Basics of a Cover Letter

Basics of a Cover LetterBasics of a Cover LetterWhile you write a cover letter that will include all the relevant stuff and essential details, do not forget to remember the basics of a cover letter.What are the basics of a cover letter? Well, the basics of a cover letter denote its font and its length the basic formatting elements of a cover letter.To write a strong and impactful cover letter, you need to get the basics right. This article will tell you how to format your cover letter effectively.Things You Need To Pay Attention to In Your Cover LetterFontWhat font you use in your cover letter is very important. Depending on what you choose, your cover letter will either be read or not. So, you should select the font size in such a way that it is readable to the hiring managers, that is, neither too large nor too small. Using a font size of 10 or 12 is enough. Also, it is better to keep the font simple and professional. Therefore, there is no need to select any fancy font that will make your content confusing. Well, it is recommended to use the same font and font size that you have used in your resume.LengthYour cover letter should be written in as few words as possible. There is no need to write mora than one page and three paragraphs. Also, if you can make yourself clear in two paragraphs only, no need to write the middle one. If something is not that necessary, then do not include it in your cover letter.SpacesInclude white spaces wherever needed. It will make your cover letter easy-to-read and will make it look more professional. Good spacing will enable the hiring managers to read quickly, hence increasing the chances your whole cover letter will be read.

6 Career Networking Tips for Millennials

6 Career Networking Tips for Millennials6 Career Networking Tips for MillennialsDoes the idea of networking sound forced and unnatural? Maybe youre thinking of it all wrong Networking doesnt have to be a transactional, tit-for-tat experience where you connect with people you wouldnt otherwise associate with for the sake of furthering your career. Instead, think of networking as being the process of forming a friendship where the major basis for your relationship is work-related (instead of a shared personal interest in movies or love of cocktails). As with any relationship, your network should consist of people you like and admire after all, who would want to do a favor for anyone who isnt a trusted connection? As with many things, networking may be different for millennials than it was for previous generations. For one thing, they have the advantage of a vast number of social networking sites that can be used for networking available. But more than that, millennials dont tend to net work in structured events, but in a more organic way, with lunches and Slack conversations with co-workers, or as an extension of social activities. Here are six strategies millennials can use to develop and maintain their network Network Anywhere and Everywhere Gone are the days of the all-important golf appointment and formal drinks gatherings structured around a professional affiliation. Attending more formal networking events isnt a bad thing (in fact, it can be hugely helpful)- but its by no means the only distributionspolitik where you can network. Once you think of it more as forming connections rather than networking, its easy to see that countless opportunities to build your network are available- you can talk about work and your career-related goals during your kids play dates, at the pick-up line for school, at church, during parties, when youre at a book reading or other cultural event, and during any kind of get-together. Try to Meet Lots of People When it comes to building a community, it helps to be social and a bit extroverted. (But if big groups and socializing arent your speed, try these networking tips for introverts.) The more people you know, the more likely you are to forge a connection with someone who might know of a job or a good person for you to meet. Look for opportunities to broaden your network- this can be as small as chitchatting on the elevator, introducing yourself to a speaker at a conference, or saying hello to that person you see every Saturday at yoga class. Connect Online After Meeting in Person There is no shortage of online social sites LinkedIn, Facebook, Twitter, Snapchat- the list goes on and on. Dont be shy about connecting with people youve met in person on these social networks. Doing this will help you stay top of mind, far more than business cards or emails, which can easily get filed away and forgotten. Your tweets, LinkedIn posts, and other social media activity can make your relationship with conn ections feel closer and more intimate. Use your best judgment about where to connect socially- if you met at a networking-oriented event, LinkedIn and Twitter are good platforms to connect on. A more casual, drinks-oriented event might make the more friend-oriented platforms (Facebook, Instagram) feel more appropriate. When in doubt, you can ask either in person or over email if theyd like to connect on social media. One cautionary musiknote Avoid connecting on every social site at once. That could feel overwhelming. Seek Out a Mentor While its good to know a lot of people, its also good to build deep, long-term relationships. A mentor can be a touchstone throughout your career, helping you to evaluate job offers, know when its the right time to leave a job, negotiate a raise, and generally help you with all sorts of career-related conundrums. Make Friends at Work Most likely, you wont be at your current job forever- and neither will your co-workers Build strong relationship s with colleagues if youre lucky, youll discover that you have a lot more than where you work in common. These relationships will make your time at work more pleasant, and may also lead to future job-related opportunities in the future, too. So make an effort to go to lunches, happy hours, and show up for birthday celebrations. Always Remember to Lend a Hand Yourself The old view of networking was that relationships were of a you scratch my back, and Ill scratch yours variety. That seems old-fashioned now networking doesnt have to be so tit-for-tat. Still, if you see an opportunity to recommend someone in your network for a job, informational interview, and other career-related opportunities, definitely do so. And dont forget, if you make a connection that results in a job offer, youll likely have two grateful connections Both the person you referred for a job and the person who hired that candidate will be grateful.

