Sunday, January 5, 2020
Ageism The Disgrace of Generational Generalizations Recently, I spoke to someone a few years younger than I am who blamed ageism for his unemployment. I responded quite strongly, Well, of course, youre not getting a job when you are carrying around that energy.Resignation isusually driven by the belief that our lack of success is due to circumstances beyond our control. We cant succeed because we are too old, too fat, too young, a woman, a middle-aged white man, etc. When we believe this, we give up. We stop aspiring, rebelling, striving, learning, and growing.In theprograms we run at Inspired Work, I get to see people at their most aspirational. I get to see their truths and what they want to accomplish in the world. From that vantage point, I can also see that physical age has little to do with innovation, value, or ones ability to contribute.Even a teenager can become an old fart, because what we believe determines whether we are fresh or dated.The Reality of AgeMy own personal thoughts on age began to change shortly after I launched Inspired Work.It welches 1992. I was sitting in the ballroom at the Beverly Hills Hotel next to Boyd Willat, the designer of Day Runner and many other successful ventures. We were members of The Inside Edge, which was something of a breakfast club for menschlich potential leaders. We met every Tuesday morning to hear authors speak and to connect with the likes of Jack Canfield, Tony Robbins, Barbara De Angelis, and others. It was a heady experience for a newcomerlike me.On this particular morning, I happened to glance toward the entrance of the room when a charismatic old lady walked in with an entourage. A slightly wickedlaughter filleuchtdiode her face, which wasframed bycurly gray locks.I turned to Boyd and asked, Who is that character over there?He responded with a bit of awe, Thats Emily Coleman. Many think of her as the grandmother of t he human potential movement.I had no idea what that meant but was compelled to introduce myself. Moments later, I was in front of Emily. After I introduced myself, her smile widened.Oh, Ive heard about you she said. Ive been looking forward to meeting you.Emily hurriedly wroteout a note at the reception table and handed it to me.Heres my phone numberI felt it uncouth to read the note in front of her. So, I waited until I had returned to my seat next to Boyd before opening it. It read Youre cute Lets get togetherOur friendship proved to be a turning point for me. I grew up in a violent adoptive home.For years, Emily was my self-appointed mother.Emily ended up participated inour next Inspired Work program shortly after our anfangsbuchstabe meeting. There, I learned she was someone who reveled in her entire life whether she was 20, 50, or 70.Emily was writing a bookat the time,Growing Old Disgracefully.Shebelieved that in order to stay young and vital, we need to be willing to break al l of our taboos, surpass our limitations, and never resign ourselves to mediocrity.In the early days of our Inspired Work programs, Emily waspart of the support team. She had a unique ability to inspire both love and dismay. Emilyled the first nude encounter group in the United States, and she insisted on telling us stories about itin vivid and acute detail. It was easy to envision Emily surrounded by teenagers as she regaled them with stories of attaching flowers to her pubic hair because she had nothing else to wear.Yes, she left many of us slack-jawed but she had set herself free.Around Emily, I learned that laughter, humor, and refusing to take yourself too seriously are key to keeping yourself vital. Emily taught me that the moment we are seduced into becoming victims and martyrs is the moment we turn old. She taught me that we become old farts the moment we stop nourishing our imaginations.Followingher somewhat crudeforay into human potential, Emily went on to helpthousands o f people find loving and fulfilling relationships. She wrote books about connecting with others, and she shook up our sensibilities about what it meant to love someone in the modern era.We had a ritual. I would drive to Newport Beach and cross the tiny bridge to Balboa Island. Every time I walked into her home, Emilys eyes lit up.She exploded with joy.I remember one particularly life-changing moment when I asked, Why are you so excited with me?Because you have a gift, she said.Changing the world isnt for the timid, and it can be a lonely ride.I see you.I was used to getting accolades during our programs, but few understood what it took to do my work. Two years before, I had had a series of insights about work. I knew that if I did something with those insights, it would change the world. Moving forward required letting go of the status quo, shedding previous beliefs about my own career path, and finding an entirely new support system. It was lonelywork, and Emily not only understood that, but she also helped me find some of the best people in the world to mentor and back me.When Emilys health began to fail,we moved our visits from Balboa Island to assisted living. I remember walking down the hall with her once whenan old guy on a walker leered as we passed.She growled, Go find someone else, you old lech. My heart belongs tothisguy, my sonWhenever someone says, I am too old, think of Emily.Whenever someone says, Im too young, think of Taylor Wilson, who built a fusion reactor in his parents garage.Whenever someone says, Im too weak, think of Stephen Hawking.David Harder is the founder ofInspired Work.
