Civilian Career Options for Women Veterans

Civilian Career Options for Women VeteransCivilian Career Options for Women VeteransAbout 1.6 million U.S. veterans are women, according to the Department of Veteran Affairs. Female vets are different from civilian women and from their male counterparts who have also left the military. As compared to other women, female veterans attain higher levels of education. Both male and female veterans find long-term opportunities in certain sectors and they leave the military with skills that make them well-suited for particular occupations. Female Vets Are Highly Educated Women veterans are typically better educated than their civilian counterparts. A high school diploma is the minimum educational requirement for military enlistees, but most go beyond that either before serving or after completing their service. Twenty-one percent of female veterans have a bachelors degree versus 18 percent of non-veteran women, and 14 percent have an advanced degree while only 10 percent of non-veteran women do. Not every female vet completes her college education- 44 percent of women veterans had some college as their highest level of education compared with 32 percent of non-veteran women- but it is possible that many women veterans took advantage of tuition assistance offered during their service but did not finish their degrees. Female veterans typically wait a bit longer to earn their degrees than those who do not serve. Seventy-one percent attain their bachelors or advanced degrees between 35 and 64 years of age. Women Veterans and Career Choice Female veterans make different career choices than other women. More than twice as many choose to work in government jobs- 34 percent of veterans versus 16 percent of non-veterans. Included in this sector are local, state, and government employment. At least some of this may be attributed to initiatives in place that actively recruit veterans for government jobs. The government has instituted initiatives like the Veterans Opportu nity to Work (VOW) to Hire Heroes Act, which President Barack Obama signed into law in 2011. This law requires Federal agencies to treat active service members as veterans, giving them preference when making hiring decisions. It allows active service members to begin their job searches in anticipation of leaving the armed forces. It can smooth the transition to civilian life. Companies in the private sector also have programs that increase their hiring of veterans. There are some differences in the types of work women veterans choose. Forty-nine percent work in management and professional occupations, while only 40 percent of other women do. But more non-veterans than veterans work in service fields (22 percent vs. 15 percent) or office and sales (30 percent vs. 29 percent) occupations. When choosing an occupation after serving in the armed forces, veterans should consider the unique qualities they bring to the civilian workforce, in particular, leadership, discipline, and teamwork. Among the soft skills that allow them to do their jobs, vets develop, through their service, excellent relationship-building and problem-solving skills. These make them particularly well-suited for operations research analysis and sales careers. Depending on their specific military jobs, vets also bring specific hard skills to their civilian careers. Training that emphasizes technological skills directly translates to jobs in the IT field. Vets with nursing experience can apply that to civilian certification requirements. A background in mathematics and finance, along with personal knowledge of military life, can make a veteranparticularly well-suited for jobs that involve helping military families protect their investments and savings. The 8 Best Careers for Women Veterans CareerCast.coms Jobs Rated Report lists the top eight careers for veterans. They are Financial AdvisorFinancial advisors help people plan for their short and long-term financial goals. Minimum Educational Re quirements Bachelors Degree (Suggested Majors finance, business, accounting) zentralwert Annual Salary (2017)$90,640 Number of People Employed (2016) 271,900 Projected Job Growth (2016-2026)15percent (much fehlte nicht vieler than the average for all occupations) Projected Job Openings (2016-2026)40,400 Information Security AnalystInformation security analysts develop and implement plans to safeguard an organizations computer networks and systems. Minimum Educational Requirements Bachelors Degree in Computer Science, Information Assurance, and Programming Median Annual Salary (2017)$95,510 Number of People Employed (2016) 100,000 Projected Job Growth (2016-2026)28percent (much faster than the average for all occupations) Projected Job Openings (2016-2026)28,500 Management ConsultantManagement consultants work with organizations to help them become more efficient or profitable. Minimum Educational Requirements Bachelors Degree Median Annual Salary (2017)$82,450 Number of People Emplo yed (2016) 806,400 Projected Job Growth (2016-2026)14percent (faster than the average for all occupations) Projected Job Openings (2016-2026)115,200 Nurse PractitionerNurse practitioners provide primary and specialty care to patients, consulting with doctors and other healthcare professionals as needed. Minimum Educational Requirements Nurse Practitioner Masters Degree and Registered Nurse (RN) License Median Annual Salary (2017)$103,880 Number of People Employed (2016) 155,500 Projected Job Growth (2016-2026)36percent (much faster than the average for all occupations) Projected Job Openings (2016-2026)56,100 Operations Research AnalystOperations research analysts use mathematical expertise to help businesses and other organizations solve problems. Minimum Educational Requirements Bachelors Degree in Operations Research, Engineering, Math, Computer Science, or Analytics Median Annual Salary (2017)$81,390 Number of People Employed (2016) 114,000 Projected Job Growth (2016-2026)27perc ent (much faster than the average for all occupations) Projected Job Openings (2016-2026)31,300 Registered Nurse (RN)Registered Nurses (RNs) treat patients and advise them and their families. Minimum Educational Requirements Bachelor of Science (Preferred) or Associate in Nursing or Diploma from an Approved Nursing Program Median Annual Salary (2017)$70,000 Number of People Employed (2016) 2,955,200 Projected Job Growth (2016-2026)15 percent (much faster than the average for all occupations) Projected Job Openings (2016-2026)438,100 Sales ManagerSales managers oversee companies sales teams including hiring and training employees, assigning territories, setting sales goals, and analyzing statistics. Minimum Educational Requirements Bachelors Degree Median Annual Salary (2017)$121,060 Number of People Employed (2016) 385,500 Projected Job Growth (2016-2026)7percent (as fast as the average for all occupations) Projected Job Openings (2016-2026)28,900 Software EngineerSoftware engineers develop software, applying engineering principles. The Bureau of Labor Statistics reports information about this occupation under the occupational title of Software Developer, and, therefore, that is the data laid out below. However, according to some sources, these jobs are related but not the same. Software developers are not necessarily engineers (SoftwareDevelopment vs. Software Engineering. Software Engineer Insider). Minimum Educational Requirements Bachelors Degree in Computer Science Median Annual Salary (2017)$101,790 Number of People Employed (2016) 1,256,200 Projected Job Growth (2016-2026)24percent (much faster than the average for all occupations) Projected Job Openings (2016-2026)302,500 Sources Profile of American Veterans 2016. National Center for Veterans Analysis and Statistics. 2017Women Veterans Report. Department of Veterans Affairs National Center for Veterans Analysis and Statistics. February 2017Great Jobs for Military Veterans in 2017 CareerCastVeterans Net workEducation and Statistical data from Bureau of Labor Statistics, U.S. Department of Labor,Occupational Outlook Handbook Employment and Training Administration, U.S. Department of Labor,O*NETOnline

