrating to your boss why you deserve a raise should encompass factual support.”4. You Asked for the Wrong ThingWhen performance review time rolls around, don’t get raises confused with promotions — because it may be easier to get the secure the former than the latter. “If you ask for a promotion when all you’re really after is a bigger paycheck, then you may be told ‘no’ because there aren’t any open positions or you’re not quite ready for that increased responsibility yet,” says Josh Doody, author of Fearless Salary Negotiation. “You might be better off if you specifically ask for a raise.”5. You Didn’t Align on Priorities“I can’t tell you how many times I’ve seen the following scenario play out: Employee works hard all review period, checks in with boss frequently about the work being done, but never forces a conversation around their performance. They assume no [news] is good news… then come review time, the manager delivers what they think is a positive and fair review, only to hear frustration and disappointment,” says executive coach Kate O’Sullivan. The key, Sullivan says, is “[letting] your boss know at the BEGINNING of the review period. Talk to him/her about what their expectations are for what you’d need to produce… What are the metrics or key performance indicators you’ll be measured on? Get them in writing. Check in regularly,” and “make sure you know you’re focusing on the right things.”The Secret To A Stellar Performance Review6. You Weren’t a Team Player“The fact that you are a stellar performer is less significant to the organization than your ability to help others perform well too. People who get raises and promotions make it about the whole team, not themselves,” says Debra Benton, Executive Coach and author of the upcoming book The Leadership Mind Switch: Rethinking How We Lead in the New World of Work. “Even if you are the star in the group, share the glory.”7. You Didn’t Go Above and BeyondMeeting your goals isn’t always enough to merit a raise — often, that’s the bare minimum of what’s expected for a position. What really stands out to higher ups is exceeding those goals. “Most companies use a pay for performance philosophy, where the biggest rewards go to top performers. So if you are competent and ‘get your job done,’ that may secure your place at work, but not be enough to earn you an increase,” Kiner says. Next performance review cycle, aim to come to the table with demonstrable proof of how you’ve hit your objectives out of the ballpark.8. You Overestimated Your PerformanceIt’s a tough pill to swallow, but sometimes the reason you haven’t gotten a raise yet is just that you’re not doing quite as well as you think you are. “Take a good hard look at your performance, attitude, and the competition. Evaluate this as objectively as possible, getting opinions from trusted colleagues. If you determine that indeed you are as spectacular as you think, approach your boss and have a conversation,” MacLeod recommends. “Frame it as a learning opportunity — you’re disappointed you didn’t get a raise and you’d like to know how to improve your performance. You’d like to do the best job possible, so you are looking for specifics — what is lacking and how can I improve?”Weiner also recommends taking “three major recommendations or areas of required improvement” from your last performance review and placing them in a column. “Then pair up specific examples of actions you have undertaken that evidence how or why you have improved on those necessary areas.”9. You Gave Up Too SoonAnother possible driver behind your lack of a raise? You may have simply not pushed the issue hard enough. Negotiation is a bit of a back-and-forth dance, and you can’t just bow out after the first couple of steps. Maybe “you built a strong case and your manager would like to give you a raise, but the budget wasn’t available, or the company was restructuring. So the answer you got was ‘No,’ and you just gave up in frustration. But what you should have heard is ‘Not yet,’” Doody shares. “Use these email templates to follow up with your manager and ask specifically what you need to do to earn the raise you’ve requested, and how long you should wait before you revisit the conversation. This gives your manager the opportunity to work with you to put together a plan and a timeline for you both to monitor and work toward over the next few months. You may still get that raise after all!” Also on Glassdoor: QUIZ: Is Now The Right Time To Re-Negotiate Your Salary? QUIZ: Is Your Company Toxic?
