If you are interested in forensic science technician jobs, and have completed a degree program in forensics (or chemistry or biology with a concentration in forensics, depending on what was available to you), there are a lot of places where you can look to try to find available forensic science technician jobs.
Before starting your job search for forensic science technician jobs, it might be useful for you to go to the US Department of Labor Bureau of Labor Statistics website to find out what type of salary you should expect for different types of positions in different locations.
The American Academy of Forensic Sciences lists forensic science technician jobs on their website. There aren't necessarily a lot of positions posted here at any one time, but it is a good place to start your search.
You can also look for forensic science technician jobs on general job search websites. However, as there are many possible titles for these jobs, you should be sure to search under all the possibilities. These include: Ballistic Expert, Ballistician, Forensic Ballistics Expert, Crime Lab Technician, Crime Laboratory Analyst, Crime Scene Analyst, Crime Scene Investigator, Crime Scene Technician, Crime Specialist, Criminalist, Criminologist, Evidence Technician, Fingerprint Classifier, Fingerprint Expert, Forensic Chemist, Forensic Investigator, Forensic Pathology, Forensic Scientist, Keeler Polygraph Operator, Latent Fingerprint Examiner, Lie Detector Operator, Polygraph Examiner, Polygraph Operator, Ballistic Technician, Evidence Technician, and Forensic Science Technician, among others.
Different forensic science technician jobs focus on different aspects of the job. You might want to concentrate on applying for the forensic science technician jobs which require the skills you have the most experience with, or enjoy the most. If you have a lot of experience with polygraph tests, it might be better to apply for a Polygraph Examiner Position rather than a more general Forensic Science Technician.
According to Payscale.com, if you are just getting started out on your career, you can expect to make a median salary of $30,000 to $40,000 per year or so for forensic science technician jobs. Those with 10 years experience in forensic science technician jobs have a median salary of $64,998 per year, so experience definitely makes a difference in salary for this career.
Working for the federal government is also likely to pay more than working for state and local governments or a university. Location also makes a difference, with those working in some cities making much more than those in other cities. Louis Zhang, Certforensictechnician dot comWant to become a forensic science technician? Get free information on forensic science technician jobs, salary, training at Certforensictechnician dot com.
For more information click here
Thursday, September 29, 2011
The REAL Truth about Cruise Ship Jobs!
Copyright 2006 Neil Maxwell Keys
Forget you've ever watched a single episode of "The Love Boat". Block out those fond memories of Gopher, Isaac, Julie and even that kid that was on for a while. Erase all mental images of Captain Stubing's socks. Don't even THINK about playing the Love Boat theme song in your head.
As engaging as the seagoing sitcom might have been, it should not be used as a point of reference for anyone considering a cruise ship job. Our happy-go-lucky heroes might have been world class party animals but there was one important element missing: work. Most crew members work seven days per week. Contracts usually last at least six months. You don't get to go home on the weekends. You have to work the holidays.
Are there really opportunities? You bet! Compared to other industries, cruise lines have a high employee turnover rate. Many people work on ships as a means to see the world, save money and have some fun. They don't do it with the intention of developing a lifelong career (although it can be addictive!) The cruise industry is booming away at an all time high with over 190 ships and 17 new ship buildings scheduled over the next two years. That's about 130,000 jobs.
Most cruise ships employ a multi-national crew. Sometimes there are as many as 80 different nationalities on one ship. In many cases nationality influences job opportunities. It is not uncommon to find each department on one ship is comprised of the same nationality unique to the other departments. That helps prevent culture clashes where they live, work and play together.
Crew for many of the behind the scenes jobs are recruited from the Philippines, Indonesia, Malaysia and Caribbean islands. Even though these jobs might pay less than U.S. hourly minimum wage, the salary represents a substantial income in these countries where the U.S. dollar is strong and the exchange rate is great.
Since the cruise lines do not have offices in these countries, they enlist the assistance of local crewing agencies who mainly place crew on cargo ships and offshore oil rigs.
If you are American, Canadian or European and you are interested in a hotel department or entertainment department job, your best plan of action would be to apply directly to the cruise line or concessionaire.
