Paradigm Shift Part II Is It Really Job Search vs. Career Management

Paradigm Shift Part II â€" Is It Really Job Search vs. Career Management Okay so the first post was a little more popular than I expected ?? It spun off a few blog posts here and here and here. I wanted to bring their posts into the discussion because they intrigued me Matt at Insourced starts out with: Jason claims that job search is â€Å"out† and career management is â€Å"in†. What’s that mean exactly? Basically, it’s Jason’s own approach to the â€Å"job hunt†. I dont entirely agree with this I dont think job search is out (but understand why he wrote that :)), and was happy to see him expand on it: the â€Å"career management† approach is all-inclusive. In short, job search isn’t really â€Å"out†, as I suggested of Jason’s model, it’s just that it’s not the entire focus. Job search is simply a smaller part of a larger approach, that being â€Å"career management†. job search and career management are not mutually exclusive and everyone engaging in career management must still conduct a job search. Those engaged only in a job search, however, don’t necessarily engage in career management. EXCELLENT this is an excellent point and I think because I was making one point I left this point unmade so thanks Matt. My point was that you shouldnt settle in a mental state of job search and neglect career management (especially if you are already employed!). But Matt says that a job search is a subset of career management. Thank you! Dan Johnson, Jr. kind of took the wind out of my pollyanna career management sail with this: Im finding that Career Management was easier when I was looking for work. Now that Im working, its harder and harder for me to stay in that mindset. Im spending more time thinking about projects at work than my own career management. Ugh that brings me back to reality but he closes his concept with this statement that is too true (and too often unspoken): I dont want to be misled into a false sense of job security. Right now work is going strong, but I still need to keep my eyes on the big picture. Excellent I guess career management is like balaning the checkbook we all know we should do it but its not as easy or fun as say, eating a bag of MMs. Finally, Rick Turoczy at More than a living says: But it’s (job search and career management) all on the same path. and career management is about being involved in your career–taking control. Job search, on the other hand, is about being reactive and out of control. Thanks guys, these are great additions to the conversation! If youre searching for a new job one of the factors you should consider is what family and individual health insurance packages they offer.   Business health insurance often cost employees much less than a standard health insurance because they get a group discount.   Cheap health insurance is very important because health care  is often a substantial portion of your yearly expenses. Paradigm Shift Part II â€" Is It Really Job Search vs. Career Management Okay so the first post was a little more popular than I expected ?? It spun off a few blog posts here and here and here. I wanted to bring their posts into the discussion because they intrigued me Matt at Insourced starts out with: Jason claims that job search is â€Å"out† and career management is â€Å"in†. What’s that mean exactly? Basically, it’s Jason’s own approach to the â€Å"job hunt†. I dont entirely agree with this I dont think job search is out (but understand why he wrote that :)), and was happy to see him expand on it: the â€Å"career management† approach is all-inclusive. In short, job search isn’t really â€Å"out†, as I suggested of Jason’s model, it’s just that it’s not the entire focus. Job search is simply a smaller part of a larger approach, that being â€Å"career management†. job search and career management are not mutually exclusive and everyone engaging in career management must still conduct a job search. Those engaged only in a job search, however, don’t necessarily engage in career management. EXCELLENT this is an excellent point and I think because I was making one point I left this point unmade so thanks Matt. My point was that you shouldnt settle in a mental state of job search and neglect career management (especially if you are already employed!). But Matt says that a job search is a subset of career