Why Managers Should Care About Employee Loyalty

Why Managers Should Care About Employee LoyaltyWhy Managers Should Care About Employee LoyaltyWhy Managers Should Care About Employee LoyaltyBy Timothy Keiningham and Lerzan AksoyThe long-term success of any company depends heavily upon the quality of its workersand worker loyalty. Few corporate executives would disagree with this idea conceptually. But it is also true that most treat the economic value of employees in enhancing customer relationships and company profits as soft numbers, unlike the hard numbers they use to manage their operations, such as the cost of labor.The problem with this is that when the going gets tough, managers focus on the hard numbers. And the reality is that at some point every company will go through tough times. That is the nature of business cycles.The result is that today, we are overwhelmed with downsizings and restructurings. Layoffs make the front pages of ur newspapers regularly. And while Wall Street often rewards layoffs by treating them as a s ign that management is serious about getting a companys financial house in order, the reality is quite different. Most organizations that downsize fail to realize any long-term cost savings or efficiencies, which necessitates even more recession staffing strategies and employee layoffs.Disloyalty Is a Two-Way StreetAlthough the cost benefits of downsizing tend to be mirages, the corresponding pain to customers and employees is all too real. Research using the American Customer Satisfaction Index found that those firms that engaged in substantial downsizing experienced large declines in customer satisfaction. Unfortunately for those firms, the datenbankindex has proven to be a good predictor of future earnings. The studys authors note that the current trend toward downsizing in US firms may increase productivity in the short term, but the downsized firms future financial performance will suffer if repeat business is dependent on labor-intensive customized service.The impact on the or ganizations culture is also severe. Downsizings result in a rumor-filled paranoia. When Coca-Cola instituted a restructuring that resulted in the loss of thousands of jobs, the company became so awash in far-fetched stories that executives were forced to take the unusual step of intervening to quash them.Worse still, motivating employees that remain after a restructuringoften find themselves jaded. It isnt hard to find employees who feel exactly like Dan after his companys layoffs in Mitchell Lee Marks Charging Back Up the HillThere is no loyalty here no one is going the extra mile after this. Two years ago, we worked sixty-five-hour weeks. People were willing to do it, because it was a great distributionspolitik to work and we were doing something that mattered. . . . From here on in, its just a job for me. Ill put in my forty hours and thats it.Lets be clear. No CEO relishes the thought of layoffs. It means that their companies are floundering. Furthermore, history has shown us th at the pain often outweighs any long-term financial gains.If companies are going to grow their way out of difficult times (and excel in good times), they need two things (1) for their customers to stick with them, and (2) to improve their productivity. But this only happens through an organization of committed, loyal employees.Finding the Link between Employee Loyalty and ProfitabilityBenjamin Schneider, professor emeritus at the University of Maryland, has shown conclusively that the employees loyalty-related attitudes precede a firms financial and market performance. And there is a much greater payoff in working on improving the human factor than people think. Researchers at University of Pennsylvania found that spending 10 percent of a companys revenue on capital improvements increased productivity by 3.9 percent. But investing that same amount in developing the employee capital more than doubles that amount, to a whopping 8.5 percent.It is one thing to believe that employee loya lty results in positive financial outcomes, it is quite another to quantify those outcomes. But if we are going to be able to resist our natural inclinations to focus exclusively on the short-term in difficult times, then we need to get very good at understanding what the real implications to the long-term health of our business is of employee loyalty.The place to begin at your company is by asking, How loyal are our employees really? Doing this requires that you meaningfully solicit feedback from all employees (management included). And you have to be willing to ask tough questions. For exampleHow do our managers relationship styles impact the organizations service climate and employee loyalty?Does the company provide the necessary tools and training for employees to perform their jobs well?Is a commitment to serve customers rewarded and encouraged by the organization?Does the company demonstrate that it deserves the loyalty of its employees?There will of course be other dimensions that are of concern for your particular organization or industry. The key is to identify those few, vital dimensions that are most essential for your success. Once you have identified these dimensions, you must measure them in a clear, objective, and rigorous manner.Once you know where you stand visvis employee loyalty, next you need to tie this information to the performance drivers of your business. Typically, these come down to four things productivity, employee turnover, customer loyalty, and revenue.The ability to statistically link each of these measures to employee loyalty is relatively straightforward. The key is to aggregate employee data into groups that meaningfully link to turnover, customer loyalty, and revenue. For example, a retail chain might find store level analysis to be the most relevant unit, since customer loyalty and revenue are tracked at this level, and stores typically have semi-independent management.The correlation between employee-loyalty-related attitu des and business outcomes is always meaningful from a practical, managerially relevant perspective, so it is worth the effort. In fact, a large-scale study conducted by researchers Harter, Schmidt, and Hayes presented compelling evidence that employee-loyalty-related attitudes were positively linked to each of these performance drivers. Furthermore, managers can learn a great deal by studying the performance of their most loyal business units, and how this is influenced by managers own relationship styles.Despite the ability to pull this information together to gain invaluable managerial insight, most companies do nothing (or next to nothing) in this regard. The number one problem in making the link isnt that this information doesnt exist. It is simply a lack of management will to pull the data contained in various departments together.Why? We dont want to hear badeanstalt news. And without question, this kind of company internal examination always yields bad news. The reality is th at employees are only as loyal to the company as they believe the company is loyal to them. This is true almost everywhere in the world So in the end, building an organization of committed, loyalty employees ultimately comes down to demonstrating to employees that the company deserves their loyalty.2009 Timothy Keiningham and Lerzan Aksoy, authors of Why Loyalty Matters The Groundbreaking Approach to Rediscovering Happiness, Meaning and Lasting Fulfillment in Your Life and Work.Author BiosTimothy Keiningham is a world-renowned authority in the field of loyalty measurement and management, and Global Chief Strategy Officer and Executive Vice President for Ipsos Loyalty, one of the worlds largest business research organizations.Lerzan Aksoy is an acclaimed expert in the science of loyal management, and Associate Professor of Marketing at Fordham University. They are coauthors of a new book, with Luke Williams, entitled Why Loyalty Matters (BenBella Books, 2009), and creators LoyaltyAdv isor, a web-based tool that analyzes your loyalty across multiple dimensions proven to link to your success. LoyaltyAdvisor is the product of a weltumspannend effort, the most comprehensive study of loyalty ever conducted.Hold on to top talentA great team is priceless, which makes the cost of turnover extremely high. You want your best employees to feel like the have a stake in the company. Could you use some more help fostering loyalty?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. Let the experts at advise you on how to foster a working environment where everyone feels valued and empowered to make a real difference.

