Jobscan CEO James Hu on CareerCloud Radio

Jobscan CEO James Hu on CareerCloud Radio Jobscan CEO James Hu on CareerCloud Radio Jobscan started from my own personal need, Jobscan Founder and CEO James Hu told Career Cloud Radio host Justin Dux. I welches a job seeker myself. The schwierigkeit with looking for a job is the black hole. You submit a resume and you dont hear back. So we want Jobscan to be the answer to that black hole.James appeared on the podcast to discuss the ways Jobscan is arming job seekers against the outdated and ineffective applicant tracking systems that stand in their way. Heres an excerpt from early in the conversationJustin Dux After using Jobscan, what do you think are some of the first things job seekers start to learn about their resume?James Hu Looking for a job is very much, most people see a job listing and they read the description and they say, Hey, thats totally me They get really excited about it and they submit their resume without going through a detailed check like we do at Jobscan. So, a lot of times we get feedback from job seekers that this is an eye opener. They didnt know they were missing these key skills and keywords from their resume even though theyve done the same thing over and over again. Justin Dux Thats actually the experience I had with Jobscan as well. I put in a resume that I had been sending out to jobs for a few months and I really worked on that resume heavily about 6-9 months earlier, and I was stunned when my first feedback score was 38% matched. This position, exactly like you said, I felt like I was a really great match for. And so during that evening I made tweaks to the resume and scanned it over and over again to improve that score up to 80%, and thats what I was happy to get it up to. But I was shocked by the subtle differences.Listen to the full episode at CareerCloud Radio.Ready to give Jobscan a shot yourself? Try it out right here

Trash Bridges

Trash Bridges Trash Bridges Trash BridgesTransportation officials dismayed about the nations decaying bridges are turning to the bottle to find relief. And its helping.The solution isnt whats in the bottle, its what the bottles are made of, where they came from, and what theyre capable of doing. Discarded plastic beverage bottles, milk jugs, detergent containers, and other household plastic trash can become, through the magic of materials engineering, a totally green building material for new bridges and other infrastructure upgrades.Non-biodegradable thermoplastics are anathema to our nations waste-management system. Improved recycling programs have reduced the sheer volume of plastic in landfills, but theres leise the problem of what to do with all of that recycled material. The supply of second-generation plastic far outstrips the demand. Recycled structural composites (RSCs) based on technologies developed at Rutgers University and commercialized by Axion International, New Provi dence, NJ, transform mountains of melted down and remolded plastic waste into an all-green building material for heavy-duty infrastructural projects.The U.S. Army was an early adopter of the new material, in part because it has regulatory autonomy over the infrastructure on its bases. Since 1998, the Army has been driving jeeps, tanks, and trains over short-span plastic bridges at forts Leonard Wood, Bragg, and Eustis, providing case data that is driving the technologys acceptance in civil projects in both the U.S and Europe.In 2011, for example, the company completed the first plastic vehicular bridge in Europe, a 90-foot span over the River Tweed near Edinburgh. The pre-fabricated bridge was shipped in six sections to Scotland, where crews rapidly reassembled them. We were able to complete construction on-site in just two weeks, said Steve Silverman, Axions president and CEO. Putting the pieces together, in fact, took only four days out of that process, he said. The remarkably fas t erection time for a 90-foot bridge is a major benefit.Assembling a plastic vehicular bridge over the River Tweed. Image Axionintl.comSpurning Bridges?The degradation of the U.S. infrastructure is not a new problem, and bridges are one of the areas of gravest concern because of the obvious health and safety issues associated with a potential bridge collapse. Although the nations bridges fared much better than schools, roads, levees, and most other categories graded in the American Society of Civil Engineers most recent Report Card for Americas Infrastructure, they still only eked out a C. With one in four bridges either structurally deficient or functionally obsolete, and a $17-billion annual price tag for necessary improvements, theres little question that transportation officials will take interest in any technology that offers a lower-cost alternative to traditional steel and concrete construction.Converting Garbage to a Gar-BridgeThe process of manufacturing the RSC materials i s straightforward. Axion receives giant bundles of sorted plastic it has to be high-density polyethylene, the kind stamped with a 2 recycling code. The plastic is comingled with the other principal component, glass fibers coated in polystyrene or polypropylene, generally scrap material from the manufacture of car bumpers. The raw materials are ground into tiny flecks, then subject to high but below melt point heat. The precision of the heating process is critical to getting the otherwise incompatible properties of various polymers to work together to form a stronger material. The hot glop is extruded through molds into its specified shape and allowed to cool.The company forms its thermoplastics into standard construction shapes such as I-beams, pilings, and boards, and also can pre-build an entire bridge or boardwalk to a customers specifications. Thomas Nosker, Ph.D., the Rutgers materials engineer who pioneered the technology, has said the individual pieces come together like a childs play set to form bridges that are cost-efficient and easy to erect.High-Performance AssembliesEngineers have been experimenting with composite bridges made of space-age carbon-fiber-reinforced polymeric materials since the mid-1990s, and efforts have focused on high-performance assemblies engineered for specific performance properties. Their performance, however, suits them well toward applications in new construction and retrofits in earthquake-prone regions, harsh marine environments, or other situations where the long-term durability will offset their higher first costs, according to the U.S. Federal Highway Administration. But unterstellung advanced composite structures require exotic raw ingredients and specialized fabrication methods that drive the price up.According to Axion, the lions share of the plastic bridge market is on the nations secondary roadways where spans of 15 to 25 feet are commonplace. From a performance standpoint in those applications, thermoplastics wont rot, rust, splinter, crumble, or attract bugs like wood, steel, or concrete. They are lighter, dont need to be painted, and require no special tools or training to install. The initial cost of building a plastic bridge is about the same as a similarly sized traditional structure, but they are cheaper over their 50-year expected lifespan because they avoid these costly ongoing maintenance chores.State transportation officials concerned about the public perception of plastic as a flimsy material are heartened by military videos showing the bridges holding their own against 70-ton tanks and 120-ton locomotives.Axions Silverman said the company is developing other infrastructure applications for the STRUXURE components, including sound walls, retaining walls, marinas, jetties and piers, culverts, and platforms. The Container Recycling Institute counts approximately 1,755 thousand tons of HDPE sold annually in the United States, meaning there is likely to be a sustainable supply of raw materials for this emerging sector of the sustainability market.Michael MacRae is an independent writer.We were able to complete construction on-site in just two weeks.Steve Silverman, president and CEO, Axion International

