Write Your Stay at Home Mom Resume to Get Noticed

Write Your Stay at Home Mom Resume to Get NoticedOne of the biggest perks of a stay at home mom job is the fact that you get to choose the career path for yourself. There is an abundance of opportunities for employment available in your area, or around the country, just by being yourself. And as such, you are also allowed to develop your own opportunity based on your interests and abilities.There are plenty of things that you can do with your resume and that too in a fast paced, up and coming economy such as the United States. A resume that is well written, professional and marketable, while being appealing to employers is very important. So, how do you write a resume for a stay at home mom?With that in mind, it will be best if you focus on the things you have gained from your parent's assistance financial assistance. If you have come out from the previous generation of your family having been underfunded, then you must highlight the fact. Also highlight the skills you will bring to the table that would be useful to the employer. They will certainly be impressed with your dedication, willingness to learn, and willingness to work hard.You should focus on the different jobs that you could possibly have. If you happen to have some skills in marketing or communications, you may want to discuss this with the employer in a professional manner and do not forget to include this in your resume. This should not be forgotten.Remember to add any relevant experience or training that you might have acquired in the job. Don't forget to list the position you are applying for, the reason why you have been accepted, and the date you started working there. The employer wants to see your potential and since you have no immediate plans to leave your family, they will need to know this.It is very important that you clearly outline the business structure you have. This is vital because if you are the sole breadwinner, then you will be taken more seriously than if you have a spouse an d children to provide for. Most likely the employer will not take you seriously if you have children and there is another person taking care of them.These are the points that you need to think about when writing your stay at home mom resume. Your objective is to get noticed and as such, you need to make sure you present your best possible self to the employer.

3 Ways to Negotiate Better in Your Everyday Life

3 Ways to Negotiate Better in Your Everyday Life As a music industry veteran of almost 25 years, including the last 13 as president of my own company MAC Presents, I’ve negotiated over a hundred multi-faceted deals on behalf of brands including Citi, ATT, Microsoft, Samsung and Southwest as well as for high profile artists like Chance the Rapper, Foo Fighters, Keith Urban, Khalid and the Rolling Stones. Over the years, I’ve acquired a lot of tips that I’ve been able to apply to my personal life as well. Whether it’s a job interview, applying for insurance or just haggling over a cable bill, negotiations can be intimidating. But understanding the value that you bring to the table can unlock tremendous leverage, and help revive an otherwise dead-end conversation. Know Your Worth â€" and Know How to Sell It There’s nothing more off-putting in a business dealing than desperation. To maintain an upper hand, always walk into a negotiation with a keen sense of your unique skillset and importance to a potential employer or client’s business. Otherwise you could adversely impact your final terms, and end up taking a deal that significantly undervalues your worth. If a partnership is really meant to happen, both parties should be willing to fight to see it through. For example, when an employer says, “What are your salary requirements?” always quote them a number that’s at least 10% higher than your current salary. Otherwise you’ll start your negotiation at a potential deficit and you may not be able to regain leverage once you’ve shown your hand. This protects your worth, and helps you walk away from the wrong opportunity. Always Reject the First Offer Accepting an offer at face value can often dictate the difference between a transaction and a partnership â€" or in the case of employment, the difference between a job and a career. Earlier this year, I was working with Forever 21 on behalf of one of our artist clients, singer-songwriter Khalid. He had just released his debut album American Teen and I felt it spoke perfectly to Forever 21’s target audience. Without the aid of a Top 40 single at the time, the album debuted in the top 10 of the Billboard 200 album chart in its first week, giving him a strong buzz that we knew would only continue to soar throughout the year. Initially, Forever 21 wanted to partner with us and Khalid on a program that would make him the digital face of the brand’s summer men’s collection, leveraging the brand’s 10 million+ e-mail subscribers and website. While that offer would have given Khalid tremendous exposure at a crucial time when he needed to build his brand and awareness to sell tickets to his first major headline tour and launch his next single, it felt like we were only scratching the surface of what we could do together. Through a series of negotiations, we were able to secure Khalid the first-ever artist ambassador deal for two consecutive collections â€" men’s summer and fall. It was part of a larger partnership that now included in-store signage, a fan event in Los Angeles featuring a special performance, multiple social-media takeovers, digital video billboards in highly visible locations like New York’s Times Square, and additional revenue streams for Khalid through the sale of exclusive merchandise. By convincing Forever 21 to more than double their initial budgets and make their dollars work harder, Khalid was able to harness the exposure to graduate to the next level as a touring artist â€" his American Teen headline tour sold out in days. How “No” Now Can Mean “Yes” Down the Line Almost every deal that I have worked on during my 20-year career in the industry has started with a “no” and I’ve had to turn that into a “yes” by figuring out what both sides want and define as a “win.” A lot of times I say I work on behalf of the deal â€" if both sides aren’t happy then there is no deal. And this goes for everyday opportunities, too. If a potential employer turns down your initial salary requirements or your employment package, don’t back down from your baseline needs. Once they realize that you’re the best fit for the position, don’t be surprised if they come back around. If you’re not willing to fight for your value, why should anyone else? Marcie Allen is president and founder of MAC Presents, a New York-based music sponsorship and experiential agency.