management. Thank you! Dan Johnson, Jr. kind of took the wind out of my pollyanna career management sail with this: Im finding that Career Management was easier when I was looking for work. Now that Im working, its harder and harder for me to stay in that mindset. Im spending more time thinking about projects at work than my own career management. Ugh that brings me back to reality but he closes his concept with this statement that is too true (and too often unspoken): I dont want to be misled into a false sense of job security. Right now work is going strong, but I still need to keep my eyes on the big picture. Excellent I guess career management is like balaning the checkbook we all know we should do it but its not as easy or fun as say, eating a bag of MMs. Finally, Rick Turoczy at More than a living says: But it’s (job search and career management) all on the same path. and career management is about being involved in your career–taking control. Job search, on the other hand, is about being reactive and out of control. Thanks guys, these are great additions to the conversation! If youre searching for a new job one of the factors you should consider is what family and individual health insurance packages they offer.   Business health insurance often cost employees much less than a standard health insurance because they get a group discount.   Cheap health insurance is very important because health care  is often a substantial portion of your yearly expenses. Paradigm Shift Part II â€" Is It Really Job Search vs. Career Management Okay so the first post was a little more popular than I expected ?? It spun off a few blog posts here and here and here. I wanted to bring their posts into the discussion because they intrigued me Matt at Insourced starts out with: Jason claims that job search is â€Å"out† and career management is â€Å"in†. What’s that mean exactly? Basically, it’s Jason’s own approach to the â€Å"job hunt†. I dont entirely agree with this I dont think job search is out (but understand why he wrote that :)), and was happy to see him expand on it: the â€Å"career management† approach is all-inclusive. In short, job search isn’t really â€Å"out†, as I suggested of Jason’s model, it’s just that it’s not the entire focus. Job search is simply a smaller part of a larger approach, that being â€Å"career management†. job search and career management are not mutually exclusive and everyone engaging in career management must still conduct a job search. Those engaged only in a job search, however, don’t necessarily engage in career management. EXCELLENT this is an excellent point and I think because I was making one point I left this point unmade so thanks Matt. My point was that you shouldnt settle in a mental state of job search and neglect career management (especially if you are already employed!). But Matt says that a job search is a subset of career management. Thank you! Dan Johnson, Jr. kind of took the wind out of my pollyanna career management sail with this: Im finding that Career Management was easier when I was looking for work. Now that Im working, its harder and harder for me to stay in that mindset. Im spending more time thinking about projects at work than my own career management. Ugh that brings me back to reality but he closes his concept with this statement that is too true (and too often unspoken): I dont want to be misled into a false sense of job security. Right now work is going strong, but I still need to keep my eyes on the big picture. Excellent I guess career management is like balaning the checkbook we all know we should do it but its not as easy or fun as say, eating a bag of MMs. Finally, Rick Turoczy at More than a living says: But it’s (job search and career management) all on the same path. and career management is about being involved in your career–taking control. Job search, on the other hand, is about being reactive and out of control. Thanks guys, these are great additions to the conversation! If youre searching for a new job one of the factors you should consider is what family and individual health insurance packages they offer.   Business health insurance often cost employees much less than a standard health insurance because they get a group discount.   Cheap health insurance is very important because health care  is often a substantial portion of your yearly expenses.