Twitter users explain how #HRInformedMe

Twitter users explain how HRInformedMeTwitter users explain how HRInformedMeA ton of funny responses bubbled up on Twitter when users were prompted to share things (under the hashtagHRInformedMe) that the Human Resources department has told them at work.Twitter had a lot to sayCheck out some of the funniest responses featuring the HRInformedMe hashtaghttps//twitter.com/colbywinters/status/1041658930512973825HRInformedMe that after two weeks I can take a long vacation and never come back. Interesting because I dont recall putting in PTO ??- Eli (elizeee) September 17, 2018

How to Demonstrate Your Value to a Prospective Employer

How to Demonstrate Your Value to a Prospective EmployerHow to Demonstrate Your Value to a Prospective EmployerThere should be a single thread that is both evident andconsistent through your job search. It needs to come out in your rsums, coverletters, LinkedIn profile and during interviews. It all boils down to sellingyourself, and the question is how do you do that in each document and at eachstage of the job search process?You must demonstrate your value.Sounds complicated, right? Youre probably asking how youcan figure out what your value is. And once you do know, how can you possiblyshow value in words? Here are some dos and donts to help you get it right.Do show whatyoure trying to get across. If you constantly write things like, Sandra wassad, Sandra was mad, Sandra was excited in a creative story yourewriting, elend many people will be intrigued to read further. Showing emotions iswhat makes a story work effectively, and examples are what make it work. Soinstead of writing tha t you have great communication skills, think of specificexamples from your work history where youve demonstrated them. Thats whatshould go in a rsum, cover letter and on your LinkedIn profile.Dont tell anemployer what your value is show it with examples. Its what any goodcreative writing teacher will tell you. What does this look like in practice?Dont use clichd phrases such as, excellent written and verbal communicationskills. You are simply telling your reader you have those qualities, andanyone can say that.Do make yourmaterials understandable for a wide audience. Ask someone unfamiliar with yourjob or industry to read your rsum and cover letter to alert you to placeswhere clarification is needed. Acronyms should be written out, and companies ororganizations that are not well known require a concise description.Dont assume yourreader knows your industry or your job. While the person may have written orhelped write the job description, he may not have an in-depth understanding of what is required for the job and in your profession in general.Do providequantitative and qualitative results of your work. This can be difficult formany professions, but you dont necessarily need metrics to show results. Thereare ways to show the impact of your work in words. Did you save your boss orcolleague time? Did you perform research that eventually led to a publicationby a colleague?Dont lie or exaggeratenumbers or statements. Estimates are OK to use, but you should not be inflatingyour achievements. These fibs are usually instantly recognizable to people whoread scores of rsums and constantly interview candidates. Saying you oversawa product launch when you did not is not OK.Do demonstratefor a potential employer how you can help them do business in a smarter way. Ifyouve improved processes in your past jobs, it is likely you can do that for aprospective employer as well. Make sure those examples are in there.Dont make overconfidentclaims. If you write in a cover letter or say in an interview that you know thecompany has made mistakes, and thats why a competitor is outpaced them, you maynot get very far. Youre still an outsider, and coming in and being criticalright off the bat is not going to help your cause. Even if its true, theiremployees probably dont want to hear it from you. It just gives a badimpression.Do includeawards, honors and recognition. Awards and honors should have their own sectionrather than be hidden under job descriptions in bullets. If a colleague orclient gave you compliments on your work, find a way to use these in your coverletter and/or interview. You can also ask for a recommendation on LinkedIn.Dont hide thingsyou ought to be proud of, and dont make your reader dig for the information. Youreceived the award or recognition for a reason. Highlighting these only helpsyou.While its not easy to show your value in writing orverbally, its a skill you must learn for your job search and your career.Think about when you meet a new p erson who interests you professionally. Areyou going to tell them, Hi, Im Mike. I am a great leader and an excellentcommunicator? Yawn.You need to show them what makes you a great leader and an excellentcommunicator. How are you different from your competition? Why should they wantto talk to you instead of another candidate? If you arent using examples withimpact to demonstrate the benefit you bring to an organization, no one will beinferring it for you, and its not likely youll get a call for an interview.Do be thoughtful about what youve done and what stands out, and show them allyouve got to offer.

Bored with your job Dont quit! How to overcome dissatisfaction