Tuesday, December 31, 2019
How to Manage an Employee Performance ChallengeHow to Manage an Employee Performance ChallengeDo you have an employee who has a sense of entitlement and feels that she is always burdened and overworked while otzu sich employees are taken care of. For example, leave time must be approved and she frequently submits leave requests for the saatkorn dates as her coworker. If you deny the time off, she argues that it is her vacation time and that she is allowed to use it whenever she wants. A consistent response from her is, Its the managers responsibility to supply adequate coverage. The employee leaves early without asking permission, stating that she had the time coming to her. Recently, she left the office for a meeting, and when questioned after returning, her answer was that she told her coworkers, and the manager could have asked them where she went Heres how to handle this employee The first thought that came to mind is that this employee is running the show- and may have been for a long time. To change the behavior, take a firm stand. First, talk to her and try to find out what is going on. Was she overlooked for your position? How long has this behavior been going on? Attempt to identify the source of her unhappiness. Talking with her, indicating that you care about her and are interested in her might solve the problem. If that changes nothing, though, you need to tell her in no uncertain terms that her behavior is not acceptable and that you expect it to change. Plan with the employee exactly what must change. You must be ready to hold her feet to the fire and use disciplinary action if necessary to change this persons behavior. It is not acceptable if you are the manager. Link Behavior to Job Performance Its easier to correct behavior if it is affecting her performance, so if you can link any of her inappropriateactions to her job performance, potential raises, performance evaluation, etc., all the better. Her leave time is not up to her to take w henever she wantsif it must be approved. Make sure your employee handbook says that managers must approve leave. When she leaves early or pursues other actions that are out of the ordinary, simply state that she must inform you, in advance, the same as all employees.If you are not informed, it is a reason for disciplinary action, which you will take. Additionally, discuss with Human Resources whether your company should grant paid time off when the handbooks policy of approval in advance is not followedby the employee. You need to take the same actions when she attends meetings and does not tell you. You must be informed. It is not up to you to have to track her down nor to ask her coworkers where she is or what she is doing. This should be your policy for all staffif you havent already. created one. You dont want to micromanage them, but you want to be informed if they change their hours or schedules. If this is already the policy and your staff, know, if you dont treat this employ ee the same as you treat the others, you are potentially discriminating- and certainly losing the respect of your other employees. Solutions for time out and off problems Some professional organizations institute an In and Out whiteboard where employees must note where they are at all times. This board keeps employees from feeling as if they have to report to mom or dad each time they pursue legitimate business. It also keeps the manager or coworkers from having to ask. Regarding leave time, some organizations post time granted on an internal calendar and the employees are informed about the coverage necessary. If they apply for timeoff that is already allotted to another employee, they must either get coverage themselves or make a case for why they should have the time in addition to the employee for whom you have already approved time off. Dont institute any systems or rules for the many if only one person is at fault. So, your best path to implementation of any new idea is to involve your team in creating something that they want or need. Additionally, you need to establish the expectation that time that is requested that would affect coverage or another employees time off, is usually time allotted for an unplanned event, such as a funeral. You cannot disadvantage the employee whose time you have already approved. But, you can create the expectation that employees will respect each others time off requests. The balls in your court on this one. What will fail is listening to her or arguing with her about what she says she is entitled to have. The minute she sucks you into a discussion about whether her actions are legitimate, she has you. The truth is, they are not legitimate actions, and you need to take a firm stand. Or, nothing will change. Draw a line in the sand- now.
