Slides for my presentation at the Santa Clara Valley Brain Injury Conference, February 26th, at the Hayes Mansion in San Jose, CA. Created by Paul F. Smith (http://neuronico.net).
Social Media, Employment, and DisabilityPaul Smith
Presentation developed for the Monterey County Job Developer Consortium and the Santa Clara Valley Brain Injury Conference. Discusses the growth of social media, its use in recruitment and job search, how social media tools can assist the job search of people with disabilities, and provides practical tips on using social media to find a job.
Created by Paul F. Smith (http://neuronico.net).
How social media, including Facebook, LinkedIn, and Twitter, can be used by job-seekers and employers, and descriptions of current trends. Created for CST430, CSUMB, by Paul F. Smith (http://neuronico.net).
This 6-hour workshop is based on using LinkedIn, Facebook and Twitter. The trainer\'s guide is in the notes pages. I switch among it and the websites to demonstrate what I\'m describing.
This document summarizes a research study on the impact of social media on future employment. The study surveyed 200 employees and student athletes about their social media use and privacy settings. It analyzed how discretion on social media platforms like Twitter, Instagram, and Facebook could affect employment and eligibility to play sports. The research found that social media posts can invade privacy and restrict self-expression, and that many users are unaware of how their online actions could impact their careers or status as athletes. The document reviews several other studies that similarly examine how employers use social media for hiring decisions and how content online can negatively influence jobs and evaluations.
The document discusses the growth and importance of social media for career success. It notes that Facebook and LinkedIn have hundreds of millions of users and are important professional networking platforms. The document provides tips for using social media to connect with others, build your personal brand, but also warns of dangers like permanent online information. It examines a case study of a political candidate whose social media caused issues and emphasizes the importance of managing your online profile and presence.
This document summarizes a research study analyzing the impact of social media on employment. The study surveyed 200 employees and student athletes about their social media use, privacy settings, and views on employers monitoring accounts. The introduction discusses how employers are increasingly viewing social media to make hiring decisions. The literature review summarizes several sources discussing both positive and negative consequences of social media use in the workplace. The justification section argues that as social media becomes more integrated into personal and professional life, users must be aware that online content can affect future employment opportunities.
Lance Haun presented on social networking tools and their use. He discussed major platforms like blogs, YouTube, Facebook, Twitter, and LinkedIn. He noted both hype around social networking claiming it can solve everything versus facts about reasonable employee use and companies finding success. Haun shared his personal experience blogging and using social networks. He provided advice on getting engaged, including reading regularly, sharing, commenting, creating content, and networking both online and offline.
Social Media, Employment, and DisabilityPaul Smith
Presentation developed for the Monterey County Job Developer Consortium and the Santa Clara Valley Brain Injury Conference. Discusses the growth of social media, its use in recruitment and job search, how social media tools can assist the job search of people with disabilities, and provides practical tips on using social media to find a job.
Created by Paul F. Smith (http://neuronico.net).
How social media, including Facebook, LinkedIn, and Twitter, can be used by job-seekers and employers, and descriptions of current trends. Created for CST430, CSUMB, by Paul F. Smith (http://neuronico.net).
This 6-hour workshop is based on using LinkedIn, Facebook and Twitter. The trainer\'s guide is in the notes pages. I switch among it and the websites to demonstrate what I\'m describing.
This document summarizes a research study on the impact of social media on future employment. The study surveyed 200 employees and student athletes about their social media use and privacy settings. It analyzed how discretion on social media platforms like Twitter, Instagram, and Facebook could affect employment and eligibility to play sports. The research found that social media posts can invade privacy and restrict self-expression, and that many users are unaware of how their online actions could impact their careers or status as athletes. The document reviews several other studies that similarly examine how employers use social media for hiring decisions and how content online can negatively influence jobs and evaluations.
The document discusses the growth and importance of social media for career success. It notes that Facebook and LinkedIn have hundreds of millions of users and are important professional networking platforms. The document provides tips for using social media to connect with others, build your personal brand, but also warns of dangers like permanent online information. It examines a case study of a political candidate whose social media caused issues and emphasizes the importance of managing your online profile and presence.