Handling Employee Violation of your Social Media Policy

Handling Employee Violation of your Social Media PolicyHandling Employee Violation of your Social Media PolicyHandling Employee Violation of your Social Media Policy Bennington, Contributing Writer Remember Cisco Fatty, a.k.a. the University of California student who back in early 2009 posted the infamous tweet about an internship with the software giant?Cisco just offered me a job Now I have to weigh the utility of a fatty paycheck against the daily commute to San Jose and hating the work.You already know how this story ends. A Cisco employee discovered the tweet, the offer was rescinded, and a firestorm of werbung ensued. Since this was among the first cases where a status update resulted in the loss of a job, Cisco Fatty became a case study/cautionary tale of social media recruitmentthat will live on in the history books of Web 2.0.These days, however, status firings have become downright common. From CNN editors and waitresses, to hospital employeesand, yes, even pieorogis, it seems no one is immune to being shown the door over a post that doesnt sit well with their anfhrer. However, despite the increasing number of dismissals related to social media, most have remained internal matters between employers and their staff.That is, until now.Guidelines to Help Formulate your Social Media StrategyIn onerecentcasethat involveda companys social media policy, the National Labor Relations Board (NLRB)filed a complaint against an employer who fired a staff member for badmouthing her supervisor on Facebook. The Facebook casewas eventually settled out of court and required that the company not discipline employees who are asking for union representation the companywill also revise their employee handbook policy around workers discussingwork conditions with their co-workers.This is obviously scary territory for employers. On one hand, you have the fear of disgruntled employees doing some serious company brand damage online. On the other, you have the risk of being su ed for violating the National Labor Relations Act.To obtain some perspective on this issue from a legal perspective, we spoke with Eric Kinder, a Labor and Employment member with Spilman Thomas and Battle PLLCand with Donna Galatas and Jackie Torres from The Galatas Groupto weigh in on the human resource standpoint. Here is what they had to say1.)Are social media posts considered free speech? Kinder Free speech in the employment setting is a loaded term. Private employers dont have First Amendment concerns in that there is no constitutional duty from them to allow or tolerate free speech, but they do have to consider the National Labor Relations Act and various state laws that prohibit employers from disciplining employees for off-duty conduct.While many of the off-duty conduct laws were drafted to address an employees use of tobacco off the worksite, many of them are written broadly enough to encompass use of social media, blogging, or other online activities. In addition, the NLRA protects an employees right to engage in concerted activities regarding the terms and conditions of employment.Many online activities, especiallysomething like a Facebook post regarding wages or working conditions that is shared with co-workers, are forms of concerted activity that are protected under the law until it reaches the point of being disloyal to the employer. Disloyal can be complicated to define, but it distinguishes between comments that are merely complaining about work from ones that actively seek to reduce business by driving customers away.Galatas /Torres We strongly believe that social media posts should be considered free speech, however, there are certain aspects of social media use that should be considered within the scope of an employers control.Employers should consider participating in appropriate social media venues and should put in distributions-mix a social media policy to supplement an internet use policy. A few examples of specific issues which should be addressed include clarifying infringements on company confidential information and intellectual property rights, slanderous or libelous statements that cannot be supported by evidence and are detrimental to the business, and failing to state that comments made are personal opinion and not made on behalf of the company.2.)When can an employer legally terminate an employee for their online behavior? Kinder This will vary from state to state, as more states are passing all-encompassing off duty conduct laws that prohibit, at least potentially, an employers ability to discipline an employee for online actions. That does not mean employers are without any mechanism for regulating an employees online activity.First, an employer has the right to discipline employees for their online behavior during working hours an employee is at work to do work, not to send Twitter updates, post on Facebook or maintain a blog. The one caveat to this rule is that employers must be consistent in enforci ng this social media policy an employer cannot discipline employees when they make negative comments about the company, but ignore other non-work related activity while an employee is on the clock.Second, an employer can, and must, intervene when an employees online actions are placing the employer at legal risk such as betraying confidential information, or violating the Federal Trade Commissions rules on endorsements of the companys products, or threatening or harassing a co-worker. Third, employers can act when an employee has crossed a line and acted disloyally. Complaining about your boss or your pay isnt disloyal telling people that the hospital where you work is unsafe would be disloyal though if there are real safety concerns raised, the employer needs to address them.3.)Can an employer legally examine a candidates social media presence as part of the recruitment process? Kinder The concern about recruiting with social mediais primarily one of allowing improper information (such as race, religious beliefs, sexual orientation, etc.) to taint the selection process. In addition to including numerous pictures which will reveal a candidates age, sex and race social media sites allow and encourage individuals to proclaim their religious and political beliefs. Once an employer reviews the website, it will be charged with knowledge of all this information that should not be included in the hiring process.My general advice to employers is not to review a candidates social media presence before selecting the individuals to interview, so that the interview selection is devoid of or blind to any improper information. No matter what, any employer that plans to review any candidates social media should obtain the candidates written consent to conduct searches of all internet and social media websites, preferably as part of the release in the employers application.4.) How should an employer prevent a legal situation around social media policy from occurring in th e first place? Galatas /Torres Its very simple. Educate and communicate policy and expectations to staff using several different methods and venues. In addition, an employer should welcome all feedback from employees, both positive and negative, and use the information to increase employee engagement and employee retention and company advocates,to help address employee concerns that otherwise might not surface, and transform the organization into an employer of choice.Kinder It seems when it comes to social media, the best defense is still a good offense. So if you dont have a policy in place or one that is about blocking social mediain the workplace, now is the time to a social media policy. That said, the NLRB case is proof that, even with air-tight social media guidelines, employers are still vulnerable to complaints and worst case scenario lawsuits. So the bottom line here is to use this advice as a starting point to understand how you should (and should not) be using social me dia as an employer.Legal Disclaimer None of the information provided herein constitutes legal advice on behalf of Monster.Author BioEmily Bennington is coauthor of Effective Immediately How to Fit In, Stand Out, and Move Up at Your First Real Job(Ten Speed Press, 2010). She is a frequent speaker to students and organizations on the topic of career success and the host of Professional Studio 365, a popular blog for new grads transitioning from classroom to boardroom. Emily can be reached at ebenningtonmsn.com or on Twitter.Stay on topof social mediaWhile weve no doubt benefited in big ways from social media, it has caused major strife as well. But one thing is certain Its not going away. That means you need to know what to be on the lookout for, what kind of workplace policies to implement regarding social media, andobviouslyhow to use social media to your advantage in terms of marketing, brand awareness, and recruiting. Could you use some help with that?Sign up for exclusive https// www.youtube.com/ adviceand well send you the latest recruiting tips, hiring trends, management strategies, and even some awesome deals. Pretty koranvers youll like us.