Thursday, December 26, 2019
How To Make Your Resume Fit To A Job DescriptionHow To Make Your Resume Fit To A Job DescriptionHow To Make Your Resume Fit To A Job DescriptionWe all know the hassles of writing resumes. It can be painful, frustrating and infuriating at times. Never the less, its something we all have to do at some point in our lives. The great thing is that we will be showing you how to make a great resume that shows you how to make your resume fit a job description.courtesy of A.Robert unsplash.comWhat Is a Job Description?When it comes to applying for a job, the employer will often ask for a job description. This is often requires you to fill out what youre capable of. For example, skills, duties and tasks and maybe some responsibilities that maybe unique to a specific job to help the employer or company know that you are a good suit for the job offer.In some cases when it comes to applying for jobs that require a higher education, you will be asked to mention any qualifications that you have ach ieved through college or university. For other jobs such as manual labour jobs, will require certifications such as licences. These licences can be for safety and forklift driving. For the food and hospitality, you will be asked to hold a liquor licence to serve alcohol at the function you will be employed at.Writing A Good Job TitleWhen it comes to writing a resume, one of the most important things you need is a good job title. When it comes to having a good job title it must be relevant to the job youre looking for. In order to make a good job title, you need to make it clear and obvious. Example, Web Developer. A bad job title for this would be Developing Programs On The Web. Rather than describing the job, use a similar job title that exists that makes it clear and concise. Usually your job title will already exist, its just a matter of finding your job in that industry and using the right title.Be Specific About Your SkillsWhen it comes to knowing how to make your resume pefect ly fit to a job description, there are certain skills you need to be specific about. For the most part, when people write a job description, they put down the bare minimum such as answering phones. This maybe true, but there are ways to show your skills in a mora effective and concise manner that will give a greater impact to the person that is reading the resume.Instead of just saying answering phones, you can put Resolved customer service issues via phone. Using this technique not only makes your job skills and qualifications look more interesting, but it helps clarify what skills you have for the job description.DutiesWhen it comes to writing duties, its often an area that most people will get wrong. What you want to do is to do your best in writing a job description that contains a list of duties and responsibilities that is relevant to the job. As a general rule when it comes to writing job duties, it should be no longer than 3 sentences, and to be kept as short and simple as p ossible to make it easier for the reader. Another tip is try and stick away from titles such as all rounder, and be as specific and clear as possible so the employer knows specifically what you are good at.Skills And AchievementsThese should be completely seperate from duties. When it comes to skills, its an area that is used to help the employer see what you are good at and the experience you have had with the particular skill in your previous or current employment. When it comes to mentioning your skills, dont forget to make your skills as clear and obvious as possible. Make sure you dont just put down your job as a skill. For example Cleaner. Use aspects of your job to make your skills noted by the employer, such as Eye for detail and attention.Dont forget to put down communication as a skill when you are writing your skills and achievements. This is often left out. Be sure to always put a mention of team work in, as most companies like to know you will get along with fellow staf f, even if the job doesnt specifically require working in a team.A Final TipWhen it comes to writing job descriptions, its also best to do as much research as possible about the job before hand. This includes researching their website, blog and how they use their own language to communicate their vision and goals. Remember to always be as specific as possible and to use their language to apply for the job that you are going. Best of luck
Saturday, December 21, 2019
The value of diversity in leadership roles in businessThe value of diversity in leadership roles in businessIncreasing the diversity in leadership is good for business.McKinsey Company, Scientific American, the Catalyst Information Center, and the International Monetary Fund have all conducted research quantifying the value of diversity in the workplace. In study after study, the research consistently shows that there is a substantial positive correlation between diverse leadership teams and financial performance.Diversity in leadership is linked to greater financial returnsA2015 McKinsey Company report looked at the top management and boards of 366 public companies in various industries in Canada, Latin America, the United Kingdom, and the United States and found thatCompanies with leadership in the top quartile for gender diversity were 15% more likely to have financial returns above their industry medianCompanies with leadership in the top quartile for racial and ethnic diversit y were 35% more likely to have financial returns above their industry median.A2018 McKinsey follow-up report looking at over 1,000 companies in various industries across 12 countries also found thatCompanies with executive teams in the bottom quartile for both gender diversity and racial and ethnic diversity were 29% less likely to achieve above-average profitability.This research establishes a correlation for large financial gains to be made for companies prioritizing diversity in leadership and the penalty of lagging behind financially for those companies that dont.Here are three additional benefits to increasing the gender and racial and ethnic diversity of leadership1 Diverse teams produce better solutions to complex problemsIn The Difference