Security Guard Resume for Dummies

Security Guard Resume for Dummies Resume Genius has compiled the largest list of action verbs on the world wide web. Use the web to your benefit. To create the perfect security resume, list all appropriate work experience, together with specific accomplishments if applicable. Your professional experience regarding the job that you are applying, such as security personnel, will also provide you an advantage. A security guard normally has a number of roles they play, based on the position, and thats why you should tailor you objective to the work description that the employer publishes. Your security guard resume should concentsatz on the aforementioned skills together with any achievements youve made in your career. To provide the employer a concept of what type of experience youve got, you can enumerate the fundamental responsibilities youre endowed to carry out. If the degree of the feasible salary is far under the range which you are expecting, then dont apply for the job. Since employers would like to know what you offer beyond your work history, be certain to detail pertinent skills in another section. Also under the overview of qualifications, you must set certain duties which describe the work description. How to Find Security Guard Resume Make aya the content of your resume is directly linked to the requirements the business is searching for. If you or somebody you know is on the lookout for a corporate job, then our set of Executive Resume Templates would be far more appropriate. Sites including LinkedIn have made it a lot easier to find job openings and connect with individuals who might be prepared to provide you with a referral. Work with confidential info. A thank-you note a couple of days later can offer your security officer resume another opportunity to shine. The very last thing which our applicant does is to target his resume to a particular job. Instead, be certain to list your work experience before anything else, and be s ure any prior jobs you list are related to the one that youre currently seeking. The End of Security Guard Resume Consequently, security guard actually has a large range of work location. A security guard is an individual accountable for the security and well-being of all of the people and the premises in the area theyre working in. He may be officially or privately employed depending upon the needs of the client. Our Security Guard resume sample will explain to you how to find the main details noticed straight away. Honesty and dedication are essential skills a security guard should posses. The ultimate do-it-yourself resource for starting your very own successful security guard company. Take a look at this security guard resume example and make a perfectly organized resume that could grab the eye of the recruiter. You dont require a great security guard resume Normally, security businesses charge depending on the hourly rate of the personnel dispatched to a website or e vent. Statistics spread that the typical employer lonesome takes a couple seconds to take a look at a Resume Example with Security Clearance, thus it is essential that it makes a durable impression. Security guards (or security officers if you wish to produce the tone a little more formal) are accountable for the well-being of someone, establishment or event, therefore its important your employer sincerely trusts you. Selecting a security professional whos trained to offer safety and support at a little company or special event can offer peace of mind. A high number of candidates apply for security guard posts but the majority of them get rejected as a result of the dearth of the mandatory impression in their Resume Templates. Furthermore, the training I have received has provided me with the knowledge to deal with unforeseen threats. Languages IT organizations are global businesses. Experienced Professional Resume An expert expert security guard is a person who has about a dec ade of experience in the business. As a Security Guard, its imperative that you possess the fundamental skills expected of somebody in your profession. Whether youre experienced at work, you must explain to a possible employer precisely what qualifications youve got. Employers understand they must pay a premium for the extra trainings and certifications you have gotten. An employer will try to find a person whos keen on details and one who is observant and not simple to distract and can readily spot threats. An expected employer ought to be able to rapidly scan through your resume to find out your suitability.