Bored with your job Dont quit How to overcome dissatisfactionBored with your job Dont quit How to overcome dissatisfactionI was recently talking to a very senior executive working for a major multinational corporation who said he was feeling underwhelmed in his job. The job he had a few years earlier was as a commercial leader and market-facing CEO for a smaller, but still substantial business. He left that company for what he believed would be a bigger opportunity.When I asked him why he was feeling underwhelmed, he said he didnt feel challenged or utilized up to the level of his experience and capabilities. It wasnt about his title or his compensation he said those were in line with his expectations. What he had a problem with was his role, his leverage within the company, and the lack of intellectual challenge. He said, Theyre underutilizing me. I am capable of so much mora. I can deliver mountains. But they have me shoveling small piles.Underwhelmed can be overwhelmingThat specif ic flavor of dissatisfaction is incredibly common in executives at big corporations. Ive heard that saatkorn sentiment hundreds of times during my career as a senior leader. I learned to spot it a mile away. An executive would be hired in from the outside, and during their first year or two, they would begin to experience withdrawal symptoms. They missed the feeling of moving mountains at their previous firm. Now they felt underutilized and underwhelmed. Some thought they were hired to do certain very high-level tasks, but the work that actually fell on them was much less important.The way most successful executives Ive known have tried to fight that underwhelm was by really digging into their role. They would summon a great burst of energy, bring an impressive amount of commercial intensity to their work, and get fully engrossed in it. As a result, they would deliver tasks assigned to them quickly. But as soon as the high of accomplishment wore off, theyd be back to feeling underwh elmed.The worst way to react to corporate underwhelm is to let it affect your work and your attitude in the office. Getting depressed, moping around the halls, showing up late, losing your drive - these are things that can kill your reputation. Dont fall into that trap.You cannot beat yourself down too much. If you let yourself feel depressed and sad in the office, it will start to show on your face and in your body language. Others will notice. Your gruppe will notice. They will see this as a weakness exposed. It wont be inspiring to your team or your stakeholders, and they may begin to question your effectiveness.Left unchecked, underwhelm often ends with the executive applying for a transfer or leaving the company entirely. Ive heard more than a few colleagues say, This isnt worth it. I dont want to wake up in the morning and do this anymore. Im not having fun.I believe corporates should form support groups or mentorship programs for their senior teams to share, collaborate, and learn from one anothers experiences. At the time of this writing, there is a popular television series on Showtime titled Billions. Its about a group of high achievers who run a hedge fund in New York. In the show, lead character Bobby Axelrod understands the need to constantly reprogram his high performers, so he has a full-time, in-house shrink on staff to keep them functioning at the highest level. I am not suggesting corporates rush to hire a full-time therapist, but I am suggesting that staff need someone to chat with and learn from in a safe, collaborative environment.Pause and step backIf you find yourself suffering from corporate underwhelm, there is a strategy to combat it. That strategy is rooted in something my father used to say to me. In any bad situation, he would say, you can only change yourself. You cant count on changing the situation or the people around you. In other words, each of us holds the power to overcome any obstacle by looking inward, not outward.If you are experiencing underwhelm, the first thing to do is,pause and step back. Do not make rash decisions, such as blaming the employer. Ive heard too many executives say things like, Its the companys fault this isnt working out. Theyre to blame for my skills being underutilized. They should never have hired me.Another rash decision thats quite common is quitting or looking for another job. What happens if you go through all that trouble to get a different job and within a few months youre back to feeling underwhelmed again?After you pause and step back, go back and review your playbook. Did you set goals for yourself that are too low? Maybe thats why you dont feel challenged. Can you increase your goals to make them more difficult to reach? Up your aspirations?Study your playbook and look for hidden opportunities you may have missed. Is there an opportunity for a pivot? Can you recalibrate the playbook and get creative about reaching new or existing goals? Thats what leaders do they c onstantly reassess and look for new ways forward. Consider new strategies. Brainstorm innovations. Just the exercise of reexamining your playbook with some of these steps will start to lift the underwhelm.Remember that you were hired because of your talents and abilities. Just because youre feeling underwhelmed doesnt change that. Always carry yourself with regality and confidence - like the lion, no matter how much you may feel like a goat. Your team looks up to you, so always act and behave like someone who deserves their admiration and respect. You have to act like a king if you want to be treated like one.Vishal Agarwal is the bestselling author of Give to Get. As a Senior Leader, he has navigated corporate life for the past 24 years. He has served as a Top Global Executive for General Electric and as a senior leader at Pricewaterhouse Cooper (PwC).