Fecal parasites found in pools getting summer swimmers sick CDC

Fecal parasites found in pools getting summer swimmers sick CDCFecal parasites found in pools getting summer swimmers sick CDCFecies in the pool is on the rise, according to the Centers for Disease Control and Prevention.If youre going for a swim this summer, the CDC warns summer swimmers about encountering Cryptosporidium - or crypto, - in a pool, because it could give produce an intense - and potentially dangerous - diarrhea that can plague someone who contracts it for as long as three weeks.Crypto is a parasite thats spread through fecal matter of infected menschengerechts or animals. According to the CDC, people can get sick if they swallow contaminated water or food, or even if they contact a human or animal thats already been infected. If contracted, it causes profuse, watery diarrhea that can last up to three weeks and have life-threatening consequences.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuro science, and moreThe number of treated recreational water-associated outbreaks caused byCryptosporidiumdrives the summer seasonal peak in both waterborne cryptosporidiosis outbreaks and cryptosporidiosis outbreaks overall, the report, released Friday, said.Since 2009, theres been one death linked to crypto, but 287 people have been hospitalized between 2009 and 2017, the CDC reported.Thirty-five percent of the outbreaks were linked to swimming water found in places like pools or water playgrounds, according to the research. Its spread by people who swim shortly after having diarrhea.Young children can get seriously sick and easily spread Crypto, said Michele Hlavsa, R.N., M.P.H., CDC Healthy Swimming Program chief. They dont know how to use the toilet and wash their hands or are just learning how. But we as parents can take steps to help keep our kids healthy in the water, around animals, and in childcare.The CDC has asked swimmers to take extra precaution this summer, by following these tipsDo not swim or let kids swim if they have diarrheaDo not swallow the water you swim inKeep kids sick with diarrhea at home and away from childcare.Wash your hands with soap and water after coming in contact with animals or anything in their environment. Hand sanitizers do not work effectively on Crypto.Remove shoes worn in the animal environments before entering your homeOnly buy milk or apple cider that has been pasteurized.