The beauty salon, gift shop, photography service and casino are almost always concessionaires. These companies set up and maintain facilities onboard and share the profits with the cruise line. They hire their own employees.
To apply, send a cover letter, resume and photograph. The cruise line will use your photo to get a sense of how well you present yourself. A personal interview is not always required. It is very important that the materials you submit look as professional as humanly possible. The cruise lines receive gazillions of submissions. In order to reduce them to a manageable amount, the first step in the hiring process is the elimination process. If your materials are sloppy, incomplete or sent to the wrong department they will be trashed immediately.
Watch out for rip-offs. Never pay a fee up front unless you are given a signed contract for a job. There is no such thing as an "official" application form that all of the cruise lines use. Never pay a security deposit. There are no centralized hiring facilities for all the lines. Posting your resume online is a waste of time. If you plan on buying a "How to Get a Job on a Cruise Ship" book, then make sure that you check out the authors credentials. Have they even worked on cruise ship before? Is their information up-to-date and accurate?
Some of these expensive "books" are actually a handful of photocopies stapled together, produced by an enterprising cruise passenger who's objective is to con you and a hundred other unsuspecting souls into paying for their next cruise. The real problem is not the money it cost you to buy the book - it's the time and effort that you wasted by following their incorrect instructions and out-dated information.
There is no quick and easy way. As with any job search, you have to have to correct information to hand, work hard at it, do it right the first time and compete. Try to make it as easy as possible for the person on the other end. Who would YOU hire; someone that made your job difficult or someone that made it easy?
Hopefully this information will give you the "big picture" and get you pointed in the right direction. On my first attempt at cruise ship employment, I was misguided by one of those expensive handfuls of photocopies and I applied for a job that did not exist. The result was a frustrating waste of time effort and money.
Now that you have an idea what that "something for everyone" is that the Love Boat theme song promises, go ahead and play it in your head.
------
Neil Maxwell Keys is THE cruise ship jobs expert and best-selling author of "How to Get a Cruise Ship Job Quickly & Easily!" You can get his FREE cruise line employment mini-course by visiting: http://www.GetaCruiseShipJob.com
For more information click here
Forget you've ever watched a single episode of "The Love Boat". Block out those fond memories of Gopher, Isaac, Julie and even that kid that was on for a while. Erase all mental images of Captain Stubing's socks. Don't even THINK about playing the Love Boat theme song in your head.
As engaging as the seagoing sitcom might have been, it should not be used as a point of reference for anyone considering a cruise ship job. Our happy-go-lucky heroes might have been world class party animals but there was one important element missing: work. Most crew members work seven days per week. Contracts usually last at least six months. You don't get to go home on the weekends. You have to work the holidays.
Are there really opportunities? You bet! Compared to other industries, cruise lines have a high employee turnover rate. Many people work on ships as a means to see the world, save money and have some fun. They don't do it with the intention of developing a lifelong career (although it can be addictive!) The cruise industry is booming away at an all time high with over 190 ships and 17 new ship buildings scheduled over the next two years. That's about 130,000 jobs.
Most cruise ships employ a multi-national crew. Sometimes there are as many as 80 different nationalities on one ship. In many cases nationality influences job opportunities. It is not uncommon to find each department on one ship is comprised of the same nationality unique to the other departments. That helps prevent culture clashes where they live, work and play together.
Crew for many of the behind the scenes jobs are recruited from the Philippines, Indonesia, Malaysia and Caribbean islands. Even though these jobs might pay less than U.S. hourly minimum wage, the salary represents a substantial income in these countries where the U.S. dollar is strong and the exchange rate is great.
Since the cruise lines do not have offices in these countries, they enlist the assistance of local crewing agencies who mainly place crew on cargo ships and offshore oil rigs.
If you are American, Canadian or European and you are interested in a hotel department or entertainment department job, your best plan of action would be to apply directly to the cruise line or concessionaire.
The beauty salon, gift shop, photography service and casino are almost always concessionaires. These companies set up and maintain facilities onboard and share the profits with the cruise line. They hire their own employees.
