5 Jobs for People Who Want to Watch Star Wars at Work

5 Jobs for People Who Want to Watch Star Wars at Work5 Jobs for People Who Want to Watch Star Wars at WorkThe world is ready for the new Star Wars movie, which is coming to theaters December 18th. Instead of getting out of work to see the premier or even getting tickets in advance, why not position yourself to see the new film as a parte of your job description? A lucky few will be watching Star Wars The Force Awakens while theyre at work. If that sounds like your idea of a good time, grab one of these jobs nowMovie Reviewer/Entertainment WriterAs a movie reviewer, youll write articles and reviews for the entertainment section of a website, magazine, or newspaper. Its your job to stay up to date on the most recent releases and movie buzz, including the December Star Wars release. Average salaries for Movie Reviewers/Entertainment Writers $64,000Position requirements Professional journalistic or digital writing experienceA degree in media, journalism, communications, or EnglishApplyfo r this jobEntertainment Social Media SpecialistSocial media specialists ansturm digital networking campaigns on platforms like Twitter, Facebook, LinkedIn, and more to build community around a brand or company. As a social media specialist in the entertainment industry, it would be your job to stay on top of entertainment topics and engage with fans about upcoming films. Youll need to see Star Wars The Force Awakens to make sure you can chat about the movie (sans spoilers) with your audience.Average salaries for Social Media Specialists $55,000Position requirements Degree in Marketing, Communications, or equivalentExperience developing, managing, analyzing, and reporting social media campaignsApplyfor this jobFilm EditorFilm editors work on the raw film footage to turn it into a convincing and well-timed story. Its too late to be a part of the Star Wars film editing team, but when you edit films for a living, watching films becomes a part of your job. You would definitely need to wa tch Star Wars The Force Awakens to evaluate the film editors choices in camera angles and film cuts. Average salaries for Film Editors $40,000Position requirements BFA or equivalent degree in film or related fieldExperience with video editing software and industry-standard camera and audio equipmentApplyfor this jobVideographerVideographers shoot footage and edit films in the production and post-production of a movie or video. Much like a film editor, part of a videographers job involves staying on top of new trends and concepts in film and videography. Watching the new Star Wars movie would be a part of professional development activities. Average salaries for Videographers $39,000Position requirements BFA or equivalent degree in film or related fieldExperience with video editing software and industry-standard camera and audio equipmentApplyfor this jobFantasy Fiction Critic or BloggerThis is a hard job to find, but as a freelance critic or bloggeryou could make it happen for yours elf. As a fantasy fiction critic or blogger, it would be an important part of your job to read the novelization of Star Wars The Force Awakens and compare it to the books. Average salaries for Fantasy Fiction Critics and Bloggers $41,000, highly variablePosition requirements Expert digital literacy to build and maintain a successful blogProfessional journalistic or digital writing experience is optional but it helpsA strong sense of motivation and self-discipline

How to Organize a Job Search

How to Organize a Job SearchHow to Organize a Job Search1Want to make your job hunt mora efficient? Set up ways to organize a job search and all of the information gathered during yourhunt.Some benefits of doing so includeEasy interview preparation because what you need is at your fingertipsNot applying for the same position twice (yes, this does happen)A sense of control instead of chaosTurn overload into empowerment with behauptung strategies to organize a job search andkeep track of all of the information you gatherCreate a master list.A spreadsheet is an excellent way to record overall activity. List companies applied to in alphabetical order. Include columns for the job title, source of the posting, application date, person to contact, email address, and miscellaneous musiknotes. Making this list your first stop every time will show you if an entry for that establishment already exists and keep you from duplicating efforts.Know what to keep.The job description is vital, so do a screenshot of it or copy and paste into a file. Youll avoid wasting time following links, and youll have a copy in case the ad gets removed from the site.Since each position requires tweaks to your basic cover letter and resume templates, save copies of what you submit. Youll need to remember what you told each specific employer come interview time. Likewise, if you vary references or work samples, be sure to note those too.Get techy.Every position to which you apply should have its own file or folder on your computer in which to hold the above-mentioned documents and make research notes. Consider a clear, consistent labelling system such as Job- Employer X to make retrieval easy.Or, if you prefer, get even more 21st century and take advantage of helpful software.Utilize Evernote to save all important information online, suggests professional organizer Allison Flinn, founder of Reclaim. Create notebooks within Evernote and label them by interest Very Interested, Somewhat Interested, and Little Interest. Within each notebook, create a note for each position you are applying for. With Evernotes search tool, you can search text that is not only in a filename, but anywhere in the file, no matter what type of file it is.Coordinate paper and digital files.Physical files also may play a role in your organizational strategy. They become especially handy to hold booklets and other material given to you during a first interview. Set them up in a drawer or hanging mechanism near your computer workspace for easy retrieval.And be consistent The labeling on the folders that are set up for filing digital information should mirror the names on the paper filing system.This will facilitate filing as well as accessing filed information, says consultant Stephanie Shalofsky of The Organizing Zone.Stay up to date.Lastly, though it may not be your favorite thing to do, regularly devote time to organizing.At the end of each day, all information that has collected should be filed, sca nned, or discarded, Shalofsky says.By spending a few minutes daily on managing the information, job seekers will be able to spend more time on their search and less time looking for misplaced documents.Know someone looking for a job? Refer a friend to with this link- youll get a month free service and theyll get 30% off

