Bridgewater State University Cover Letter and Resume Writing Tips

Bridgewater State University Cover Letter and Resume Writing TipsBridgewater State University cover letter and resume writing is not a difficult task for anyone to accomplish. However, when you consider the fact that there are thousands of people who apply for a single job, the number of qualified applicants is high. Therefore, it is important to ensure that you create a resume that will demonstrate that you have the relevant experience to meet the qualifications that were laid down in the job description.Bridgewater State University cover letter and resume writing is not a complicated task at all. There are many free sample resumes available online, which you can use as a basis for your own resume. These sample resumes will allow you to see how different career profiles are laid out on the resume, and it will give you a good idea of what kind of resumes are likely to be read by the hiring manager. If you write a resume in this way, you will ensure that it will get an immediate respo nse from the hiring manager.Bridgewater State University cover letter and resume writing is also a chance to demonstrate your abilities to the hiring manager. An impressive resume will also make it more likely that the hiring manager will hire you for the position that you are applying for. This means that you must do everything that you can to make sure that your resume is impressive.You should take care to include the right details about your qualifications in your resume. A resume that is filled with details about your previous positions may appear to the hiring manager as if you are not serious about pursuing that particular career path. Therefore, it is important to remember that your resume should not only be about you. It should highlight your achievements and your previous work experience.As previously mentioned, you can take advantage of the free samples that are available online. By copying them over and pasting them into a new template, youwill have a first draft resume t hat you can start your job search off on the right foot. It will help to take your time and use the templates carefully. Remember that you need to produce a professional looking resume that will impress your potential employer.Resumes should also provide you with information about your current or past employers. Any information that you have provided in your application can be listed in your resume, including a summary of your work history. The hiring manager may want to speak to previous employers to see how you have handled a particular situation.In addition to your qualifications, you will also need to be able to demonstrate your leadership qualities in the workplace. You need to showcase your ability to get along with others and to be able to motivate them. You will need to be able to show the hiring manager that you have a track record of success at being able to focus on the job at hand.A successful Bridgewater State University cover letter and resume writing campaign requires that you focus on the needs of the employer. After all, this is the employer who is likely to be interviewing your prospective replacement. Being able to focus on this aspect of the job application will ensure that you get the interview that you were hoping for.

