ApprenticeshipLearn in the Classroom and On-the-Job

ApprenticeshipLearn in the Classroom and On-the-JobApprenticeship- Learn in the Classroom and On-the-JobAn apprenticeship is a type of vocational preparation that combines on-the-job training with classroom instruction. People can work as an apprentice in high-skilled jobs, found in a variety of fields including construction, manufacturing, health care, and technology. Why Do Companies Offer Apprenticeships? Apprenticeships are a win-win partnership because they help businesses build a highly-skilled and productive workforce while providing job seekers with access to interesting, stable careers that pay good wages. The length of these programs varies by occupation, ranging from one to six years, with the average being about four years. Apprenticeships typically include about 144 hours per year of classroom instruction and 2,000 hours annually of on-the-job training. Apprentices receive salaries, industry-recognized credentials, and a certificate of completion. Apprenticeships are sponsored by labor unions, employers, and business-union partnerships who pay participants wages and provide their training. Reasons to Do an Apprenticeship There are other ways to fulfill the educational requirements of some of the occupations for which apprenticeships are also available. However, their benefits usually dont compare. Those other options for preparation, which include earning a vocational degree or a postsecondary certificate, come with a high tuition bill. Apprentices, on the other hand, get their instruction for free. Not only dont they have to shell out money for their training, but they also get a paycheck that increases along with their skills. Classroom Training Could Earn College Credits If the classroom training for your apprenticeship takes place at a community college, you may receive college credits for it. Is an Apprenticeship an Actual Job? Yes- if you take on an apprenticeship, you will start working immediately for pay, and the average starti ng wage is $15 per hour, with pay increases as your skills improve. Apprenticeships often lead to permanent employment once the training period is completed. Even if they dont, a former apprentice has a better chance of getting hired due to the highly specialized hands-on training and technical classroom instruction they received. They also leave the programs with industry-recognized credentials. Apprentices are very marketable job candidates. A worker who has completed an apprenticeship has higher earnings than one who has not. The average annual earnings of a former apprentice are $50,000. That will translate into about $300,000 mora during their career than non-apprenticeship workers, according to the Department of Labor (U.S. Department of Labor. Apprenticeship Toolkit). Qualifications for Internships Apprenticeship sponsors determine the minimum entrance requirements for their programs. Most have a minimum age of 18, but for others, it is 16. Participants also need a high schoo l or equivalency diploma and the physical ability to do the work. What Occupations Have Apprenticeships? The Department of Labor estimates that there are apprenticeships in more than 1000 occupations. A mode of job training for many years, their goal has traditionally been to provide a skilled workforce to the construction and manufacturing industries. Emerging industries like healthcare, energy, and technology, as well as other industries, also utilize apprenticeships for that reason. These are just a few of the occupations for which one can train by becoming an apprentice PlumberElectricianGlazierHVAC TechnicianCarpenterEmergency Medical TechnicianNurses AidePharmacist AssistantComputer ProgrammerInformation ManagerWireless TechnicianFiber Optic TechnicianTool and Die MakerPrecision Machinist How to Find an Apprenticeship? Apprenticeship sponsors can register their programs with the Department of Labor (DOL) or with a federally-recognized state apprenticeship agency. Accor ding to the Department of Labor, there are 400,000 registered apprentices nationwide. If you would like to learn more about doing an internship, start by finding out if one can prepare you for the occupation you have chosen. Use the Apprenticeship Finder on Apprenticeship.gov from the U.S. Department of Labor. Search by career path and location and then click on any entry in your results to get more information, including qualifications. Select apply to go to the actual job listing and application. Job search sites like Indeed.com also list apprenticeships. Enter the word apprenticeship along with a job title or other keywords and location into the search box. Since labor unions often sponsor apprenticeships, check with local unions as well, especially if you want to work in a construction trade. State job service centers are another source. You can find your states centers by searching the database on CareerOneStop, a Department of Labor-sponsored website. Key Takeaways Apprentices hips can provide job training for over 1000 occupations in a variety of industries.Apprentices get a paycheck and receive free on-the-job training and classroom instruction.One may earn college credits and industry-recognized credentials.To locate apprenticeships, use Apprenticeship.govs Apprenticeship Finder and job search sites like Indeed.com. Also, contact local unions and your states job service center. Source U.S. Department of Labor. Apprenticeship.gov.

