Get Job Fast with Professionally Translated CV

Get Job Fast with Professionally Translated CV Home career Get Job Fast with Professionally Translated CVcareerGet Job Fast with Professionally Translated CVBy Ankita Banerjee - October 16, 20193180Facebook Woman holding her resume for job in corporationOne of one of the most crucial documents that may frequently damage or create one’s career is a CV. It outlines one’s abilities, qualifications, credentials, knowledge, in addition to abilities to carry out certain duties. CVs are the primary step in the procedure of job application, which employers use to purify probable applicants. That is why it’s important for your CV to get translated precisely when you are hunting for opportunities internationally.With the best experts, you can assure that your translated CV includes top-notch composition and content that’s tailored to help you stay on top of the competition and be the gone for at your favored job.Even though it costs a bit to translate your CV, translators won’t waste your time and money. The main reason causing it is that they have sufficient practical experience and know-how in a variety of industries along with great command over the terminology they’re appointed to translate. A CV translation service provider handpicks native speakers who perform only in their native language so your CV translation reads as if it’s composed by a local author.You can make your aspirations come to life with online CV translation. If you desire for working abroad, CV translation online will never offer you any regretfulnesses. It is now time to make your very first move. Certainly never let language boundary slow down you from accomplishing every one of your dreams in other countries. You can be the one you have always dreamed of. The one thing you ought to do is to consider the professional services of a CV translation provider online and observe the improvement.With today’s rivalry, it isn’t quick and easy to get a job. It’s a lot more tough if you will apply overseas. Fortunately, with an onl ine professional CV translation service, you can have the possibility to beat your competitors. Whatever niche or industry you’re concentrating, with a professionally translated CV, you will have the edge that you need to secure a job. So, what are you standing by for? Try working withCV Translation Services Provider Protranslate.Netright now!

Writing Press Releases On Resume

Writing Press Releases On ResumeIn writing press releases on resume, you should first understand how to write a press release in order to be in line with the format of resumes that are found in resume writing competitions. It's very important that you have a complete understanding of what it takes to be able to write a press release because some people may look at your resume and not be able to understand what you're trying to achieve. If you don't have an understanding of how to create a press release on resume, then this is where the job takes extra work.Writing press releases on resume can take you to a place where you want to be able to make yourself look good and stand out from the crowd. It's very important that you get started on the right foot when it comes to writing press releases on resume. Here are some tips that can help you get started on the right track.The first thing that you should do is spend some time online searching for samples of press releases on resume. You w ill want to try and find some high quality press releases that you can use as a guide. One of the main reasons that the press releases on resume are chosen by most people is because they are available to read and that they seem well written. This is why spending some time doing some research online can be helpful.When it comes to writing press releases on resume, the next thing that you should do is to begin to write about the product or service that you are offering. This doesn't have to be related to the resume that you're writing on. However, it does need to be related to the resume writing contest you are trying to win.After you have begun writing the press releases on resume, the next thing that you need to do is to break it down into bullet points so that you can easily identify the points that you want to highlight in your resume. To break down your press releases on resume, you should start off by stating who you are, where you live, the contact information, what the company is, your contact details, and how you would like to be contacted. Make sure that you also state in your press releases on resume that you have taken some time to read through the job description and that you understand the directions for applying for the job.As you continue to write your press releases on resume, it's very important that you have a general idea of how long the position is for. This can give you an idea of how much time you have to write your press releases on resume. It's also very important that you have an idea of how many pages of press releases on resume you need to write and it can be overwhelming when you have more than one job that requires press releases on resume.Finally, when you are ready to write your press releases on resume, try to write a few different versions of your press releases on resume. Always try to write press releases on resume in such a way that they can be easily understood by any potential employer. If you get some feedback about your p ress releases on resume, then you know that they are of high quality.When it comes to writing press releases on resume, it's important that you understand that it takes some time to write a press release on resume. However, it's also important that you take your time so that you can be consistent and maintain a high level of quality throughout your writing.

