Resume Candidate – YOUR ONLINE RESUME SUPPORT, JOB SEARCH & INTERVIEW RESOURCE BLOG

The first point to make is that the terms “CV” and “Resume” (with or more often without the French acute accents over the e’s) are virtually interchangeable in the UK; they mean the same thing, but if anything the norm is CV. In the USA and elsewhere, the CV (Curriculum Vitae to give it its full title – literally “Life Study”) is a different animal – a dry listing of qualifications and experience more suited for a university faculty listing for example. Read the rest of this entry »

By Mario Churchill

When creating a resume, one of the most important aspects is the resume objective. Employers get hundreds of resumes whenever they place an add for a job and unless you put down your employment objective in your resume, the document that you worked so hard to produce may end up by the wayside. Read the rest of this entry »

By Khalid Farooq

To become a successful teacher a person should have a strong educational background. They also need some personal characteristics. Special teaching courses are also introduced in almost all countries. As our world is changing day by day, our educational needs are also changing at the same time. People who are after this profession, have to attend the training sessions.

Teachers like other professionals may also get specialized in some certain fields. They may do PHD in any subject of their own interests. Then they are able to write some guiding materials and even books for the students and they may also take part in course planning activities. There is no restriction on the teachers to get retired after attaining a fixed age rather they can earn their livelihood till their health allows them to do. They are free to deliver their knowledge until they are able to do it.

Teachers not only require strong educational background but they also have to possess some special characteristics in them. These characteristics may include responsibility, punctuality, politeness, patient, confidence, role model, creativity, positive mental attitude, best communication and presentation skills, inspiring ability to change the life of student by helping them to realize their potential, ability to act as an organizer, motivation skills, assessorial skills, tutor, facilitator and controller while teaching and additionally good sense of humor.

A good teacher can change the life of the students by running their lives on a right way but a teacher is only able to do this if he has all characteristics in him mentioned above. A good teacher always shows a positive attitude and uses to encourage the students to learn new things. Besides all these characteristics the teacher must have deep knowledge of the subject he/she is teaching to satisfy the questions of the students. So a teacher is a person with the combination of both personal characteristics and strong educational background.

To put their first step practically in teaching life, you need to write a resume. Here are some key points which should be kept in view while composing resume:

• Full name, phone number, e-mail and residential addresses should be included in the first section of the resume.
• In the next section, applicant should write very convincing objective that will surely attract the reader’s attention and urges him to call the applicant for the interview.
• Be precise and clear while writing a teacher resume.
• It is of great importance to mention your interests in certain subjects so that you may be selected to teach the subjects of your interest.
• Be honest while narrating your personal characteristics and do not include those traits which you really do not posses.
• Show your devotion towards the bright future of your students and your love for knowledge.
• Teaching experience is of greater importance, employers prefer candidates who carry an experienced background with them. Mention the names of the institutions where you worked as faculty, and levels and subjects you were assigned.
• List your academic record in reverse chronological order with the name of the institutions and grades you achieved.
• You can also include brief description of the training sessions you have gone through or any research work you have done.
• Give reference in the last section of the resume.
• Do not include extra or irrelevant information in your resume and avoid any spelling mistake.
• You must go through proof reading twice or more by yourself or any other person to ensure the accuracy of your resume.

After going through the above instruction still people feel hesitation in submitting their resumes made by them.

Physician recruiters say they’re more likely to go online to find job candidates than to use search firms.

By Victoria Stagg Elliott, AMNews staff. Posted Oct. 5, 2009.

When orthopedic surgeon John Kemp, MD, looked for a job fresh out of residency 22 years ago, he used a lot of paper and stamps mailing resumes to practices in areas of the country where he wanted to work, not knowing if there was even a job available.

A year ago, when Dr. Kemp decided it was time to leave private practice in Littleton, Colo., he turned to listings on the Internet — no paper, no stamps, no guessing if someone had an opening. On Aug. 1, he started as director of sports medicine at Avera Marshall Regional Medical Center in Marshall, Minn.

The Internet “gives you a lot more selection and, therefore, a lot more options,” Dr. Kemp said.