To apply, send a cover letter, resume and photograph. The cruise line will use your photo to get a sense of how well you present yourself. A personal interview is not always required. It is very important that the materials you submit look as professional as humanly possible. The cruise lines receive gazillions of submissions. In order to reduce them to a manageable amount, the first step in the hiring process is the elimination process. If your materials are sloppy, incomplete or sent to the wrong department they will be trashed immediately.
Watch out for rip-offs. Never pay a fee up front unless you are given a signed contract for a job. There is no such thing as an "official" application form that all of the cruise lines use. Never pay a security deposit. There are no centralized hiring facilities for all the lines. Posting your resume online is a waste of time. If you plan on buying a "How to Get a Job on a Cruise Ship" book, then make sure that you check out the authors credentials. Have they even worked on cruise ship before? Is their information up-to-date and accurate?
Some of these expensive "books" are actually a handful of photocopies stapled together, produced by an enterprising cruise passenger who's objective is to con you and a hundred other unsuspecting souls into paying for their next cruise. The real problem is not the money it cost you to buy the book - it's the time and effort that you wasted by following their incorrect instructions and out-dated information.
There is no quick and easy way. As with any job search, you have to have to correct information to hand, work hard at it, do it right the first time and compete. Try to make it as easy as possible for the person on the other end. Who would YOU hire; someone that made your job difficult or someone that made it easy?
Hopefully this information will give you the "big picture" and get you pointed in the right direction. On my first attempt at cruise ship employment, I was misguided by one of those expensive handfuls of photocopies and I applied for a job that did not exist. The result was a frustrating waste of time effort and money.
Now that you have an idea what that "something for everyone" is that the Love Boat theme song promises, go ahead and play it in your head.
------
Neil Maxwell Keys is THE cruise ship jobs expert and best-selling author of "How to Get a Cruise Ship Job Quickly & Easily!" You can get his FREE cruise line employment mini-course by visiting: http://www.GetaCruiseShipJob.com
For more information click here
Intranet Development: Promoting Business by Establishing an Effective Communication and Info Sharing
The need for an effective information sharing and communication system is felt by all business enterprises. Sending e-mails for meeting these requirements has many limitations especially in big enterprises. Just imagine if your organization has one thousand staff working across different business sections and you have to send a communication through e-mail. The e-mail has to go through different stages of communication before finally reaching the staff at the lowest level. The communication is not instant, time taking, and may not reach everyone in the organization. You can put an end to all these hassles by going for an intranet design.
The intranet has become a solution for instant communication and information sharing for many business enterprises. In the simplest way, an intranet can be described as an organization's internal website. It has all the characteristics and functionalities which a normal website offers. You can upload images, videos, and textual information and any form of communication on it. Old information can also be archived. The only difference is that the intranet has restricted or limited end users unlike a website. Since it is an in-house application, only the employers of the organization for which the intranet software is installed have access rights.
You can go for intranet development for many reasons apart from serving communication needs. First, it acts as a common platform for all the employees irrespective of their ranks and units. There are features as discussion board in which any member can initiate a discussion and other member can post their views and opinions. Such forums are very useful while obtaining member feedbacks regarding an internal policy. In the same length, the latest news relating to the organization such annual growth, policy changes, new appointments etc. can be uploaded on the intranet for instant communication.
The intranet in a way promotes corporate transparency. This way the employers also develop a better sense of belonging to the organization. Yet another benefit an intranet offers is the better work flow it facilitates through an effective communication and information sharing system. It definitely saves your time in getting a job done.
Using intranet applications has become a trend across organizations irrespective of their sizes. It serves as an internal website for all the people associated with the company. Speaking technically, an intranet is a private network of computers powered by applications which uses internet protocols (TCP/IP) and network connection. Intranet application and other essential software are installed on a central computer acting as the intranet web server. A network of private computers is established which serves as the clients.