Where to Find Resume for Bank Teller

Where to Find Resume for Bank Teller The Honest to Goodness Truth on Resume for Bank Teller A hiring manager searching for a teller doesnt will need to understand your skills of engineering applications. This bank teller titelseite letter is extremely handy for entry level candidates searching for a bank teller job. Being a real bank teller may be an ideal position for you Much like any interview, its crucial to be on time for your teller interview. While extra sections can often offer a great bank teller resume a little zing, dont forget to continue to keep things formal. Should you feel a bit lost, our comprehensive how to compose a resume guide will help you receive the ball rolling. In writing your bank teller titelbild letter you must be a focus on your abilities and experience you will relate it to the work requirementsthe following templates are very helpful for entry level candidates searching for a bank teller job. Understanding how to prepare a financial institutio n teller cover letter is thus essential and only an individual with reasoning capabilities, learn how to maintain a level head, understand how to deal with difficult conditions, quick to count cash will secure the job. Inside my opinion, the most crucial quality in a financial institution teller is honesty. Within the opportunity and experience and want to write she resume for employment sample of wedowee. If you believe youre appropriate for the job, then you want to draw up a brilliant bank teller resume. Landing a job for a bank teller is very good since its respectable work with a good salary that needs no experience (although experience is excellent too). When writing a career objective, bear in mind that it ought to be tailor-made to fit the role youre applying for. Your resume objective ought to be based on your aspirations. If you cant consider anything whatsoever, it may be smart to try out a career objective, that is the go-to intro for people joining the workforce. Your objective, which can highlight your individual traits and talents, might be the only portion of your resume that employers review, so ensure that it adequately shows your capacity to carry out the job. Gossip, Deception and Resume for Bank Teller To do so, you can choose the assistance of the amazing and expert banking resumes found here. First and foremost banking jobs are some of the the most secure jobs that it is possible to aspire to get. A bank usually deals with an enormous customer base. Bank of USA is really the most established bank in USA, and deals with various kinds of clients. Vital Pieces of Resume for Bank Teller Our resume builder will provide you with tips and examples on the best way to compose your resume summary. The most suitable sample, though, can supply you with a suitable guideline and structure for building your teller resume. If you get a whole lot of experience, employing a resume profile or an overview of qualifications to kick off your resume is outstanding. 267 cover letter templates youll be able to download and print at no cost. How to Choose Resume for Bank Teller Some banks insist on recognizing their reference prospects for their newest products and services which meet the customers fiscal needs. Master the fundamentals of professional conduct. In depth knowledge and comprehension of banking practices and procedures. Grow a wide comprehension of bank solutions. The previous paragraph of your cover letter is at least as critical as the initial one. Used intelligently, a sample cover letter will allow you to eliminate writers block and make a wonderful letter. Use the absolutely free bank teller cover letter sample to generate more smart suggestions to assist you in getting hired at a financial institution. Be sure to chance upon a sample teller resume thats well organized and will suit your unique needs. Work involves contact with the general public, necessitating the capacity to present a profes sional image. Knowledgeable hands are almost always welcome, but more than experience its quick people that are always in demand.