How to Deal with a Family Emergency During a Job Search

How to Deal with a Family Emergency During a Job SearchHow to Deal with a Family Emergency During a Job Search1Emergencies related to child care and family issues can arise unexpectedly, which can be as stressful during a job search as when you work full-time. In fact, job candidates may have even more to lose than full-time staff when sick kids and other domestic drama derail their professional commitments.Why? Because current employees can potentially use sick leave or other benefits to manage the situation, request their companys approval for a work-from-home day, or discuss the situation with their boss to determine options.Job seekers, on the other hand, are in the position of trying to make their best impression on a potential employer to land a job they dont have yet. They cant draw on benefits or a track record of attendance and performance to help them maneuver around a need for unexpected schedule changes- and a wrong move at this stage can put off hiring managers and recru iters, making them question your reliability and leading to lost opportunities.The two tactics below can help you deal with a family emergency during a job search to avoid being taken out of the runningLine up backup care in advance.When it comes to something as important as showing up for a job interview, preparing for potential family needs in advance- before you even know if youll need them- is critical. If you leave it to chance and dont figure out a Plan B for child-care emergencies or other potential problems ahead of time, then you could easily end up surprised the morning of your scheduled meeting when you receive a call from the school nurse or principal that your kid needs to be picked up- ASAP.To avoid this panic-inducing possibility, you must think about options for backup child care or other family needs that could arise.For example, in the days before your interview (or even a week in advance if you know your meeting date by then), reach out to a family member or frien d, babysitter, or other child-care provider and ask them to be on stand-by as the go-to parent for the date and time of your interview. If its an individual you know rather than a service, you might arrange to have the school contact that person with any emergencies on the date of your interview, rather than calling you directly.The point is to know that you have someone in your corner who will titelblatt for you during the time you need for preparing for, transporting to and from, and participating in your interview- so that you arent left scrambling for help when its too late.Courtesy is key.If you find yourself needing to deal with a true family emergency despite your best efforts to avoid interruptions on the day of your interview, then prompt communication and courtesy is critical to avoid burning a bridge with the employer. Let your contact at the company know as early as possible about your need to reschedule so that others arent inconvenienced or left waiting. Calling by pho ne may be more reliable than emailing or texting to be sure that you reach someone otherwise you wont know whether your message has been received.If the hiring team is serious about potentially hiring you and wants to meet you, then they may give you the opportunity to move your meeting date. Dont assume your chance is blown- everyone has true emergencies from time to time, and the employer may understand your situation if you explain it gracefully. Be sure to reemphasize how interested you are in the opportunity so that they know you truly want the job, and offer wide availability in offering options for rescheduling.Family emergencies happen, so do what you can on the front end to be prepared for any potential curve balls before interview day. If you simply must cancel an existing appointment with a prospective employer, then be sure to use proper courtesy to make a second chance more likely.BROWSE OPEN FLEXIBLE JOBS

The Draft and Selective Service

The Draft and Selective ServiceThe Draft and Selective ServiceFor more than 50 years, Selective Service (the Draft) and the registration requirement for Americas young men have served as a backup system to provide manpower to the U.S. Armed Forces. However, in 2016, the Senate proposeda Bill to allow women to register for the draft.Congress actually shelved the idea and the likelihood of it becoming law is extremely low as there are many differing opinions on the Draft altogether for military service.The United States has notlage used the draft since 1973 and there is a debate to completely do away with the law. Some History on the Draft President Franklin Roosevelt signed the Selective Training and Service Act of 1940 which created the countrys first peacetime draft and formally established theSelective Service Systemas an independent Federal agency within the Department of Defense. From 1948 until 1973, during both peacetime and periods of conflict, men were drafted to fill vac ancies in the armed forces which could not be filled through voluntary means. A lottery drawing - the first since 1942 - was held on December 1, 1969, at Selective Service National Headquarters in Washington, D.C. This event determined the order of call for induction during the calendar year 1970, that is, for registrants born between January 1, 1944, and December 31, 1950. Re-institution of the lottery was a change from the oldest first method, which had been the determining method for deciding the order of call. 366 blue plastic capsules containing birth dates were placed in a large glass jar and drawn by hand to assign order-of-call numbers to all men within the 18-26 age range specified in Selective Service law. With radio, film and TV coverage, the capsules were drawn from the jar, opened, and the dates inside posted in order. The first capsule - drawn by Congressman Alexander Pirine (R-NY) of the House Armed Services Committee - contained the date September 14, so all men born on September 14 in any year between 1944 and 1950 were assigned lottery number 1. The drawing continued until all days of the year had been matched to lottery numbers. In 1973, the draft ended and the U.S. converted to an All-Volunteer military. The registration requirement was suspended in April 1975. It was resumed again in 1980 by President Carter in response to the Soviet invasion of Afghanistan. Registration continues today as a hedge against underestimating the number of servicemen needed in a future crisis How the Draft has Changed Since Vietnam If a draft were held today, it would be dramatically different from the one held during the Vietnam War. A series of reforms during the latter part of the Vietnam conflict changed the way the draft operated to make it more ritterlich and equitable. If a draft were held today, there would be fewer reasons to excuse a man from service. Before Congress made improvements to the draft in 1971, a man could qualify for a student deferme nt if he could show he was a full-time student making satisfactory progress toward a degree. Under the current draft law, a college student can have his induction postponed only until the end of the current semester. A senior can be postponed until the end of the academic year. A draft held today would use a lottery to determine the order of call. Before the lottery was implemented in the latter part of the Vietnam conflict, Local Boards called men classified 1-A, 18 1/2 through 25 years old, oldest first. This resulted in uncertainty for the potential draftees during the entire time they were within the draft-eligible age group. A draft held today would use a lottery system under which a man would spend only one year in first priority for the draft - either the calendar year he turned 20 or the year his deferment ended. Each year after that, he would be placed in a lower priority group and his liability for the draft would lessen accordingly. In this way, he would be spared the un certainty of waiting until his 26th birthday to be certain he would not be drafted. Based on its evaluation of the costs and capabilities of theSelective Service Systemin the modern warfare environment, theGovernment Accountability Office(GAO) hasrecommendedthat theU.S. Department of Defense(DOD) reevaluate its need for the Selective Service System.