4.8★ N/A COLLEGE SUMMER JOB…OUTSIDE FIELD MARKETER…$1200+ PER WEEK! THE WINDOW DEPOT LLC Tampa, FL HazMat Tanker Driver LPX Inc. and Subsidiaries Louisville, KY 23 hours ago 23h 23 hours ago 23h Job Title IT Technician Workplace Computing Group (Computer Associate (Technical Support) – Level II), Enterprise Infrastructure *Provisional Appointment* NYC Health + Hospitals New York, NY IF YOU DONT LIKE YOUR JOB, CHANGE IT! BRAND AMBASSADOR Square3 Elizabeth, NJ 2nd Shift Shop Diesel Technician Dickinson Fleet Services Cleveland, OH Part-time Evening Associate Crew Carwash Indianapolis, IN Samantha Keefe is an Interactive Marketing Manager at AVID Technical Resources. AVID Technical Resources is a leading information technology recruiting company with offices around the country. 23 hours ago 23h 5.0★ N/A 23 hours ago 23h N/A 23 hours ago 23h 23 hours ago 23h 4.8★ Network Engineer/ IT Support Job Position Pain Management Centers of America Evansville, IN Night Time Clean-Up Crew Carwash Indianapolis, IN 3.5★ 4.5★ Job hunting in the tech industry can differ from other industries. As an IT professional, your job search is affected by things like technical jargon and the speed at which technologies change or become irrelevant. If you’re serious about landing a good IT job, you need a resume tailored to this industry, its variety, and the hiring managers in it. Here’s a quick resume checklist built by IT recruiters with years of industry experience. This list will ensure your resume is particularly appealing to hiring managers in the tech space and technical recruiters.1. Does your resume match up with your LinkedIn profile? IT staffing companies and hiring managers often use LinkedIn as part of their hiring process—even if they already have your resume. If your resume doesn’t basically match up with your LinkedIn profile, it’s time to fix that. You especially want to avoid making it seem like you’re hiding anything or lying about anything in your career history or skill-set. Appearing dishonest is the fastest way to be blacklisted with IT recruiting firms and employers.Here’s What the Perfect Resume Looks Like2. Is your resume full of quantifiable, concrete, professional achievements? The bullets under each job should be used for statements like ‘Increased web traffic by 50%.’ Hiring managers are more likely to pick people who they can picture working with their team and contributing to their company’s goals. This is especially true in tech, where the salaries are higher and a bad hire can cost the company a lot. Nobody wants to be the manager who failed their team by hiring a programmer who can’t code fast enough or a network architect who designed a faulty network. Make it easier for hiring managers to picture you succeeding in their open roles. List the concrete contributions you made at previous employers, using numbers and percentages whenever you can.This Resume Got Me Internship Offers from Google, NSA & More3. Is your resume easy to read? Did you focus on your last 10-15 years of experience? Did you use a simple font with basic, even spacing? Did you use a conventional resume format, or did you make a ‘creative one’ that might be challenging for people to understand? Did you forgo giving every single technical detail of your work at every previous job? Keep in mind that IT recruiting agencies and hiring managers don’t have the time to pore over every line of your resume. In fact, you’re probably taking yourself out of the running for a job if you apply with a 7-page resume that’s crammed to the gills with technical details, or if you post a resume that’s in a creative format that cause recruiters to pause. Make your resume simple to read and keep it brief and efficient. If your experience and skills are a good fit, you’ll get a chance to give more detail about your career in a phone or in-person interview. 23 hours ago 23h 3.5★ 23 hours ago 23h Available IT Jobs Jobs 23 hours ago 23h Scottsdale Firm Needs Full Time Bookkeeper Aspire Financial (AZ) Scottsdale, AZ Charge Nurse – RN Evangelical Lutheran Good Samaritan Society Corsica, SD 2.8★ 23 hours ago 23h See more IT Jobs jobs
What Are Interpersonal Skills & Why Do They Matter How to Show Off Your Interpersonal Skills The Most Valuable Interpersonal Skills There are dozens and dozens of interpersonal skills—so how can you identify which ones are the most important? We’re here to help you weed out the ones you’ll want to show off.Communication consistently ranks among the most important skills for a candidate to have — and that includes both verbal and written. Employers like seeing strong communication skills because it can help you work effectively with clients and coworkers to get results.Problem-solving skills are another kind of interpersonal skills that employers really value. An employee who can present creative solutions to complex problems creates tremendous value for the employer and makes him or herself invaluable to a company, experts agree.A positive attitude—and maintaining one in even difficult situatins—is another invaluable interpersonal skill, because it can help in nearly every situation you encounter in the workplace, from collaborating with others to identifying