There are many advantages of having an intranet system in place. First, a better communication system is established with this application. Information sharing through mails can be done away with. Rather they can share knowledge and communicate among themselves through discussion forums on the internal portal. Again, news and announcements can be easily published and shared. A better work culture is also achieved through corporate transparency. It also serves as a platform to debate and discuss important company matters. Feedback from employees can be collected at ease and with greater transparency. A better communication system also translates into better workflow and greater output at all levels of operations. As such, an intranet system can be very productive for your business.
If you have also decided to go for intranet development, here are certain things that you should consider. First, you should decide on the scope of application and the number of people using it. Your right hardware and software requirements are largely depending on the scope of application and number of users. Also decide on which application module you want to choose and the number of pages the portal should be having. Another thing you should consider is the access rights of the users. All these factors should be pre-decided before you finalize a design.
Not only the functionality, but also the usability and aesthetics aspects should also be kept in mind when you build an intranet. There are several software development companies who will take care of your specific requirements while developing an intranet. They also take care of your security needs and deliver you a custom-made application for your business.
For more information click here
The intranet has become a solution for instant communication and information sharing for many business enterprises. In the simplest way, an intranet can be described as an organization's internal website. It has all the characteristics and functionalities which a normal website offers. You can upload images, videos, and textual information and any form of communication on it. Old information can also be archived. The only difference is that the intranet has restricted or limited end users unlike a website. Since it is an in-house application, only the employers of the organization for which the intranet software is installed have access rights.
You can go for intranet development for many reasons apart from serving communication needs. First, it acts as a common platform for all the employees irrespective of their ranks and units. There are features as discussion board in which any member can initiate a discussion and other member can post their views and opinions. Such forums are very useful while obtaining member feedbacks regarding an internal policy. In the same length, the latest news relating to the organization such annual growth, policy changes, new appointments etc. can be uploaded on the intranet for instant communication.
The intranet in a way promotes corporate transparency. This way the employers also develop a better sense of belonging to the organization. Yet another benefit an intranet offers is the better work flow it facilitates through an effective communication and information sharing system. It definitely saves your time in getting a job done.
Using intranet applications has become a trend across organizations irrespective of their sizes. It serves as an internal website for all the people associated with the company. Speaking technically, an intranet is a private network of computers powered by applications which uses internet protocols (TCP/IP) and network connection. Intranet application and other essential software are installed on a central computer acting as the intranet web server. A network of private computers is established which serves as the clients.
There are many advantages of having an intranet system in place. First, a better communication system is established with this application. Information sharing through mails can be done away with. Rather they can share knowledge and communicate among themselves through discussion forums on the internal portal. Again, news and announcements can be easily published and shared. A better work culture is also achieved through corporate transparency. It also serves as a platform to debate and discuss important company matters. Feedback from employees can be collected at ease and with greater transparency. A better communication system also translates into better workflow and greater output at all levels of operations. As such, an intranet system can be very productive for your business.
If you have also decided to go for intranet development, here are certain things that you should consider. First, you should decide on the scope of application and the number of people using it. Your right hardware and software requirements are largely depending on the scope of application and number of users. Also decide on which application module you want to choose and the number of pages the portal should be having. Another thing you should consider is the access rights of the users. All these factors should be pre-decided before you finalize a design.
Not only the functionality, but also the usability and aesthetics aspects should also be kept in mind when you build an intranet. There are several software development companies who will take care of your specific requirements while developing an intranet. They also take care of your security needs and deliver you a custom-made application for your business.
For more information click here
Top 3 Reasons for Fail Background Check
Finding a job in this economy can be a daunting and difficult task. In a competitive job market employers become more stringent and will disqualify applicants that provide incorrect or incomplete information about themselves over the past 10 years. When employers find discrepancies between the information you provided and what they find out in your background check report, they assume that you are either disorganized, less-than-truthful, or just plain dishonest. Whatever the case, the result is that you don�t receive a job offer. That�s why you must secure your place among the top candidates by making sure you will pass your pre-employment background check.