Research Asian Americans least likely to be promoted in tech

Research Asian Americans least likely to be promoted in tech Research Asian Americans least likely to be promoted in tech In Silicon Valley, your ability to get the job does not necessarily mean you’ll be able to move up the ranks. This is the key finding an Ascend  report highlighted by a new Harvard Business Review article found. According to Equal Opportunity Commission data analyzed by Ascend, Asian Americans were the least likely among all races to become managers and executives in Silicon Valley, even though they were the most likely racial group to get hired for these tech jobs.“Despite being outnumbered by Asian men and women in the entry-level professional workforce, white men and women were twice as likely as Asians to become executives and held almost three times the number of executive jobs,” the report co-authored by Buck Gee and Denise Peck, states.There is a lack of Asian American representation in top managementAsian American workers are being successfully recruited into the tech sector. According to the Ascend report, they held 47% of Silicon Valley individual professional roles i n 2015, compared to 43% of white people in those roles. But the success in hiring did not translate to a success rate in promoting these workers up the corporate ladder. They only held 25% of tech executive positions, compared with nearly 70% held by white people, the report found.The lack of Asian American leadership is not just limited to technology. It is seen across the corporate sector. Last year, Bloomberg Businessweek reported that Asian Americans make up less than 15% of upper management at four of the biggest U.S. banks.Why is there a dropoff between hiring and promotion? Gee and Peck argue that diversity programs focus on hiring over nurturing the leadership talent of Asian American workers. They may be more likely than other groups to get into the room, but they are less likely to be leading the discussion as an executive.“Asian Americans are  12% of the professional workforce  while making up only 5.6% of the U.S. population,”  Gee and Peck wrote in HBR. “Because A sian Americans are not considered an underrepresented minority, they are given little priority or attention in diversity programs. We have found that in many companies throughout the country, Asian-related programs are geared toward cultural inclusion, not management diversity.”