How to bring creative ideas to life

How to bring creative ideas to lifeHow to bring creative ideas to lifeCreative ideas can materialise at any moment and whilst some may not be practical for your business, others can have a huge impact on your enterprise and its bottom line.Thinking up these innovative ideas is one thing, but the struggle really begins when you kick off the process of bringing these creative ideas to life. Even the best business idea in the world will fail if it isnt executed properly.We spoke with Commercial Director Michael Kalli atThe Dining Club Groupwho shared with us his top 5 tips for bringing creative ideas to lifeBe BraveDont be afraid to evolve and build on your ideas, just because you are working on one anfangsbuchstabe idea doesnt mean that is all it needs to be. Let the idea evolve and allow the idea generation process to remain fluid so it can be continuously improved upon, if you are an expert in your field this should only make the final solution even more robust.Some of the best innov ations in the world started from a different initial idea, so dont let your first creative vision limit its own potential let your imagination run wild in these early stages of the process. That said, at a certain point the idea needs to be fixed and final, so you can turn your attention to the execution and implementation.Are you trying to drive customer acquisition or increase engagement?It is essential to set clear goals to be able to effectively deliver your vision. Think about what it is that you really want to achieve from your creative idea are you trying to drive acquisitions or increase engagements? Utilise market data and research any other relevant information that is out there, dig deep to find out what is selling and what you can do better.Once you have these clear end goals set, consider how operationally you will achieve these on time and in budget. At the heart of any implementation process should be the projects goals, and it is essential to remember this when you s tart looking at how your idea will work operationally.Once you are clear on the objectives, you can start to establish a process that helps the cross departmental gruppes focus on the collective task at hand.Dont Go It AloneNo matter what the project, bringing an idea to life requires teamwork. You will need to pull together individuals from a range of departments to help make your vision a reality, even if it wont directly affect certain parts of the business. Enlist help from those who know their specific roles well and perform based on their strengths.For a team to work well together, everyone in it will need to be passionate and excited about the new idea and execute tasks based on their individual expertise. At the heart of every project team must be a Change Manager. This is a crucial role that is required to make sure all the departments come together to form a team that can spin a solid idea into firm actions, and in turn, those actions into the ultimate vision.Stay Focused and Invest Your TimeIt is easy to make any idea sound great on paper, but when it comes to bringing that idea to life you need to be committed to deliver it and prepared to do whatever you can to make it happen. It isnt necessary to spend loads of money, but you do need to live it and invest a substantial amount of your time into it in order for your vision to be a success. You need to stay focused on the initial creative idea and goals, this will help you to constantly see any opportunities to grow it further. During the implementation process your end goals should always be at the forefront of your mind, it takes a lot of dedication and hard-work from you and your team, but the end result will be worth it.Dont Get DiscouragedEvery project comes across set-backs at some point during the implementation process and bringing a creative idea to life is no different. When you do face these set-backs, use them as a learning curve, learn quickly from them and then dont make the same mista kes again. Dont become discouraged by obstacles and remember that persistence pays off, working through any issues you encounter along the way will ultimately make your completed vision even stronger. When you start to feel unmotivated by your project, take yourself back to that initial creative idea that you were so excited about at the beginning of the process and remind yourself what it was that you originally set out to achieve.This deutsche post dhl was originally published on YourCoffeeBreak.co.uk.