Proposal Writer Job Description

Proposal Writer Job DescriptionProposal Writer Job DescriptionProposal Writer Job DescriptionThis proposal writer sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Proposal Writer Job ResponsibilitiesPrepares proposals by determining concept gathering and formatting information writing drafts obtaining approvals.Proposal Writer Job DutiesDetermines proposal concept by identifying and clarifying opportunities and needs studying requests for proposal (RFPs) attending strategy meetings.Meets proposal deadline by establishing priorities and target dates for information gathering, writing, review, and approval entering and monitoring tracking data coordinating requirements with contributors contributing proposal status information to review meetings transmitting proposals.Gathers proposal information by identifyin g sources of information coordinating submissions and collections identifying and communicating risks associated with proposals.Develops proposal by assembling information including project nature, objectives/outcomes/deliverables, implementation, methods, timetable, staffing, budget, standards of performance, and evaluation writing, revising, and editing drafts including executive summaries, conclusions, and organization credentials.Prepares presentation by evaluating text, graphics, and binding coordinating printing.Maintains quality results by using templates following proposal-writing standards including readability, consistency, and tone maintaining proposal support databases.Obtains approvals by reviewing proposal with key providers and project managers.Improves proposal-writing results by evaluating and re-designing processes, approach, coordination, and boilerplate implementing changes.Updates job knowledge by participating in educational opportunities maintaining personal n etworks.Accomplishes organization goals by accepting ownership for accomplishing new and different requests exploring opportunities to add value to job accomplishments.Proposal Writer Skills and QualificationsPresentation Skills, Written Communication, Graphic Design Skills, Technical Documentation, Layout Skills, Problem Solving, Deadline-Oriented, Process Improvement, Coordination, Strategic Planning, Market KnowledgeEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Proposal Writer Jobs and apply on now. Read more aboutthe recruiting processIs Employee Compensation on the Rise in your Job Market?How to Write a Job Description Resource PageMaintain a Legal Hiring Process

help! Im getting confusing and conflicting resume advice!

