posted Friday, February 6, 2009 1:15 PM
by Laura Smith-Proulx, CCMC, CPRW, CIC, An Expert Resume
One of the big mysteries that confounds job hunters is that they see a great job posting, apply to it, and then... nothing. Why isn't the phone ringing? It's often that automated systems are "reading" your resume--and they don't like what they see.
Under siege from job seekers, employers are trying to filter out unqualified applicants as hard as they're trying to get IN. If you're not receiving a response from your resume, there are a number of ways you can look at changing it, and this should start with keyword content.
Keywords are simply terms for skills, certifications, and other qualifications that are required for each job. Automated systems make looking for keywords on resumes much easier, and these applications are designed to count the number of times that crucial terms appear in each document.
To ensure that your resume gets read by your desired audience (meaning that picky scanning system!), alter the keyword count using these strategies:
1 - Take out irrelevant terms.
If you possess skills that are transferable to more than one career, consider creating more than one resume version, and then take OUT the keywords that don't apply to that field.
Be aware that including extraneous information can confuse the HUMAN reader too. Like any other marketing document, your resume gives the reader an impression of what you offer... and when it's filled with phrases that relate to a different type of job, employers often react by taking a pass.
One way to gauge whether to take out certain words is to look carefully at the jobs to which you are applying. If your resume contains a large number of skills that are NOT in these descriptions, then it's time to remove them.
2 - Add new keyword content that fits your goal.
Another reason to take a second look at your desired jobs is to see the type of keywords you SHOULD be using.
Many sales leaders, for example, don't give a second thought to mentioning that their skills include prospecting, relationship management, or business development. Yet, the positions they apply to may contain these terms, and the scanner can reject their resumes if it doesn't find a match.
A good rule of thumb is to make a composite list of terms commonly appearing in jobs you are targeting, and then ensure that your resume contains a representative cross-section of the keywords that apply to your background.
3 - Keep in mind that keywords can also communicate the breadth of your skills.
Often, scanning systems will account for synonyms, and may ferret out your resume into a different sub-section reserved for more advanced professionals.
For example, a new account executive might put "relationship management" on a r‚sum‚, but a more experienced sales representative could add "revenue improvement" and "profit growth."
By the same token, an operations manager may add tactical skills such as "production capacity," while a COO can sharpen the focus to add "strategic production planning."
The bottom line? It's important to stand out by backing your resume achievements up with a host of skills that employers seek-meaning keywords. This is a crucial step for anyone who wants to increase results and distinguish themselves from lesser-qualified competitors.
Laura Smith-Proulx, CCMC, CPRW, CIC, is a former recruiter, a credentialed executive resume writer, and the principal of An Expert Resume, a career services firm that caters to organizational leaders. Published in 6 career bestsellers and cited for global resume industry awards, she partners with executives and seasoned professionals to win interviews with powerful and compelling leadership presentations.
Wednesday, March 4, 2009
Sunday, March 1, 2009
MICROSOFT 2007 CLASSES AVAILABLE - NO CHARGE
Hi All,
For those wishing to learn or improve skills in Microsoft Office 2007, Santa Ana College School of Continuing Education is providing **free** training. It is open entry -- you may register at **any time**.
MICROSOFT 2007 CLASSES AVAILABLE
NO CHARGE
Santa Ana College School of Continuing Education
http://ext.sac. edu/continuing_ education
For more information: 1-714-241-5700
Classes held at Centennial Education Center
Room E-108 (small lab) Register in classroom!
2900 W. Edinger Avenue
Santa Ana, CA 92704
open entry! register anytime!
ask for "Lab OETP teacher" and you will be directed to the right person.
For those wishing to learn or improve skills in Microsoft Office 2007, Santa Ana College School of Continuing Education is providing **free** training. It is open entry -- you may register at **any time**.
MICROSOFT 2007 CLASSES AVAILABLE
NO CHARGE
Santa Ana College School of Continuing Education
http://ext.sac. edu/continuing_ education
For more information: 1-714-241-5700
Classes held at Centennial Education Center
Room E-108 (small lab) Register in classroom!
2900 W. Edinger Avenue
Santa Ana, CA 92704
open entry! register anytime!
ask for "Lab OETP teacher" and you will be directed to the right person.
Article: Help with COBRA payments for the unemployed
Hopefully the following information will be helpful to affected individuals:
The American Recovery and Reinvestment Act of 2009 (the Act), more commonly referred to as the economic stimulus package, signed by President Obama on Tuesday, February 17, 2009, includes several important provisions that affect COBRA continuation coverage and places new requirements on employers. Most notably, certain COBRA beneficiaries may be eligible for a 65% discount on their COBRA premiums for a limited period of time.