This document summarizes a research study analyzing the impact of social media on employment. The study surveyed 200 employees and student athletes about their social media use, privacy settings, and views on employers monitoring accounts. The introduction discusses how employers are increasingly viewing social media to make hiring decisions. The literature review summarizes several sources discussing both positive and negative consequences of social media use in the workplace. The justification section argues that as social media becomes more integrated into personal and professional life, users must be aware that online content can affect future employment opportunities.
Lance Haun presented on social networking tools and their use. He discussed major platforms like blogs, YouTube, Facebook, Twitter, and LinkedIn. He noted both hype around social networking claiming it can solve everything versus facts about reasonable employee use and companies finding success. Haun shared his personal experience blogging and using social networks. He provided advice on getting engaged, including reading regularly, sharing, commenting, creating content, and networking both online and offline.
Social Media and Human Resource Management Gaurav Wadhwa
This document discusses the role of social media in human resources. It begins by defining social media and its growing importance. It then outlines how social media is used in HR for networking, information sharing, recruitment, and training. Key benefits include improved employee engagement, effective recruitment, and facilitating training. Social media has also changed HR by enabling new forms of employee communication, giving employees a voice, and impacting employer branding. The future of social media in HR will include greater knowledge sharing and access to resources, reevaluating corporate values, and supporting innovation. However, legal implications around online screening of candidates must be considered.
1. The document provides an overview of how attorneys and law firms can use social media for reputation management, visibility, marketing and research. It discusses best practices for setting up social media policies and profiles.
2. Various social media platforms that are commonly used are described, including LinkedIn, blogs, and wikis. Benefits for attorneys include gathering industry news and researching potential clients or hiring outside counsel.
3. The importance of managing one's online reputation is emphasized. Attorneys should monitor how they are presented online and optimize profiles on platforms like LinkedIn and Google.
The document provides guidelines for Steria employees on using social media. It defines social media and divides it into three categories: blogs, social networks, and content sharing websites. It then provides details on appropriate use of key social networks like Facebook, Twitter, LinkedIn, and content sharing sites. The guidelines emphasize representing Steria professionally, following branding standards, respecting confidentiality, and obtaining permissions. It encourages monitoring social media and provides governance and access information.
The document discusses the relationship between social media and human resources (HR) departments. It notes that while social media provides opportunities for businesses, it also poses risks that HR must help manage. The document provides statistics on social media usage and outlines how various platforms like LinkedIn, Facebook, and Twitter can be both friends and foes to HR. It emphasizes the importance for businesses to create formal social media policies to address legal and compliance issues around employee usage. The goal of such policies is to educate employees and reduce risks to the company's reputation from inappropriate social media use.
Social media is a new way for people to communicate and share information online through various platforms like blogs, social networks, and photo sharing. It allows for two-way interaction between users. Some major social media platforms are LinkedIn for professional networking, Facebook for community building, and Twitter for conversation. Social media is not just a passing fad but rather a significant change in how society shares information. Law firms and professionals should engage with social media to connect with clients and audiences, but must do so ethically and follow certain best practices. The document provides tips on how to appropriately use social media for business and engagement goals.
This document discusses the increasing importance of social media in human resources. It notes that over 75% of companies are using or planning to use social media like LinkedIn, Twitter and Facebook for recruiting. Social media allows for more efficient recruiting by accelerating the process from posting jobs to sourcing candidates. It also discusses how social media can be used for talent acquisition, onboarding new employees, knowledge sharing and building internal social capital.
The document provides an overview of the Community Access Program in Prince Edward Island and resources available to job seekers for using the internet and social media for their job search. It discusses the importance of optimizing profiles on social media sites like Facebook, Twitter, and LinkedIn to make a good impression on potential employers and avoid unwanted content that could hurt job prospects. Recommendations are given for using search, social features, and customizing profiles on each site to actively engage with others in one's industry or field.
The document discusses the rise of social networking and how it is being used in both personal and professional contexts. It provides an overview of popular personal social networking sites like Facebook and LinkedIn. It also examines how various companies are utilizing social networks for recruiting, collaboration, onboarding and more. However, it notes that social networks can also impact productivity and raise legal issues if not implemented properly.