How Are You Getting Employee Feedback - Workology

How Are You Getting Employee Feedback - Workology What You Should Be Doing Weve heard the phrase over and over again (and the numbers always seems to change):  For every customer that complains, theres 10 others who didnt complain.  Companys develop customer support centers, customer service call in lines, and feedback evaluations to get the complaints and be able to do something with them.  (Have you gotten a receipt that  doesnt have the call into this number and do our survey?) Businesses have learned that the  more they hear from our customers the better.  They take this information analyze it and use it. Are you doing the same for your employees?  Do you allow a medium for them to give you feedback? And above all, are you  doing  something with that feedback? Lets look at a few areas that are common for employee feedback: Employee Surveys For current employees and handled once or twice a year, a mass email or a paper packet asking employees to rate the business performance. It includes questions like How satisfied were you with your job? and What bothers you about working for this company?  They are sent out  to the masses with the hopes that a good return will come back.  Then the data analysis begins.  Hopefully they are tracked by breaking down department, job code, manager, pay scale, etc.  This is good info, but what it done with the analysis is more important. Post employment, employers  traditionally  send out a survey or call an ex-employee to ask them some questions  about the company.  Another opportunity to ask questions, companies ask past employees things like Why did you leave?  or What could we have done to make you stay? Exit interviews are a good tool, but the responses can often be dismissed by management as a disgruntled employees rant. Call-In Lines More typically known as Employee Assistant Programs, companies spend a good deal of money on providing these call services for problems at home, substance abuse etc.  Some EAPs offer work place relationship assistance, but employees are rarely aware of that, nor are EAPs    knowledgeable  or equipped to really problem-solve these issues.  In some cases, businesses use anonymous reporting services where if an employee witnesses illegal or unsafe activity they can call in and it goes to an representative (usually in the legal or HR department).  Highly recommended for any business as it allows the employee and outlet for seeking  assistance  to serious personal (and in some cases professional) problems. Performance Evaluations Traditionally held once a year, employees and managers sit down knee to knee and discuss their performance.  An opportunity to have feedback given up and down, it is the hope that employees gain a  better  understanding  of how to  improve  their performance and managers  capitalize  on the opportunity to  know  how to better lead their team. What You Should Be Doing Find a Employer Assistance Program that supports professional development as well.  Some of them can provide executive coaching and work with you on giving your company (without naming names ) feedback on which managers are in need of coaching. Ask the right questions in your surveys!  Its worth the money to have a survey consultant come in and review your line of questioning.  One of the earliest most important  customer satisfaction survey question to ask is Would you recommend us to a friend or family member?  Ask this question! In fact go a step further and ask for the names.  Make it optional and track those who dont give any names.  This is a clear indicator of whether or not they really are satisfied (not to mention how it may help you with your recruitment efforts). Do something with your data! If you  receive  back surveys (employee, exit interviews,  performance  evals, etc.) you had better be tracking them!  If youre using online tools (like SurveyMonkey) then spend the extra cash to get the upgraded access.  Otherwise, something even as simple as an excel spreadsheet can help to really dig down into the responses and find the key indicators.  Once youve  identified  the areas that need improvement follow through. Dont use generic evaluations for everyone.  If you pulled a generic performance evaluation from the internet and youre using that for all your employees, stop.  Each one needs to be tailored towards the specific job description and department/division the employee is employed.  If you want similar line of questioning then create a portion that is generic, but be sure to include a job specific portion that allows feedback as it directly relates to their job role. Do your performance  evaluations on time!  Im not a fan of them in general, but my biggest gripe with  performance  evaluations is the follow through, and mainly as it relates to the employees. Ive worked in many different businesses, for many different fields, and in every  single  one Ive worked for theyve had a performance evaluation calendar and not once, has it ever been conducted responsibly. Time after time I will get emails from employees asking Can you tell me when my  performance  evaluation  will be done Im still waiting?  Managers dont take it seriously.  Is it the paperwork, the time, the hassle? Perhaps.  But thats not what matters, what matters is the perception that is given to the employee. When we state that we will do something, in the employee manual or verbally, we better do it.  Otherwise, the employee will feel under-valued.  Regardless of our best intentions.  Remember the saying actions speak louder than words. In many cases managers seem to  chock  up an employee fussing about performance evaluations to They just want a raise.  And chances are, theyre right.  But again, when youve created a system that only  monetarily  awards employees based on  performance  evaluations, then they expect it to be done.  And be done timely. Train your managers. Managers should be the first point of contact for employee feedback and they need to be  prepared  to  know  what to do.  Train them on soft skills: active listening, counseling and coaching, etc.  Teach a seminar on investigation tactics or how to give performance improvement tips. Invest in your managers being able to seek and  receive  employee  feedback.    However, reality is that sometimes the employees feedback is about their direct supervisor in those cases its best served to have a third-party involved. Expand your HR department to handle employee relations.   If your HR  department  isnt capable of fielding employee issues, then hire more people (or get better people).  When an employee has concerns and questions they need to be able to go to a person.  Nothing replaces face to face discussion.  Develop your HR professionals into a employee service department, but make sure they do so as a support to the already well-trained managers.  Take a long hard look at your HR  department, are they so busy pushing  paperwork  that they cant hold their head up for a question?  Outsource the administrative tasks and get your HR  department  in the role of problem-solver.  They need to the people who are always    available  when a head pops in and says Gotta minute?  (I may be biased in this regard.) Regardless of what your business does to garner feedback from the employees, the most important thing to remember is that there are methods to give the feedback.  Ideally it should allow for the isolated individual complaints/questions and broad stream of feedback to the masses. Photo Credit.