As a private detective who specializes in background investigations, I want to share with you what I have learned over the past 15 years in conducting tens of thousands of background checks for small, medium, large and fortune 500 companies. Even though I charge $150 an hour for consulting services, I am providing my expert advice to you free of charge because I want you to succeed. If I can help even just a few people find a job and secure their family�s future, I will feel like I am doing my part to help get our country�s economy back on track.
So let�s jump right in to what you came here to for: the top 3 reasons why applicants fail their background check.
REASON #1: FAILURE TO DISCLOSE A CRIMINAL RECORD
You know that little question on every job application with a checkbox next to it that says something like �Have you ever been convicted of a crime?" Well you need to know the correct answer to this question before you check the box. So let me clarify what this question means to employers: what they really want to know is if you are honest and trustworthy. They can and will find out if you have a criminal record when they conduct the background check, no matter how you answer. So if you say no, and you have a criminal conviction on your record, what you are really demonstrating is that you are not honest and cannot be trusted.
If you do have a criminal conviction and you answer yes to the question, you are giving yourself the best possible chance of getting a job offer by being honest and straightforward. Provide accurate details about the charge, the date, and the county of conviction. When the background check comes back, the employer will see that you have given all of the complete and accurate details up front. This shows you are being open and honest, and that you are taking responsibility for what you did and moving on with your life. You would be surprised to know how often employers are willing to overlook criminal records with applicants that have good solid experience or a winning personality. You can increase your chances of this happening by applying for positions where your conviction is unrelated to the duties of the job you are applying for. For instance, if you were convicted of a DUI, I wouldn�t apply for a driving position, or if you were convicted of theft I wouldn�t apply for a cash handling position.
REASON #2: INACCURATE OR INCOMPLETE WORK HISTORY
Employers want to see accurate and complete information concerning your former employers. The reason for this is again a matter of principal. The employer�s perspective is that they want honest and organized employees, and if you don�t remember the details of your job experience, then why are you listing it on your resume or application? And they do have a point. If you are a very organized person, you probably already have a document prepared with all of the details concerning all of the jobs you have held over the past 10 years. For the rest of us, gathering up all of this information is a near-impossible task, especially if you have job-hopped quite a bit. So what�s the next best thing to having a master document with the details of all your previous work experience? Have a professional background screener compile one for you. That way when you fill out an application you can be confident that you will have the exact same information in front of you as the employer will receive after completing your background check.
The information that you need to compile before filling out a job application consists of the information that is asked on most application forms, such as the ex-employer�s name, address and telephone number, exact dates of employment, your job title per the employer, (not the one you were in theory or the one you thought you deserved) your beginning and ending pay rates, and your reason for leaving as recorded by the employer. Notice the common theme here is that your information should match exactly the information that your ex-employer is going to release when asked. This strategy pays dividends many times over, and will help you to avoid failing a background check for providing inaccurate or incomplete work history information.
REASON #3: FICTITIOUS, EXAGGERATED OR INACCURATE EDUCATION CLAIMS
Employers base pay scales, individual pay rates, job descriptions and job requirements in part on educational qualifications. Even though many job positions require a certain level of education only as a minimum requirement, employers take offense when an applicant misrepresents or overstates their education, because it violates their sense of fair play. If you don�t meet the minimum requirements, then you shouldn�t be applying for the position. Employers also see this as an economic issue; if they are going to be paying you a certain wage based in part on educational credentials you don�t actually have, then they are paying for something that they never received. No company is this economy wants to feel like they are being defrauded.
That is why it is so important to be very specific in stating your education credentials. Don�t say you graduated if you didn�t, even if you were just one credit hour short. If you attended a trade school for 8 months, don�t say you were there for a year. If you graduated with a 2.5 grade average, don�t say you had a 3.0. If you have a GED, say so, but don�t say that you graduated high school; it�s not the same. If you never attended college, don�t say that you attended a university that burned down in 1980. Professional investigators like myself, who do background checks for a living will see right through it, and relay that to our client who requested the background check.
Luckily, you can easily obtain a copy of your background check online to uncover what a potential employer will find before they find it. Instead of filling out an application wondering if you remembered to write down everything correctly, you can just look at your own master document compiled by a professional background screening firm.
