Resume Writing For Stay at Home Moms

Resume Writing For Stay at Home MomsOne of the things that you have to remember when you are creating your resume is to include what you did on a daily basis in the past so that you will not fall back into the same mistakes. Resume writing for the stay at home moms may be a little bit different than that of a man or woman who works outside the home. You have to remember that stay at home mothers may not be able to have their own home or may not be the ones who want to go back to school.The problem for you, as a stay at home mom, is that you will find yourself juggling with the responsibilities that you have and the demands that you have as well. It can make you more restless if you have to wake up early in the morning or at night just to take care of your kids. But if you do it by making an outline of what you did for one day a week in the past, you will be able to let it go.Your second objective is to make sure that you will not end up paying a large amount of money just to pay the bills. Many times the government helps you out but there are many times when you have to figure out a way to do it on your own. The bottom line is that if you have decided to have a life outside the home and you are not going to have a regular paycheck, then you will need to know how to pay the bills.When you are creating your resume, you should also make sure that you do not forget to include what you have accomplished in the past. In this day and age when we all need to measure ourselves against others, it is important that you make sure that you mention the good and the bad. People want to see that you are not just going to keep going around in circles and that you are using your talents and abilities in a way that you can.Make sure that you includein your resume how long you have been working for your company and the amount of time that you have to work in one hour or ten hours a day. If you are working in a short time frame, it is recommended that you include a minimum and maxi mum number of hours that you have worked so that you will be able to be transparent. But if you have worked in a place for a long time, you have to make sure that you include those details as well.Remember that the shorter the time frame that you have worked in, the more effective you are in these short hours. Just because you have a long time at the company does not mean that you are just going to sit back and relax. You have to be up and active all the time so that you will always be involved.The resume that you have created for yourself has to be so professional that you will not have to check it twice. It should be easy to read and should contain all the important information that you need to include in the resumes of stay at home moms.

Caitlyn Jenner Will Get Arthur Ashe Courage Award, But a Coworker Made a Hateful Comment About It

Caitlyn Jenner Will Get Arthur Ashe Courage Award, But a Coworker Made a Hateful Comment About It Q: I overheard a coworker making hateful comments about Caitlyn Jenner. What, if anything, should I do? Today at lunchtime, I overheard the front desk worker in my office discussing with a member of our HR team the Arthur Ashe Courage Award that is being presented to Caitlyn Jenner. The front desk worker was complaining that the award was being given to “a freak”. I was upset by this incident but I’m at loss on how to proceed. Initially I intended to go through established channels for reporting this sort of behavior (an anonymous hotline) as our company specifically calls for nondiscrimination based on gender identity and has harassment policies in place. Others have encouraged me to speak to the person directly instead. So what do you think I should do? A: Please speak up. Say something like this to your coworker: “This has been bothering me for a few days, so I wanted to speak to you about it. The other day, I overheard your conversation with Jane about Caitlyn Jenner, and what I heard was disrespectful and unkind. I can’t make you think differently, but I want to ask you not to make comments like that in the office.” I’d base your decision about whether or not to report it on her reaction. If she’s defensive or hostile about it, then I’d be more inclined to report it. Someone spewing hate in your office, and in an office that specifically calls for non-discrimination around gender identity, is reasonable to speak up about. Also, the person she was talking to was from HR? HR people in particular should know better than to stay silent at this kind of thing, so I hope that person spoke up. if they didn’t, that would be another nudge in favor of reporting. Q: Should managers ask or tell when assigning work? A: When dealing with people that work directly for me, should I ask them to do things or tell them to do things? Does telling someone to do something in a work environment come off as harsh? I always ask them to do things, but I’m starting to feel like asking them kind of makes me look weak. Either is fine, if you’re saying it nicely and not barking orders like you are Caligula. There’s nothing wrong with “Please talk to Fergus about the teapot design and see if you can find a solution to the spout issue” as long as you say it politely. But thinking back over what I tend to use myself, I generally default to framing things as asking â€" “Could you do X by the end of the week?” … “Here’s a new project I’m hoping you can take on” … etc. And really, in most cases when a work assignment from your manager is framed as a request, it’s pretty clear it’s a directive. People aren’t generally going to reply with “Nope.” But I default to requests â€" unless there’s a reason not to â€" because (a) it feels more respectful to me, and (b) it makes it easier for people to speak up when they’re worried about their ability to deliver; it invites people to tell you if, for example, there’s a deadline conflict or they have concerns about how realistic the request is. However, there’s a third category beyond requests and directives that’s important to talk about: things that sound like suggestions. If you say something like, “Feel free to show me that report before you finalize it,” a lot of people will hear that as “you can show it to me if you want to, but you don’t have to.” Then you’ll end up getting frustrated that your “suggestion” wasn’t followed, and your staff will end up confused about your expectations. So if you definitely want someone to do something, make sure you’re not framing it as “you could…” or “feel free to…” or “one idea would be…” or other suggestion formulations. Perhaps more important than any of this, though, I’m wondering about why you’re feeling like framing things as requests is making you look weak. That suggests that you’re either feeling insecure about your authority for your own reasons, or your team is unclear on roles and expectations, or something else is going on. I’d explore that piece of it â€" because in a healthy, functioning team, a manager’s authority won’t be compromised by politely asking people to do what they need done. These questions are adapted from ones that originally appeared on Ask a Manager. Some questions have been edited for length. More From Ask a Manager: Can a manager ask for “alone time” at work? How much talking in a meeting is too much? My recruiter told me to wear “something feminine” to an interview