ASME Public Affairs Outreach Council Conducts Technical Tour, Robotics Discussions

ASME Public Affairs Outreach Council Conducts Technical Tour, Robotics Discussions ASME Public Affairs Outreach Council Conducts Technical Tour, Robotics Discussions ASME Public Affairs & Outreach Council Conducts Technical Tour, Robotics Discussions PAO attendees hear from a Mitsubishi Hitachi Power Systems employee during their Orlando offsite tour. Attendees represented PAOs six committees and board as well as the Early Career Leadership Intern Program to Serve Engineering (ECLIPSE).Earlier this month in conjunction with the 2019 ASME Annual Meeting in Orlando, Fla., the Public Affairs Outreach (PAO) Council continued its six-month analysis of the field of robotics in an effort to identify opportunities for ASME and the broader engineering profession.In teleconferences ahead of the Annual Meeting, the PAO Sector had solicited an internal review of the robotics landscape from Raj Manchanda, ASMEs business development director for robotics and manufacturing, and external expertis e from Dr. Marcia OMalley, a professor at Rice University and co-chair of the ASME Robotics Public Policy Task Force and Robert Roney, Jr., an executive with GE Measurement Control Systems.With the benefit of these contextualizing perspectives, PAO attendees including guests from the Early Career Leadership Intern Program to Serve Engineering (ECLIPSE) and the Diversity Inclusion Strategy Committee toured the facilities at Mitsubishi Hitachi Power Systems (MHPS), where the company performs onsite inspection, maintenance and manufacturing of gas and steam turbine components. MHPS robotics capabilities in manufacturing and repair services further informed the Councils firsthand understanding of opportunities and needs within the turbine industry. Marc Parker, the ECLIPSE intern for PAO, was key in connecting the Council to MHPS through his work with Southern Company. Kalan Guiley (standing), senior vice president of PAO, and the PAO Council discuss K-12 STEM initiat ives to encourage hands-on robotics education.Onsite at MHPS, attendees then heard from Tj Nguyen, the assistant director of the Southeastern Center of Robotics Education, on ways to promote and advance robotics success among K-12 STEM educators and students. Nguyens experience with hands-on games, experiments and competitions highlighted the need to engage students in this space from a young age a time when the imperative to be versed in this ever-expanding field feels within reach, one Lego block at a time.The next day, the PAO Council also heard from engineers with Siemens Energy, the third perspective from the big three of major players in the gas turbine industry GE, Mitsubishi Hitachi and Siemens. Mechanical engineers Forrest Ruhge and David Meek focused on topics including the effects of robotics related to worker displacement, training and productivity. They were also interested in PAO conversations regarding the need to further beistand engineering education and learning/d evelopment flexibility toward the student-to-workforce pathway. Paul Garbett, director of engineering at Siemens Energy, represented the Industry Advisory Board at this PAO Council meeting and was integral in recruiting Ruhge and Meek.With this holistic overview and under the leadership and vision of Kalan Guiley, senior vice president of PAO, the Council sought to actively and deliberatively identify the needs and opportunities within the robotics space. Four groups discussed ASME opportunities for solutions and programmatic mechanisms to create change to that end, before a generative conversation yielded five foci for ensuing PAO recommendations social impact, workforce development, safety, technology advancement and ethics. As it did with its bioengineering analysis during and leading up to IMECE 2018 in Pittsburgh, the Council will synthesize these findings in a detailed report for ASME leadership.After six months, PAO can safely state that ASME is uniquely positioned to serve a s a leader to and for robotics developers, including hardware modularization and programming standards for applications especially in manufacturing and inspection/maintenance. There also remain significant opportunities for industry in widely accepted testing protocols for service robots effectiveness, reliability and safety. And there are frontiers yet to be explored for robots that operate in extremely hazardous environments, and frontiers in education initiatives in the United States and abroad to make robots commonplace in classrooms and vocational training programs. In short, engineers stand at a precipice there is real potential to shape the future like never before, informed by ASMEs ethical imperative its mission to improve the quality of life for all.For more information on ASMEs Public Affairs Outreach Sector and the work of its Council, please contact Aaron Weinerman at WeinermanAasme.org.