help Im getting confusing and conflicting resume advice help Im getting confusing and conflicting resume advice A reader writesLast week, I did a complete overhaul of my resume, specifically to cut it down from 2 pages to 1, because I keep hearing (from friends who work in HR, as well as in articles on the subject) that now more than ever, employers want a really clear, concise snapshot of each candidate with as little fluff as possible. I decided to use a functional/chronological combo in buchen to highlight very specific areas of expertise, but to still lend a sense of when and wherbeie these skills were obtained. I sent it to my father in law who has worked in HR for nearly 40 years for some feedback, and he in turn sent it to nine of his friends and colleagues (also in HR). The feedback has started coming in and its SO MADDENING Not because I dont appreciate their constructive criticism, but because so much of it is conflicting. One rolle will say great idea to cut it down to one page while aelendher says dont be afraid to use two.One will say I love that she started off with a clear, concise profile highlighting her experience, while aleidher says skip it.One will say I love functional resumes because they really give me a sense of what the candidates greatest strengths and best developed skills are while another says I hate functional resumes because I feel like the candidate is trying to camouflage gaps in their employment. (Which, by the way, is not at all the case here, since my resume does include a chronological component outlining my employment history.)One will say use a sans serif font, while another says garamond is a great font choice.Its been maddening to read this feedback, because it often feels very damned if you do, damned if you dont, and also highlights how much we as applicants are at the mercy of the readers whims. Clearly, much of writing a great resume one that will capture the attention of the very first person looking at it and piq ue their interest in meeting with you is subjective. What advice do you have for navigating the various personal preferences and pet peeves of HR professionals and hiring managers? There doesnt seem to be any hard and fast rules when it comes writing a great resume that is going to get you a call back, but what if anything would you characterize as best practices or safest bets? You are living out exactly what I tell friends about their resumes You can give your resume to 10 different people who know what theyre doing, and youll get 10 different sets of advice.There are no hard and fast universal rules aside from the obvious (no typos, no illegible fonts, no 10-page monstrosities, no inappropriate sharing).What there are instead are preferences. Often deeply held preferences.But the reality is that when it comes to actually reviewing a candidates resume, a reasonable hiring manager isnt going to reject a candidate because she used a san serif font even though the manager personal ly thinks a serif font is the smarter bet and recommends serif fonts to her job-hunting friends. For instance, I hate resume objectives hate them, preach against them, want to rid the world of them but am I going to reject a candidate simply for having one? Of course not. Because everyone knows that theres a huge variety of accepted practices in how you do your resume.So what does this mean for you, as a candidate seeking advice on her resume? First, dont take any of it as absolute dogma (unless theres something that the 10 people are all in agreement on). Second, ask your resume reviewers why theyre giving a particular piece of advice. Its much more helpful to hear their thought process than to just get random, conflicting rules thrown at you. From there, make your own decisions. None of it is gospel, and any hiring manager who rejects a resume for not conforming precisely to her preferences is someone you dont want to work for anyway. (Its also not a mindset youre likely to see much, or no one would ever get hired.)That said, there are trends, conventions that are starting to gain majority support (although fewer of them than youd think). For instance, in my experience, more hiring managers than not do think functional resumes are frustrating and possibly hiding something. And two pages has grown a lot more acceptable than it used to be, to the point that its really not an issue unless youre dealing with someone very old-school.But again, even these trends arent hard and fast rules.The best you can do is get a feel for the types of things people care about and why and make choices that feel reasonable to you. Good luckhelp Im getting confusing and conflicting resume advice Posts this week will include some reprints of older posts that I still love. This post was originally published on September 30, 2009.A reader writesLast week, I did a complete overhaul of my resume, specifically to cut it down from 2 pages to 1, because I keep hearing (from friends who work in HR, as well as in articles on the subject) that now more than ever, employers want a really clear, concise snapshot of each candidate with as little fluff as possible. I decided to use a functional/chronological combo in order to highlight very specific areas of expertise, but to still lend a sense of when and where these skills were obtained. I sent it to my father in law who has worked in HR for nearly 40 years for some feedback, and he in turn sent it to nine of his friends and colleagues (also in HR). The feedback has started coming in and its SO MADDENING Not because I dont appreciate their constructive criticism, but because so much of it is conflicting. One person will say great idea to cut it down to one page while another says dont be afraid to use two.One will say I love that she started off with a clear, concise profile highlighting her experience, while another says skip it.One will say I love functional resumes because they really give me a sense of what the can didates greatest strengths and best developed skills are while another says I hate functional resumes because I feel like the candidate is trying to camouflage gaps in their employment. (Which, by the way, is not at all the case here, since my resume does include a chronological component outlining my employment history.)One will say use a sans serif font, while another says garamond is a great font choice.Its been maddening to read this feedback, because it often feels very damned if you do, damned if you dont, and also highlights how much we as applicants are at the mercy of the readers whims. Clearly, much of writing a great resume one that will capture the attention of the very first person looking at it and pique their interest in meeting with you is subjective. What advice do you have for navigating the various personal preferences and pet peeves of HR professionals and hiring managers? There doesnt seem to be any hard and fast rules when it comes writing a great resume that is going to get you a call back, but what if anything would you characterize as best practices or safest bets? You are living out exactly what I tell friends about their resumes You can give your resume to 10 different people who know what theyre doing, and youll get 10 different sets of advice.There are no hard and fast universal rules aside from the obvious (no typos, no illegible fonts, no 10-page monstrosities, no inappropriate sharing).What there are instead are preferences. Often deeply held preferences.But the reality is that when it comes to actually reviewing a candidates resume, a reasonable hiring manager isnt going to reject a candidate because she used a san serif font even though the manager personally thinks a serif font is the smarter bet and recommends serif fonts to her job-hunting friends. For instance, I hate resume objectives hate them, preach against them, want to rid the world of them but am I going to reject a candidate simply for having one? Of course n ot. Because everyone knows that theres a huge variety of accepted practices in how you do your resume.So what does this mean for you, as a candidate seeking advice on her resume? First, dont take any of it as absolute dogma (unless theres something that the 10 people are all in agreement on). Second, ask your resume reviewers why theyre giving a particular piece of advice. Its much more helpful to hear their thought process than to just get random, conflicting rules thrown at you. From there, make your own decisions. None of it is gospel, and any hiring manager who rejects a resume for not conforming precisely to her preferences is someone you dont want to work for anyway. (Its also not a mindset youre likely to see much, or no one would ever get hired.)That said, there are trends, conventions that are starting to gain majority support (although fewer of them than youd think). For instance, in my experience, more hiring managers than not do think functional resumes are frustrating a nd possibly hiding something. And two pages has grown a lot more acceptable than it used to be, to the point that its really not an issue unless youre dealing with someone very old-school.But again, even these trends arent hard and fast rules.The best you can do is get a feel for the types of things people care about and why and make choices that feel reasonable to you. Good luck