In-house recruiters handling doctor hiring are feeling the same way.

A recent survey of 166 recruiters at hospitals and physician groups found that most rely heavily on Internet job postings, as well as word-of-mouth, to locate physicians for open positions. They were using physician search firms less than other tools, citing both the cost and complaints that the firms did not gather up enough qualified candidates.

The survey of members of the Assn. of Staff Physician Recruiters,released Sept. 1, was conducted by The Medicus Firm — a physician search firm with offices in Dallas and the Atlanta area. Among other findings: recruiters not only wished firms would “charge less,” but some hoped “they would go away and never come back.”

“I don’t think it is necessarily a huge surprise that [recruiters] have some negative feelings” toward search firms, said Jim Stone, managing partner of Medicus. He is also a member of the board of directors of the National Assn. of Physician Recruiters. Stone said that even despite recession-related cutbacks, many hospitals and large groups in recent years have invested in developing in-house recruiting capabilities.

According to the Medicus study, the percentage of in-house recruiters who regularly used external firms dropped from 55.1% in 2008 to 49% this year. And search firms nationwide are noticing the drop. “I do see that the volume of searches is down, and institutions are doing more recruiting directly as opposed to working with a firm,” said Brian McCartie, vice president of business development for Cejka Search, a health care executive and physician search firm based in St. Louis.

Recognizing changes in the market, search firms are revising their fee models and promoting more services — including use of Internet job boards — to attract clients. Stone said that given the difficulty of filling physician positions, search firms can play a part even if that role is being just one of multiple means employed to find doctors.

In-house recruiters surveyed pointed most often to the Internet as the most effective way to find physicians, with 74 agreeing on the online approach, an increase from the 68 who said this in 2008. Only 15 recruiters said working with a search firm was the most effective technique, a decrease from the 25 who said that in 2008. Recruiters most often said they work with search firms “very infrequently.”

“The Internet has become such a huge player in recruitment, not just for doctors but for everybody, as more and more people become technically savvy,” said Scott Manning, director of human resources and provider recruiting at MedPro, a 260-physician multispecialty practice based in Phoenix.

If job-hunting physicians “work only with search firms, they are reducing their exposure to a lot of places that don’t use them,” said Marci Jackson, director of physician and provider recruitment for Southwest Medical Associates, a UnitedHealth Group-owned multispecialty practice in Las Vegas. Jackson works with search firms when she has a position that is difficult to fill or when she has multiple openings. Recently her practice used search firms to help find a pulmonary critical care physician and staff a new anesthesiology department.

Recruiters often are using their own hospital or practice Web site or other online job boards — avoiding the thousands of dollars in fees charged by search firms. In-house recruiters also are taking advantage of social media. Twitter, for example, has search tags, including “#jobs” and “#physician,” that point to job openings.

Geisinger Health System in Danville, Pa., launched a Facebook page in January with videos of physicians talking about working there and living in the area.

Setting up the Facebook page “was actually a request from one of our physicians who thought it would be a great way to connect with younger physicians,” said Cindy Bagwell, associate vice president for Geisinger’s professional staffing department. “It is hard to say if [the page] in and of itself caused a physician to pick up the phone and call us. We’re just trying to be in a lot of different venues to get our message out there. I still think it remains to be seen if it will generate some interest.”

Search firms said they are taking steps to adjust to shifts in the industry. Companies are experimenting with various fee models, such as charging institutions monthly flat rates or working with others associated with the process to develop various combinations of placement fees.

Job search firms also are bumping up the services they believe add value and reduce the time it takes to recruit a physician. For instance, many search firms visit with clients that are hiring as well as with candidates, to assess suitability before putting a name forward.

“We spend a lot of time with the candidate to make sure that the opportunity matches what a physician actually needs,” said Phil Miller, spokesman for physician placement firm Merritt Hawkins & Associates, headquartered in Irving, Texas.

Merritt Hawkins is one of many search firms that posts jobs it’s handling onto Internet boards.

In fact, that’s how Dr. Kemp found Avera Marshall Regional Medical Center.