The Basics of Becoming a Glamour Model

The Basics of Becoming a Glamour ModelThe Basics of Becoming a Glamour ModelYou see them in swimsuit calendars, in mens magazines, and in advertisements. Theyre sensual, theyre alluring, and you cant take your eyes off them. Who are these gorgeous women, you ask? Theyre glamour models. What Is a Glamour Model? Glamour models are women who possess a certain kind of sex appeal and who arent afraid to show off their bodies. Their poses tend to be more sexually suggestive than those of other models and are typically geared towarda male audience. A quick flip through magazines like Maxim, Sports Iltendenzrated (Swimsuit Edition) or even Playboy will give you a good idea of what glamour modeling is all about. Do You Have to Look a Certain Way? While glamour models dont have to fit into certain height and size requirements (like editorial fashion models, for example), they do have to be 18 years of age or older and have curves, a fit body, enviable hair, and a stunning face. Glamour modeling focuses much more on the models beauty and body than selling a particular product. A Vogue models job, for example, is to make the reader lust after an outfit or accessory. A glamour models job, on the other hand, is to make the reader lust after her. What Makes One? In order to be a successful glamour model, you need to be comfortable with showing off your body. Or, you need to at least know how to fake the level of confidence needed to seduce the camera, command attentionand create an inviting fantasy for readers. And, just like every type of model, you must also be professional, outgoing, punctual, hardworking, motivated and able to take direction well. What Kinds of Work Can They Get? Glamour modeling is almost always intended for commercial use, so you can expect your photos to be used for things like mass-produced calendars, mens magazines, posters, playing cardsand advertisements for a wide range of health and beauty products. Its also not unusual for glamou r models to also work as swimsuit and lingerie models. Is Nudity Mandatory? Someglamour modeling involves nudity, but a lot of it doesnt. Its up to you as a model to decide how much skin youre comfortable showing. Of course the more open you are to different levels of glamour modeling the more work youll get, but you should never, ever do anything you arent 100% comfortable with. If youre signed to an agency, they can help you set boundaries and book you jobs that match both your comfort zone and your career goals. Can Men Be Glamour Models? Glamour modeling is generally a female profession, but there are a few opportunities for men, too. Womens magazines like Cosmopolitan and Glamour regularly show photographs of male models, and there will always be a demand for calendars, greeting cards, posters, etc. That said, if youre interested in pursuing a career as a male glamour model, its probably a smarter career move to promote yourself as a commercial or fitness model and also take any glamour modeling opportunities that may happen to come your way. Do I Need a Modeling Agency? Some glamour models have the experience and client cousine to work as freelance models. However, if you are a new model, you should always have a legitimate modeling agency representing you. When youre with an agency, youll be safe (the agency will always know who youre working for and where youre working), youll be paid what you deserveand youll receive the guidance you need to further your career. Plus, many clients only use modeling agencies to find their models, so youll have maximum exposure and will have access to as many job opportunities as possible.

Survey 4 in 10 American women say theyve experienced gender discrimination in the office

Survey 4 in 10 American women say theyve experienced gender discrimination in the officeSurvey 4 in 10 American women say theyve experienced gender discrimination in the officeA new Pew Research Center survey finds that 42% of working women and 22% of working men say theyve experienced gender discrimination at work.The research also probed respondents about sexual harassment at work, with 22% of women and 7% of men saying theyve experienced it.The survey was carried outby GfKs Knowledge Panel this past summer, before the recent sexual assault scandals that have recently dominated the news.Here are some of the points that stand out.Heres what men and women say theyve gone through at workIn the survey, 23% of women and 6% of men say that they have been treated as if they were not competent, while 10% ofwomen and 5% of men say they have been passed over for the most important assignments.Seven percent of women and 4% of men say theyve been rejected for a position, and 7% of women and 5% of men say they havent gotten a promotion because of their gender.Twenty-five percent of women and just 5% of men report being paid less than a woman/man with the saatkorn job.Heres what women say they are dealing with in the officeThe analysisalso broke down how many employed women say theyve gone through any of eight featured types of gender discrimination at work.Forty percent of White women, 53% of Black women, and 40% of Hispanic women say they have.Fifty-seven percent of women with postgraduate education report dealing with this discrimination, along with 40% of college grads, 39% who have some college, and 38% who have completed high school or less.In terms of age, 39% of women 18-29, 44% of those 30-49, 43% of those 50-64, and 39% of those 65 and up report going through this.In terms of working womens education levels, 27% at the postgraduate level, 11% who have graduated college and 13% with some college or less report having been given less support from senior leaders tha n a woman/man doing the same job, among many other results about types of discrimination theyve experienced.