How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies, Scott E. Page presents numerous studies that show how diverse groups that display a range of perspectives consistently outperform like-minded experts on compl ex tasks. One reason this happens is that diverse groups are better at avoiding groupthink, a psychological phenomenon that occurs when groups make irrational or problematic decisions because its members value harmony and conformity over accurate analysis and critical evaluation.When there is greater gender and racial and ethnic diversity in leadership, there is not one majority group to which everyone needs to conform. Each leader is more likely to maintain his or her individuality and be less likely to blindly follow the group if he or she disagrees. Moreover, diverse leaders look through at the world through their different cultural lenses which lead those types of groups to create better solutions.2 Diversity in leadership can help with retention of diverse staffProfessionals will leave without a second thought if they get a signal that there is no place for growth and advancement at their current employer. Having diversity in leadership communicates to staff, especially divers e staff, that there is a pathway to leadership and shows them a concrete example of what it looks like.This is becoming increasingly important since it is estimated that population demographics in the United States will be over 51% people of color by 2040. Millennials are already more racially and ethnically diverse than previous generations. As millennials continue to move into the workforce, they will bring that diversity with them and are more likely to stay with companies where they binnensee a path to grow and advance for people who look like them.3 Diverse leaders can serve as mentors and sponsors to diverse professionals and others and build multi-cultural competencies within the organizationOften, informal mentor and sponsor relationships happen organically between people who share a commonality. In psychology, the tendency of people to favor members in their own group is known as an in-group bias or affinity bias. The most salient shared traits are related to outward appea rance. Due to the White male leadership composition of many organizations today, women and people of color often have a harder time forming these vital relationships organically with those in positions of power.When there is greater diversity in leadership, the organizations leaders can play the vital role of mentor and sponsor for a much broader group of diverse professionals. While organic mentor and sponsor relationships can be rewarding for both parties involved, they often exclude others. Organizations which have formal mentorship and sponsorship programs should intentionally design these programs to encourage employees to develop multiple relationships across lines of difference (i.e., gender, race and ethnicity, and other dimensions of diversity), thereby building multi-cultural competency within the leadership team and the organization at all levels.Diversity in leadership isnt inevitable, so companies need to be intentionalWith research showing that companies with diverse l eadership outperform companies with non-diverse leadership globally, why is progress so slow? Maybe people arent familiar with the research. Or maybe people assume progress will happen on its own.Whatever the reason is, one lesson is clear a company that is trying to increase its financial returns and be more competitive in its industry should take a long hard look at the diversity of its leadership team. One of the best investments that a company can make is to be intentional about increasing the diversity in leadership by recruiting, retaining, and promoting diverse professionals. That is one competitive business strategy with a proven and handsome return on investment.Sharon E. Jones is a graduate of Harvard Law School and Harvard College and is the founder and CEO of Jones Diversity, Inc., which offers services to organizations looking to improve their workplace culture and create more diverse and inclusive teams. Her firms broad range of consulting services have enhanced the co mpetitive edge of law firms, corporations, and not-for-profits by enabling each organization to fully utilize, retain, and promote diverse individuals into leadership roles.
Tuesday, December 17, 2019
How to Ace an Interview with a Little Help From a FriendHow to Ace an Interview with a Little Help From a FriendHow to Ace an Interview With a Little Help From a FriendWhether its a shoulder to lean on or an ear to listen, we all need help from time to time, and friends and family are the perfect resource to reach out to for support and help.However, we often neglect to call upon our loved ones to help us look for a job or for bewerbungsgesprch preparation. Why? It could be that were embarrassed to admit we need help, or we may simply feel its too much of a burden. The reality is friends and family can offer a fresh, honest perspective, and calling upon them could help your job search, interview practice and more.One area in which they can be especially helpful, is during interview practice. Rather than a mirror with zero opinions or feedback, trust your friends and family to help you in preparing for an interview before the big day. This can help reduce anxiety, nervousness, errors and wrong answers to interview questions. Next time youre practicing in front of the mirror, pick up the phone and ask your friends to help you learn how to ace an interview.Finding a friend or family member.You may think this is the easy part while, in reality, finding the right friend to help with an interview practice may be harder than it binnenseems. Some friends may be great for parties and fun, but they have no business helping with the interview. Call on that one true friend you know, the one who gives you their honest opinion and is always willing to help out. True friends arent afraid to hurt your feelings with the truth and give blunt opinions.Pick your friends based onExperience.The best help in preparing for an interview comes from friends with management, recruiting, hiring and human resources experience. They