The 10 most common job interviewsand how to rock them

The 10 most basic prospective employee meet-upsâ€"and how to shake them At the point when you plan a meeting for a new position, you essentially recognize what you have to chip away at: non-verbal communication, your handshake, and your resume-based accounts. That is it, isn't that so? You're all set? One moment… the sort of meeting you're confronting can include an unheard of level of prep and thought. At the point when you think talk with, you may get a picture of the conventional plunk down among you and an employing chief, yet as a general rule, there are heaps of various types of meetings that may come up in your pursuit of employment. It's critical to have a course of action for every sort. googletag.cmd.push(function() { googletag.display('div-gpt-promotion 1467144145037-0'); }); Let's glance at these meeting types, and what you have to know to pro them.The Classic InterviewThis is the conventional plunk down meeting where you go to the recruiting organization to examine a particular employment opportunity, and meet with it is possible that some body from HR or the individual who will be your new chief. This is by a long shot the most widely recognized meeting type out there.What you have to know: You ought to be prepared to handle any question, from fundamental inquiries concerning yourself, your expert history, and your resume to progressively digest inquiries regarding how you would move toward the activity. The best prep you can accomplish for an exemplary meeting is to ensure you have stories all set for all parts of your resume, models you can provide for represent your abilities and strengths.This kind of prospective employee meet-up is additionally about standards and custom. Ensure you dress well, and are circumspectly on time.The Informational InterviewThis one may be a stretch as a prospective employee meet-up, yet you may go over it in your pursuit of employment, particularly in case you're simply beginning. In an educational meeting, you connect with somebody in your objective industry or at your objective orga nization to get more data about it. You're the one posing the vast majority of the inquiries, and it's not joined to employing for a particular employment opportunity. Educational prospective employee meet-ups are regularly organizing opportunities.What you have to know: Because you're the one setting up the meeting and driving the discussion, it's essential to think of a rundown of inquiries or objective themes you need to talk about. On the off chance that you need an icebreaker, request that the individual reveal to you a smidgen about their job at the organization, and what they like about their job.The Phone InterviewThe telephone meet is regularly the main stop hands on talk with trail. It might be finished by need in case you're a long way from the talking organization, yet frequently it's a primer meeting done by HR or a selection representative to check whether they need to get you for a next-round meeting. The inquiries are frequently broad, as the questioner is attempting to get a primer feeling of your qualifications.What you have to know: The best part about a telephone meet is that while you'll should be on verbally, you can really do it in your night robe. Truly, however, a telephone meet has one extraordinary bit of leeway: you can have a wide range of notes before you, similar to a commented on form of your resume, or a diagram of the arguments you need to hit. You can likewise chip away at your talking style, which is the telephone talk with likeness taking a shot at your non-verbal communication for a conventional interview.The Skype InterviewThe Skype meet (or other video visit meet) is somewhat similar to telephone meet 2.0. It's utilized for remote meetings, especially in case you're meeting for a remote activity or an occupation for which you'd have to move. The Skype meeting might be a primer verify whether you'll be acquired for an in-person talk with later.What you have to know: The questioner can see you, so you have to dress and act like you're in a standard meeting. The clothing regulation may not be very as formal, howeverâ€"no night robe. Business easygoing at any rate. Furthermore, you should pick an area that is private and calm. That implies no Starbucks, and ensure any rambunctious pets or housemates are hidden unobtrusively elsewhere (pay-offs are consistently suitable here). The Job Fair InterviewJob reasonable meetings are on-the-spot meets that occur at a mass activity reasonable held by a specific organization, or by a school or association. These can feel somewhat indifferent, as the questioner may be seeing many others about a specific employment opportunity, however don't be threatened. In a vocation reasonable meeting, you should be set up to establish a decent connection rapidly. You may just have 10 minutes or so to tell them you're the correct one for the activity, so speed and proficiency are key.What you have to know: Have your lift pitch sealed shut and all set. You will probably not have the opportunity to build up a nuanced discussion with the questioner, so it's imperative to have that person know in advance what your identity is and what your best capabilities are.The Behavioral InterviewA social meeting is a meeting where you're gotten some information about how you took care of things