The Best Staffing KPIs You Need to Track

The Best Staffing KPIs You Need to TrackWere living in the time of big data. As a staffing professional, staffing metrics help you refine yur stsatzgy so it impresses candidates and clients, alike. However, the number of data-tracking opportunities make it overwhelming to decide what information to collect and analyze.To ensure youre focusing on the most important metrics in your staffing firm, we dug deep into recent research and asked a few experts what data is absolutely necessary to track. Here are the KPIs that are indispensable to your staffing process1. Candidate satisfaction scoreAfter the conclusion of every interview, we send our candidates a one-question automated survey over text that asks the following On a scale of 1 to 10, how satisfied are you with your Amplio Recruiting experience to date? The metric is a strong predictor of whether a candidate will be a possible referral source, whether that is with their friends or on social media. It also correlates with whether a candidate will be hired. In addition, it allows us to monitor our candidate workflow for any logistical issues that may cause us to lose a high-quality candidate or diagnose problems in a clients interview process. For example, we had a client that had a consistently high time-to-fill and we couldnt understand why. We kept sending them what we believed were high-quality candidates and yet the positions remained unfilled. We decided to first implement this metric using them as a test case. Within about a month, we could see the problem. Our candidates were constantly reporting satisfaction scores in the 3-5 range, but only after interviewing with a certain member of HR. We passed this information along to the company, the HR rep was immediately terminated, and the time-to-fill metric quickly moved to a normal level.Chris Chancey, Founder of Amplio Recruiting Find where there are holes in your staffing process by tracking candidate satisfaction scores.Click To Tweet2. Cost-per-hireDa ta surrounding the cost of filling a vacant position influences everything from how to source top candidates to what tools are used and time to fill the role.Cost-per-hire is one of the most obvious metrics to track. And yet, many talent acquisition pros struggle to refine their process when hiring decision makers neglect it. In fact, Spark Hires latest report Making the Most of Your Hiring Budget The Problems that Are Leading to Waste found that 24 percent of hiring professionals do not track cost-per-hire. As a result, staffing pros are unable to show their clients their ROI for using a staffing firm. Cost-per-hire is especially important when youre trying new tools or strategies. Analyzing how the metric fluctuates will let you know if the changes have had a positive impact on the staffing process. 3. Offer acceptanceHaving a high acceptance rate is important for our firm, not just from a reputational point of view, but also to help keep costs down. When our offers are declined, we must spend more valuable resources connecting with other candidates. Sometimes, we have to even reinterview other finalist candidates. If we notice a less-than-desirable acceptance rate, it signals to us that we need to review something in our process. For example, is it the offer itself that is not competitive or is something not connecting with the candidate during the interview process? While doing a quarterly review of our data, we noticed relatively low acceptance rates for several positions. We also conduct a follow-up survey with candidates, so we dug further into our available data. It turns out although candidates had an enjoyable experience, the overall compensation packages were less than desired or anticipated. As our clients tend to be small businesses, offering competitive salaries can be a challenge. However, we connected with our clients and came up with an overall incentives package to better attract candidates. We created a comprehensive package to include sligh tly higher salaries but emphasized more innovative benefits such as student loan repayments, wellness programs, and generous paid parental leave. Once we sent out offers with the new benefits package, our acceptance rate greatly improved. Matt Dodgson, Director of Market RecruitmentIf candidates keep shooting down your job offers, you need to meet with your client to revise your strategy. staffingtipsClick To Tweet