have experience selecting candidates and performing interviews.Honesty. Some friends tell you what you want to hear. This isnt acceptable during interview prac tice. Ask professional friends who arent afraid to speak their mind and give blunt advice.Training. Professionals who have undergraduate or graduate level training are more adept in analyzing your responses and giving educated critiques.Availability. Okay, so youve found a friend who is experienced, honest and well trained. But do they have the time to help you? Dont ask friends who are inundated with projects and deadlines of their own. Remember, they have lives and responsibilities as well. Also stay clear of friends who constantly break appointments or are late for events.Preparing for the mock interview.Treat your mock interview like its the real thing. This is an exercise to make preparing for an interview a breeze. Take it seriously, and ask your friend to do the same. Do your homework and prepare for the meeting by researching the industry and position. If your friend is willing to go above and beyond, ask them to make a list of questions to ask you during your mock interview or provide them ones based on your research if they dont have the time. Provide them with a copy of your resume as well.Unless your friend has extensive experience interviewing candidates, they might consider checking out a few online resources ahead of time. Glassdoor and Monster both offer blogs for job seekers and employers. These articles will help your friend create a more professional setting during the mock interview.Create a list of items for your friend to critique and watch out for, including the questions you had trouble answering, body language that sent the wrong impression and the length of your answers. Choose your top areas first, and ask them to focus on these topics. But tell them to feel free to make notes about areas they notice. Suggest a few questions for them to keep in the back of their mind, likeDid the interview subject greet me by last name? (Mr. or Mrs./Ms. Smith)Were they dressed for the interview? (slacks, dress shirt and tie for men pants suit or dres s for women)Did their voice tremble during any questions? (coughing, swallowing, etc.)Did a question make them nervous or hesitant? (Stuttering, long pause, etc.)Was there any negative body language? (i.e. crossing arms, shifting in chair, covering mouth, etc.)Conducting the mock interview.Treat the mock interview the same as you would an actual meeting with the hiring manager. Be serious during your interview practice and dont laugh at your friends boss voice or treat it like a casual hangout. Dress interview-appropriate (i.e. slacks, dress shirt and tie for men pants suit or dress/skirt for women). Dont show up wearing a T-shirt, sandals or miniskirt to the mock interview. Ask your friend to dress professionally as well to give an authentic feel. It may be helpful to come in and greet the hiring manager with a handshake and a courteous hello. Dont address your friend by their first name, and use the appropriate prefix with their name (i.e. Miss, Mrs., Mr. or Dr.).Practice each sec tion of the interview separately. An easy way to divide the practice interview time is by introduction, past work experience and projects, salary requirements, questions for the interviewer and next step questions. Ask your friend to give a quick critique following each section.Making the most of your mock interview.If you want to make the most of your time, record your interview practice. Watching yourself and your body language will help you plan any strategies needed to rectify problem areas. Its for this exact reason that football coaches record each game to help players identify areas of improvement and strengthen positive areas.Mock interviews with friends can help prepare you for those oddball questions interviewers love to throw out. Theres no better way to prep for an interview than by conducting a mock interview with a friend except professional practice. A few practice dates can help prepare for the interview, but professional critiques are gold. Take your recording to y our local career center or college, and ask the career counselors to provide feedback, help prepare for questions your friends missed and correct less obvious body language issues. Career counselors have an inside look into company expectations and requirements.Want to see how your resume stacks up? Try out our free critique todayRelated Articles
Thursday, December 12, 2019
3 Personal Branding Tips for Baby Boomer Job Seekers3 Personal Branding Tips for Baby Boomer Job SeekersThe concept of a personal brand is relatively new. In 2009, when we were in the middle of the great recession and the ideas for Career Pivot were germinating in my head, I picked up Dan Schawbels book, Me 2.0 Build a Powerful Brand to Achieve Career Success. This welches my introduction to the term personal branding. It is also what has allowed me to provide the following personal branding tips for baby boomer job seekers.The concept of a personal brand became clear when I read the following quoteYour brand is what people say about you when youre not in the room Jeff Bezos, Founder of AmazonWe all have a brandwhether we like it or not.Let me give you a few simple branding tips that come from my new book, Personal Branding for Baby Boomers What It Is, How to Manage It, and Why Its No Longer Optional.Want to learn mora? Attend my FREE webinar, hosted by, on October 13th Leveraging L inkedIn to Get Noticed by EmployersBranding Tip 1- Your LinkedIn PhotographYour LinkedIn photo is absolutely critical. What does your current photograph say about you? If you are not sure, check out PhotoFeeler.com and get other peoples opinions about your current photograph.I want you to consider three things about your photoBackground This is much more important than you think. Take a look at Jason Seidens article called, Error Hyperlink reference not valid.Cropping Headshot photographs are rectangular. Social media photographs are mostly square. Your headshot needs to be cropped. When you crop the photograph, does the background still convey the appropriate message? Check out my headshot and LinkedIn