Im happy

Im happy Breakfast. This morning: Eggs that my son collects each evening. And Froot Loops, the ones that have extra colored sparkle dust, just in case you didnt remember that Froot is not Fruit for legal reasons. The boys are absorbed in discussion about how to get me to plug in the Wii again. (We should clean our room without her asking!) I look across the table to the farmer and I say, Im happy. I love you. He says, Thats good. The kids need that. Interesting does nothing for kids. Then he walks over to my side of the table. He puts his arm around me and squeezes me. He says, I love you, too, and he goes out to the wood burning heater. I watch him. Theres something primal about a husband who literally cuts the wood to heat the house in the winter, and then keeps the fire going. And when he kisses me at lunch, his face smells like the fire. We do not have an easy relationship. No relationship is easy. Thank goodness we know this, because marriage is starting to remind me of childbirthits incredible that so many people do it when it is so painful. But marriage is like childbirth also in that the benefits are so much. We have had so many violent outbursts that the farmer has taken the precaution of putting the police on speed dial. This means a lot, especially when you consider that he doesnt really know how to use his phone. It took him a long time to learn how to do speed dial. We have been dishonest with each other. He changed his will without telling me. I found out by reading his journal. Sins galore here. My favorite thing about us is that we are forgiving. Today, if he dropped dead, my house, and probably all the furniture in it, would go to his parents. I should hate him for changing the will without telling me. He should hate me for going off the birth control pill, for a year, without telling him. After I had the most publicized unwanted pregnancy in the world. The patience we have for each other is incredible. But maybe every couple is like this. Does every couple fuck each other over like we do? I think about what might happen if I left the Farmer. Where would I go? I dont know. There is not somewhere I want to live more than the farm. There is not someone I would rather raise my kids with than the farmer. I love the stability of him. The chores. His tractor breaks down and he pauses, fixes it, and continues. When something goes wrong in my life, I get wildly frustrated. I have to eat 10,000 Power Bars. I am easily thrown off track. I told the farmer about a feature on Ask Men (I cant find the link, sorry). You can find out why men like a given woman: Face, body, intelligence, money, wild side I said, Why do people like me? He said, Intelligence and wild side. He likes that I dont feed my goats on a schedule. He didnt know baby animals could survive on such an erratic feeding schedule. This is my wild side, I guess. His life was incredibly boring and lonely when he did not have me. And my life was incredibly frenetic and unpredictable when I did not have him. Last night, in bed, when I was working hard at not yelling and not crying when I found out he changed his will, I said, What are we doing together? And he said, We are making life not lonely for each other. And he said, We are raising boys together. I want to tell you I am happy happy happy, and this is a happily ever after story. Its not though. I dont trust happiness. I trust interestingness. I feel like I have more control over it. I need to have a company that consumes me intellectually. And I dont quite have that right now. Im working on it. But the company doesnt make me happy. The research does not lie. A career makes an interesting life. A good marriage makes a happy life. This is so basic and simple, but it always ends up being controversial. Its so un-PC to say that marriage is essential to happiness. And is it controversial to say kids need happiness around them, not interestingness? I dont have evidence to support this. I only have a bright sunny morning breakfast with two scheming boys and one squeezing husband. Hooray.