3 Reasons Not Having A Personal Website Might Be Costing You Big - Work It Daily

3 Reasons Not Having A Personal Website Might Be Costing You Big - Work It Daily One of the great things about my role at Workfolio is that I get to hear the stories of how a personal website has benefited people in their careers. I’ve heard stories of personal websites helping people land jobs, secure new clients, get found by the press, impress their bosses, and demonstrate thought leadership. Despite the growing list of success stories about personal websites, many professionals still don’t have their own websites. WATCH: The Science Of Personal Websites For Career Advancement with Charles Pooley Here are the most commons reasons we hear why people still don’t have a personal website: 1. I’ll look like a narcissist. If you’re like me, you grew up hearing your parents preach the virtues of humility, and it’s true that nobody likes a braggart. In the wrong context, talking about your accomplishments and success can definitely be inappropriate. But when dealing with employers, potential clients, and even teammates, your strong personal brand can give them confidence that they are working with someone who is competent and capable. This will pay dividends (literal and figurative) in your relationships. Also, keep in mind that context matters. People will find your website either because you gave them the address personally or because they were looking for you online. They came to your site because they wanted more information about you, which makes your list of accomplishments informative rather than boastful. 2. I get all the visibility I need from social networking. Social media has become an indispensable tool for your career. It is a mistake, however, to think that it is giving you all the exposure you need. Contrary to popular belief, social networks are not available everywhere. According to two recent studies, 26% of U.S. companies and a staggering 59% of companies worldwide block or restrict access to social media sites on computers in their networks. Even if a potential visitor has access to social media, profiles are extremely cluttered with ads and links to other profiles that compete for visitor attention. If visitors can’t find exactly what they are looking for on your profile quickly, it’s on to the next one. Personal websites tend to be ad-free and devoted to you, which mean longer, deeper looks at your information. We estimate that average visits to personal websites are around three times longer than those to social profiles. 3. I only need a personal website if I’m looking for a job. Websites can be effective tools to help with your job search, but like health insurance, it’s better to buy it before you think you need it. There are two main reasons for this. First, many search engines take into account the length of time your website has been in when calculating your relative search-worthiness. The sooner you build your website, the better your search rankings will be when you really need it. Second, building a website while you are employed can open up new opportunities internally. If you keep diligent records of your projects and accomplishments over the course of the year and display them on your website, you can use these as ammunition during annual reviews. Keeping visible records of your accomplishments can also help give you the edge when project teams and committees are being chosen. Also, if you have a client-facing role or any interaction with external organizations, giving the people with whom you interact an easy, professional way to learn more about you can make you more approachable and likeable, which can be enough to get deals done and smooth the way for better outcomes in discussions you have. Personal websites are beginning to emerge as useful new tools to advance your career, whether internal or external advancement is your goal. By giving you a dedicated space to list your accomplishments and build your personal brand, websites allow you to become the strongest company of one you can be. For more information on the changing economy and how a website can help move your career forward, watch The Science of Personal Websites for Career Advancement Webinar. This post was originally published at an earlier date. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!