previously, or would deal with explicit circumstances. It's fundamentally a situation meet, where you should talk through the procedure and rationale. A conduct talk with (which may be blended in with increasingly customary inquiries regarding your abilities and capabilities) is intended to test your critical thinking aptitudes, and test somewhat more profound into your resume past the visual cues on the paper.What you have to know: You can't generally envision what definite inquiries you'll be posed, yet the expected set of responsibilities can be useful. For each expected set of responsibilities slug, concoct a particular account from your past about a period you confronted som ething comparative, and how you took care of it. Attempt to have comparable stories as a top priority for your resume visual cues as well.The Puzzle/Case InterviewIn this sort of meeting, you're given explicit data and requested to take care of an issue. In the business world, you may get a genuine issue like in what capacity would pepsi be able to take piece of the pie from Coke? In different settings (tech organizations like Google love puzzle interviews), you may get a dubious word or math issue to comprehend, similar to what number of venti espressos fit in a 10-gallon drum? It might be something sensible, or ludicrousâ€"in any case, the fact of the matter is the excursion you take to arrive, not really the answer.What you have to know: You can't do a lot of explicit prep for this sort of meeting, tragically. It is extremely unlikely to know the points of interest of what you'll be approached to do/evaluate/speculate. For case interviews, you'll be utilizing your general busines s rationale aptitudes, so don't get excessively hindered in the subtleties of the case.The Lunch InterviewLunch is social. A lunch meet, in any case, is an expert event. Try not to get sucked in by the evident familiarity of eating with your likely future partners, despite the fact that this is normally a progressively conversational sort of meeting. It's regularly a path for the employing administrator to perceive what you're similar to outside of the meeting hot seat.What you have to know: Keep it proficient. This isn't to imply that you ought to dodge the casual chitchat, however be careful about the sort of close to home subtleties you talk about. In spite of the fact that you won't have your resume before you close to your plate, attempt to remember similar sorts of expert focuses you featured in your conventional meeting. Also, regardless of whether others are drinking liquor at lunch, unquestionably declineâ€"you need to remain sharp, and it's never truly proper to savor a me eting. There's a lot of time for work upbeat hours later.The Group InterviewMany competitors go in to a gathering meeting, however not many may come out holding that bid for employment. It looks somewhat like the Hunger Games. It feels like the Hunger Games, in case you're one of the gathering. This organization is basic for deals occupations, or employments or temporary positions that are recruiting numerous individuals on the double. It's a proficiency thing, and it additionally lets the meeting organization perceive how well individuals do with bunch elements. The most significant thing to recall here is that in spite of the fact that you'll be offering the spotlight to other people, the standard meeting rules despite everything apply with regards to remaining on point (your own capabilities) and carrying on professionally.What you have to know: The others in your gathering are not your foes, so center around surpassing them as opposed to sandbagging them. Focus on what they stat e and how their reactions are gotten by the questioners, since you may get tips on the most proficient method to adjust or express your own answers. Furthermore, slagging others (even unobtrusively) likely won't get you far in this meeting group, so being certain and benevolent is the mode you need to pick. All things considered, the questioner is picking you to be an individual from a group, and they have to realize that you can play well with others.The Panel InterviewThis one sounds dismal, isn't that right? Panel invokes pictures like congressional hearings, or (all the more drastically) terminating crews. Truly, it's regularly an efficient device for the employing organization, permitting them to gather a few unique questioners into one meeting opening. Or then again perhaps the activity calls for you to work with various groups, and it bodes well to introduce a firm front in the meeting. Whatever the case might be, don't fear the board meet. You'll be noting indistinguishable sorts of inquiries from a standard prospective employee meeting, just to a couple of various faces.What you have to know: Each questioner will probably have an alternate character and style, so ensure you're reacting in kind. Ensure you concentrate on every individual in the meeting, and make certain to get everybody's name so you can catch up later with express gratitude toward yous.The Working InterviewThe working meeting is frequently a late-stage meet, or a meeting for an occupation where it's essential to perceive how you'll perform at work. You might be given a physical assignment (like in building) or requested to make an attempt to sell something. It's a live demo of your resume abilities, basically.What you have to know: Lik