Managing Social Media in the WorkplaceEric Swenson
The impact of social media in the workplace is growing. Time is being wasted, employees are 'friending' each other and liability for these issues is a litigation attorney's dream come true.
Presentation given for the University of Colorado Career Services on how job seekers can use social media sites such as LinkedIn, Facebook and Twiiter in their job search.
This document discusses social media risk management for human resources. It begins with a legal disclaimer and introduction of the presenter. It then defines social media according to financial regulators and outlines various legal concerns related to social media use. The document discusses opportunities and risks of social media use, as well as potential consequences. It focuses on components of an effective social media policy and lessons learned regarding policy development. The presentation concludes with information on relevant state laws and a question and answer section.
Best Practices In Recruiting With Social Media 10 2011Jennifer McClure
The document discusses best practices for using social media in recruiting. It provides tips for maximizing career websites, Facebook, blogs, Twitter, and LinkedIn to engage candidates and share company culture and employment opportunities. Statistics are presented on the growth of social media platforms and their use among job seekers and companies to research potential employers.
Presentation from Robert Morris University's Bayer Center's TechNow11 conference on why you need social media policies and ways for a nonprofit to minimize risk.
22% of employees visit social networking sites 5 or more times per week, yet only 54% of employers have a policy dealing with social media inside and outside the workplace. During this presentation, participants will learn about potential legal issues involved in adopting a policy and how to avoid those issues. Sample provisions will be discussed and recommended actions addressed.
Presented by Jackson Lewis.
This document provides tips on how to effectively use LinkedIn for job searching and professional networking. It recommends completing your profile information to be 40% more likely to receive opportunities. It also suggests connecting with people you know personally and professionally, joining relevant groups, requesting and providing recommendations, uploading examples of your work, searching for jobs and companies, and using connections to learn more about potential employers and opportunities. The document aims to help users engage with their network and stand out to employers by utilizing LinkedIn's features.
Worcester County Bar Association Presents The LinkedIn LawyerDavid Barrett
The WCBA Law Office Technology Section presents "The LinkedIn Lawyer"
Thursday, April 8, 2010
4:00pm - 6:30pm
Worcester District Registry of Deeds Commonwealth Room
90 Front Street
Worcester, MA
David will demonstrate how the use of social media tools like Linkedin, Facebook, Twitter and legal blawging may enhance your legal practice. Topics will include: Generating legal referrals with social media, social media and legal ethics and social media for the busy professional.
$10.00 for WCBA Members
$40.00 for Non-Member
Seating is limited so please register in advance by contacting the WCBA office at 508-752-1311. Door registration will be accepted.
For questions please contact the Worcester County Bar Association, 19 Norwich Street, Worcester, MA 01608.
The document discusses the use of social media in recruiting. It notes that while social media provides benefits like real-time interaction and free posting opportunities, there are also legal and ethical concerns around online profiling and gathering protected applicant information. The document explores how companies currently use social media for tasks like employer branding, targeting candidates, and online profiling. It also examines potential legal issues and provides recommendations, suggesting social media is best used to attract rather than select applicants due to legal risks.
Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012Jennifer McClure
Using Social Media in Human Resources and Recruiting - covers "Who, What & Why", "Developing a Social Media Strategy", "Choosing Your Tools", "Time, Content & Training" and "Social Recruiting".
To book Jennifer McClure to speak at your event - http://unbridledtalent.com/contact/
Social media is changing how businesses operate and how careers are advanced. It allows people to build professional networks, monitor industry trends, find job opportunities, and showcase their expertise. While it provides many benefits, it also presents challenges like privacy issues, legal risks from user-generated content, and ensuring social media activities don't damage brands or careers. Young professionals are encouraged to use social tools strategically and develop a social media presence to further their careers.
Social Media and Human Resource Management Gaurav Wadhwa
This document discusses the role of social media in human resources. It begins by defining social media and its growing importance. It then outlines how social media is used in HR for networking, information sharing, recruitment, and training. Key benefits include improved employee engagement, effective recruitment, and facilitating training. Social media has also changed HR by enabling new forms of employee communication, giving employees a voice, and impacting employer branding. The future of social media in HR will include greater knowledge sharing and access to resources, reevaluating corporate values, and supporting innovation. However, legal implications around online screening of candidates must be considered.