The death of the character-building teen summer job

The death of the character-building teen summer jobThe death of the character-building teen summer jobRemember your first summer job when you were a teenager? Perhaps it was scooping ice cream, or doing back-breaking yard work, or washing dishes at Wendys all summer long (just for an example.) As your parents told you, it taught you the meaning of work.Well, thats all gone by the wayside. Only a third (34.6%) of teenagers had a summer job last year, according to Pew Research Centers latest analysis of federal employment data.Two decades ago, about 50% of American teenagers worked at least part of their summer vacation. But since 2000, that number has gone steadily downhill, even with some recovery in jobs since the Great Recession ended.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraThere are some trends within the trend white teenagers are more likely than nonwhite teens to be employed during the summer. Last summer, says Pew, the summer employment rate for 16-to-19-year-old whites was 37.5%, versus 28.9% for Hispanics, and 25.8% for African-Americans.Ultimately, the decline of the teen summer job is a specific instance of a broader long-term decline in overall youth employment, a trend thats also been observed in other advanced economies.There are a variety of theories why fewer low-skill, entry-level jobs available than in past decades, schools going longer into the summer, more students enrolled in summer classes, more students doing volunteer or types of programs that will look good on their resume come college-application time, and more students participating in unpaid internships.With more pressure to get a jump on college, that leaves less time to jump out of bed early and get yourself to that summer job.