What are the Basics of a Good Mental Health Policy

What are the Basics of a Good Mental Health Policy Some companies have won awards for their employee mental health policies, others have just got the bare minimum in place to ensure they and their staff are covered, while shockingly some organizations havent even considered putting one in place. So what should an employee mental health policy include and why? Well luckily for you, weve got just the people who can give you that information. Some of you may already have these in place, but if not then how about including them now? Nick Patel At a minimum, employers leading the way in mental health benefits should offer two core benefits: (i) an Employee Assistance Program (EAP) and (ii) mental health coverage.   The companies that are differentiating themselves in regard to EAPs are the ones that want employees to use the program.   Many employers “check the box” by providing an EAP vendor that does not focus on driving engagement.   Employers need to also provide mental health coverage, thereby removing barriers for employees who may need professional help. Nick Patel, CEO of Wellable. Renae Shaw Every company should invest in employee assistance programmes, such as free counselling, so staff members have both an internal and external support network and gives them the opportunity to address problems that they may not want to discuss with a manager or colleague. Having a good return to work process is also important to ensure workers feel like they can manage their mental health without fear of risking their job. It also means managers are asking the right questions in the right way and staff feel like they can be honest. Renae Shaw, Head of HR at Search Laboratory. Lee Keyes Good mental health care coverage in insurance policies, especially parity. Well-articulated, managed, and reasonable benefits and leave policies. . . Dr. Lee Keyes, is a Psychologist and Emeritus Director at the University of Alabama. Emma Mamo Having clear policies and approaches for managing mental health helps organisations ensure consistency but in practice this may look different in different workplaces and contexts. For example small businesses may not have formal policies for every situation but they can still develop a clear positive culture and approach on mental health and communicate this clearly to staff. Things like a flexible working policy as a basic can go a long way to supporting the mental health and wellbeing of your staff.   Emma Mamo, Head of Workplace Wellbeing at Mind. Brendan Street Current legislation states employees experiencing a long-term mental health issue have protection under the Equality Act 2010. This means reasonable adjustments must be made to work practices. However, these adjustments don’t need to be complicated. For example, some find commuting during peak hours a stressful experience, so offering flexible start and finish times can help employees choose the hours, which work best for them. It’s important to work with wellbeing partners to put in place bespoke return to work plans to support employees with more acute mental health concerns. This includes gradually increased hours and responsibilities, as well as regular reviews. Brendan Street, Professional Head of Emotional Wellbeing at Nuffield Health. Shona Davies To ensure that their existing sickness policy applies to mental health conditions as well. I would also suggest having a nominated person that an employee can talk to if theyre struggling and ideally, ensure training for line managers in how to manage employee wellbeing. There are many charitable organisations who are able to offer such training, coaching and support for a donation! . Shona Davies, Founder of Shona Davies Consulting. Chieu Cao It’s important to remember that what can work for one person and improve their mental health, might not work for another. Instead, we should be focusing on designing policies that focus on workplace factors that may negatively affect mental wellbeing policies of prevention rather than treatment. This could be anything from: giving employees information on and increasing their awareness of mental wellbeing, offering them flexible working arrangements that promote their wellbeing and/or establishing a good two-way relationship so that they feel comfortable coming to you to discuss any issues.                       Chieu Cao, Co-Founder of Perkbox. Lucy Faulks As outlined by the WHO, the first step is to become aware of any mental health issues in the workplace. Speaking to employees, running regular employee surveys and providing training for managers to be able to spot the signs of mental ill health are good ways to start to do this. Many companies choose to elect a wellbeing committee or team to take on the responsibility for not only mental health policy implementation but also managing the overall health and wellbeing strategy. Lucy Faulks, Co-founder of Elevate. Paula Whelan As a minimum, to comply with Equality Legislation, an employer should have in place a policy on providing reasonable adjustments for employees â€" most Mental Health issues are likely to be covered under the Disability element of the Equality Act 2010. Paula Whelan, Head of Diversity Inclusion at Right Track Learning. Nicole Thurman I dont have a good answer for that one, I just know that its not enough. Most companies don’t do a good job of it because they don’t understand how intertwined mental health is with peoples ability to be happy, engaged and productive. If companies understood those correlations, they may spend more time thinking about how to help people be mentally healthy. Companies that have onsite clinics are missing the boat if they dont have mental health services, as well. Of all the visits that take place at our clinic, 2 out of 5 involve some sort of mental health issue. Thats one of the reasons why we added the mental health providers, to make sure we were directing care in the most efficient and best way possible. I think it’s part of the problem with the delivery of healthcare in the United States, in general. There isnt a holistic approach that takes mental health into consideration, which is absolutely critical. Not including mental health is a big miss for a lot of companies. Nicole Thurman, Vice President, Talent Management at CHG Healthcare.

Issue 8 of Personal Branding Magazine Female Power Brands - Personal Branding Blog - Stand Out In Your Career