A Realistic Robotic Hand

A Realistic Robotic Hand A Realistic Robotic Hand A Realistic Robotic Hand Vikash Kumar, a University of Washington doctoral student in computer science and engineering, is part of a team of researchers making great strides in developing a robot for a human body part that is one of the most difficult areas to replicate with the same functionality: the hand. Kumar grew interested in robotics after becoming disillusioned with the study of mathematics because it was only about numbers and equations on the board and on paper. The only way I could appreciate those things was if I could use them in a real-world application. Thats when I saw robotics as a means to channel all my learning into something tangible, Kumar says. I saw robotics as a means to channel all my learning into something tangible. Vikash Kumar,University of Washington After earning his bachelors and masters degrees at the Indian Institute of Technology Kharagpur, he enrolled at UW to study for his doctorate working in the universitys Movement Control Lab under the supervision of Professor Emanuel Todorov. The five-fingered hand he and Todorov have built is a breakthrough because it can perform tasks that require highly dexterous manipulation, which traditionally has been very difficult for robots, plus it also can learn from its own experience and build upon that learning without ongoing human direction. Most work with commercial robots has involved software engineers imagining every movement to perform a specific task and then programming those movements. Because of machine-learning algorithms that help the robot model both the basic physics involved and plan which actions it should take to achieve the desired result, the robot gets progressively more adept each time it performs a specific task, eventually learning by experience to respond as quickly as, or even faster than, a human hand. A five-fingered robot hand can learn object manipulation on its own. Image: University of Washington Starting in 2011, Kumar spent two and a half years designing the hand, which has 40 tendons, 24 joints, and more than 130 sensors. Then he turned to working with different methods of controlling the hand. I eventually ended up with combining both optimal control and the learning-based method because [combining them] has produced a much better result, he explains. The benefit is that the kind of task that used to take thousands and thousands of trials of iterations now takes orders of magnitude less trial and less data, and this combination gives us an efficient way of learning, he adds. The eventual goal is to have a functional equivalent of the human hand. The grand vision is to have robots mimic more closely what nature has done in creating what an animal can do, he said. We are on the right track. It will be just a matter of time before we get there, says Kumar. Now we have tools good at solving one particular job: a copy machine, a dishwasher, a washing machine. Soon you realize that every task you have to solve is asking for another piece of hardware. Thats why a robotic butler is something in the grand vision of robotics because that is one machine that does all the household chores for you, Kumar says. Thats why its important to get a functional equivalent of a human hand because the human hand is capable of solving various different tasks; its capable of peeling a label, capable of loading a dishwasher, capable of assembling IKEA furniture. But any one robot right now is good at only one of those. To date, the team has demonstrated local learning with the robot, meaning that the hand learns from and improves by performing a task repeatedly. The next step is to tackle global learning, in other words, have the robot figure out how to perform a task with an unfamiliar object or in a new situation it hasnt faced before. Kumar envisions endless possible end uses eventually for the basic technology, everything from defusing explosive devices to prosthetics to space or marine exploration to disaster recovery to health care. But his teams focus will continue to be on developing the fundamental building blocks that underlie all the possible uses, making sure that all the steps involved are in the right sequence. As excited as he is about the breakthrough work his team is doing, he is more excited to see where other scientists around the world may take the basic capability and begin to collaborate and combine their individual expertise for specific uses. He acknowledges that its not something that is going to happen overnight. Its not going to be one day or one month where we say it doesnt work until it works. Its a gradual process, probably five to ten years, Kumar says. But he does expect to see more results starting to come pretty soon as more people jump in now that the problem seems more tractable. We will start to have small but gradual progress from now onwards. Nancy S. Giges is an independent writer.