Eligibility Requirements
For the new COBRA provisions to be triggered, an individual (referred to in the new law as an assistance eligible individual) must have been involuntarily terminated from employment during the period from September 1, 2008, to December 31, 2009. The reduced COBRA premium applies for a period not to exceed nine months and can terminate earlier if either of the following occurs: (a) the individual is eligible for Medicare benefits or coverage under another group health plan (flexible spending accounts, dental, and vision coverage and other certain benefits are excluded) or (b) the maximum period of continuation coverage required under COBRA expires.
If an assistance eligible individual who is receiving the subsidy subsequently becomes eligible for coverage under another group health plan or Medicare, he or she must notify in writing the group health plan providing the COBRA coverage. If the beneficiary fails to provide the notification and continues to receive the subsidy, the individual will be subject to a tax penalty equal to 110% of the subsidy received after ineligibility.
Income Cap and Waiver
Also, the Act includes certain maximum income levels at which an individual is no longer eligible for the subsidy or is eligible for a reduced subsidy. If an individual's modified adjusted gross income exceeds $145,000 (or $290,000 for joint filers), he or she will not be eligible for the subsidy for that taxable year. If an individual's modified adjusted gross income is between $125,000 and $145,000 (or $250,000 and $290,000 for joint filers), then he or she will be entitled to a proportionately reduced premium subsidy. Overpayments will be repaid through an increase to the taxpayer's income tax liability. Individuals have the option under the Act to waive the right to premium assistance, which could help high income individuals avoid recapture. The waiver, however, is a one-time, permanent election.
Coverage Options
An assistance eligible individual may, in certain circumstances, elect to enroll in different coverage that is available under the health plan to active employees. Employers can decide whether to offer such eligible individuals additional coverage options.
Plans Not Subject to COBRA
The subsidy applies not only to coverage required to be offered under the COBRA rules, but also to similar continuation coverage required under State law for group health plans not subject to COBRA and to Federal or State government-maintain ed health plans. Health flexible spending accounts are not eligible for the subsidy.
Special Election Period
For those eligible individuals who are eligible for the subsidy but who did not originally elect COBRA coverage, or who did elect COBRA coverage and subsequently terminated it, the Act provides for a new 60-day election period, beginning on the date that notice is provided to the assistance eligible individual. Employers must notify these assistance eligible individuals of the special election period within 60 days of the enactment of the Act. This 60-day election period will not extend the period of COBRA continuation coverage beyond the original maximum period required by COBRA. Once an individual elects coverage, the coverage begins on or after the date of enactment of the Act and does not include any prior period.
For qualified beneficiaries who elect COBRA coverage under this special 60-day election period, the period from the qualifying event (the involuntary termination of the covered employee) to the date of enactment will not be counted as a break in coverage, whereby a plan may refuse to cover preexisting conditions.
Notices and Forms
The usual COBRA notice provided to qualified beneficiaries must now include forms to establish eligibility for the subsidy as well as information about the beneficiary' s right to the subsidy, the conditions on the subsidy, a description of the beneficiary' s obligation to notify the group health plan of eligibility under another group health plan or for Medicare benefits, and the penalty if the beneficiary fails to provide this notification. As previously mentioned, employers must also provide notice to those individuals who qualify for the special 60-day election period. Employers whose group health plans are not subject to the COBRA continuation coverage requirements but still qualify for the subsidy, must provide notice to the assistance eligible individuals. The Act directs the Secretary of Labor to provide model notices within 30 days of enactment of the Act (February 17, 2009—date of enactment).
Bear in mind these provisions are very new so chances are your former employer and insurance provider may not yet have a handle on how to "flesh" this out (i.e., how to go about implementing it) so be patient with them as you deal with them.
Hope the above information helps....
The American Recovery and Reinvestment Act of 2009 (the Act), more commonly referred to as the economic stimulus package, signed by President Obama on Tuesday, February 17, 2009, includes several important provisions that affect COBRA continuation coverage and places new requirements on employers. Most notably, certain COBRA beneficiaries may be eligible for a 65% discount on their COBRA premiums for a limited period of time.
Eligibility Requirements
For the new COBRA provisions to be triggered, an individual (referred to in the new law as an assistance eligible individual) must have been involuntarily terminated from employment during the period from September 1, 2008, to December 31, 2009. The reduced COBRA premium applies for a period not to exceed nine months and can terminate earlier if either of the following occurs: (a) the individual is eligible for Medicare benefits or coverage under another group health plan (flexible spending accounts, dental, and vision coverage and other certain benefits are excluded) or (b) the maximum period of continuation coverage required under COBRA expires.
If an assistance eligible individual who is receiving the subsidy subsequently becomes eligible for coverage under another group health plan or Medicare, he or she must notify in writing the group health plan providing the COBRA coverage. If the beneficiary fails to provide the notification and continues to receive the subsidy, the individual will be subject to a tax penalty equal to 110% of the subsidy received after ineligibility.