1. The document provides an overview of how attorneys and law firms can use social media for reputation management, visibility, marketing and research. It discusses best practices for setting up social media policies and profiles.
2. Various social media platforms that are commonly used are described, including LinkedIn, blogs, and wikis. Benefits for attorneys include gathering industry news and researching potential clients or hiring outside counsel.
3. The importance of managing one's online reputation is emphasized. Attorneys should monitor how they are presented online and optimize profiles on platforms like LinkedIn and Google.
The document provides guidelines for Steria employees on using social media. It defines social media and divides it into three categories: blogs, social networks, and content sharing websites. It then provides details on appropriate use of key social networks like Facebook, Twitter, LinkedIn, and content sharing sites. The guidelines emphasize representing Steria professionally, following branding standards, respecting confidentiality, and obtaining permissions. It encourages monitoring social media and provides governance and access information.
The document discusses the relationship between social media and human resources (HR) departments. It notes that while social media provides opportunities for businesses, it also poses risks that HR must help manage. The document provides statistics on social media usage and outlines how various platforms like LinkedIn, Facebook, and Twitter can be both friends and foes to HR. It emphasizes the importance for businesses to create formal social media policies to address legal and compliance issues around employee usage. The goal of such policies is to educate employees and reduce risks to the company's reputation from inappropriate social media use.
Social media is a new way for people to communicate and share information online through various platforms like blogs, social networks, and photo sharing. It allows for two-way interaction between users. Some major social media platforms are LinkedIn for professional networking, Facebook for community building, and Twitter for conversation. Social media is not just a passing fad but rather a significant change in how society shares information. Law firms and professionals should engage with social media to connect with clients and audiences, but must do so ethically and follow certain best practices. The document provides tips on how to appropriately use social media for business and engagement goals.
This document discusses the increasing importance of social media in human resources. It notes that over 75% of companies are using or planning to use social media like LinkedIn, Twitter and Facebook for recruiting. Social media allows for more efficient recruiting by accelerating the process from posting jobs to sourcing candidates. It also discusses how social media can be used for talent acquisition, onboarding new employees, knowledge sharing and building internal social capital.
The document provides an overview of the Community Access Program in Prince Edward Island and resources available to job seekers for using the internet and social media for their job search. It discusses the importance of optimizing profiles on social media sites like Facebook, Twitter, and LinkedIn to make a good impression on potential employers and avoid unwanted content that could hurt job prospects. Recommendations are given for using search, social features, and customizing profiles on each site to actively engage with others in one's industry or field.
The document discusses the rise of social networking and how it is being used in both personal and professional contexts. It provides an overview of popular personal social networking sites like Facebook and LinkedIn. It also examines how various companies are utilizing social networks for recruiting, collaboration, onboarding and more. However, it notes that social networks can also impact productivity and raise legal issues if not implemented properly.
Managing Social Media in the WorkplaceEric Swenson
The impact of social media in the workplace is growing. Time is being wasted, employees are 'friending' each other and liability for these issues is a litigation attorney's dream come true.
Presentation given for the University of Colorado Career Services on how job seekers can use social media sites such as LinkedIn, Facebook and Twiiter in their job search.
This document discusses social media risk management for human resources. It begins with a legal disclaimer and introduction of the presenter. It then defines social media according to financial regulators and outlines various legal concerns related to social media use. The document discusses opportunities and risks of social media use, as well as potential consequences. It focuses on components of an effective social media policy and lessons learned regarding policy development. The presentation concludes with information on relevant state laws and a question and answer section.
Best Practices In Recruiting With Social Media 10 2011Jennifer McClure
The document discusses best practices for using social media in recruiting. It provides tips for maximizing career websites, Facebook, blogs, Twitter, and LinkedIn to engage candidates and share company culture and employment opportunities. Statistics are presented on the growth of social media platforms and their use among job seekers and companies to research potential employers.
Presentation from Robert Morris University's Bayer Center's TechNow11 conference on why you need social media policies and ways for a nonprofit to minimize risk.
