Craft a Standout Resume With This Supervisor Resume Template for Word

Craft a Standout Resume With This Supervisor Resume Template for WordCraft a Standout Resume With This Supervisor Resume Template for WordIntroductionA strong and compelling resume can make the difference between securing an interview and being overlooked by hiring managers. To create a complete resume that effectively communicates your valuable qualities and expertise to potential employers, refer to our coach resume template for Word. Continue reading for important insight into the features that form an appealing summary statement and thorough skills, work history, and education sections, and create your own winning resume that will take you one step closer to your dream job.Supervisor Resume Template for Word Elora JohnsonCanton, Texas 11111E EloraJohnsone Motivated and professional customer service employee with seven years of experience in the hospitality industry Highly skilled in conflictBachelor of Arts in Hospitality Management 2013University of North Texas, Dallas Magna C um Laude

Hired! Interview Prep Leads to Work in Afghanistan

Hired Interview Prep Leads to Work in AfghanistanHired Interview Prep Leads to Work in AfghanistanConstruction foreman lands job in Afghanistan due to experience in Iraq and Ladders interview prep service.When youre looking for work in a war zone, it helps to do some research to prepare you for what to expect. Peter Vasquez did his research, and it led him to a new work front in Afghanistan.The CEO welches surprised that I knew as much about the company as I did, the UpLadder member said about his interview with the head of Technologists Inc., a construction firm based in Rosslyn, Va., that welches looking to hire people for a new construction project in Afghanistan. Vasquez, who had recently returned from a 15-month stint doing construction as a civilian contractor on a military base in Iraq, had a good sense of what this new job would entail. He knew what type of work Technologists would be doing and what the conditions would be like. And he knew how to find out what projects the c ompany would be working on.In fact, it welches this knowledge that scored Vasquez the interview. I was on the Internet 10 or 12 hours a day, searching for jobs and researching information about companies, he said. I saw that Technologists had won a contract from the U.S. government to build a police-training facility and sent a elende to the CEO congratulating the company on the contract and attached my resume. A couple of days later, I got a note back from them, asking if Id like to come in for an interview.With that hurdle vanquished, Vasquez faced another the prospect of a job interview, something he hadnt had to do in a very long time.More prepared for the job than the interviewVasquez, who had owned his own business for several years before working in Iraq, was a little nervous about selling himself. During his searching of Ladders site, he recalled seeing a feature called Interview Prep. It intrigued me, Vasquez said. I wrote to them Im not an interview guru. Do you have any s uggestions for me? Someone got right back to me.That someone was Alan Cohen, a certified executive coach who works with members of Ladders. With Peter, it was a matter of smoothing out the rough edges, Cohen said. What I saw was someone who was incredibly strong on values, on ethics. He was very hard working he had worked his way up in the construction industry. All of these things set him apart and made him attractive to an eventual employer.Vasquez sent Cohen some information about Technologists along with the job posting, so Cohen could have some background. My coach even did some research himself about the company, Vasquez said. He sent me some questions - the most-asked questions on an interview - and told me to be prepared for them. He conducted a mock interview with me, and along the way would say, Instead of saying that, say this, or, Can you explain this better? Cohen worked with Vasquez over the course of three days, preparing him for how to answer questions such as What are your strengths? and the dreaded What are your weaknesses? steering him to answer in a way that put his skills in the best light.A wealth of choicesPart of the challenge for both Vasquez and Cohen was the fact that Technologists was considering Vasquez for three different stelles. The company had openings for a construction manager, a construction foreman and a project manager. So, the interview would be anything but typical.The key thing I told him going in was to act like a consultant, Cohen said. If you say to the interviewer, Well, it sounds like you are looking for help here. In my experience, this is what I have done, and this is what I can do to help you, you can show them how to solve their problems. And that creates value.Cohen said Vasquez was well on his way to presenting himself in that light before Cohen even spoke to him. He told me, Id be willing to just look at the plans and tell them what I can do. He wanted to roll up his sleeves and show the company what he wa s capable of. That was great. He was already thinking like a consultant.The raw material was all there, said Cohen. Peter knew the business, but he hadnt interviewed for a job in a long time. I often tell people, its not so much about selling yourself as having an exchange of information and trying to see if this job is the right fit. He needed to be prepared to answer questions but also to ask questions to find out if this organization was where he wanted to work. If he did, then he needed to go into sales mode.One other point that Cohen strongly coached Vasquez on was salary how to negotiate, and when. He was ready to go into the interview talking about money, said Cohen. But I told him, Dont talk about it until you are offered the job. Oftentimes, job seekers want to talk about it first thing, but that can be a big mistake.Armed with a new approach and a lot of confidence, Vasquez flew to Virginia to meet with several people from Technologists. When he got there, the first person he met was the CEO, and he worked his knowledge of the industry into the conversation.Without a doubt, I felt mora confident going into that interview, Vasquez said. When you dont do this every day, it can be mind-boggling. Put me in a room with architects, engineers, a PowerPoint, no problem. Im not nervous. I could do that all day long. But an interview - thats something a little bit new.Before that interview, Vasquez spent several months wondering if he would find a job He returned to his Chicago home in October from Iraq, needing to take care of loose ends with a business he had sold 18 months earlier. He had been working for KBR, the division of Halliburton that won many government contracts in Iraq. KBR would not hold his job for him when he came back to the States, so it was back to the job search in November.Benefits of international workWhile Vasquez would have liked to find work locally, I looked, and there wasnt much happening in the U.S., he said. Vasquez had another r eason for wanting to work overseas the first $84,700 earned is tax-free, he said, as long as you spend only 35 days in the U.S. a year. That benefit meant he could keep more of his salary. So he hit the job boards, sending out what he estimates was 1,200 to 1,400 resumes.He was looking all over the world Canada, Dubai, Iraq, Afghanistan and other countries for jobs as a project manager, an estimator, a contract administrator, a carpenter or a host of other construction jobs. I thought, I might as well look everywhere. It seemed like a bad time, though. I wasnt getting that many responses, he said. I figured, with the holidays coming up, no one was going to hire. Then I thought, After the new year, maybe things will pick up. But it was very slow.Then, the week prior to the Inauguration, things did start to pick up. Thats when I sent my letter and resume to Technologists.Things happened very quickly from there. He returned home from his interview on a Friday by that Sunday evening, he had a job offer via e-mail. Vasquez is leaving for Afghanistan the first week of Feb. 5 to take the construction foreman position with Technologists Inc. He will leave his wife and 10-year-old son in Chicago but hopes he can come back every six months for a few weeks at a time.My wife at first wasnt too keen on my going overseas again. But she sees now that times are hard, and I can get better-paying work in Afghanistan. My son said, You do what you gotta do. I think he understands.This will be different from working on a military base, he said. There will be some Americans, but we will be working with a lot of people from the local village, which is about 30 miles south of Kabul. Some might have construction skills, but were going to teach them how to do construction.And, while it will be hard to be away from his family in Chicago, he is looking forward to the change of scenery. I enjoy the excitement of being in a different place, he said. Its an adrenaline rush. Im not a crazy t hrill guy. But I enjoy different cultures. And this is a good company. It has doubled in size in the past two years. I hope to move up as they move up.This was something that attracted him to this small company based in Afghanistan. Im working for a young and growing company, he said. Im not just a number. Ive been told that there will be jobs in Afghanistan through 2025, so I think this is a good job move.