Jobscan LinkedIn Optimization A Complete Guide

Jobscan LinkedIn Optimization A Complete Guide Jobscan LinkedIn Optimization A Complete Guide LinkedIn Optimization with JobscanHere at Jobscan, weve leveraged our resume scanning and optimization technologyand researched recruiter behavior to help job seekers and in-demand professionals increase their searchability and get more out of their LinkedIn profiles. With JobscanLinkedIn Optimization, you see exactly how your profile scores for the jobs you want and receive actionable tips to optimize your profile.Why Does LinkedIn Optimization Matter?138 million users are on LinkedIn in the United States.44,000 job applications are submitted daily through LinkedIn.74% of recruiters source job candidates from LinkedIn.94% of recruiters use LinkedIn to vet job candidates.Recruiters pay thousands of dollars for powerful LinkedIn search tools that highlight candidates based on hyper-specific keywords and algorithms. Hiring managers vet candidates based on their LinkedIn profiles. Whether youre using LinkedIn to attract recruiters or supplement your resume in your job search, your profile can only make a positive impact if its complete, professional, and tailored to the jobs you want with targeted keywords and search engine optimized profile sections.After getting your LinkedIn profile score, transform your profile with Jobscans tips, example phrases, keywords, and LinkedIn search insights to help boost your profiles visibility and credibility among recruiters.Getting Started with LinkedIn OptimizationYou can get your profile score and begin optimizing your LinkedIn profile in 3 simple steps.Step 1 Connect to Your LinkedIn ProfileAt the link above, connect with your LinkedIn profile.Your profile might already be connected to LinkedIn if youre a registered Jobscan user, so sign in at this point if you havent already.If your LinkedIn was previously connected or you have revised your profile and are rescanning your profile, be sure to click Refresh LinkedIn above your photo. Once your profile is connected, click Next.Step 2 Export LinkedIn profile PDF and upload to JobscanLinking your profile in Step 1 doesnt give Jobscan all the information required to analyze your LinkedIn profile summary, work history, and other fields.LinkedIn offers a PDF download of your profile that is accessible byvisiting your profile, clicking the dropdown menu in the top section of your profile, and selecting Save to PDF.After uploading your PDF, click Next.Step 3 Paste job descriptionsJobscan scores your LinkedIn profile against real job descriptions.If youre signed in and have already used Jobscans resume scanner, your previously scanned job descriptions will be available on the right. If youre just getting started or would like to add new job descriptions, copy and paste any job description into the field on the left and click + Add. Add and select at least 3 job listings then click Scan.Youre ready to see your scoreLinkedIn Optimization ReportYour LinkedIn Optimization r eport features 7 sectionsProfile ScoreLinkedIn Basic InfoHigh ImpactWork ExperienceSkillsEducationTips and TricksProfile ScoreYour score is a snapshot of how well your LinkedIn profile represents you for the jobs you want. Optimizing your profile above 80% will move you toward the top of recruiters search results and add credibility to your online persona.High ImpactNailing the high impact section is crucial to improving your searchability and increasing your exposure on LinkedIn.Your headline is your introduction to recruiters and anyone else on LinkedIn. It should be up to date and feature specific keywords to give recruiters a clear idea of what you bring to the table.Your summary is your elevator pitch that shows off your best work and qualifications, but is also an important field for LinkedIns search function.The LinkedIn Optimization report includes customized tips and examples regarding your headline and summarys length, keywords and phrases toinclude, red flags to avoid, an d other important checks.Unlock Full LinkedIn OptimizationProfile Score, LinkedIn Basic Info, and parts of the High Impact section are available for all users.To unlock the rest of the report and unlimited LinkedIn profile scans,upgrade your account. Upgraded users also receive access tounlimited resume match rate calculationsresume live scoringresume scan history and bewerbungsgesprch trackingcover letter optimizationexclusive learning materialsProfile SummaryThe Profile Summary is an underutilized section on many LinkedIn profiles. This premium portion of the High Impact section checks your summary for length, suggests specific keywords and phrases to include for LinkedIn search purposes, looks for measurable results, and more.Work ExperienceIncluding a thorough work history will paint the clearest picture of you as a candidate and provide you ample opportunities to share your accomplishments, measurable results, and experience. This section checks to make sure you have included e nough experience and measurable results, dont have any unexplained temp gigs or job hopping, and arent using too many cliche buzzwords.SkillsRecruiters input specific skills or keywords into complex queries to find candidates in LinkedIn search.The skills you list throughout your profile should match the frequency and exact wording found in the descriptions of jobs youre interested in or have applied for. This section of the LinkedIn Optimization report compares the frequency of hard skills and keywords found in the job descriptions with your LinkedIn profile.LinkedIn Tips TricksThere are ways to increase your LinkedIn presence beyond fine tuning the contents of your profile. This section checks to see if youre utilizing typically neglected portions of your profile and engaging in LinkedIn behavior that will increase your exposure and searchability.Get HelpReceive a walkthrough of your report by clicking Guide Me next to your score. More information about any of Jobscans checks and why theyre important can be found by clicking the blue question marks throughout the report.Revise and RescanAfter improving your LinkedIn profile with Jobscans tips and advice, click New Scan on the left sidebar to rescan your profile and get your new score. Be sure to click Refresh LinkedIn on Step 1 and upload a new PDF on step 2.Strive to boost your score above at least 80%, but dont stop there The more you increase your score, the more you increase your LinkedIn profiles searchability and impact. Get noticedOptimize Your LinkedIn Profile