Why flattery is never a good idea in sales

Why flattery is never a good idea in salesWhy flattery is never a good idea in salesEveryone likes compliments. No question about it.Salespeopleoften get into trouble, though, when they veer into the realm of flattery. The problem is that its an insincere and dishonest form of praise.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreUsually, the person doing the flattering has an ulterior motive, which isnt hard to spot. Most of us start to feel our sixth sense tingle when someone is overly complimentary.Why is this person turning on the charm? What do they want from me?Sure, sometimes if you tell someone how smart they are, theyll say, And dont forget Im handsome, too. But that person is an egomaniac, and youre not going to meet many people who genuinely enjoy flattery.For the most part, people tend to see right through it- especially when youre trying tosell them something.Heres why its never a good idea to lay it on thick during a pitchFlattery doesnt come from a place of truth, honesty, or relevancyA sincere compliment is easy to spot. For one thing, it will be relevant to the situation at hand.Always consider where you are and what youre there to do before you give a compliment. If youre going into a geschftliches miteinander meeting, it isnt relevant to comment on someones appearance. When you tell someone theyre beautiful, what does that actually lead to? They say thanks, and thenwhat?Its not relevant to what youre meeting for, and theres a good chance it will stop the conversation dead.But lets say you really admire how this person has gone aboutbuilding their business. If you want to give them a compliment, focus on that. You might say something like Hey, I read an article about how you built your team and the success youve had. I really internalized your advice, and Ive actually been trying some of those methods with my own team. Where did you get your inspiration from?Notice that the compliment isnt a dead end.An honest and relevant remark opens the door to further conversation.If youre actually interested in how theyve built their team or the way they run their business, theyre going to respond to that interest and start talking about how they operate.If you think twice about why youre giving a compliment, its less likely to come across as inauthentic and irrelevant.Praising someone positions you as a fan instead of a peerOne of the worst things about flattery is simply that its unprofessional.Some people want to work with others who suck up to them all the time. Most people dont. They want to work with people they consider peers.But you cant be someones peer if all youre doing is singing their praises in order to get them to like you or buy your product. In order to gain respect, you have to act in a way that positions you as someone worthy of it. You cant be their biggest fan and still have a real, equitable working relationship with the m.So, when you do meet with people, dont fall all over yourself trying to give them as many compliments as possible.If youwalk in the doorand immediately start saying to someone, Oh my god, your company is incredible. Im in awe of you. Youre beautiful and wow, you smell great, too that person will A) be weirded out, and B) think less of you.Its fine to give people compliments, but if you want them to take you seriously, you cant act like a fan.Flattery shows you havent done your researchSometimes, excessive praise isnt only hiding an ulterior motive. Its also hiding ignorance.Everyone wants to work with like-minded people. When you do your research and offer a genuine compliment based on what you know about someone, youre telling that person youve done your homework. Whats equally important, youre not wasting their time talking about how incredible their hair looks.But if you tell someone theyre afantastic leaderand an inspiration without backing it up in any way, that persons first thought is going to be, Based on what? You havent given me any indication you know the first thing about me.Flattery raises questions about your preparation and your goals.People wonder if you did your research. They wonder if youre buttering them up because youll do anything to get what you want. They start to think maybe youre just a dishonest person.Which is unfortunate, because people talk.Once you get a reputation as someone whos insincere and dishonest, its tough to shake. In fact, youre probably screwed.Edmund Burke was spot on when he wrote, Flattery corrupts both the receiver and the giver.Look, you can be charming. You can be funny. You can even be a little flirty if that works with your personality. But you have to draw a line somewhere, and that line should always fall on the side of professionalism.This article first appeared in Minutes Magazine.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

What Is So Fascinating About Best Fonts for a Resume?

What Is So Fascinating About Best Fonts for a Resume? Adjusting the font just one-tenth of a point can produce the text fill out the remainder of a page or stop it from spilling over into the subsequent one. If youre looking for more career-related advice, read ur most recent blog posts. From time to time, it means youll have one page, at times, it means youll have more than that. Have a look at our article on the way to use your job references strategically in case you need more info. Some individuals have as much expertise in their field that its tough to insert all of the information into a one-page resume. It is possible to still decide on a font which you feel is representative of your personality, because there are lots of excellent options in word processors today. You will have more to sort through, but a lot of them are also available freely to the general public. Best Fonts for a Resume Can Be Fun for Everyone With so many choices readily available, determining t he ideal font for a resume can at times be a complicated decision. Besides font types, the typical font size also needs to be carefully considered when writing an executive resume. Picking the most suitable font, the appropriate format, and the right font size is equally as vital as the set of skills youre going to pitch to your prospective employer. Utilizing the correct font size is essential because it is helpful to communicate your nature and professionalism. Youve got a great deal more to offer than you believe. There are many pretty fonts, but should you combine them lubberly the entire work wont be well worth any attention. If you own a lot of experience, it might be a great option. The issue is that today simply having a resume is inadequate. Nevertheless, theres a difference and its helpful to understand when to compose a CV vs resume. Flowery or overly descriptive writing isnt necessary when it has to do with your resume. Formatting your resume can be extremely tricky. Your resume should appear to be an expert document, bedrngnis merely a bit of paper thats been stuffed with as much content as humanly possible. Transforming the color or typography in the template theme is frequently a fantastic place to begin. The absolute most important thing to think about while selecting the very best font for your resume template is to look at the readability of your resume. The templates are intended to be a guide to begin, but it must be expanded on to make it your own. There are various trends of fonts you may choose to design a resume or cover letter. What to Expect From Best Fonts for a Resume? Well, Arial is the very best choice for your resume. Italics are helpful for supporting text, just enjoy the more compact font size we mentioned before. Observing the instance of traditional Arial, Arial Narrow is a remarkable option for a resume. If you would like to use a sans-serif font, Arial is one of the greatest options for your resume. Un derstanding Best Fonts for a Resume Needless to say, there are dozens and dozens of unique fonts to select from, but not all them are befitting to use on a resume, so picking one is extremely important to be in a position to land work. When youre competing for a particular job or project, you want to create the evaluation as simple as possible for them. Many candidates utilize an zugreifbar resume builder to generate attractive resumes which grab the interest of employers. Needless to say, youll have to use your very best judgment when deciding if it seems bloated. Type of Best Fonts for a Resume You should remember the hiring manager doesnt need to waste plenty of time taking a look at the resume therefore, the font should be immediately readable and not something which opens up as you stare at it longer. Theres always a chance that the hiring manager will print out a duplicate of your resume after reading it on the monitor. The font doesnt come free, but due to how positi vely its viewed in the expert world, it might be worth the charge to upgrade to the typeface if youre applying to a job at a more formal company or for a higher-up position. You shouldnt risk your job for the interest of an incorrect font choice Resume fonts are a means to stand out. The font comes with a contemporary elegant design thats fit for designing several different sorts of resume and cover letters. As an extra benefit, both fonts are easily obtainable in the libraries of the majority of major design and word processing programs, which means you wont need to be anxious about downloading and installing them. Sans-serif fonts dont have the lines at the conclusion of each stroke.