creative solutions. Simply put, having a positive attitude is absolutely crucial if you want to stand out from your peers. Interpersonal skills can be defined as character traits, personal attributes, and other non-technical abilities that help you work and communicate with other people. So, it’s easy to see why a potential employer would want a job candidate to display some of these skills.While hard skills are a must-include on any resume, you shouldn’t add them at the sacrifice of the interpersonal skills that deftly pull the threads together to achieve those hard-hitting outcomes. It’s as much about the back-story, replete with the how and why you performed the way you did and the intricate relationship weaving, influencing, analyzing, listening, innovating, change driving, negotiating and global communications, as it is about the result. These details help an employer see how you’re able to get the outcomes you’ve achieved.What’s more, a huge part of the hiring process is trying to figure out if you’ll fit into the company—both it’s company culture and with your new coworkers. An employer wants to know that you’ll be able to collaborate—taking unified lockstep to realize one person’s plan or goal. Collaborating means hearing people out, melding different ideas together, and building toward a shared objective—and these things all come from interpersonal skills. If you’ve ever come across a resume that truly pops, chances are it’s because interpersonal skills have been tightly integrated with accomplishments. Hard numbers may reassure an employer that you’re a safe bet, but they inspire little passion. Adding interpersonal skills to your resume helps you show off who you are as a person and what makes you different.But how do you show these skills off? One way is with the STAR Method to Reframe Career Accomplishments, which helps you break down your accomplishments into the results and how you got them—which is an easy way to show off your interpersonal skills, experts say.Here’s how the STAR Method works:S = Situation. Ask yourself, what was the problem? Be as specific as possible. Overly general accomplishments do not work.T = Task. What was the goal?A = Action. Then, identify which specific steps you—not your team—took to reach the goal. R = Result. What was the final outcome of your hard work? Take time to talk yourself up. After you’ve identified your STAR accomplishments, integrate them within your resume. You will quickly see that this method lends itself to showing off your interpersonal skills.Another way to show off interpersonal skills is to scan the job listing for any soft skills it may have mentioned. If you spot them, you should take care to illustrate those specific skills on your resume. If you don’t, make a list of the qualities you think might be helpful to have in the job. You can match this list with the interpersonal skills you know you have. Learn More! Now that you know what interpersonal skills are, why they’re important, and how to add them to your resume, you can use these resources to stand out from the crowd even more!14 Conversational Skills You Can Easily Learn and Apply at Work6 Impressive Skills to Include on Your Resume7 Skills to Leave Off Your ResumeAsk a Resume Writer: How Do I Include Soft Skills on My Resume?How to Identify and Develop Soft SkillsHow to Write a Cover LetterHow to Get a MentorHow to Succeed in Your New Job
Everton hope to make ground on a deal for Burnley defender Michael Keane this week.Everton agreed to sign Sandro Ramirez from Malaga for £5.2million on Saturday, taking their transfer spend this week to £57million after also splashing out on Jordan Pickford and Davy Klaassen.The Daily Mail says manager Ronald Koeman is hoping the club make progress on signing Keane from Burnley after contact was made last week.England international defender Keane has interest from other clubs but knows he will play regularly at Goodison Park.
Everton defender Ashley Williams is convinced they can compete for trophies, even if they do lose Romelu Lukaku and Ross Barkley this summer.Williams believes the new season will be a good one.He said: “It’s exciting times to be at Everton. It would be nice (to win a trophy). That’s what people expect.“Being in and around the city and listening to the fans they want a cup. They want something to celebrate. Seventh was really good, but we need something to celebrate.“From a player’s point of view, you’d like to keep your best players and bring more players in. I’d like Romelu and Ross to stay because they are my mates.“You don’t want to lose friends in terms of who you see every day. But it’s normal and it is football.“The club and the player have to do what is right for them.”
AC Milan coach Vincenzo Montella is hopeful of a U-turn from Gigio Donnarumma over his contract plans.Donnarumma is set to make a final decision over his future after last night’s U21 Euros semifinal defeat for Italy against Spain.Montella is quietly confident of positive news.”We are waiting for his decision and we hope he can stay in Milan. He deserves a time for reflection, but we cannot wait too long either.”The goalkeeper has a fundamental role, for us and as a rule,” said Montella.