Issue 8 of Personal Branding Magazine Female Power Brands - Personal Branding Blog - Stand Out In Your Career Personal Branding Magazine Volume 2, Issue 4 Female Power Brands Summary Personal Branding Magazine Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 Volume 2, Issue 4 is dedicated to female brands and their impact on business and our culture. Women have had massive opportunities through the internet to come together and share ideas. In this issue, we’ve interviewed some of the brightest and most talented female brands on the planet, including Sarah Austin, Laura Ries and Natalie Gulbis, to explore what women are doing to make this world a better place. There are many tips and strategies for women who want to control their careers and command their futures, as well as for men who are looking to learn from these talented women. Free sample issue available today Enjoy ten articles in the free sample issue, which can be found on PersonalBrandingSample.com. You’ll hear partial interviews from Sarah Austin, Natalie Gulbis, Laura Ries, Toby Bloomberg, Valeria Maltoni, and Anita Campbell.     Youll also see three great articles that will help you define yourself, become more consistent with your branding and rank high in search engines. Full issue available May 1st (paid subscribers only) The full issue will be out on May 1st, including complete interviews with major business celebrities and a combined 28 articles for your viewing pleasure. Be sure to subscribe before May 1st in order to receive this issue in your email inbox. More information can be found at PersonalBrandingMag.com. Features Exclusive interviews with: Sarah Austin was one of the first live streaming, life-casters popularized on Justin.TV and now hosts a weekly live show in conjunction with Pop17 at Mogulus.   Pop17 is a two-to-three minute daily exploration to track, analyze and understand the new cultural phenomenon of online micro-celebrity. More about Sarah… Natalie Gulbis played in her first LPGA tour event as an amateur at the age of 14 (handicap of 2).   She turned professional at age 18 after playing for one season on the womens golf team at the University of Arizona.   Gulbis is considered to be a sex symbol in the LPGA.   More about Natalie Laura Ries is an expert on marketing and building brand strategy. She is the best-selling author of some of the nations most respected branding books, such as The Fall of Advertising and the Rise of PR, The 22 Immutable Laws of Branding and her latest, War in the Boardroom.   More about Laura Toby Bloomberg is the president of Atlanta-based Bloomberg Marketing and has a passion for the Internet. In 1997, she promoted a Fortune 100 clients new concept of selling telephony systems via their corporate website. That was it. She was hooked on the marketing potential of the Internet.   She also blogs at the popular Diva Marketing Blog.   More about Toby Valeria Maltoni helps businesses understand how customers and communities have changed marketing, public relations, and communications and how to build value in this new environment.   She is a communicator with 20 years of experience and blogs at Conversation Agent, which is recognized among the worlds top online marketing blogs.   More about Valeria Anita Campbell Who contributed? Experts, authors, and bloggers such as: Ann Smarty, SEO consultant and blogger at Search Engine Journal Christine B. Whittemore, Chief Simplifier of Simple Marketing Now LLC and blogger at Flooring the Customer Cece Salomon-Lee, Director of Marketing at InXpo and blogger at PR Meets Marketing Nisha Chittal, journalist and blogger at Politicoholic Judy Martin, broadcast journalist, speaker and blogger at Work Life Nation Thursday Bram, author of Working Your Way Around the World and blogger at ThursdayBram.com Maria Reyes-McDavis, internet marketing expert and blogger at Web Success Diva Becky Carroll, blogger at Customers Rock! Pamela Slim, consultant, author of Escape From Cubicle Nation and blogger Camille Watson, Chief Marketing Officer, VisualCV Natalie MacNeil, blogger at She Takes on the World Angela Natividad, editor at MarketingVOX and Adrants Special thanks to the staff: Selina McCusker interviewed Sarah Austin Miriam Salpeter and Jonathan Coffman are the editors Columnists: Jay Deragon, Tiffany Monhollon, Rick Mahn, Liz Pabon, Maria Elena Duron, Vikram Rajan, Jack Humphrey, Georgina Taylor, Justin Levy, Ivana Taylor, Donna Fontenot and Jim Stroud. Join our Facebook fan page Thanks to our ten sponsors