Design eCommerce Website (Part I)

Design eCommerce Website (Part I) Over the past couple of weeks, a lot of people requested us to discuss eCommerce website. Not only has this topic been asked in quite a lot system design interviews, but also eCommerce websites are so popular today that a lot of techniques and researches are developed for it. Before digging into this topic, its better to understand why design eCommerce website is popular in system design interviews. First of all, building an eCommerce website requires things like database design, system availability, concurrency consideration and so on so forth. All of them are extremely important in todays distributed systems. In addition, everyone has used some eCommerce website like Amazon. If you are generally curious about surroundings, you should have already thought about this topic. eCommerce model In our guideline 8 Things You Need to Know Before a System Design Interview, we said that a common strategy of system design interview is starting with simple and basic things instead of jumping into details directly. So how would you design the basic data structure of an eCommerce website? And what about the database schema? Ill skip the data structure for user models as it should be quite similar to other applications. Lets focus on the product. In the simplest scenario, we need three major objects: Product, User and Order. Product defines the basic model for a product in the shopping cart. Some important fields include price, the amount left, name, description, and the category. Category can be tricky here. Of course you can make it a string field in the SQL database, but a better approach is to have a Category table that contains category ID, name and maybe other information. So the each product can keep a category ID. Order stores information about all the orders made by users. So each row contains the product ID, user ID, amount, timestamp, status and so on. So when a user proceeds to checkout, we aggregate all the entries associated with this user to display in the shopping cart (of course we should filter out items that were bought in the past). NoSQL in eCommerce In the above analysis, we are using a relational database like MySQL. In reality, NoSQL database can be a better choice for eCommerce website sometimes. In case many people dont know about NoSQL, in laymans term, NoSQL database tries to store a bunch of things in a single row instead of multiple tables. For instance, instead of having a separate Order table, we can store all the items a user has bought in the same row of User table. As a result, when fetching a user, not only will we get all the personal information, but also his purchase history. Why can NoSQL be (slightly) better in this case? Lets use Product model as an example. Suppose we are selling books. A product has category book and tons of attributes like author, publish date, version, the number of pages etc. and this SQL table may have 20 columns. Thats fine. And now, we also want to sell laptops. So a product should also store attributes of a laptop including brand name, size, color etc.. As you can imagine, with more categories introduced, the Product table can have tons of columns. If each category has 10 attributes in average, its gonna be 100 columns with only 10 categories supported! However, for NoSQL database like MongoDB, a great advantage is that it supports huge number “columns” like this. Each row can have a large number columns but not all of them are set. Its like storing JSON object as a row (in fact, MongoDB is using something very similar called BSON). As a result, we can just store all those attributes (columns) of a product in a single row, which is exactly what NoSQL database good at. Concurrency Lets move on to talk about scaling issues. When scaling an eCommerce website to multiple machines, there are tons of problems popping up. The most important thing is that eCommerce website has almost zero tolerance to most of this issues. Take concurrency as an example. lets say theres only one book left in the store and two people buy it simultaneously. Without any concurrency mechanism, its absolutely possible that both have bought it successfully. How do you achieve concurrency in eCommerce websites? Lets analyze this step by step. From what we learned from OS classes, we know that lock is the most common technique to protect common resources. Suppose both user A and B want to buy the same book. What we can do is when A fetches the data about this book, place a lock on this row so that no one else can access it. Once A finishes the purchase (decrease the amount left), we release the lock so that B can access the data. The same approach should apply for all the resources and this can solve the problem totally. The above solution is called pessimistic concurrency control. Although it prevents all the conflicts caused by concurrency, the downside is that its costly. Obviously, for every data access we need to create and release a lock, which may be unnecessary most of the time. Can we solve the problem without a lock? Summary Well talk about a better solution for concurrency issue without using a lock in the next post. There are so many topics Id like to cover about eCommerce websites. In fact, many techniques are common across all distributed systems, whats important is to compare the pros and cons of each approach and select the one that works best for the particular application. In the next post, well continue discussing concurrency and will also talk about system availability and consistency. By the way, if you want to have more guidance from experienced interviewers, you can check Gainlo  that allows you to have mock interview with engineers from Google, Facebook etc..

Featured Job Posting Biz Dev Training Exec @ RedRover - Copeland Coaching

Featured Job Posting Biz Dev Training Exec @ RedRover RedRover Sales Marketing Strategy is seeking a Business Development Training Executive in Memphis, TN. This position requires a broad sales training/management background (in a variety of business categories). Selected candidate will be responsible for both generating new clients and handling client training/coaching work generated by RedRover’s marketing division. As such, strong prospecting skills are a must. New Business Development 40% Generate a consistent number of leads on a weekly basis to fuel RedRover growth. Make pitches, along with other agency staff, to win new business for the agency. Manage the full sales cycle including prospecting, contacting, nurturing and closing deals with the C Level Suite. Achieve and surpass monthly and quarterly goals by maintaining a high level of activity. Work closely with the Directors of New Business Development to develop best practices for the sales and training teams. Strategic Plan Development 10% Business Development Associates contribute to the development of strategic plans for our clients. Your assigned tasks may include: Meet and liaise with clients to discuss and identify their requirements. Work with the account management team on the development of ROI focused sales and marketing strategies. Work collaboratively with the RedRover pack to devise plan tactics that meet the clients needs and budget. Present alongside agency colleagues, the strategy, tactics and budget to the client. Negotiate with clients and agency staff about the details of strategic plans. Plan Execution 50% As a Business Development Associate you must understand our clients needs and objectives and work closely with them throughout execution of the plan, often on a daily basis. You will be accountable for ensuring that project tasks are completed on time and on budget. This role will involve handling multiple accounts and the hours can be long in our competitive environment. Your assigned tasks may include: Execute administrative, sales and training tasks for your assigned clients. Present work to clients for approval or modification; handle budgets, manage plan costs and write client reports. Partner with, and act as the link between, the client and RedRover by maintaining regular contact, ensuring that communication flows effectively. To learn more, or to apply, visit the RedRover job posting here. Note: the link takes you to a PDF file.