“I didn’t single out Merritt Hawkins,” Dr. Kemp said. “Like most physicians, I started off with an Internet search. Once I started clicking on jobs, that led to working with a search firm.”

The online nexus of the doctor, the hospital and the search firm worked out for all involved. Avera found its candidate. Dr. Kemp got the job. And Merritt Hawkins got paid for finding a physician.

The print version of this content appeared in the Oct 12, 2009 issue of American Medical News.

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ADDITIONAL INFORMATION:

How often search firms are used

A survey of staff physician recruiters found most bypass external search firms.

20% use search firms regularly.

29% use search firms from time to time.

42% use search firms infrequently.

9% never work with search firms, by choice or company policy.

Source: 2009 Corporate Contributor ASPR Member Survey, The Medicus Firm, Sept. 1

By Igor Wruppi

This is an example of a cover letter. Use this as a template and for ideas and inspiration, do not just copy it word for word. Before you can use this example you will need to replace all the dates, all the names and all the addresses. Add your contact details to the header or footer of the document. Remember to include keywords for the position you are applying for. Try to find a comeback in the company that is responsible for human management and address the application to him or her. Good luck in your job hunt!

January 1, 2009

Mr. Example Name
Human Resources Manager
Company Name
111 Street
City, State 90111

Dear Mr. Name

Are you in need of senior-level sales professional with a verifiable record of accomplishments in expense reduction, team development, account penetration, and profitable vendor partnerships? Then my enclosed resume might be of interest to you.

With over 10 years of progressive experience in a fast-paced, continuously changing environments, I have developed skills required to streamline and increased operating efficiency. Interacting with peers, vendors and customers to establish and maintain positive working relationships to enhance profitability is second nature to me. Strengths include:

Demonstrated ability to produce top-notch teams through effective leadership skills.

A unique talent for creating new and cost-effective methods to penetrate the market in the food service industry.

Expert in analyzing market trends and capitalizing on opportunities to build revenues and reinforce client relations.

I have enjoyed a highly successful career at Food Service Company and believe it is time for me to move on to greater challenges. I would make a strong commitment to a reputable, growing companies such as Great Foods Ltd.

Mr. Name, if my expertise and background fits your present or future requirements, then we should meet. I will contact you in the next week to verify receipt of my resume and to arrange an interview.

Thank you for considering my qualifications.

Sincerely,

SIGNATURE

Your Name

Igor Wruppi is the owner of Cover Letter Help a website dedicated to free cover letter, resume and CV articles, guides and samples.

Worst job interview questions listed here are asked many times by novice HR Managers. Read it all to see if you have ever been asked one of these questions. Good interview question are important as they help employers evaluate the the technical qualifications, people skills, problem solving approach, and team playing abilities of potential employees. Worst interview questions do none of these. Instead, they confuse, irritate and sometimes even offend the applicant. This Top 10 worst job interview questions list contain all the questions that fit one or more of the following criteria:

1. Illegal – Ask about certain topics which an employee has no right to question about. The one being interviewed can even sue the person. Employers and Recruiters are Warned to stay clear of such questions.
2. Useless – These Questions test trivial knowledge that has no relevancy and most often be asked in situations where the interviewer is trying to impress his colleagues present.
3. Copycat – These kind of questions are often downloaded from web and the interviewer often have them in printed form in front of them. this is just too lame. Everyone knows answer to those. They have been asked over a million times.

Enough rambling, here are Recruiter’s Blogs Top 10 worst job interview questions.It is very important to point out that if you are asked one of these questions or somewhat like this.Please note that being asked any of these questions. You should take a step back and re-consider for a while. Can you really trust your livelihood and sanity with this organization? What follows is the list.

Question 1: Where do you see yourself in five years?

Question 2: What is your biggest weakness?

Question 3: Do you ever abuse alcohol or drugs?

Question 4: What is the airspeed of an Jet Flying MACH2?

Question 5: How do you define sexual harassment?

Question 6: If you were a ‘Lost’ character, which one would you be?

Question 7: Can you work under pressure?

Question 8: Why did you take the pen from me?

Question 9: Have you ever brought a lawsuit against an employer?

Question 10: What interests you about our company?