Income Cap and Waiver
Also, the Act includes certain maximum income levels at which an individual is no longer eligible for the subsidy or is eligible for a reduced subsidy. If an individual's modified adjusted gross income exceeds $145,000 (or $290,000 for joint filers), he or she will not be eligible for the subsidy for that taxable year. If an individual's modified adjusted gross income is between $125,000 and $145,000 (or $250,000 and $290,000 for joint filers), then he or she will be entitled to a proportionately reduced premium subsidy. Overpayments will be repaid through an increase to the taxpayer's income tax liability. Individuals have the option under the Act to waive the right to premium assistance, which could help high income individuals avoid recapture. The waiver, however, is a one-time, permanent election.
Coverage Options
An assistance eligible individual may, in certain circumstances, elect to enroll in different coverage that is available under the health plan to active employees. Employers can decide whether to offer such eligible individuals additional coverage options.
Plans Not Subject to COBRA
The subsidy applies not only to coverage required to be offered under the COBRA rules, but also to similar continuation coverage required under State law for group health plans not subject to COBRA and to Federal or State government-maintain ed health plans. Health flexible spending accounts are not eligible for the subsidy.
Special Election Period
For those eligible individuals who are eligible for the subsidy but who did not originally elect COBRA coverage, or who did elect COBRA coverage and subsequently terminated it, the Act provides for a new 60-day election period, beginning on the date that notice is provided to the assistance eligible individual. Employers must notify these assistance eligible individuals of the special election period within 60 days of the enactment of the Act. This 60-day election period will not extend the period of COBRA continuation coverage beyond the original maximum period required by COBRA. Once an individual elects coverage, the coverage begins on or after the date of enactment of the Act and does not include any prior period.
For qualified beneficiaries who elect COBRA coverage under this special 60-day election period, the period from the qualifying event (the involuntary termination of the covered employee) to the date of enactment will not be counted as a break in coverage, whereby a plan may refuse to cover preexisting conditions.
Notices and Forms
The usual COBRA notice provided to qualified beneficiaries must now include forms to establish eligibility for the subsidy as well as information about the beneficiary' s right to the subsidy, the conditions on the subsidy, a description of the beneficiary' s obligation to notify the group health plan of eligibility under another group health plan or for Medicare benefits, and the penalty if the beneficiary fails to provide this notification. As previously mentioned, employers must also provide notice to those individuals who qualify for the special 60-day election period. Employers whose group health plans are not subject to the COBRA continuation coverage requirements but still qualify for the subsidy, must provide notice to the assistance eligible individuals. The Act directs the Secretary of Labor to provide model notices within 30 days of enactment of the Act (February 17, 2009—date of enactment).
Bear in mind these provisions are very new so chances are your former employer and insurance provider may not yet have a handle on how to "flesh" this out (i.e., how to go about implementing it) so be patient with them as you deal with them.
Hope the above information helps....
Article: How to use LinkedIn Company Profiles for Job Hunt/Networking
How to Use LinkedIn Company Profiles For Job Hunt/Networking:
http://www.cio.com/article/480610/How_to_Use_LinkedIn_Company_Profiles_For_Job_Hunt_Networking_
http://www.cio.com/article/480610/How_to_Use_LinkedIn_Company_Profiles_For_Job_Hunt_Networking_
Angel Food Ministries
I came across a neat site today. I haven't tried it out, but thought it may be helpful to others out there needing some food assistance.
www.angelfoodministries.com
Good Luck and may God bless all of us!
www.angelfoodministries.com
Good Luck and may God bless all of us!
FREE Sub from Quizno’s.
During this though economic down turn, I thought you might want a free Sub from Quizno’s.
Just go to:
http://www.millionsubs.com/Reg.php?x=1
Just go to:
http://www.millionsubs.com/Reg.php?x=1
Manna - Saddleback's newest food outreach!!!
Saddleback's newest food outreach. Manna is available for everyone in the community. There is no income requirement and you can order as many boxes as you need. The next day to place your order will be March 7th & 8th during and after all scheduled services at Saddleback. And the pickup day for March is the 28th, 10:00-12:00noon in the lower bridge parking lot off of El Toro and Margarite.
We are located on the patio in back or the worship center. I have attached the menu for March, order & pickup schedule and our flyer. The cost is $30.00 a box for $75.00-$100.00 worth of groceries. If you have any further questions please call or email us any time.
Thanks and God Bless,
Susan Hyden
Manna Outreach Coordinator
susanhyden@yahoo.com
"I am the bread of life." (John 6:48)
We are located on the patio in back or the worship center. I have attached the menu for March, order & pickup schedule and our flyer. The cost is $30.00 a box for $75.00-$100.00 worth of groceries. If you have any further questions please call or email us any time.
Thanks and God Bless,
Susan Hyden
Manna Outreach Coordinator
susanhyden@yahoo.com
"I am the bread of life." (John 6:48)
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