The Most Incredibly Neglected Solution for Hr Assistant Resume

The Most Incredibly Neglected Solution for Hr Assistant Resume The Downside Risk of Hr Assistant Resume Assistants often need to deal with complaints from customer or employee difficulties, sometimes professional, but in addition sometimes personal issues too. When employees have complaints or suggestions or any issues which should go through the formal communication procedure, HR assistants are responsible for receiving such communications. The BLS reports that HR jobs opportunities ought to be best in the managing of businesses and enterprises. Hr Assistant Resume Ideas So when it is time to develop your own resume, you know it needs to be perfect. Theresume summaryis best whenever you have a great deal of HR experience. The previous step i.e. the most important one provide your prior knowledge in the appropriate post. Each work experience incorporates necessary facts, like the work title and the dates of employment. There is a broad selection of resumes here and one wil l be proper for purpose. So you should compose your resume. This HR Assistant cover letter sample will be helpful for you if youre thinking to begin your career as an HR assistant. If you arent certain where to get started to your own CV, take a peek at our administrative assistant CV example. Another normal task the HR assistant will want to perform is onboarding aid. While its true that theres a great deal of administrative work to be done, an HR Assistant does a lot more The Key to Successful Hr Assistant Resume Dont forget to use as many powerful action verbs as possible. Regardless of the expanding influence of technology on life and work, the human asset proceeds to play a significant part in company and society. The resume structure is one of the most crucial factors appreciated by employers. When dont have any clue about both types, it may lead to a dilemma, and you may falter in the specific first step of job application. The management skills you opt for will d epend to some degree on your industry. Your knowledge can fix some large administrative difficulties. The very first step is to choose the form of resume that you want to create, and the way it will incorporate your prior experience, job history and strong points, while reflecting the essentials of the jobs applied for. The 5-Minute Rule for Hr Assistant Resume Youll also support our day-to-day HR pursuits and help out with coordinating HR policies, processes and relevant documents. You have to be a Bahamian and ought to be in a position to start straight away if hired. The Federal Resume can provide you with a prospect for the upcoming possible customer. Assisting staff in finishing the recruitment procedure. Assistants often work without lots of direction, so having the capability to make sound decisions without supervision is essential. Also make sure you tailor the document to the job that youre attempting to get. If you have the job, your new employer may figure out the hard way which you were dishonest about your experience. Whether you would like to be a team lead or an overall manager, your management resume needs to demonstrate you have the background and expertise to find the job finished. Top Hr Assistant Resume Secrets Picking an incorrect type of resume format will induce task loss. A vorlage can easily spare you a great deal of time. Utilizing Word, you can produce your own web templates for nearly any app, like resumes. You may discover the ideal design template and design your work application meant for the specific job. A management resume should demonstrate that, whether youre a restaurant manager or an operations manager, you comprehend the importance of your position. If youre an assistant manager whos seeking to be a shift manager, then you are going to require a management resume that shows off your value to the company, and a management resume that shows your professional development also. Many HR departments utiliz e cloud based technology to control their employee records. It is important to be in a position to focus and understand how to prioritize your workflow. Hr Assistant Resume the Ultimate Convenience The very first step is straightforwardly to find out your qualifications. For some companies, its very imperative that you give an overview of your abilities and achievements for them to figure out how you would fit exactly to their objectives. Previous expertise in an international NGO is an extra advantage. The opportunity will stay open till 31. Hr Assistant Resume - What Is It? Dont be scared to reveal your personality in the letter, since it will help employers evaluate how you are going to fit within the business culture. To be able to be considered a very good candidate for a Recruiter position, you must possess excellent communication abilities and the capacity to manage several projects simultaneously. Administrative assistants are frequently the very first point of con tact inside an organization.