8 workplace predictions for 2018

8 workplace predictions for 2018 8 workplace predictions for 2018 The end of a year and the promising start of another lap around the sun can often feel like an opportunity to make exciting changes, both personally and professionally. From considering a bold move across industries to the allure of obtaining your MBA or finally taking the plunge and asking for the raise you deserve, January 1 might feel like a catalyst to creating more fulfillment in your career.Before you take that leap of faith into job boards, job alerts, graduate school applications, or cover letter writing courses, career experts suggest a careful study into what the next 12 months are predicted to present to the workforce.Not sure where to start your deep dive? Here, industry pros share their insight for 2018:The number of new startups will continue to declineIt may be tempting to steer your direction onto the path of startups. Ripe with innovation and typically more lenient on traditional definitions of work, the culture of up-and-coming small businesses is often creative and open. But organizational and cultural design expert Jessica Higgins notes the unfavorable climate conditions for new market entrants makes it that much more difficult to become an entrepreneur. In fact, the United States Census Bureau found a decline in the first year for tech-focused businesses in 2016, with an expected continuation throughout 2018.“Given the continued political uncertainty and reforms that support the ultra-wealthy, barriers to new business creation will continue to increase. New businesses will continue to decline,” Higgins says.Does this mean you should be disenchanted by the prospect of a job offer from a budding organization? Definitely not - Higgins just suggests cultivating as much information about past funding and asking pointed questions about the future of the company before signing the employment contract.Companies will offer more remote work options and flexibilitySimilar to - and likely a result of - the uptick of freelancers, research directo r and work/life expert at Captivate, Heather Chigas says more companies will offer their employees the option to work remotely. In fact, a study conducted by Captivate earlier this year found that a whopping 44 percent of employees at various companies quoted the ability to log hours wherever as their top perk. In the coming year, Chigas says organizations will capitalize on flexibility as a way to retain their workers.“They will add more perks and amenities to keep their employees happy. This might include anything from giving their employees summer Fridays and cutting out of work a little bit earlier on slow days or the ability to work from home more often,” she says.Employers will focus on employee engagementIt’s becoming more and more documented that employee happiness is one of the key contributors to loyalty, productivity and effectiveness. That’s why industrial-organizational psychology practitioner and workplace expert, Amy Cooper Hakim, Ph.D, says 2018 will bring a continued and renewed focus on engagement within offices.“Over the past few years, there has been a growing awareness and understanding of the need to recognize the employee as a human being with needs and feelings outside of work. Top organizations have set the bar with work-life balance initiatives and programs,” she says.There will be fewer full-time, non-tech jobsOn average, how many moments during your 9-t0-5 job do you daydream about being your own boss? Thanks to the flexibility and freedom that freelance opportunities provide - especially to younger generations who haven’t prescribed to the button-up mandate of their parents or grandparents - more and more workers are eschewing staff jobs in favor of a freelance lifestyle. This also means companies are taking note, according to Higgins, who says contractor work is expected to account for 43 percent of workplace opportunities by 2020. What does this translate to? Less and less full-time job opportunities - unless you ’re a tech superstar.“The only business growth we see domestically is in tech, which staffs at around 10 percent of the manufacturing economy,” she explains. “Facebook houses around 20,000 U.S. employees whereas General Motors used to staff well over 200,000. With our business growth largely in non-labor intensive sectors, we not only have to rely on our creativity AT work, we have to get pretty creative to even find work.”There will be an increase in ‘intrepreneurship’Never heard of this breed of impresario? Higgins predicts you’ve probably rubbed elbows with a handful of “intrepreneurs” without realizing it. She calls this type of entrepreneurism a hope for the future, as the middleman between older ways of working and more modern approaches.“These are the people who left large businesses to use their creative capacities to innovate, as a way remain competitive as the workforce largely disappears with automation,” she says. “Like Seth Godin said in his bo ok Linchpin, don’t be the best in the world at what you do, be the only one in the world who does what you do. I’m going out on a limb with this prediction, but my hope is in the linchpin workforce.”Employers will focus more on cultural awareness and diversityEspecially during times of tension that challenge employers to take stances and provide all-encompassing support for their employees, no matter their racial background or sexual orientation, Hakim predicts companies will have a heightened awareness of diversity and acceptance.“More companies will hold training classes (both virtually and in-person) to ensure that all members of an organization treat others with respect. This respect is vital for interactions with employees, employers, stakeholders, and clients,” she explains.Employees will be expected to evolve with technologiesNot completely up to speed on the latest-and-greatest technological tools and trends in your industry? Time to break open Google in search of training programs, as Hakim says technology will continue to define success and workflow in coming years. In other words: technology is the name of nearly every game.“Companies will continue to work to improve communication flow through the use of technology. Employees with a technological skill set will be seen as a special asset to organizations,” she explains. “‘New’ collar jobs will become more popular and relevant in the workplace. For instance, an employee who can apply basic technology prowess to help with various functions across departments will be invaluable for organizations.”Employers will focus on health and wellnessIn addition to being allowed to check email from a co-working space in Bali or Croatia or being able to spend Fridays with your toddler, investing in employee health is a trend that  will continue to skyrocket, according to entrepreneur and personal development coach Meiyoko Taylor. Not only is this a way to illustrate dedication to the overall w ell-being of direct reports, but Taylor says it can also be a smart way to attract talent.“People are becoming more concerned about their health, so it’s only natural for companies to start providing on the job resources to accommodate employees,” he says. “Some of the benefits of emphasizing this program is the reduction in healthcare costs and an increased level of job attendance. Workplace stress is a huge issue that employees deal with every day, so companies have started to make it a priority to invest in creating a more peaceful, healthy, and relaxing work environment.”