Humility The Personality Trait That Creates Champions - Personal Branding Blog - Stand Out In Your Career

Humility The Personality Trait That Creates Champions - Personal Branding Blog - Stand Out In Your Career Watching the World Series last week took me back to my days managing professional baseball franchises. Over 20-years in the game I studied what it took to get minor league athletes to the major leagues and what it took to transform Major Leaguers into World Series Champions. And now I apply those learnings to my small business clients to help them create their own champion, high-performance business culture. I believe the secret ingredient that makes the difference in each of those contexts is the personality trait of humility! Although it takes a tremendous amount of confidence to become a professional athlete, it also takes a tremendous amount of humility. Reason being is that athletes are always facing tougher levels of competition as they move up the ranks. In order to adjust to that advanced competition, athletes must be open to feedback and open to learning how to adjust their techniques to succeed at the higher level. In a related context, teams fortunate enough to put themselves into the position of playing in the post-season championship playoff tournament will face continually tougher opponents as they move through the tournament on the way to the championship game. On the path to the championship, teams are constantly studying video of the competition to identify tendencies to exploit. They will also watch video of their own past performance to find nuances in their approach that they can adjust and leverage. There is a fine balance between confidence and humility. There is a fine balance between believing in yourself and knowing you are good at what you do, yet also believing you still have room for growth and development. I believe mastering that balance is what makes champions in athletics, and high-performers in the workplace. Humility is an underrated trait in the workplace, especially in management and leadership. Many organizational leaders mistakenly believe they need to have all the answers to be trusted and respected. Many try to cover their inadequacies with a false sense of confidence that crumbles when confronted with an issue they are uncomfortable addressing. Other organizational leaders try to cover their inadequacies by refusing to hire anyone with higher skills or knowledge than they. Instead, a better approach would be to lead with humility by showing some vulnerability and authenticity showing theyre human and no different than those they are trying to lead. The interesting paradox with this approach is that many leaders feel leading with humility and showing some vulnerability is a sign of weakness. Not true! In reality it takes a tremendous amount of self-confidence and positive self-esteem in order to lead with humility. Do you have what it takes?