22% of employees visit social networking sites 5 or more times per week, yet only 54% of employers have a policy dealing with social media inside and outside the workplace. During this presentation, participants will learn about potential legal issues involved in adopting a policy and how to avoid those issues. Sample provisions will be discussed and recommended actions addressed.
Presented by Jackson Lewis.
This document provides tips on how to effectively use LinkedIn for job searching and professional networking. It recommends completing your profile information to be 40% more likely to receive opportunities. It also suggests connecting with people you know personally and professionally, joining relevant groups, requesting and providing recommendations, uploading examples of your work, searching for jobs and companies, and using connections to learn more about potential employers and opportunities. The document aims to help users engage with their network and stand out to employers by utilizing LinkedIn's features.
Worcester County Bar Association Presents The LinkedIn LawyerDavid Barrett
The WCBA Law Office Technology Section presents "The LinkedIn Lawyer"
Thursday, April 8, 2010
4:00pm - 6:30pm
Worcester District Registry of Deeds Commonwealth Room
90 Front Street
Worcester, MA
David will demonstrate how the use of social media tools like Linkedin, Facebook, Twitter and legal blawging may enhance your legal practice. Topics will include: Generating legal referrals with social media, social media and legal ethics and social media for the busy professional.
$10.00 for WCBA Members
$40.00 for Non-Member
Seating is limited so please register in advance by contacting the WCBA office at 508-752-1311. Door registration will be accepted.
For questions please contact the Worcester County Bar Association, 19 Norwich Street, Worcester, MA 01608.
The document discusses the use of social media in recruiting. It notes that while social media provides benefits like real-time interaction and free posting opportunities, there are also legal and ethical concerns around online profiling and gathering protected applicant information. The document explores how companies currently use social media for tasks like employer branding, targeting candidates, and online profiling. It also examines potential legal issues and provides recommendations, suggesting social media is best used to attract rather than select applicants due to legal risks.
Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012Jennifer McClure
Using Social Media in Human Resources and Recruiting - covers "Who, What & Why", "Developing a Social Media Strategy", "Choosing Your Tools", "Time, Content & Training" and "Social Recruiting".
To book Jennifer McClure to speak at your event - http://unbridledtalent.com/contact/
Social media is changing how businesses operate and how careers are advanced. It allows people to build professional networks, monitor industry trends, find job opportunities, and showcase their expertise. While it provides many benefits, it also presents challenges like privacy issues, legal risks from user-generated content, and ensuring social media activities don't damage brands or careers. Young professionals are encouraged to use social tools strategically and develop a social media presence to further their careers.
This document provides guidance on using social media for job searching. It discusses how recruiting has changed with the rise of social media, with employers now more satisfied with referrals and candidates from social networks than job boards. It encourages growing your professional network on sites like LinkedIn and Twitter, while maintaining privacy on more personal sites like Facebook. Key advice includes having complete profiles, engaging with your network by commenting and answering questions, and establishing a professional personal brand across all profiles.
An overview to social networking sites & their usage for job search. The target audience for this presentation are individuals in career transition or newcomers to Canada - most without profiles on social networking sites.
Although this has been delivered as a workshop - it is best delivered as a series with both classroom and computer instruction time. Please contact me at socialwisdom.ca for more information.
Answer these 5 questions as related to social media:
1) What the heck is it?
2) Is it a fad?
3) Why are some afraid of it?
4) Why do we often get it wrong?
5) How do we do it right?
The document provides information about Anne Nimke's experience in human resources and recruiting. It states that she has nearly 30 years of experience in HR and staffing. She is recognized as a leader in recruitment process outsourcing and has led strategic client engagements and long-term outsourced talent acquisition programs. She graduated from Marquette University and is involved in several professional associations.
Social media can be an effective recruitment tool by enabling companies to build and leverage networks, engage in conversations to source candidates, and enhance their employer branding. While social media is not a recruitment strategy on its own, understanding where target talent engages online and developing strategies to interact with them can help companies recruit passively. Common social media platforms for recruitment include LinkedIn, Facebook, Twitter, and YouTube.