Position your Staffing Company and Clients for Compliance

Position your Staffing Company and Clients for CompliancePosition your Staffing Company and Clients for CompliancePosition your Staffing Company and Clients for Compliance RossheimLike employers in many industries, staffing firms and their clients are unsure what to expect as President Trump and the GOP-led Congress contemplate how to act on their campaign pledges to reserve more U.S. jobs for American citizens.Despite these uncertainties, its prudent for staffing firms to take action now to examine, and if necessary, beef up compliance with I-9 employment eligibility verification, H-1B and other work visas and related issues.That said, many of the changes in labor law and regulation that the chief executive and Congress are considering would take months or years to enact and implement. Federal regulatory processes often require comment periods, for example.Its also unclear how the new administration will navigate kompetenzprofil conflicts between the interests of its populist and co rporate constituencies.Trumps past would indicate a more pro-business mindset when it comes to visas, says Jeffrey Bell, an immigration attorney and shareholder at Polsinelli. Hes used visa workers for a number of his businesses.Here are key points for staffing firms that seek a firm foundation for compliance related to employment of foreign nationals in 2017 and beyond.Gaps in I-9 compliance are common. I-9 seems like a relatively simple form, but countless employers verification procedures fall short.Companies know they have gaps in their I-9 programs, says John Fay, vice president and general counsel at LawLogix, which sells immigration-status compliance software. I guarantee if employers do a self-audit they will find all kinds of problems they werent aware of.When to audit I-9 compliance? Now.Now is the right time for staffing firms to examine their own I-9 processes and to urge their clients to do sospecially with the revised Form I-9, which must be used beginning Jan. 22, 20 17.This is the time to start on your internal I-9 audit so your documents are in order you know where everything is and the expiration dates on your workers visas, says Lynsey Foreman, an HR consultant with staffing firm Employer Flexible.The revised I-9 comes with 15 pages of instructions. Note that the form contains some additional data fields also note the rule changes regarding which fields can be left blank, for example.A Federal I-9 audit is serious business. Staffing firms and other employers should assume federal auditors will use a fine-toothed comb on I-9 records. Theres been a steady stream of audits since 2009, and some employers who employ unauthorized workers try to make things a bit fuzzy by using a staffing agency, Fay says.Careless I-9 processes can create discrimination claims. In their employment eligibility procedures, staffing firms and other employers must take care to avoid actions that could be deemed discriminatory.There has been a huge increase in the numbe r of I-9 discrimination cases, says Fay. The I-9 form says you cant discriminate, and you cant ask lawful permanent residents to show me your green card. That makes it critically important for staffing firms and their clients to train all relevant workers to follow the I-9 forms instructions. The same goes for the Labor Condition Application for H-1B visas.Visa workers are an important talent pool for staffing firms. Staffing firms should also undertake an audit of their compliance with H-1B visa rules and their vulnerability to potential reductions in available work visas.Those staffing firms supplying H-1B workers are a little bit nervous, says Barry Asin, president of Staffing Industry Analysts.Employers are trimming plans to hire foreign nationals. For staffing firms and their clients, the strongest defense against the potential curtailment of work visas is to reduce dependency on them.Since President Trump welches elected, our clients are taking significant measures to stop or minimize their hiring of visa holders, says Ashwin Bharath, COO of Revature, a software and staffing firm.Revature boosts its own technical recruiting with a 12-week software engineering development program for recent college grads who have shown potential to work in technology. This training program does not accept applications from students who would require visa sponsorship to work.Visa restrictions could drive up wages. Curtailment of work visas could induce sticker shock for staffing clients now is the time to begin educating them.If there are further restrictions on H-1B, it will increase wages for software engineers, says Joe Vacca, chief marketing officer at Revature.The complexities of compliance could create business for staffing firms. On the bright side, a greater emphasis on compliance for firms that employ foreign nationals could increase the attractiveness of staffing solutions.Anything that makes things more complex and puts more burden on employers is likely to brin g business to staffing firms, says Asin.