U.S. Military Code of Conduct, Article 6

U.S. Military Code of Conduct, Article 6U.S. Military Code of Conduct, Article 6Article VI I will never forget that I am an American, fighting for freedom, responsible for my actions, and dedicated to the principles which made my country free. I will trust in my God and in the United States of America. Explanation A member of the Armed Forces remains responsible for personal actions at all times. Article VI is designed to assist members of the Armed Forces to fulfill their responsibilities and survive captivity with honor. The CoC does not conflict with the UCMJ, which continues to apply to each military member during captivity or other hostile detention. Failure to adhere to the CoC may subject Service members to applicable disposition under the UCMJ. When repatriated, POWs can expect their actions to be subject to review, both as to circumstances of capture and as to conduct during detention. The purpose of such review is to recognize meritorious performance and, if necessary, investigate any allegations of misconduct. Such reviews shall be conducted with due regard for the rights of the individual and consideration for the conditions of captivity. A member of the Armed Forces who is captured has a continuing obligation to resist all attempts at indoctrination and remain sicher to the United States. The life of a POW may be very hard. POWs who stand firm and united against enemy pressures shall aid one another immeasurably in surviving this ordeal. What Military Personnel Need to Know Understand the relationship between the UCMJ and the CoC, and realize that failure to follow the guidance of the CoC may result in subsequent disposition under the UCMJ. Every member of the Armed Forces of the United States should understand that Service members may be held legally accountable for personal actions while detained.Understand that the Military Services, as prescribed in Federal law, shall take care of both the POW and dependents and that pay and allowances , eligibility and procedures for promotion, and benefits for dependents continue while the POW is detained even if the enemy does not report the Service member as being a POW and his or her status reflects missing in action. Understand the importance of military members ensuring that their personal affairs and family matters (pay, powers of attorney, wills, debt payments, and childrens schooling) are kept current through discussion, counseling or filing of documents before being exposed to risk of capture.