As Mens Jobs Disappear, What Will Happen To Women

As Mens Jobs Disappear, What Will Happen To Women The workforce is still very much segregated by gender which is why its a pretty big absprache that jobs typically occupied by men are disappearing, while theres an increase in demand for positions traditionally held by women.Jed Kolko, the chief economist at Indeed who researched this subject, published an article this past weekdetailing his findings. He reports that 31% of women work in fields that are at least 80% female, and 36% of men work in industries that are at least 80% male but this will gradually change.The labor market continues to shift away from traditionally male jobs toward traditionally female jobs, he writes. The two broad sectors that areprojected to lose jobsover the next decade manufacturing and agriculture are both majority male, while the fastest-growing sector health care is dominated by women.If this is the case, why arent men pursuing more traditionally female jobs? One reason which we find particularl y interesting (read maddening) is because of a little thing called the gender pay gap. The jobs that are in higher demanddont tend to pay as wellas more traditionally mens jobs do. Kolko points out that there are other explanations, too one observer has suggested that menmight not be that good at them while another recently argued that being told to take traditionally female jobs can be perceived as an affront to manly dignity.Kolko says that men who are less educated will be fruchtwein influenced by these patterns, because those with a lower level of education have a higher tendency to work in male-dominated industries. For women, Kolko finds the opposite to be true the more educated a woman is, the more likely she is to work in a female-dominated field.Of course, this is not the trend for every industry. While the specific occupations expected to grow fastest such asoccupational therapy assistants, physical therapy assistants, and nurse practitioners are mostly held by women ... plenty of traditionally male jobs will expand, too, Kolko explains.Among occupations that are at least 60% male, ambulance drivers are expected to have the fastest growth, and another healthcare-related occupation, emergency medical technician, is also on the top-ten list, he writes. Several computer- and finance-related occupations, like personal financial advisor and web developer, are predicted to grow quickly as well. (Of course the gender mix of either male-dominated or female-dominated jobs might change in the future, due to changing job-binnenseeker interest or employer recruiting practices.)And, of course, some jobs traditionally held by women like telephone operators and travel agents will begin to disappear.So what will the workforce look like as this plays out? Kolko says some suggest trying tobring backthe male-dominated jobs that seem to be phasing out, but thats probablyimpossible, he explains even if manufacturing output increased, it would not provide as many or t he saatkorn kinds of jobs as it did in the past thanks to automation and globalization.So, it looks like some men whether they like it or not will find themselves pursuing so called womens jobs. What will this mean for the pay gap? TBD. As Elizabeth King writes onBrit + Co, its possible that traditionally female industries will pay more once men enter them its also possible the current gap will narrow not because women are making more but because men will be making the same (lower) wages as women.Either way, it will be interesting to see how these shifts in the job market play out and we certainly hope that the gradual desegregation of gender in the workforce will lead to more equality all around.Fairygodboss is committed to improving the workplace and lives of women.Join us by reviewing your employer

The Ultimate Resume Writing Australia Service Trick

The Ultimate Resume Writing Australia Service Trick Written assignments are an essential component of the Australian educational system. The writer will be prepared to receive more instructions through the direct messaging system, which it is also possible to use with the aim of getting regular updates. Resume Writing Australia Service - Is it a Scam? Developing a professional resume is absolutely critical in todays tough job industry. Our exclusive career questionnaire welches designed to ask you the correct questions to have you mentally ready for the big day, the day of yur interview. If youre applying to government jobs, that is vital. Taking the opportunity to work on your resume is essential. Resume Writing Australia Service - Dead or Alive? If you arent content with the outcomes of our essay writing assistance, you can acquire completely free revisions until full satisfaction. Clearly, its simpler to purchase an essay rather than writing it yourself. Do you consid er the literature review for your undertaking. By utilizing skilled CV writing services its possible to ensure your resume is developed correctly. You may receive a custom essay from a number of sites, but not one of them is able to achieve our degree of quality. The service utilizes an individual approach for writing all sorts of personalized documents, including cover letters and other sorts of employment-related correspondence. To start with, you want to review different professional examples online to learn what a proper resume looks like. Or you can supply a complete overview of your professional history. Building a smooth career move is the crucial focus once you book in our professional resume services. A Career Overview should supply the reader with a fast preview of what he or she is going to see in your resume. For an account of the connection between leadership and produces an essay where the teacher s holistic professionalism. The Resume Writing Australia Ser vice Stories In the custom-writing industry, the ideal quality isnt always associated to the maximum price. Your expert will be prepared to offer constant updates and enhance the content in line with your feedback. Our gruppe will subsequently work together with you in providing assistance to meet up to your precise needs. On top of that, our cost of resume writing services is among the lowest on the industry. Which professional resume writing service on the internet is the very best. To beat the competition, it must be a laser-focused and keyword-rich advertising and marketing tool. Can anybody recommend a very good online resume writing services. Resume can turn into a physician or a lawyer because most of us get exactly the same education. Your resume writer will request that you send them links to any roles you want to submit an application for. 1 recruiter explained that as resumes are scanned, its recommended to compose a brief paragraph explaining the gap and inser ting it in the proper area in your career history. The qualified experts have written the very best papers in many unique locations. As a result of our user-friendly company, its really simple to purchase assignments online Australia. Despite being professional CV writers in Brisbane, our team is also able to supply a true estate copywriting service which is certain to help you in engaging with your profil customers. Items would consist of staff awards and exclusive commendations.