Ibm Swg Social Media Marketing Delphine Remy Boutang 3rd Marchguestca2060b
Social Networking and the Employment Relationship
One-day conference: 3rd March 2010, Central London
· How you use social media – your internal social media network
· The benefits of social media
· Key learnings: What has gone wrong? How have you rectified the problems?
· How do you monitor employee use of social media?
· Your policy/guidelines – discussion and how are these enforced?
IBM Case Study: "Guiding Your Organization Through The Social Media Landscape”
- IBM Social engagement strategy
- how we have addressed social media governance from both an internal and external perspective at IBM.
-insights on IBM’s social computing guidelines
- Education on how IBMers can successfully leverage social technologies for improved business results.
- Best practices example
Presented by Steve Matthews (Stem Legal Web Enterprises) and Susan Van Dyke (Van Dyke Marketing & Communications) at the Pacific Legal Technology Conference, October 2, 2009, in Vancouver, BC, Canada.
Managing Social Media in the WorkplaceEric Swenson
The impact of social media in the workplace is growing. Time is being wasted, employees are 'friending' each other and liability for these issues is a litigation attorney's dream come true.
Here's how to develop a social media policy and examine the impact - from legal issues, to morale, to productivity.
Corporate Relations - Social media presentationLeedsMet_CR
Social media has become an important strategic communication tool for businesses. It allows for two-way engagement with audiences and real-time information sharing. While it provides opportunities to strengthen relationships and awareness, businesses must commit resources to managing social media presence and content. Effective use requires avoiding unwanted promotion and responding to feedback to build trust and avoid reputation damage.
This document summarizes a presentation about using social media for employment. It discusses how over 200 million people use social networks actively and their growing popularity across age groups. It outlines levels of social media participation from observer to leader. The presentation recommends using social media like LinkedIn, Twitter and blogs to build your professional brand, showcase thought leadership, and get job leads through your expanded network. It emphasizes managing your online reputation by owning your name on search engines and social profiles to control what potential employers might find when searching for you online.
This document discusses how different generations use social media and its implications for HR. It finds that while younger generations grew up with technologies like social media and video games, older generations are increasingly adopting social media on mobile devices. The document outlines how companies can use social media across generations for recruiting, employee engagement, training, communication and other HR functions. It provides statistics on generational use of sites like Facebook, LinkedIn, and YouTube and promotes developing a social media strategy tailored to different audiences.
This document discusses how social media and Web 2.0 technologies can be used for recruitment, employee engagement, and job seeking. It defines Web 2.0 as technologies that allow users to interact with and participate in online content. Some key benefits of using social media for these purposes are attracting passive candidates, improving branding, building personal relationships, and reducing costs. However, legal issues and a lack of screening are potential drawbacks. The document provides statistics on social media usage and recommends tools like LinkedIn, Facebook, and company pages for recruitment and engagement purposes.
The document discusses social media and ethics. It begins by providing statistics on the growth and usage of major social media platforms like Facebook, Twitter, LinkedIn, and YouTube. It then defines different social media platforms and explores how to develop a social media presence and policy for organizations. The document also covers potential issues with social media, such as privacy and the monitoring of employees' accounts. It concludes by discussing whether and how law firms can ethically use social media for marketing, public relations, and research.
Jesse Stremcha discusses the growing relevance of social media for planned giving and fundraising. He provides an overview of major social media platforms like Facebook, Twitter, LinkedIn, and their applications for nonprofit organizations. He emphasizes that donors are increasingly engaging with charities online and that nonprofits need to connect with donors through social media to build and maintain relationships. Stremcha also offers suggestions for how organizations can start using social media immediately.
Job Finding Apps Everything You Need to Know in 2024SnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find your dream job with ease using the best job finding apps. Discover top-rated apps that connect you with employers, provide personalized job recommendations, and streamline the application process. Explore features, ratings, and reviews to find the app that suits your needs and helps you land your next opportunity.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
61. “I see that Acme has released the specification on their 2012 jet-powered roller skates. If they does everything described on the spec sheet, Road Runner better watch out!”
62. “I just read a report on the new testing program at Acme Corporation – analysts expect product reliability to skyrocket!”