Things You Wont Like About Linkedin on Resume and Things You Will

Things You Wont Like About Linkedin on Resume and Things You Will Employers want to learn that youre reachable at any moment, not just when youre at home. When its associated with your career field, it can definitely be relevant. The Summary is your very first chance. Recruiters spend under a minute reviewing your resume. Want to Know More About Linkedin on Resume? There was a time every time a proper Resume meant a review of the academic achievements. Basically, youll have wasted a click. At length, make certain you can actually click on them. Worse, you could even appear unfocused. Details of Linkedin on Resume In case you have any questions, dont hesitate to comment below. Therefore understanding how to compose a resume is critical. Employers need numbers in order to totally evaluate the sortiment of your bandwidth, states Nicolai. The LinkedIn URL ought to go in the header along with the remainder of your contact info. The recruiter will learn whether you have no t properly formatted the document. Contact information is the data you provide to aid the recruiters get in contact with you. As a consequence, its important to not just develop a fleshed out online profile you could include on your resume but to likewise customize its public web address so that its simple for people to locate and connect with you. Naturally, really long URLs are rather useless, because not many people would bother to type in a lengthy string of characters to observe where they may take them. Its far better select your name or as close to your name as youre able to. Some folks are employing the option on LinkedIn to create a resume directly from the information included in their profile. Dont forget that your resume is your very first line of defense in regards to landing your ideal job. Based on your professional profile, including a specific resume section specializing in honors and awards might be precisely what you have to stick out in the application p ractice. Simply speaking, your resume should supply a photo of a student whos well rounded. A single item can appear sparse by itself, diminishing its impact. There are two methods to add a class certificate on LinkedIn. Offering to give a recommendation for a different man or woman may inspire them to return the favor. While it might not be the most suitable choice for the majority of companies, emulating a social site design is a good idea for social sites themselves. You may access insights, knowledge and assorted job opportunities. The accomplishments which you choose to grow your resume have to be relevant to the work vacancy youre applying to or relate in some way to the business or specific business. Likewise, in the event the job demands leadership or planning skills, or the business values civic involvement, adding that board membership may be fantastic thing. Thus it is essential for any candidate gearing up for his dream job to experience a number of content th at are already offered. If you want to get work in a particular technology, you should highlight contributions using it. Also be sure that the publications and presentations you opt to display on your resume are related to the job which you are trying to get. With LinkedIn, not only can you make an online advertising and marketing profile but with a click of a button youll be able to commence networking. You may create a profile on LinkedIn which can be employed to network with future employers, in addition to connect with others in your industry who can aid you in finding the job of your dreams. Things You Should Know About Linkedin on Resume Needless to say, theres a fantastic possibility that youre not acquainted with everything which goes into the creation of an ideal LinkedIn profile summary. Employing an online resume builder is a straightforward and efficient manner of writing a winning resume which will get you through the interview stage. Your LinkedIn Summary is the area in which you tell your story. The advice for LinkedIn is, needless to say, the precise opposite. When you make an application for work, the employer might also have a look at your LinkedIn profile to find out mora about you. You might have heard that employers compare resumes and LinkedIn profiles, and youre probably wondering why and what they are interested in finding. Or only include your email, or maybe a distinctive e-mail you use just for LinkedIn, so should you get spammed it is easy to close the account. Including a URL to a terrible LinkedIn profile will do more damage than good. Dont forget your LinkedIn summary should differ from your resume summary. It is one of the most important elements of your profile.

5 Ways to Hire the Best Education Employees Through Video Interviews [Whitepaper] - Spark Hire

5 Ways to Hire the Best Education Employees Through Video Interviews Whitepaper - Spark HireEducation hiring in America is currently experiencing the unique problem of a talent flood and talent drought. The result is education employers and staffing professionals not being able to adequately find the right people for teaching positions that greatly need to be filled.Twice as many K-5 elementary school teachers are being trained than are needed every year in the United States. A recent study determined that positions for high school teachers will only grow by a slim six percent between now and the year 2022. However, declining student-teacher ratios will cause a heavy demand for talent. Additionally, STEM (science, technology, engineering, and math) and special education teachers are also very hard to find. Richard Ingersoll of UPenn determined that America loses 25,000 STEM teachers per year and only 7,000 of behauptung teachers are leaving due to retirement.Spark Hires recently laun ched free whitepaper,5 Ways to Hire the Best Education Employees Through Video Interviews,can help education employers battle these industry challenges.This whitepaper aims to ease the burden that education employers and staffing professionals are carrying by showing them the power they can hold if they recruit and hire with video interviews, says Josh Tolan, Spark Hire CEO.Video interviewing technology is a powerful solution for education employers and staffing pros who need to bring in great teachers faster, but receive 400 to 600 resumes for a single elementary school position. Specifically, the one-way interview enables candidates to answer questions by recording short video answers. These can answers can then be viewed at any time and for any duration. Moreover, one-way interviews can be especially useful to employers and staffing professionals because they provide a more personal look into a candidate so as to determine whether they are the right for a schools culture.Furtherm ore, video interviews can help education employers and staffing professionals by lowering geographic barriers and enabling them to recruit nationwide and worldwide. If you are only considering candidates from a small pool of local talent, you may be forced to just settle with what you can get. With video interviews you can connect with talent from anywhere in the world to ensure you hire someone with all the skills necessary for success.Download the new whitepaper from Spark Hire, 5 Ways to Hire the Best Education Employees Through Video Interviews, to battle education hiring challenges and come out on top