What You Need to Know About Resume Words

What You Need to Know About Resume Words If youre searching for the fruchtwein used resume vorlages for freshers, download on our site and edit the way you require it. Double check to ensure that everything on the last version of the resume is about you. Dont fall in the trap of locating a template or sample that boxes you in to a particular means of presenting information simply because it seems simple to use, or because the format impresses you. Try to remember that using the right resume format you wouldnt only stick out from a crowd of different candidates, but would draw more attention to your candidacy. Companies will want somebody who can really cut costs, not lower them. Todays job market is extremely competitive. If you wish to land an interview in the current competitive job market, you have to stick out from the crowd. A LinkedIn search on the business should turn up a list of workers and their titles, from which you are able to pick the most appropriate individua l. You have just one chance to create the very first impression on your prospective employer. An excellent impression of your own personal profile is guaranteed if you use phrases showing that youre an active individual. Naturally, it isnt enough to have a good resume to get qualified for work. When it has to do with writing a resume 2016, the very first thing you do is hoping to come across some resume templates already made by professional resume writers. Finding the correct career doesnt mean settling for the very first job opportunity that arises. As a sophomore, you will probably have completed a work shadow. Do whatever you must do and say whatever you have to say to find the job. Willing to do anything it requires to find the job finished. The Foolproof Resume Words Strategy Whether your resume is already online or still in paper form, its likely to wind up in a database sooner or later and you must make certain it comes up in the most suitable searches. Last, step b ack and review what youve written and edit if necessary. Its also advisable to explain why. Expert Stay away from the term expert, if you dont truly are, states Bensusen. Lines under the primary section headings are suggested. Microsoft word has a lot of resume templates out there for users. Last, the Romantic Adjectives list includes adjectives which are often used to express romantic love or maybe to describe a loved one. The term yellow is not really yellow. Getting in a position to recognize some positive adjectives that describe you accurately when used in the appropriate context is essential for passing a work interview successfully. If youre employing the phrase thinks beyond the box to demonstrate your eligibility to approach problems with a distinctive perspective, just say that There are a number of better words out there which you are able to utilize. As a consequence, youll also be communicating your mastery of various essential skills Thus, youll want to conde nse your abilities and experiences to those which are related to the position for which youre applying. You should find out approaches to adapt your experience to the demands of the new job and place it in such a manner your strengths are displayed on top. Make sure youre highlighting the most relevant and topical experience essential for the position.Sooner or later, you will end up with a fairly extensive collection of keywords that are related to the job and your suitability for it. By making use of a template, you receive a feeling of what information to include in your resume and the way to arrange it. Its also important to concentrate on skills youll use if you have the job that youre applying for. Employing industry related words not only demonstrates you have the desired hard abilities and understanding needed in order to do the job, but using key buzzwords and language proves that you also keep updated with the newest innovations.