How Fortune 500 Employers Attract the Best Talent

How Fortune 500 Employers Attract the Best Talent The good folks at WilsonHCG have recently released their 2017 report looking at the worlds greatest employment brands. We had a chat with John Wilson to find out more. Have a listen to our chat below, keep reading for a summary and dont forget to subscribe to the Employer Branding Podcast. What are some of the top findings for this years report? We found that for a 3rd year in a row we had three companies that just have consistently done a fantastic job, weve had their report evolve a little bit as times have changed and drivers have changed, companies like General Mills, Johnson Johnson and Goldman Sachs have remained at the top of the list. Weve seen a change from our team  with the increased transparency companies are having about what its like to work in the organization. We look at the top 10-15 companies and we start seeing these absolute consistent behaviours within many of these companies. Its not all the tech brands that everybody thinks, Oh, Im sure Google is number one and Facebook is number two. It isnt the case. Theres a lot of these 100-year-old companies like the General Electric or PG thats mixed in with your tech company like a Salesforce and Cisco. What is going on with job boards? Job boards are still a very typical source for people to learn about companies and to understand what is out there within an organization. We are seeing job boards become less of a point total when we calculate the entire score than we have had in the past. Many of the organizations that Ive mentioned are doing a very good job, and what is unique that any company can do is when youre posting a job for a position, the description of an organization is very different if you are working as a software engineer versus working as an executive assistant or a sales person. The experience you feel inside that organization is different, and therefore when describing the company, some of the companies that do the best jobs are the ones that are having descriptions that are indicative of the world and the experience somebody will actually have. What trends are you seeing around career sites? The career sites have been the piece where weve seen the most growth, where companies are now back to that individualized voice. For a position, many companies are making videos, what a day in a life is, or even videos of the manager who youll be reporting to. Those just give a candidate a different experience. Second is, were seeing quite a bit more of constant communication with candidates. That feeling that every candidate has felt at some point where theyre lost in some cloud and no ones ever gonna see their resume, but having the ability to communicate right on career sites with a recruiter or with someone who can give you answers is something that weve seen organizations do. Weve seen some of the health care companies do a fantastic job with that communication. What about company accolades? Companies dont brag enough about them from an employment brand standpoint. They do when theyre trying to sell you their service, but they dont necessarily have what its like to work there or what theyve done in the community or from a charitable standpoint, or as it relates to diversity and inclusion. The companies that have scored really well there for us were Goldman Sachs, GE, ATT, Target, Salesforce. One of the most impactful in employment branding pieces Ive ever seen was nine years ago was when I picked up a New York Times, and Goldman Sachs had taken a two-page ad, and they had people from all different parts of the world, all different walks of life, background, ages, ethnicities, and told a quick four-sentence story about each one of them in the middle of a New York Times. You could see how important diversity and inclusion was to them, and it was impactful to me until this day. What can you see happening in recruitment marketing? Some of the companies that made our lists were probably some of the best consumer marketers. Johnson Johnson and Visa and General Motors, ATT are very good consumer marketers that have really understood how to translate that from a candidate perspective. Thats the thing with  Twitter and Facebook, how theyre watched, and really how theyre trying to position the opportunity in the organization by telling different stories to different folks. Whats going on with candidate experience? I sometimes ask senior executives that dont understand the importance of candidate experience Would you be in this boardroom today if the first company you applied for and interviewed with kept talking to you even though you didnt get the job? It spurs a lot of thoughts because especially when you are a large consumer brand having, a good candidate experience is critical because it really truly affects your bottom line. You have to continue the conversation with the people that are your potential clients for your consumer brand, and also the ones that are your future employees who maybe arent the right person for today, but they could be right person in a year or two. And if that person has a bad candidate experience, they are not going to let themselves be the right person for a role at your organization if it hasnt been a good experience. How do you score the companies and award the winners? Theres a really robust research team that spends all year going through this and looking at the different categories to validate not only what our categories are, but the validation of how an organization is performing. It evolves. We get quite a few downloads of the report, and then we have companies that have been listed, or the ones that are wondering why theyre not. The communication that goes back and forth really starts to enhance what is important to the companies that are out there positioning their brand, and then having to talk with candidates, hiring managers in the overall market to make sure that we have the right criteria for the following year. And the overall winner was. For the first year, we had a tie  which was between Johnson Johnson and General Electric. Mass Mutual had a significant jump in rankings. Weve seen 3M do very well, Salesforce jumped pretty high this year. Striker have just done a great job of committing and seeing their brands move. Also, Delta Air Lines have done very well and McKesson, Oracle. I was looking at Ciscos employment brand, and I was really impressed with what I saw on their site. Whats best practice across top employers? The authenticity through the employees voice, their marketing, and through reviews. Theyre not hiding the things that arent great. Theyre saying this is our challenge and this is how were getting over them. A  couple of years ago I met a  head of talent and he said, I dont understand why were placed in so badly, and they werent. They were 40 or 45. It  really was that there wasnt enough voice of the employee, it felt like marketing drove it, versus truly what the company is. Theyve made a huge leap, and a lot of it was that there was authenticity from their workforce. What do you think well see in the 2018 report? Theres going to be more focus on regional rather than global. We see companies like GE, and their technology is very innovative and reminds you of a tech company versus the manufacturing side. So were seeing role specific and region specific branding that is giving the most success for organizations, but it does continue to evolve. I think we will start seeing more from a freelancer gig employment brand. Uber is a good example of how theyve really branded to the freelancer and gig community. Follow John on  Twitter @wilsonceo, and remember to subscribe to the  Employer Branding Podcast.