photograph from the book.Clothing Color The color of your clothes has to be compatible with the background. If you are a guy, you may need to get help with thislike I did.Branding Tip 2- Your Brand StoryYour brand story tells the reader who you are- not what you have done. This sh ould be written in first person. It is your story.Who should write this story? NOT YOUIn the book, I give you three methods for writing the story, but the actual writing should be done by someone other than you. It could be someone you hire, a friend, or a relative. I have had the best luck with adult daughters. They will brag on mom or dad with an insight few others have.Your brand story should be placed in the summary section of your LinkedIn profile. The summary section is limited to 2,000 characters therefore, this needs to be tightly edited and well written.Branding Tip 3- Rich Media LinksEach section of the LinkedIn profile allows you to upload content or link to content on the Internet. This is a great way to demonstrate what you know. This could includeYouTube videosArticles youve writtenWork productsProduct descriptions for items youve sold or servicedSpreadsheetsPowerPoint presentationsLinkedIn Publisher postsLinks to personal websitesYou should include anything that shows that you know your stuff.If you are interested in more information on writing LinkedIn Publisher posts that work, read my recent Forbes article, Using LinkedIn Influencer to Build Your Personal Brand.I recently had a client who included links to product descriptions of the multitude of sophisticated manufacturing machines he had sold within the previous 10 years. It was quite impressive. This was a major factor in him getting an interview for the job he was subsequently hired for.If you follow these three branding tips, you will be long on your way to creating a personal brand that people will remember.Readers, are you actively following these personal branding tips for baby boomer job seekers? What other ways have you created a personal brand? Share with us belowMarc Miller is the founder of Career Pivot, a partner, and an avid speaker who has addressed over 1,000 audiences worldwide. A recovering engineer, his circuitous career path- IBM, Lucent, two startups, and stints as a hig h school teacher and a fundraiser- has birthed his vocation helping people find new career paths.
Saturday, December 7, 2019
Top Resume for High School Students with No Experience Tips The Upside to Resume for High School Students with No Experience Recruiters often have many applications to examine and might spend under a minute reading your resume. Employers wish to know youre pleased with your achievements and confident in your abilities. Otherwise, utilize the address where an employer will in fact be in a position to reach you for the upcoming few months. Focus on how he or she will benefit from you rather than how you will benefit from the position. There are particular pitfalls you want to stay away from when writing a high school resume. Writing your very first high school resumecan look like a daunting take. There are a number of student and teacher resumes here to pick from. Its helpful to examine student and part-time resume examples to find some ideas about what a fantastic one contains. The education section will probably be an essential quality of yourhigh school student resumeso rack your brain for extracurricular pursuits. If it comes to resume templates for high school students with no experience, heres a sample so you will know the vital points needed that you should put in your paper. On these days, another language on a resume for students might just be the clincher which gets you in the door. Just as any other graduate fresh small business management graduates will need to compensate for their deficiency of experience. You could also have volunteer experience. Write down what skills you used, and the way they may relate to the job which you desire. You may also leave off any jobs that are entirely unrelated to the job that you desire. The Appeal of Resume for High School Students with No Experience If youre responding to a job ad, use exactly the saatkorn words that show up in the ad. Resume creators make it possible for jobseekers to make and download their finished resumes right from the world wide web to get started applying immediately. You might choose to add to your resume that youre a problem solver or solution oriented. Network as much as possible. Using graphs, diagrams and charts can assist your reader to acquire a clearer picture of your research findings and the way they compare with different data. To begin, review information on different pieces of a resume and whats included in each element. Resume examples and templates are incredibly helpful, especially when youre writing one of your very first resumes. Please review the accomplishment-based statements worksheet for advice on ways to compose this section. Your school work can seem like no big thing. Volunteer working experience on high school resumes are an excellent means to add work experience if you dont have anyor even when you do. It can be a challenging time in the life of a student because he or she is expected to bag a job after graduating. Keep reading to discover more, and dont neglect to have a look at our sample high school resume for inspiration Padding out your resume will not just be a waste of precious space but it is also going to distract the employer from the fantastic pieces. You just need to select the opportunity to cautiously mine your experiences and find out how to present them to the employer. Even in the event that you would settle for nearly every job, you must be specific once you write your objective. An efficient means to break down the practice of locating a new job is setting attainable goals that you are able to accomplish daily or weekly. Add in additional info, such as though you have experience working with special needs children. For an entry-level job at a financial institution, cash handling skills will be required. 1 Dozens of individuals are applying for the job that you desire. Take a look at the following links to begin looking for exciting job positions in your region.