8 Surprising Stats about Corporate Learning Will Blow Your Mind - CareerMetis.com

8 Surprising Stats about Corporate Learning Will Blow Your Mind Corporate training seems to be the key to business development â€" the topic is currently in the spotlight, and different methods are being developed.However, what kind of effect does it have on learners? Does it actually pay off? What can corporate learning do for your business?evalAll of these questions didn’t have precise answers â€" up until now. For you to fully understand how corporate learning works, you need to dig deeper and explore its effects on your business model. With that kind of knowledge, you’ll be able to tweak and perfect your training.1) Over 70% of Employees Want to Know MoreevalYour employees want to learn, and they are not alone. This is the most important fact you should have in mind â€" contemporary business people want professional development.So, if you still haven’t implemented corporate learning, or if you’re using outdated methods such as videos and manuals instead of LMS software, this should definitely change your mind.2) 56% of People in HR Th ink Learning is OverlookedEmployees aren’t the only ones who think that corporate training is a necessity â€" your HR team feels the same.Well, more than a half at least. The other part feels like they are meeting the needs of their employees fully. Which is something that can’t really be true considering the previous statistics we mentioned.So, perhaps the first training course you implement in your office should be about communication and ways to straighten it.3) A Third of Employees Leave after a YearevalProfessionals of the contemporary business era are ambitions â€" they want to be challenged and they want to attain a great deal of expertise within a narrow field.The fact you’re failing to meet their needs might be the reason why you’re having difficulties with employee retention. Like we mentioned, more than two thirds of employees crave professional development. However, only one third will dare to look for a better business opportunity.4) Losing an Employee Triples C osts of their PaycheckWhile we’re on the subject, you should also be aware of the fact you’re actually losing a lot of money when your employees are not satisfied.That third of employees that will leave you after a year can cause serious damage. Training a new employee costs three times as much as retaining one.5) Over 60% of Managers Understand They Don’t Meet the NeedsevalevalManagers are closer to your employees than your HR department, which is why they possess more detailed information.Over sixty percent of them understand that your employees are not satisfied with the way their career is headed. However, only something over thirty percent of them overall will dare to do something about it and suggest an innovation.6) A Third of Employees Lack InspirationWhat makes a company develop aren’t administrative tasks and dull, monotonous activities. Although it’s true that this is a necessary part of every business, what counts the most are challenging, creative projects.How ever, you can’t expect your employees to devote themselves to your company if they aren’t properly inspiredâ€" and over thirty percent of them isn’t.Corporate training isn’t only useful when it comes to skill development â€" it’s also motivational. Learning new material actually produces a boost of energy. When the training is over, your employees will be ready for new challenges.For that to happen, you can consider having a learning management systemthat hosts multiple courses under one dashboard. Then, your employees can access the courses anytime and anywhere to further their learning initiatives.7) However, only 13% Apply Newfound KnowledgeBut a disappointing fact is that the boost of inspiration doesn’t last too long, because just a handful of people in your company will apply their newfound knowledge long-term.The reason behind this is quite simple; after training, no one is responsible for making sure that the new information is actually used in day-to-day activit ies.evalTherefore, you need to monitor the work of your employees and encourage them to apply the material they’ve covered during training and develop their skills.8) Ineffective Training Will Lose You a Lot of MoneyAnother reason why only thirteen percent of your employees will do something about the information they learned during training is its ineffectiveness.As we mentioned in the beginning, you can’t just offer any kind of training â€" the further development of your employees needs to be in accordance with the contemporary business trends.First of all, you can’t expect from your employees to get excited about learning something new if you pull out an old VCR and play them an outdated tape. So, technology matters.Skyrocket Organizational Growth With eLearningYou should turn to LMS software in this case and explore its options. However, considering the fact that its popularity is on the rise, it might be overwhelming for you to find the right piece of software.evalWith t hese statistics in mind, you should be able to develop and implement corporate training properly. Just have in mind how important it is to monitor the work of your employees after you subject them to training, and you’ll be able to see significant changes quite soon.