Helix Celebrates One Year

Helix Celebrates One Year Below is an article originally written by PowerToFly Partner Helix. Go Helixs Page on PowerToFly to see their open positions and learn more.Its been over 52 weeks since the Helix Store opened. It wasnt long after that we debuted a blog series called The Weekly Gene where we highlight a different human gene each week. Since it started, weve explored genes that may have helped humans grow large brains, genes that we share with snakes and plants, and genes that explain human development and disease. We think of it as a great way to build your DNA vocabulary, learn more about the code that makes all of us unique, and find a path to the genetic insights that are important to you.Though weve been writing for a year, weve only scratched the surface. With almost 20,000 genes in the human genome, The Weekly Gene has a lot of ground left to cover. Nonetheless, weve explored some interesting, unexpected, and unique aspects of genetics. In honor of our one year annivers ary, weve compiled six blogs that our readers and Helix staff particularly enjoyed. If you dont see your favorite here, tweetat us so we know which one you enjoyed most6 Sneezing from the sun? Could be ACHOO syndromeWhat causes a part to sneeze? There are the common culprits pollen, cats, and dust. Then theres the sun. When this happens, it may be the result of variants near the ZEB2 gene which are associated with Autosomal Dominant Compelling Helio-Ophthalmic Outburst Syndrome, also known as ACHOO syndrome. Read the full article to find out more.5 Checking the CLOCK in your DNAAlmost all living things have a natural rhythm to thema periodic cycle of that goes from wide awake to deep in sleep. But why is that? The answer is more genetic than you might think, and it involves a gene called CLOCK. Dive into sleep as we explore the CLOCK gene further.4 How DNA helps us harness solar power?Light travels millions of miles through space to ultimately end its journey in the back of your eye . Though, the energy stored within that light doesnt stopit transfers from light into the energy we need to see the world around us. The OPN4 gene produces a protein that helps us capture this solar energy and convert it into visual images. See how this happens and more by looking closely at OPN4.3 This gene helps your cells breatheBreathing is so natural to us, we often dont think about what happens to the oxygen after entering our lungs. Somehow, the air we breathe has to be transported throughout our body so that our brains, muscles, and other tissues can use it. This is where the HBB gene comes into play. Learn how oxygen moves through the body and what role it has to play in disease by reading about the HBB gene.2 What role does DNA play in Familial Hypercholesterolemia?Approximately 90% of people who have a condition known as Familial Hypercholesterolemia (FH) dont know they have it. FH causes chronically high levels of cholesterol which predisposes a person to serious health conditions affecting the heart. Fortunately, DNA sequencing can help identify FH before health complications arise. Learn more about this condition and one of the genes responsible through exploration of PCSK9.Each gene covered so far has gathered its own audience, but none have gained as much attention as this next gene. The most popular Weekly Gene weve published so far is1The genetics of a freckleFreckles Some say theyre kisses from angels, others see them as marks of a sunny summer. Those little brownish spots on our skin have to come from somewhere, right? Research tells us that its a little bit of sun, its a little bit of genetics, and a little bit of a mystery. To understand where freckles come from and how our skin develops pigment, we turn to the MC1R gene.Ready to learn about another batch of amazing genes in the human genome? Weve got you covered Stay tuned for more of our Weekly Gene series in the weeks and months ahead. Aki Merced