Posted on March 15, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The following is part of a series of project updates from the Centre for Development and Population Activities (CEDPA). The case study come from their project, Working on Integration Issues of HIV/AIDS and Maternal Health, which the MHTF is supporting. More information on MHTF supported projects can be found here.Written by: CEDPASindhiyon Ki Dhani is one of the Muslim dominated villages in Bayatu Block of Barmer in India. The people here live in poverty amidst plenty and mostly work as laborers or as daily wagers. Here in this village people are very superstitious and attached with their tradition. Mostly people are illiterate or have only primary education and do not know about the Maternal and Child Health Nutrition (MCHN) days organized by the Health Department. They are scared that there will be side effects if they vaccinate their children. They even do not prefer any type of vaccination for pregnant women. But a male community health volunteer from CEDPA/India’s Child, Maternal and Reproductive Health Awareness Initiative (from the same village) has been successful in mobilizing the community.After the initiation of Maternal and Reproductive Health Awareness Initiative Program (CMH), a male community health volunteer motivated them to come for the village meeting. In those meetings, Mr. Lakha Ram counseled them on child and maternal health and made them realized the importance of immunization. Now people are talking about the health issues and enquire about the health related matter in the Panchayat meeting also. The women of the village have not only inculcated the habit of practicing health and hygiene but have also become aware of ante natal check ups and post natal check ups. They also have started visiting Health Sub Centre to get the information about the health related policies and programs, like Janani Suraksha Yojana (Institutional Delivery Scheme), actually meant for them.Click here to read a previous case study submitted by CEDPA.Share this: ShareEmailPrint To learn more, read:
Posted on January 20, 2012November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This week on the MHTF blog:Are there negative aspects to involving men?Jacaranda Health involves mothers in designing caremothers2mothers reports on their Active Client Follow-Up projectThe launch of Global Motherhood on the Huffington PostSome reading for the weekend:Young Champion Zubaida Bai featured on Women Deliver’s blogNew estimates of induced abortion ratesTraditional birth attendants as a resource in child birthShare this: ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Posted on July 10, 2012August 18, 2017Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)A recent study published in BMC Pregnancy and Childbirth looks at current recommendations and assesses the quality of clinical guidelines on gestational diabetes mellitus (GDM) and pre-existing diabetes mellitus during pregnancy. The study found that the quality of most of the guidelines needs to be improved and a more systematic approach to the development of the guidelines is recommended.Take a look at the abstract here: BackgroundDiabetes during pregnancy can lead to severe risks for both mother and fetus when it is not managed properly. The use of rigorously developed guidelines with a robust implementation process can have a positive influence on the management of diabetes during pregnancy. This study aims to compare recommendations and assess the quality of clinical guidelines on gestational diabetes mellitus (GDM) and pre-existing diabetes mellitus during pregnancy.MethodsGuidelines were selected by searching PubMed, the Guideline Clearing House and Google. All guidelines developed since 2000 on diabetes during pregnancy in English or Dutch were considered. Recommendations of the guidelines were compared. Furthermore, the quality was assessed by two authors independently, using the AGREE instrument.ResultsEight guidelines were included. According to the AGREE instrument, the quality of most guidelines was low. The domains editorial independence, stakeholder involvement, and rigour of development had the lowest scores. Recommendations were mainly comparable on glycemic control, preconceptional counseling and prenatal care and labour. Differences between recommendations were found for screening on GDM and induction of labour.ConclusionsThe quality of most guidelines concerning the management of diabetes during pregnancy needs to be improved. A more systematic approach in the development of these guidelines, more attention for updating procedures and piloting of the guidelines and involvement of target users and patients is recommended.Read the full article here.Share this:
ShareEmailPrint To learn more, read: Posted on March 31, 2015October 27, 2016By: Celina Schocken, Jhpiego; Courtney Chang, JhpiegoClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Oxytocin is the first-line drug for the prevention and treatment of postpartum hemorrhage (PPH) and is widely available in developing countries. There is a large market for oxytocin and there are many manufacturers of the drug; however, there are growing concerns that products are not in good condition when they are injected, either because of poor manufacturing or degradation along the supply chain.Issues with inconsistent oxytocin qualityIn 2012, a study by US Pharmacopeia and the Ghanaian Food and Drug Authority found that only 8% of oxytocin samples in Ghana had market authorization. The majority (97.5%) of samples failed either assay or sterility testing and over 55% of samples failed their physio-chemical assay. Even when a product is properly manufactured, storage and labeling of the