5 Fantastic Business Card Ideas That Are Sure to Get You

5 Fantastic Business Card Ideas That Are Sure to Get You The Rolodex  isnt dead, but its barely breathing. Although there are still a few strongholds out there in the older generation who refuse to give up their business card flipper, its mostly dead. At least for people on-the-go. Why? In a word, technology.Smartphones, CRMs, and mobile apps are the go-to choice for people who need mobility. Ironically though, business cards are far from dead. And now more than ever, you need to make yours stand out. Even if a prospect creates a digital version of you, your card should scream, Im too cool to throw away! Whether youre an old pro or starting a new business, here are five business card ideas to do that. 1. Stand Out or Die Die-cut cards have been around forever, but the ability to play around with the shape of the card gives you almost limitless ways to be creative. You can ditch the rectangle and create any shape you want.   Die-cutting even allows you to punch out shapes or larger text inside the boundary of the card, or create ways to create additional shapes with fold lines. 2. Silver and Gold Ever heard of dye-sublimation? Imagine your full-color design on a piece of silver or gold aluminum. Its a real eye-catcher that makes an executive statement, and it wont gettossed because its so unique. It can be a bit pricey, but if you need larger quantities or want to have several designs, you might check into getting your own sublimation printer. 3.A New Dimension Embossed and debossed cards are still a thing because its different than the boring, plain and flat.Its okay to get creative here. You can deboss/emboss more than your logo or name. Try an embossed border, and if the printer can, a double deboss or combination of debossing and embossing can create a real wow effect. For another take on dimensional cards, look at options like foil-stamping, textured surfaces,and lithographicprinting. 4. Business Card Ideas That Promote For areal stand-out cardthats guaranteednot to fit into a Rolodex, try promotional products that represent your business. What if your card is the only one among hundreds that must be put on the CEOs desk? There are literallyhundreds of thousands of promotional products that can be imprinted with your contact info. If youre a plumber, get small imprinted pipe wrenches. If youre a trash service, try small imprinted trash cans, and fill them with candy before handing them out. The possibilities are endless. 5. Get Playful Some of the best business card ideas are those that play offthe name of the business or owner. If that doesnt work, create a tagline for your business that does. Try combining the other ideas above with this playful creativity. A few examples might be: Green or natural business: kraft paper or laser-engraved wood cards.Public speaker: podium shaped cards.Yoga instructor: flexible rubber cards.Window cleaner: clear business cards. If you dont have the budget for unique materials or die-cutting, you can make your own business cards stand out with a little mental elbow grease: A wine-maker did this by creating wine stains on her cards.She used real stemware and red wine to give her cards a chic lookâ€"and every card was unique. A lawn service company had a cool business card idea by putting flower seeds into business card-sized manila envelopes and used a green rubber stamp to imprint his info on them. Please, No Limits The important thing to remember about creative business card ideas is to color outside the lines and make your own rules. Dont think outside the boxâ€"shred the box and burn it. Come up with a few ideas, write them down, and sit on them for a couple of days. Youlllikely improve on those or come up with even more ideas. If you want to create real momentum in your business, or have questions about strategy and branding, check out our services page.

Resume Writing Services Near Modesto CA

Resume Writing Services Near Modesto CAYou might have an upcoming interview for a small to mid-sized company, and you are looking for resume writing services near Modesto California. There are a number of professional companies in the Modesto area that can provide the resume writing services that you need.A prospective employee's resume is a very important document that is put together to give the employer a better understanding of what the job requires. The ability to write a cohesive and appealing resume is a skill that is developed by one's years of experience and professional writing skills. If you are a fresh graduate with a solid academic background but little or no writing experience, you may still be able to write a solid resume and get your foot in the door.When you are looking for a particular resume writing service near Modesto CA, make sure to investigate their credentials. The experience and qualifications of the individual or company that you hire should be reflected in the type of experience they have. For example, do you want to hire someone who has experience on staffing agencies?Then there are specific companies who specialize in only this type of work. You may even find a few who can meet your needs. There are also companies that have several services that you can use in order to get your job done. One could start with a resume and email services, while the next step would be getting a technical writer to proofread your resume before you send it out to any employers.Once you have determined that you have particular needs, there are many steps that you will need to take in order to get the job done. Since your resume is the first thing that the employer will see, it is crucial that you do not cut corners when you are putting it together. Professional writing is an art, and you need to learn it well in order to make your resume a standout from the rest.Remember that when you are looking for a particular company to help you, you need to be very careful. You do not want to hire someone whose resume writing services you may not be able to live up to. This can be a huge mistake, especially if you have never worked with resume writing before.You will also want to consider the company's track record when you are comparing its resume writing services to others. You want to be able to use the same company when you need additional help. Remember that you are hiring for a professional service, and you will want to be satisfied with the results.Resume writing services near Modesto CA will help you develop a great resume that is written with the same professional skill that you have used in your academic career. The ability to write a resume is not something that most of us take seriously, but once you have the confidence to have it done, you will feel better about your chances of landing the job you have applied for.