List of Adverbs to Include in Resume Writing

List of Adverbs to Include in Resume WritingThere are many lists of adverbs to include in resume writing, but they are all wrong. If you want to be a good writer, you need to learn how to use your list as a tool to help you create a better resume. Here are four of the most common mistakes people make when they try to fit these important terms into their resumes.The first mistake people make when they include adverbs in their resumes is that they overuse them. They say things like 'a four-star business executive'three-time winner of the 'People's Choice Award' or even 'on the fast track to success.' This list of adverbs can only go so far in making your resume stand out from the rest. Too often, people are trying to impress people with their resumes by including this type of list.Another mistake people make when they try to fit the list of adverbs to include in resume writing is that they do not get it exactly right. In fact, a resume that has too many adverbs is almost guaranteed to be rejected by an employer. The purpose of a resume is to get an employer to read about you, not to describe you. So make sure that you are applying for jobs that are suitable for you.The third mistake that people make when they write a resume is that they don't use sentence fragments correctly. The sentence fragments listed above are perfect examples of sentence fragments that will ruin your chances of getting a job. They are meant to get the reader's attention, not to spend several paragraphs explaining your background. If you do this, it is likely that your resume will be rejected before it is even read.Another common mistake people make when they list the list of adverbs toinclude in resume writing is that they don't know how to use all of them in the correct way. You have to know how to use your adverbs in a way that they will do their job and will also not come across as filler. This doesn't mean that you need to have a master's degree in English to figure out the correct way to use a certain adverb. You just need to follow the rules when you are creating your resume.One of the last mistakes people make when they try to fit the list of adverbs to include in resume writing is that they are unsure of how to break down a certain adverb. They may get stuck using one or two of them in their resumes. You should ask yourself, 'What can I get done without using that adverb?' And you should be able to come up with some example words that fit the definition of that adverb.Some lists of adverbs to include in resume writing also include slang words that will show that you are not too smart to be employed. These slang words are sometimes included as well because they sound cute or cool. However, the chances are that if you are writing a resume to get a job, your potential employer will know these slang words are wrong and will probably reject your resume.Finally, one of the biggest mistakes that people make when they try to fit the list of adverbs to include in resum e writing is that they forget to include the specific information that is most important to them. They should write about the specific things that they are looking for and they should leave out the information that is not as important to them.