drug along the supply chain and in facilities varies: in fact, only 8% of oxytocin samples were stored in the proper temperature (2°-8° C). The study ultimately concluded that 65.5% of oxytocin sampled in country did not meet quality standards, severely impairing the ability to prevent and treat PPH.In most countries, we lack clear information about the quality of oxytocin administered to postpartum women. More studies are underway, as it is critically important to ensure that quality oxytocin is administered.Limited product choices for quality oxytocinIn order to regulate quality, the WHO prequalification process helps identify quality drugs for countries. Currently, there are no WHO-prequalified oxytocin products; the only regulated products currently in the market are approved by Stringent Regulatory Authorities (SRAs), which are national bodies like the US Food and Drug Administration. This less stringent regulation is present despite a high volume market for oxytocin; globally, 100 million doses per year are used for prevention and treatment of PPH. There are at least 300 different oxytocin products manufactured by at least 100 manufacturers, creating a market that is difficult to regulate.Most oxytocin in developing countries is procured by national procurement agencies, and most do not require WHO prequalification of oxytocin. These agencies are very resource-constrained and tend to focus on procuring high volume for low cost.Current market structure threatens qualityFor manufacturers, the low price of oxytocin—ranging from about $0.15 to $0.20 per 10 international unit (IU) dose—paired with a large number of competitors, creates a highly price-sensitive market. Achieving prequalification requires a manufacturer to upgrade its factory or improve manufacturing processes, likely adding 5-12% to the cost of products: a cost that makes thriving in the current market too difficult.In a market where procurers do not require regulatory approval, prequalified or SRA-approved drugs simply will not be competitive against non-quality assured drugs and manufacturers will have no incentive to go through WHO prequalification. Instead, in order to stay competitive in the market, manufacturers will compromise the quality of their products order to keep prices low, boost sales and sustain profits.Promoting a market shaping strategy for improved oxytocinAs the market for oxytocin grows, national governments and international partners must work together to ensure that manufacturers are incentivized to produce quality oxytocin. National governments and international partners should rally around a market shaping strategy that involves the following components:International partners working with national procurement agencies to improve procurement guidelines and procedures to ensure that only quality drugs are accepted into countriesInternational partners working with National Drug Regulatory Agencies and others to increase awareness about quality issues with oxytocinStricter enforcement of national guidelines and routine quality audits of drugsFor more information on quality oxytocin, please read the Business Case: Investing in Production of High Quality Oxytocin for Low-Resource SettingsThis post is part of the blog series “Increasing access to maternal and reproductive health supplies: Leveraging lessons learned in preventing maternal mortality,” hosted by the Maternal Health Task Force, Reproductive Health Supplies Coalition/Maternal Health Supplies Caucus, Family Care International and the USAID-Accelovate program at Jhpiego which discusses the importance and methods of reaching women with lifesaving reproductive and maternal health supplies in the context of the proposed new global target of fewer than 70 maternal deaths per 100,000 births by 2030. To contribute a post, contact Katie Millar.Photo: “DSC_0096” © 2009 Colin, used under a Creative Commons Attribution license: http://creativecommons.org/licenses/by/2.0/Share this:
ShareEmailPrint To learn more, read: Posted on March 18, 2016April 4, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Interested in a position in maternal and reproductive health? Every month, the Maternal Health Task Force rounds up job and internship postings from around the globe:AfricaChief of Party: Jhpiego; EthiopiaDeputy Chief of Party – Health Systems Strengthening: PATH; KenyaResearch and Impact Evaluation Lead: Jacaranda Health; Nairobi, KenyaDeputy Chief of Party: Jhpiego; MalawiCountry Program Leader: PATH; Johannesburg, South AfricaProject Director: Jhpiego; Mwanza, TanzaniaSenior Monitoring & Evaluation Officer: Jhpiego; Mwanza, TanzaniaChief of Party, Uganda Family Planning: Population Services International; Kampala, UgandaAsiaDeputy Director, Global Development Program: The Bill & Melinda Gates Foundation; New Delhi, IndiaNorth AmericaChief of Party: Jhpiego; HaitiAdolescent Health Advisor: Jhpiego; Baltimore, MDAssistant/Associate Professor of Health Systems: Boston University School of Public Health; Boston, MASenior Program Officer, Quality MNCH: The Bill & Melinda Gates Foundation; Seattle, WAProgram Officer, Family Planning: The Bill & Melinda Gates Foundation; Seattle, WAMaternal Health Initiative Internship: The Wilson Center; Washington, DCShare this:
ShareEmailPrint To learn more, read: Posted on April 20, 2018April 20, 2018By: Sarah Hodin, Project Coordinator II, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The topic of home birth is often a contentious one, sometimes causing heated debates among researchers, clinicians and advocates. While advocacy efforts around home birth—typically in high-income countries—tend to center on women’s rights to choose where they will have their babies, it is important to remember that home birth is not always a choice. Particularly in low-resource settings, women sometimes deliver at home not because they want to, but because they have to.Several studies have examined barriers to facility-based delivery. The groundbreaking “three delays” model proposed by Thaddeus and Maine in 1994 provided a framework for understanding why women may not deliver at a health facility. Geographic and socioeconomic inequities in access to facility-based delivery exist across the globe, reflecting the reality that some women are more likely to have a skilled birth attendant and essential supplies when they give birth than others.A recent paper that was published in the MHTF-PLOS Collection, “Neglected Populations: Decreasing Inequalities & Improving Measurement in Maternal Health,” presented perspectives from women in rural West Bengal, India who delivered either at home or in a health facility. Researchers conducted twelve focus groups with nearly 100 women in an effort to understand the factors influencing delivery location.Among the 55 women who delivered at home, 33 (60%) said that they had preferred to do so in a health facility. One of the barriers discussed was the unwillingness of family members to accompany women to the health facility.“My parents-in-law were reluctant to take me to the hospital. So I was forced to stay at home. I wanted to go to the hospital but it did not happen.”This finding is consistent with previous research that has identified inadequate social support from family and spouses as a challenge in this context. Other research from India has illustrated a connection between women’s lack of decision-making autonomy and a higher likelihood of home birth. Poor knowledge and understanding about reproductive and maternal health among men is another critical barrier to facility-based delivery in India.Eighteen women who gave birth at home reported that they were not able to get to a health facility to deliver because the vehicle did not arrive in time. One of the issues that arose in relation to transport was a woman’s lack of education about estimated delivery dates and average labor durations, which hinders women’s ability to prepare a birth plan.Based on these findings, the authors conclude with recommendations for research and practice:Researchers should collect data on women’s preferences for delivery location when examining determinants of home birth.India’s Accredited Social Health Activists (ASHAs) could play an important role in educating women and families at the community level on birth preparedness to increase facility-based delivery.Quality, equity and dignity should be a central focus in efforts to increase facility-based delivery to ensure that women in India and beyond receive timely, high quality, respectful care when they arrive at a health facility.—Explore other open access papers in the MHTF-PLOS Collection, “Neglected Populations: Decreasing Inequalities & Improving Measurement in Maternal Health.”Learn about distance as a barrier to facility-based delivery.Share this:
USA Network’s successful SUITS & STYLE campaign picked up top honors in its category at this week’s OMMA Awards. The effort – which promoted the second season of SUITS – was named Best Integrated Online Campaign among TV brands. 360i is lead social agency for USA Network.Last spring, USA Network teamed up with men’s online retailer MR PORTER to present SUITS & STYLE, a multi-platform partnership that utilized digital to seamlessly integrate online with offline. In reinventing the traditional fashion show and consumer experience, SUITS & STYLE brought the worlds of entertainment, fashion, technology and commerce together to create unparalleled social excitement across the globe.Image source: http://www.mrporter.com/Content/suits_lpBlending the sleek aesthetic of SUITS with the sophisticated sensibility of MR PORTER, SUITS & STYLE brought to life a shared philosophy through several digital platforms. At the center of the partnership was a SUITS-inspired microsite within MR PORTER and a mobile app that enabled users to virtually try on various suits and accessories. In social, the partnership was brought to life through #SUITSStyle trivia, where rabid fans were rewarded for testing their knowledge of SUITS fashion.USA Network tapped 360i to lead its social and community efforts around the partnership. Through engaging fans in digital, we turned the SUITS & STYLE collaboration into a movement with national – and even global – reach.Infusing digital efforts with offline initiatives, we invited influential bloggers to the SUITS set in Toronto for an exclusive visit where we launched the SUITS Instagram profile that would later serve as a content destination for the SUITS & Style partnership. In New York, we hosted an influencer brunch to celebrate the launch of the MR PORTER Pop-Up Style Gallery and Fashion Show events.. At each on-the-ground effort was a community manager dedicated to creating content and bringing the action back to fans via live updates from Twitter and Instagram.“On the ground at the event, the crowd was buzzing,” said Tatiana Urriaga, a 360i Community Manager who was at the event. “We engaged with influencers during each event in order to amplify conversation, and were strategic about what kind of content would convey that sense of excitement digitally and resonate with fans.”The online-offline effort reenergized existing fans and enlisted droves of new ones resulting in over a 1000% increase of social conversation during the Season 2 premiere, living up to OMMA’s mission to “honor those advertisers that push the potential of online advertising creative.”Congratulations to USA Network and the team at 360i for this notable achievement!