Partner QA with Greenhouse - Spark Hire

Partner QA with Greenhouse - Spark HireHere at Spark Hire, we love working with leading organizations in the HR tech community. Thats why we are very excited to announce ur partnership with cutting-edge applicant tracking system, Greenhouse. Customers can now take advantage of havingSpark Hires video interviewing platform integrated with Greenhouses applicant tracking system. To spread the word about the integration and for our customers to learn mora about Greenhouse, below isa QA we did with Barbra Gago, Director of Marketingat Greenhouse.What is Greenhouse?Greenhouse is the first Recruiting Optimization Platform. We didnt want to build another electronic filing cabinet for resumes. Instead, we built a platform that helps companies scale and hire the best people, quickly. Its a performance-based solution and works best for companies that get everyone involved in recruiting.Greenhouse lets you run and optimize sourcing campaigns, standardize your interview process and collect feedba ck seamlessly. It also keeps everyone on the same page about where you are in the process and provides visibility into the pipeline (how many candidates are in each stage, how many interviews conducted, etc.).How did Greenhouse get started?Our Founder and CEO, Dan Chait, ran recruiting and HR at his previous startup not because he had the background, but because they needed someone to do it He scaled the company globally but all along was thinking there must be a better way. He and our Co-Founder and President, Jon Stross, spent a year talking to CEOs and executive leadership at companies across the mainboard to understand where their biggest pain points were what they found, time and again, was that recruiting was a top priority but a low capability. Everyone they talked to emphasized the importance of talent, yet organizationally there wasnt the infrastructure or processes in place to support that initiative. That seemed like a pretty big opportunity Today we are helping 350+ co mpanies get better at recruiting and build the kind of talent operations organizations that every company aspires to have (think Airbnb, Tower Research, Uber, Pinterest, Twilio and OnDeck Capital).Where are Greenhouses offices located?Our headquarters are in NYC, but we also have satellite offices in San Francisco and Denver.How many employees work at Greenhouse?At this time last year we were 12, now we are just over 50 and new people are joining everyday it seemsWho is the typical customer at Greenhouse?The early adopters of Greenhouse have been tech companies growth-mode. They dont have time to waste on technology that gets in the way. They needed something that will help them build a scalable process that could be iterated on easily to adjust to growth and organizational change, all while hiring the best talent and fast Many are in the Bay Area or New York where competition for top talent is cut throat. We are now seeing a lot mora companies in Financial Services, Retail, Non-gr owth Stage Tech, Healthcare and Manufacturing. Its certainly a spectrum, but the one thing they all have in common is a strong belief that recruiting is a strategic function, not a reactionary one, and from the CEO to the intern, everyone is passionate about helping to build a better company through better recruiting.What is a great customer success story youd like to share?OnDeck is a great example of a company needing the right recruiting platform at the right time. This February they were 200 people, by the end of the year theyll be 450. They doubled their headcount in less than 8 monthsquadrupled their sales headcount, hired 30 engineers and grew every other aspect of their organization as well. From the Recruiting team, to Sales or Engineering, everyone is aligned on recruiting. Hiring managers know whats happening and there is a constant feedback loop between interviewers, hiring managers and recruiters so that they make the best hires as quickly as possible.Its fair to say th eyve been extremely pleased with GreenhouseWhat are some featuresyou offer that your customers love most?Customizable Interview Plans and KitsGreenhouse makes it really easy for recruiters to sit down with hiring managers and plan for every new job they want to hire for. They can simply drag and drop interview stages, decide who will do what interviews and build a scorecard that details out all the skills, qualifications and traits theyll be looking for in each candidate.Once interviews are platzset up, interviewers get a link in the calendar invite right to an interview kit that includes the candidates resume, interview prep and questions, and a scorecard to submit all their feedback in a simple and timely manner.ReportingFor any strategic recruiting organization, reporting is going to be huge. Three favorite reports I hear often from customers arePipeline reportHow many candidates in each stage, week over week, etc. (by job, region, or company wide)Interviewer calibration Helps id entify coaching opportunities for interviewers gives a sense of who always says yes and who always says no or who is generally right or wrong about candidates)Sourcing quality This is a great report that simply shows you from all your source, how many candidates did you get and how far in the pipeline did they get. People love this report as it gives them a good sense not just where candidates are coming from, but where the best candidates come from.Process AutomationBuilt-in process automation and task management is another big one that isnt sexy but makes everyones life easier. Once youve made a decision about a candidate (advance or reject at a given stage), Greenhouse automatically provides a set of next steps or tasks like send rejection email, or schedule the next interview, etc. Everything in Greenhouse is very action-oriented, so you always know what needs to be done and youre always moving people through the pipeline.If a potential customer wants to learn more about Greenh ouse, what should they do?We recently re-launched our website and have a ton of content there to browse. From best practices to customer stories or details about features, thats the best place to start. If youd like to catch a demo, you can request one here.What are Greenhouses goals for 2015 and beyond?In 2015 we will focus on scaling up our organization internally to serve new markets and verticals, and to help support our customers through customer success, training and professional services. From a product perspective, we will continue to improve on what we do best, and focus on building what features have the biggest impact for our customers.If youre interested in checking out the Spark Hire and Greenhouse integration or are an existing customer that wants to get set up, contact us today