Nancy Collamer on Your Second-Act Career [Podcast] - Career Pivot

Nancy Collamer on Your Second-Act Career [Podcast] - Career Pivot Episode 60 â€" Marc interviews author Nancy Collamer on taking inventory of your wants, skills, expectations, and ideas for work in your semi-retirement. Opportunities are vast. Description: Nancy Collamer is a semi-retirement expert, and author of Second-Act Careers: 50+ Ways to Profit from Your Passions During Semi-Retirement. She writes a bi-monthly blog on work and purpose for NextAvenue.org and Forbes.com and publishes a free newsletter about second-act careers through her website, MyLifestyleCareer.com. In private practice since 1996, Nancy holds an MS in Career Development from the College of New Rochelle and a BA in Psychology from the University of North Carolina at Chapel Hill. Listen in for advice on preparing yourself for your semi-retirement opportunities. Key Takeaways: [1:07] The audio version of Repurpose Your Career: A Practical Guide for the 2nd Half of Life is available now on iTunes, Audible, and Amazon. Listen to the end of this episode for how to win a free copy of the audiobook. Marc will give away one copy a week for one month. [1:41] In this episode, Mard interviews Nancy Collamer, semi-retirement expert, and author of Second-Act Careers: 50+ Ways to Profit from Your Passions During Semi-Retirement. Next is an episode with a late-life career pivoter. The third in the series is a topic of Marc’s choice. The last in the series is the QA episode. Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast [3:18] Marc introduces Nancy. Nancy really loves her free time. She has a lot of interests outside of work, including family, volunteer work, and hiking. She loves her job because she feels so strongly about people having a holistic, balanced life, with the time to pursue other interests. [4:50] Nancy is passionate about second-act careers. There are problems with being older and working but there is so much opportunity for people after they retire to have the chance to do what they want to do professionally with the flexibility of time for all their other interests and to find that mix that they didn’t have in their full-time careers. [5:38] Nancy enjoys getting this important information out there to folks. Marc hears from his online community that they are surprised by their options for work. It can be hard to imagine the possibilities and think outside the box. Nancy’s retired brother-in-law never thought about other possibilities after a long career at one company. [7:22] Nancy sees two beneficial trends for Boomers: first, the exploding growth in the gig economy, including working through a temp agency, taking on project work, or creating a side business, and second, the graying of the workplace. [9:18] Marc’s online community informs him that people want freedom over their work â€" when, how much, and where â€" and at some point in the job economy companies will have to hire older workers. Nancy just wrote an article with seven ways employers can make the workplace more accommodating for older workers. [10:50] Marc tells about Nomadland and how the semi-retired in trailers are being taken advantage of by certain industries. [11:14] People have a hard time knowing what they should do in semi-retirement. Nancy gives a few tips. Disregard sunk costs. Do you still enjoy it; do you feel like your adding value? It may just be certain elements of your job you want to walk away from. What did you like? You might find a part-time position in a better environment. [15:05] Marc’s periodontist sold his practice, stayed on as an employee of the new owner, and can work as little or much as he wants. [16:23] Your area of expertise is where you are best known in your largest professional network of contacts. It’s where you have your greatest income potential. Explore it before you move on to other options. [17:11] Most people build on a piece of what they did before. Nancy gives examples. [19:05] Most employees are branded by their business skill set and their expertise in their industry. It’s usually easy to trade one, not both, in one pivot. Nancy talks about a Microsoft marketer’s pivot. He transitioned to a magician for events and did marketing for magicians who had no marketing acumen of their own. [21:45] Nancy sees opportunities for people over 50 in the gig economy and using the internet for working from home. She uses herself as an example, interviewing online. A vice-president retired and became a dog-sitter and dog-walker on Rover.com. [23:46] Marc uses the example of a three-way international Zoom call he joined on his iPhone from Mexico. [25:44] Surround yourself with second-act inspiration. You will be excited about the possibilities. [26:33] Marc will give away one or more copies of the audio version of his book if you will follow the instructions he gives in this episode. Listen for details. [27:24] Marc is contacting people on the waiting list for the online community of the CareerPivot.com website. To be put on the waiting list, please go to CareerPivot.com/Community. Marc is looking for individuals who are motivated to take action will give input on what they want to see next in the community. Mentioned in This Episode: Careerpivot.com Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey The paperback, ebook, and audio versions are available now. Second-Act Careers: 50+ Ways to Profit from Your Passions During Semi-Retirement, by Nancy Collamer NextAvenue.org College of New Rochelle The University of North Carolina at Chapel Hill MyLifestyleCareer.com Unretirement: How Baby Boomers are Changing the Way We Think About Work, Community, and the Good Life, by Chris Farrell “7 Ways Employers Can Support Older Workers and Job Seekers,” by Nancy Collamer Nomadland: Surviving America in the Twenty-First Century, by Jessica Bruder Rover.com Show Notes at Careerpivot.com/repurpose-career-podcast Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available now. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. Marc has a prototype running of the paid membership community of the CareerPivot.com website. Marc has an initial cohort of 10 members helping him. Marc has opened a waitlist. Sign up at CareerPivot.com/Community. Please take a moment â€" go to iTunes, Stitcher, or Google Play. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Email Marc at Podcast@CareerPivot.com. Contact Marc, and ask questions at Careerpivot.com/contact-me CareerPivot.com/Episode-60 Show Notes for this episode. You can find Show Notes at Careerpivot.com/repurpose-career-podcast. To subscribe from an iPhone: CareerPivot.com/iTunes To subscribe from an Android: CareerPivot.com/Android Careerpivot.com Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