How LinkedIns Twitter Integration Has Changed LinkedIn - Work It Daily

How LinkedIn’s Twitter Integration Has Changed LinkedIn - Work It Daily By CAREEREALISM-Approved Expert, Joshua Waldman I used to tell my clients to update their profiles and status on LinkedIn no more than two times a week. All of that has changed since LinkedIn’s integration with Twitter. Now, there is almost no limit to the number of times you should update your LinkedIn status, but there are still some things you will need to be careful about. Update Frequently, but LinkedIn is NOT Twitter In an earlier post, I wrote about the rules of intimacy for each of the main social media tools. These rules, for the most part, have not changed. LinkedIn is still a place of professional networking. The voice and tone of what get’s posted in status updates tends to reflect a professionalism typical of LinkedIn’s past. Twitter on the other hand, in my opinion, is much more casual. I have a celebrity client who told me she tweets about which celeb is having sex with another, because these tweets get more attention. On Twitter, it’s OK to ask for clicks, retweets and even for business, if done with taste and in moderation. On LinkedIn, such behavior is not tolerated. So what has changed? Simply, the only change is the frequency people are updating their status. Now it seems once or twice a day is quite OK. Enjoying this article? You could get the best career advice daily by subscribing to us via e-mail. The New LinkedIn/Twitter Strategy If you are already on Twitter, then making the jump to daily LinkedIn updates is a no-brainer. Most of the Twitter tools, such as Tweetdeck and Hootsuite, already allow you to post to both services simultaneously. Simply post only the more professional tweets to your LinkedIn profile, leave the rest of them on Twitter. If you are not on Twitter, then you may still want to adopt the daily status update strategy. It will give you an opportunity to get in front of more people more frequently without breaking any social media Faux Pax. With more people posting on LinkedIn, there is also more opportunity to interact. Simply leave comments beneath other people’s updates to let them know you are listening to them. This is a great way to begin conversations, network and develop your personal brand. Did you enjoy this article? Read more articles by this expert here. Joshua Waldman is the owner of Career Enlightenment where he helps motivated job seekers get better jobs faster using social media. He received his MBA from Boston University and has 5 years of corporate experience and consulting. You can find him at www.CareerEnlightenment.net or follow him on Twitter at @JoshuaWaldman. Have you joined our career growth club?Join Us Today!