Ready to Promote an Employee Read This First

Ready to Promote an Employee Read This First If youve found the perfect person to take on more responsibility at your company, then its your responsibility to make koranvers theyre equipped to handle their new role. Many employees especially the development-oriented millennials expect their employers to train them as they climb the corporate ranks, but very few employers actually do. Be the company that defies expectations and actually offers employees the development opportunities and support they want. Of course, I understand that training programs are hard to get off the ground for many startups and small businesses. Thats why Id like to offer the following tips on helping employees move on up not out at your company1. Formalize Your Management TrainingThe promoted employee was hired for a specific position in other words, they probably werent hired to be a manager. Still, the employee pro bably took on more responsibilities over time at your company before becoming a full-fledged manager. In many cases, this type of gradual transition leaves no room for formal management training.Seventy percent employee learning happens on the job, which isnt necessarily a good thing The promoted employee may pick up management practices that dont align with your expectations.Fix This Dont wait for management mistakes to happen before you address them. Instead, be proactive. Write up a quick outline of your goals and expectations for the promoted employee. Be sure to include information like the scope of their authority, how they fit into the company structure now, and what you expect them to do when major challenges arise. All organizations are different, and regardless of how yours is structured, your new managers will appreciate clear guidance as they acclimate to theirnew roles.2. Encourage Delegation, Not DumpingWhen promoted employees transitioninto leadership roles, that mean s a lot of the work they used to do will have to be delegated to others. Make sure new managers understand that delegating doesnt mean they can just dump their responsibilities onto someone elses shoulders.Rather, your new managers need to approach delegation in the same way that you approaching their promotion You are helping them adjust to their new roles, and they should be helping employees adjust to their newly assigned tasks as well. Continuous, social, peer-to-peer learning isincredibly important if you want your organization to run smoothly.Fix This Let newly promoted employees know that their previous roles arestill their responsibility until the ship is manned. This may seem like common sense, but promoted employees may forget it in the rush of excitement that comes with climbing the ranks. Make sure new managers are regularly checking in withand assisting the employees who have taken on their former duties.3. Assess the Promoted Employees ProgressPay attention tohow the e mployee is handling their new role. Have they taken the aktion to send you goals for their departments? Have they sought out management resources or tips? The latter may be hard to assess if its not coming up in conversation, but, eventually, youll be able to tell whether or not your new manager istaking steps to develop their skills.If departments arent improving, productivity isnt increasing, and employee morale isnt getting better by the day, then youll want to scrutinize the situation more deeplyto see if any real changes are being made.Fix This While its best not to come off as overbearing, you want to make sure the right person has been promoted. Youll be able to tell if your decision was a good one within the first few months. Be sure to watch out for the extremely excited employee who kicks it into high gear right at the start, only to burn out later on down the line. Remind your employees to maintain a steady pace, and keep your door open for any conversations your new mana gers may want to have.Have more tips for training new managers? Share them in the comments please