This is how ethical leaders can be bad bosses

This is how ethical leaders can be bad baboesThis is how ethical leaders can be bad bossesSometimes, being worried about doing the right thing is not always a good thing.A new study in the Journal of Business Ethics found that theres a limit to ethical leadership. When your righteous leader sets exacting standards that are stressful to meet, that stress leads employees to act out their frustrations and anxieties on the job, causing employee turnover and deviant behavior.Study Ethical leaders can cause unhelpful stress in employeesHow can an ethical leader be seen as a bad boss? The Baylor University researchers found that even a leader with the best of intentions can cause harm when employees see the ethical leadership as a roadblock to their job performance.Our results show that when an ethical leader also happens to be a source of stress for employees then the positive effects of ethical leadership on employee deviance and turnover intentions are less positive, the studys lead auth orMatthew Quade told Ladders.Surveying 609 employees about their supervisors ethical leadership, researchers found that stress-inducing ethical bosses made employees jobs harder. Employees with ethical bosses answered affirmatively to statements like my supervisor makes it so that I have to go through a lot of red tape to get my job done and working with my supervisor makes it hard to understand what is expected of me.Researchers found that these standards increase the likelihood of inefficiencies and ineffectiveness in employees when these ethical tasks are seen as stressful. Ethical leadership can be an exacting process of sustaining high ethical standards, ensuring careful practice and enforcement of all rules, and meeting leaders lofty expectations, all of which can consume time and energy and be perceived by employees as overly demanding or an obstacle to job performance, the study states.In a twist of irony, being forced to meet ethical standards can cause bad behavior when em ployees dont feel supported. Researchers found stressed employees under ethical bosses become more likely to show up late to work, or daydream instead of work, or stop following their bosses instructions.This doesnt mean you should stop being ethicalThe researchers dont want your takeaway to be that being unethical is the way to lead. We definitely dont want to give the impression that people shouldnt behave or manage ethically, Quade said. We absolutely think they shouldand our research would suggest they should.Its possible to be ritterlich and do your job right. To be ethical and lead fairly, the work that goes into being fair needs to be acknowledged and supported by management, Quade said. He recommends being explicit about ethical dilemmas and demands being placed on employees. That way, everyone goes to work with their eyes wide open about what is expected of them.For ethical leaders who want to avoid being headaches to their employees, here are tips from Quade to followEthic al leaders need to provide resources for employees to meet the leaders standards of ethical behaviorEthical leaders need to reduce ambiguity in ethically-charged situations, helping make it clear to employees how they should behave in certain situationsEthical leaders need to communicate efficient ways for employees to meet standards and reduce unnecessary steps or procedures, as long as they dont compromise ethical standards

Air Force Aerospace Ground Equipment Technician

Air Force Aerospace Ground Equipment TechnicianAir Force Aerospace Ground Equipment TechnicianIts pretty natural, when you think of jobs in the Air Force, to assume everyones out there either flying or fixing planes. But planes cant be kept running on the flight line through sheer willpower Aircraft maintainers have their tools, and those tools, too, must have their own maintainers. Enter aerospace ground equipment (AGE) technicians, flying (figuratively, of course) under the motto, No air power without ground power. Duties and Responsibilities Without AGE equipment, our planes would be nothing more than paperweights, is the Air Force recruiting websites artful summary of this career fields importance. AGE techs are mechanics and electricians charged with maintaining the equipment used on the ground to keep planes in tip-top shape, including generator sets, air conditioners, hydraulic test stands, air compressors, bomb lifts, and heaters. Military Requirements A high school d iploma is necessary to get into the Air Force, but the ideal candidate for AGE technician school will specifically have a background in science and industrial arts courses, according to the Air Force Enlisted Classification Manual (PDF.) The Air Force site also recommends a future AGE technician is probably someone interested in electronics, mechanics, and computer science.? Before shipping off to boot camp, of course, potential enlistees take the Armed Services Vocational Aptitude Battery (ASVAB.) To get into the AGE field says Rod Powers, youll need to score at least 47 in the Air Forces mechanical aptitude category and 28 in electronics aptitude. (Mechanical aptitude tallies the ASVABs general science, mechanical comprehension, and auto/shop sections while electronics aptitude considers your performance in general science, arithmetic reasoning, mathematics knowledge, and electronics information combined.) AGE technicians also need to demonstrate normal color vision during an entr y physical, due to all the Christmas-tree colored wires they have to work with. Education Assuming youre a big tough smarty-pants, you can expect your career as an AGE technician to begin with a rough total of five months in training. That begins, of course, with eight weeks of basic training at Lackland Air Force Base in Texas. Then comes about three months (95 days) of technical school with the Hellcats at the 361st Training Squadron at Sheppard Air Force Base, also conveniently in Texas. (Enjoy some barbeque while youre there, though I have no idea if its as good in the mess nachhall as out in town.) According to a 2010 public affairs piece by Airman 1st Class Adawn Kelsey, there are 17 phases in the AGE course, beginning with basic electronics theory and moving on to work with about 12 different types of equipment throughout the course. The Air Force recruiting website claims their AGE technician course is worth 36 college credits toward studies in aerospace ground equipment technology, but I advise against getting your hopes up that high. Schools may offer equivalency for military training, but 36 is a pretty ambitious number for a three-month course, especially compared to whats normally recommended by the American Council on Education (ACE) Military Guide for entry-level training. Of course, ACE conveniently has no listing for the AGE apprentice course, so take this all as well-meaning speculation. Certifications and Career Outlook The Community College of the Air Force (CCAF) Credentialing and Education Research Tool (CERT) recommends a few national professional certifications that may incorporate and enhance AGE technicians skills Refrigerant Reclamation TechnicianCertified ManagerCertified Aerospace Technician Theres no mention over at CCAF about Air Force funding for any of these programs, although the certifying agencies might allow some Air Force training and experience to help fulfill license requirements. CCAF also offers an associate de gree program for AGE technology. CCAF also advises airmen in the AGE field that their closest equivalent career path after returning to the civilian world is installing and repairing heating, air conditioning, and/or refrigeration equipment. The Bureau of Labor and Statistics claims the field commanded a median annual salary of $42,530 in 2010, and projects it will grow much faster than average through 2020.