5 Effective Ways to Optimize Your Recruitment Strategy for Young Talent Acquisition - Spark Hire

5 Effective Ways to Optimize Your Recruitment Strategy for Young Talent Acquisition - Spark HireMillennials and in richtungeration Z are peculiar generations, at least by traditional recruiting and geschftlicher umgang standards. It seems that these generations are constantly breaking the norms, reshaping old narratives, and restructuring the world around them. And business leaders are struggling to match their pace. Why? Because theres nothing quite like the cumbersome task of inspiring young talent to take an interest in your company, or to stay for more than a couple of years if youre lucky. To achieve this, you not only need to write terrific job descriptions, but you need to optimize your entire recruiting strategy as well.There are many techniques you can leverage to bring top talent into your company and incentivize them to become part of your brands family. Some of those methods include leveraging technology and visual media, restructuring your brands values, optimizing your perks and benefits, and taking a proactive approach to recruiting. Lets talk about what it takes to drive talent acquisition when youre targeting millennials and richtung Z.Find talented where they hang outThe first step in optimizing your recruitment strategy is to rethink your approach to job posting, and your online and offline communication with befhigung employees. Its important to understand the candidates and put yourself in their shoes to achieve this. Ask yourself, would you scour the internet in search of a great job opportunity, or would you rather a great job offer land on your doorstep? Naturally, the younger generations love nothing more than to find these career opportunities in their online and offline hangouts, so you better plan ahead.First, research your target demographic. Instead of optimizing for customers, plug in the metrics for employees. Where do your top potential employees like to hang out? Find out where they are, online or offline, and then adapt your a pproach to fit their narrative, lifestyle, and routine. This will make them more receptive to what you have to say, and they might even get in touch. Remember, while youre waiting for someone to click on your generic job ad on Facebook, your forward-looking competitors are finding talented individuals on their home turf.Use visual media to optimize your messagingModern generations are born into the world digital. Its what makes them digital natives and shapes their mindsets, their core beliefs, and the way they interact with the rest of the world. So why are you still posting written job descriptions, and communicating with candidates over email when you can create a more personal experience with video?Nowadays, young talent is looking to engage with a company that speaks to their tech-savvy upbringing, and is able to cater to their needs. Think vibrant presentations, seamless and captivating animations, live video interviews, video job descriptions, infographic job descriptions, an d combining numerous visual elements to nail your recruitment messaging and speak directly to the hearts and minds of your employee demographic.Emphasize the modern perks youre offeringSpeaking of technology, its one of those essential perks that your company needs to offer to young talent if you are to spark their interest and make your offer more appealing. Candidates need to know that youre innovative and forward-looking and be confident that youre flexible . Set yourself exotisch from other employers by using technology to create a better candidate experience and promote your unique company culture.Nowadays, employees want the flexibility of working in thriving coworking spaces like Altitude cowork, that provide all of the perks and amenities they need to do a stellar job, network with other talent, and enjoy a positive work environment tailored for the 21st century employee. Instead of trying to attract young talent with a traditional office environment or the old ways of durin g business (you are on the cloud, right?) be sure to emphasize all of the modern perks that spark a modern employees interest.Focus on current opportunities, not future potentialSpeaking of perks and benefits, keep in mind that younger generations of workers have greatly shifted the narrative from future career potential to current career opportunities. What matters most to the millennial and Gen Z talent is what youre offering right now. Rest assured, you still have to have comprehensive career advancement strategies, as this is a valuable perk that tells employees that you care, but you should also focus on delivering immediate value.If you want to attract top talent and even bring overqualified individuals into your ranks, you need to show them what you have in store for them in the next year, two, or three. You can talk about their five-year plan down the road, but for now, focus on the present this way, you wont scare the candidate off, and you will have sparked their interest .Inspire them to join your brand familyFinally, always remember that the modern employee is looking for something more than to just work for a company. To be an employee means little to the younger generations, but to be a part of a thriving brand culture is a whole other matter, and a high-value proposition they wont be able to refuse. Be sure to align your brands values with the values of your employee demographic, stand up for the same causes and initiatives, and invite them to join the fight and become a part of brand that strives to make a difference.Wrapping upTalent acquisition is more difficult than it has ever been, and its all thanks to the millennials and Gen Z-ers who dare to reinvent the wheel. While you cant change them, you can certainly evolve your business and your recruitment processes to appeal to these dominant demographics, so be sure to implement these tactics in order to drive your talent acquisition strategy forward.About the AuthorJacob Wilson is a business consultant, and an organizational psychologist, based in Brisbane. Passionate about marketing, social networks, and business in general. In his spare time, he writes a lot about new business strategies and digital marketing for Bizzmark blog.