How to Find a Job that you Love - Margaret Buj - Interview Coach

How to Find a Job that you Love Before you start your job search, you really do need to spend time making sure that you are actually looking for the right one. If you are really not sure what you want to do, then it helps to sit down with a pen and paper so that you can generate a few ideas. It may even help to get some career coaching or counselling. This way, you can make sure that you are finding something that is going to match your skills, your experience and even your interests. The Inside Scoop It is so important that you don’t just apply for the job. You really need to take things one step further and use your connections to try and get some inside information. This can include LinkedIn, Twitter or even Facebook. Chat with them to find out if they like their job, and also chat with them to find out if there is anything that the company can improve on. When you do this, you will then be in a strong position to get the job that you have always wanted. Interviews work Both Ways Sure, the company are interviewing you to try and find out more information about you, but you have to be prepared to ask them questions too. If you are not 100% sure on a job offer, then ask to meet your boss and even your future colleagues as well. This will give you the chance to get to know the people who you are working with and it will also help you to find out if you are going to fit in with the structure of the team that you are joining. Company Culture The job that you have right now may be great, but think about it, do you want to work for the company? Does the company culture fit in with where you are in your career right now? Is it much too formal? Or even too casual? By finding out this information, you can be sure to benefit and you can also find out if there are any chances for you to grow. Is the Job a Good Fit? When you have a job offer, you need to work out if you truly want the job. You also need to find out if you are going to be happy doing it as well. For example, if it is going to boost your career and if this is something that you would really like to focus on, then this is great. If you have the chance to take a few extra days off when you need it then this is also another bonus. If perks are a big thing to you then it doesn’t hurt to check out some kind of reward recognition program. When you do this, you can then explore the options that would benefit you the most and then you can seek out companies who are able to give you that. So, finding your dream job doesn’t have to be hard and when you put the work in, you can be sure to secure something that really reflects your lifestyle.

Know When Its Time to Put Down the Crackberry - Hallie Crawford

Know When Its Time to Put Down the Crackberry Do you feel overwhelmed by your work, home and family responsibilities? Are you frequently stressed because you can’t get everything done? If your life seems like a circus …juggling work, home and family responsibilities you’re not alone. Many people just like you feel like their life is leading them, instead of them leading a purpose driven life and choosing where they spend their time. So, who’s running the show? Is it your Crackberry, your laptop, your boss â€" or you? If your answer is something else than you it’s time to get back in the driver’s seat! Life balance is a buzzword these days for good reason. It’s a chronic issue that comes up in conversation because quite simply, life has become harder to manage. With email, Crackberry’s and everything else demanding our attention it’s no wonder we get bogged down in to-do lists and wonder at the end of the day where the time went. We’re expected to work faster and more efficiently, plus we’re more accessible than ever because of new technology that allows us to work or communicate from anywhere. Information comes at us faster than ever. And this trend shows no sign of stopping. Here are simple steps you can take to help you get your life back into balance this holiday season and going forward into the New Year: Step One: Make a list of the different areas of your life where you’re not spending as much time and energy as you’d like. For example, if you’ve lost touch with friends and family or aren’t connecting with them as frequently as you want to, put that down. Come up with at least 3 areas that need work in terms of your time and attention. Step Two: Develop one action step that you can take to make improvements in each of these three areas. Keep them simple, and include a time frame or deadline for each of them. If you don’t include a deadline, it’s just a wish not a tangible goal. Step Three: Follow through. Find a way to remind yourself of your action items. Will you write them in your planner? A post it on your fridge? Use whatever tool works for you. Need more help with this? Check out my Work/Life Balance Audio and Worksheet to help you manage the holiday rush. Little Vaughn is doing great having a baby certainly puts things in perspective. More than ever I am able to focus on what’s truly important and let low priority items fall to the bottom of my list for later. With the holidays upon us, I hope you are able to do the same and enjoy your time with those who are most important to you. Happy Holidays to you and your family! Happy Monday! Here’s to having a career you love, Atlanta Career Coach