7 social media trends to prepare yourself for in 2019

7 social media trends to prepare yourself for in 20197 social media trends to prepare yourself for in 2019Social media has been alive and well since the dawn of the internet and since the mid-2000s, businesses have been developing ways to use these friendly forums to reach users, customers, and clients. As the founder and CEO of Odyssey New Media, LTD Robert Stoubos explains, significant portions of peoples attention every day and every week are spent consuming information and engaging with pals, influencers, and brands. In fact, facebook inc, Instagram, and the whole gamut are arguably mora engaging than watching TV or playing video games these days, according to Stoubos.This requires companies to not only have a platform on social media but to always invest in the most effective strategies that evolve over time and throughout industries. In fact, Stoubos estimates more than 70% of businesses use at least one social media platform for their marketing campaigns, and less than half vi ew them as part of their ROI strategy.This has been a very interesting change in the traditional ROI driven approaches for digital marketing of the past. There is more of a holistic view of where social media falls for businesses and its importance in engaging and influencing their customers as well as the knock-on impact to conversions through other channels like PPC and SEO, he continues.So, how can you set yourself up for success? Here, social media experts make their predictionsAudience demand for that informative, engaging content will continue to rise.Usually, references as UGC, user-generated content and micro influences are set to reign in 2019, as their influence will make the largest impact on their sphere of followers, according to director of PR and social media for Ignite Visibility, Samya A. France.What are the stats for this bracket of marketing? France explains these Instagram or YouTube stars usually have a following between 10,00 and 50,000, which makes it easier t o strike a deal with them only if youre selling something their audience will be genuinely interested in.Thats why you need to make sure youre only contacting influencers who fit within your niche. Users will continue to expect that companies will communicate with them in the ways they like. Thats why its vital for marketers to be aware of their customers communication preferences, she explains.Facebook may not always be the king of social.Unless youve ignored all of the news lately while traveling around the world with no WiFi, you likely have heard about Facebooks bouts with privacy, political implications and internal chaos.For these reasons and others, social media guru and associate digital marketing manager for Spectrum Brands, Jordan Rosenbaum predicts Zuckerbergs steamroller might take a back seat in 2019. Though youll likely still spend a pretty penny with FB, its smart to consider other avenues, too.The social network should still demand a lions share of the average socia l marketers budgets and time through 2019, but this year taught us that the network giant is mortal, he explains. The privacy Pandoras Box that opened this year is going to be impossible to close, and it leaves the door open for new, nimble privacy-focused social networks to attack Facebook.geschftlicher umgang LinkedIn Pages will become more prominent.If youre an entrepreneur, you probably have a business LinkedIn page - but when was the last time you thought about it? As 2019 progresses, Stoubos predicts this profile will become more important across all sectors.They will look to align them more closely to something similar to Facebook pages in terms of features and also prominence on its platform,he shares. This will enable businesses to better advertise their products and services via LinkedIn and could also mean that LinkedIn can provide payment gateways and mini sites from within their platform.No product category is safe from being upended.Dont want to leave your house? You dont have to since hey, you can get pretty much anything direct-to-consumer. From mattresses to teeth straightening systems, Rosenbaum says this trend is prepared to enter every product category over the next five years, and to be successful, they have to rely on social.Some of them get big enough to move to TV and other ad mediums, but social is where they thrive - showing consumers that the products theyve grown to know and love arent the only ones on the block, he explains. Social marketers in established businesses should keep their eyes peeled, no product category is safe from social-first startups in 2019.The vertical video will rise.It might seem like a simple shift, but it is actually paramount across various channels, according to digital marketer and strategist Melanie Long. She explains the way people consume content is changing with IGTV - aka, Instagram television. Artists and progressive brands have started to go against the horizontal norm and release vertical video instead.It makes sense because fewer and fewer people are using their laptop to scroll through. Vertical video is more user-friendly on a mobile phone. In the meantime, businesses should budget for creating video content in multiple formats to fit different platforms, she explains. If your 2019 marketing strategy is mobile-first, consider vertical video content.Small businesses will need to invest in social media.Even if you have less than five employees and youre a regional business, Rosenbaum says social isnt an optional add-on anymore. Its a requirement. He even goes as far to say, particularly in the cut-throat restaurant industry, being where your consumers are is a prerequisite. Or really, any place where customer opinion not only matters but is published for the world to see.Focus less dollars on social networks and more on location-based platforms like Google Maps and Yelp. Theyre the places customers look before they walk through your doors - sometimes when theyre sitting in the parking lot, he explains. Social proof has never been more important for small business success, luckily - consumers have never been more likely to leave reviews.Go above and beyond to deliver great service and youre golden.Buying directly on social media will be easier.Long explains in 2018, Instagram announced the ability to buy tickets and make reservations directly through the app. While this was huge for ticket brokers and chains, theres still a lot left to explore.After all, when you follow a celebrity or a blogger and youd love to find out where they purchased their earrings, you have to go through a complicated process on Instagram to actually snag em. Thats bad for brands and consumers, so its time for an upgrade.In 2019, well see the rise of being able to buy direct through social apps. Which also means businesses approach to social advertising could shift, Long predicts.