How NOT to Write a Cover Letter

How NOT to Write a Cover Letter How NOT to Write a Cover Letter Do NOT: Forget the purpose of the letter. The cover letter primarily demonstrates two things: your knowledge of the company and its culture, and your ability to communicate. According to this article at Life Hacker, the cover letter should show that you’re smart, that you’ll get things done, and that you’ll fit in well with a company’s corporate culture. Doing your homework about the company will help you assess the climate and inform your writing style. Address the letter to “Dear Sir or Madam.” This standard opening indicates that you couldn’t bother to find out the name of the person who would be reading your letter. A few minutes poking around on the company’s website can usually unearth the name of the hiring manager. You can also call the office and ask who reviews resumes. Be overly formal…or familiar. If the standard boilerplate is bad, being too chummy is worse. Even if you’re friends with the president of the company, you should stay professional. Find a balance between sounding like a robot and a texting teenager. Also, even if you’re desperate for a job, try not to come across that way. Be gimmicky or cute. Your cover letter should follow the standard business letter format. The Purdue Online Writing Lab has a great primer here. Creative fonts, colored paper, and clip art will make your cover letter look like a middle school art project. Show a little personality; after all, it’s important that you’re a good fit for the culture of the hiring company. Ramble on. A standard cover letter consists of three to four short paragraphs, and never runs more than a page. Human resources has no more than a few seconds to devote to your letter, so make sure to keep short and, as they say in the newspaper business, don’t bury the lead. The “lead” in a cover letter is what makes you the best, most appealing candidate for this position. Traditionally, the letter begins with a sentence announcing your candidacy for the position. The HR professional has already figured this out. Instead, open with a hook- an interesting anecdote, a fascinating fact- that makes you uniquely qualified. Fail to mention mutual contacts. Susan Adams of Forbes recommends dropping names as soon as possible, “[n]aming someone you know in common: ‘Carol McGillicutty recommended I get in touch about the sales manager job at Adams Co.’” The traditional advice that it’s not what you know but who is still valid. The cover letter is the perfect place to tastefully announce your connections with the company. Fail to proofread. The worst thing you can do is submit a cover letter riddled with typos. Not only does this demonstrate a lack of communication skills, but also a poor attention to detail. Neither of these qualities makes you an attractive candidate to potential employers, so make sure you do more than use the spell-check feature of Word, which may miss many errors. Instead, get a trusted, grammar-savvy friend to review it. You can also run it through Grammarly, a super-charged spell-checker that recognizes contextual errors that Word will miss. Once you’ve eliminated all the common mistakes from your cover letter, you should end up with a much stronger, more persuasive piece of writing. One final piece of advice: don’t send the exact same letter for every job. Always personalize it with relevant details and tailor it to the individual company; human resources will appreciate the extra effort.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. We're SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.