Talent Management Strategies to Retain High Potential Employees

Talent Management Strategies to Retain High Potential EmployeesTalent Management Strategies to Retain High Potential EmployeesTalent Management Strategies to Retain High Potential Employees Recruiting Training CornerWhat constitutes a high potential employee? Depending on who you ask, its generally regarded as the top 3 to 5% of a company who demonstrate high levels of contribution.And while every organization may have its own twist on that definition, there is consensus that this group is always in hot demand.So why do many companies invest a lot of effort into recruiting behauptung employees, but then do very little by way of talent managementand talent development to retain them?At a time when this type of talent is so crucial, organizations must put employee development strategies in place to avoid the pitfall. Below are five such strategies that you should be thinking about today.Pair them with effective beraters.The Odyssey of Homer introduced us to Mentor, Odysseus trusted adv isor.Today, we commonly use that word to mean a more experienced person who can advise and teach us.Corporate environments have taken notice of this talent management concept and have started implementing more structured mentoring programs. These can be a very powerful tool in acclimating employees to the corporate cultureand values.Mentoringcan also be enormously valuable for those high potential employees who thrive on interaction with influential colleagues. The difficulty lies in finding that perfect match between a seasoned employee with the willingness and openness to mentor someone, and a high potential employee who respects that mentor and is eager to incorporate the knowledge.But when that is achieved, it can be a great employee retention approach.Give them high visibility assignments.Giving high potential employees high visibility and meaningful assignments is key to keeping them engaged.This can take on many different forms.Think about handing over stretch assignments tha t are pivotal to the organizations success.While this may frighten some managers, it is important that these employees be given challenging opportunities that are outside their comfort zones. They may make mistakes along the way, but thats a necessary part of their employee development.Other things you may want to explore include rotation to a supplier or partner, swapping positions, coaching/mentoring, or other creative talent development solutions that expand a high potential employees visibility and depth of experience.Openly communicate with them. This may seem like stating the obvious, but if a high potential employee has a concern, or an idea, it is in the organizations best interest to listen.Give them the one-on-one attention they deserve with all levels of management and foster their creativity.You may also want to consider communicating that you believe they are high potential, and as such, enormously valuable to the organization.Some managers may worry that this will caus e the employee to develop a sense of entitlement, but the more likely scenario is that it will boost their desire to work toward fully realizing their potential.Invest in their learning and development Think about other types of learning and employee development opportunities that you could offer, beyond certifications or employee training programs.This group yearns for dynamic and ever-changing tasks. Is there an opportunity for an employee to be sent overseas for an extended period of time? Is your organization large enough that it can implement special tracks for high potential employees?Many organizations are coming up with talent management structures that allow one employee to touch many facets of the organization, from sales, to marketing, to customer service.For those employees who thrive on constantly learning, what better opportunity than to have assignments in all of these different roles?Remember that if you implement something like this, the employee must be empowered t o actively participate in the planning of his or her career development.Measure progress quarterly.Given that companies measure themselves on a quarterly basis, wouldnt it make sense to take your high potential employees and measure them the same way?If youre not thinking that way today, you should start.By exposing this group to mentors, new and high visibility projects, position swapping, etc, you are putting them in unfamiliar territory.Instead of waiting until the end of the year for the performance review,implement a proactive quarterly review that provides them with more immediate feedback.In turn, this feedback can be used to improve the employees performance in the short-term, thus improving overall performance and communication at all levels.Regardless of where your organization stands at the moment, it is imperative that deliberate talent management strategies be put into place in order to grow and retain your high potential employees. You simply need to understand the sta te of your particular corporate environment, and then implement those ideas that fit your corporate culture and resources.