A word to the wise: there are thousands of websites that sell instant �background checks" online. These are not professional background screening firms that conduct investigations for large employers. Most of them are just information brokers that sell instant data that has been circulating around the web for years. Make sure that you select a professional background screening firm or private detective agency that does on-request delayed searches, which are researched once you place your order and not instant results.
The bottom line is that in order to be safe, you need to know exactly what a prospective employer is going to find on your background check report. A professional background screening firm that deals with the public can cut out all the work of obtaining the background information about you, and organize it into a report that you can receive in your email box. Instead of having to go to city hall, the courthouse, your high school and other places that hold this information, you can get it all online by ordering a pre-employment background check on yourself.
Good luck and success on your job hunt!
For more information click here
As a private detective who specializes in background investigations, I want to share with you what I have learned over the past 15 years in conducting tens of thousands of background checks for small, medium, large and fortune 500 companies. Even though I charge $150 an hour for consulting services, I am providing my expert advice to you free of charge because I want you to succeed. If I can help even just a few people find a job and secure their family�s future, I will feel like I am doing my part to help get our country�s economy back on track.
So let�s jump right in to what you came here to for: the top 3 reasons why applicants fail their background check.
REASON #1: FAILURE TO DISCLOSE A CRIMINAL RECORD
You know that little question on every job application with a checkbox next to it that says something like �Have you ever been convicted of a crime?" Well you need to know the correct answer to this question before you check the box. So let me clarify what this question means to employers: what they really want to know is if you are honest and trustworthy. They can and will find out if you have a criminal record when they conduct the background check, no matter how you answer. So if you say no, and you have a criminal conviction on your record, what you are really demonstrating is that you are not honest and cannot be trusted.
If you do have a criminal conviction and you answer yes to the question, you are giving yourself the best possible chance of getting a job offer by being honest and straightforward. Provide accurate details about the charge, the date, and the county of conviction. When the background check comes back, the employer will see that you have given all of the complete and accurate details up front. This shows you are being open and honest, and that you are taking responsibility for what you did and moving on with your life. You would be surprised to know how often employers are willing to overlook criminal records with applicants that have good solid experience or a winning personality. You can increase your chances of this happening by applying for positions where your conviction is unrelated to the duties of the job you are applying for. For instance, if you were convicted of a DUI, I wouldn�t apply for a driving position, or if you were convicted of theft I wouldn�t apply for a cash handling position.
REASON #2: INACCURATE OR INCOMPLETE WORK HISTORY
Employers want to see accurate and complete information concerning your former employers. The reason for this is again a matter of principal. The employer�s perspective is that they want honest and organized employees, and if you don�t remember the details of your job experience, then why are you listing it on your resume or application? And they do have a point. If you are a very organized person, you probably already have a document prepared with all of the details concerning all of the jobs you have held over the past 10 years. For the rest of us, gathering up all of this information is a near-impossible task, especially if you have job-hopped quite a bit. So what�s the next best thing to having a master document with the details of all your previous work experience? Have a professional background screener compile one for you. That way when you fill out an application you can be confident that you will have the exact same information in front of you as the employer will receive after completing your background check.
The information that you need to compile before filling out a job application consists of the information that is asked on most application forms, such as the ex-employer�s name, address and telephone number, exact dates of employment, your job title per the employer, (not the one you were in theory or the one you thought you deserved) your beginning and ending pay rates, and your reason for leaving as recorded by the employer. Notice the common theme here is that your information should match exactly the information that your ex-employer is going to release when asked. This strategy pays dividends many times over, and will help you to avoid failing a background check for providing inaccurate or incomplete work history information.
REASON #3: FICTITIOUS, EXAGGERATED OR INACCURATE EDUCATION CLAIMS
Employers base pay scales, individual pay rates, job descriptions and job requirements in part on educational qualifications. Even though many job positions require a certain level of education only as a minimum requirement, employers take offense when an applicant misrepresents or overstates their education, because it violates their sense of fair play. If you don�t meet the minimum requirements, then you shouldn�t be applying for the position. Employers also see this as an economic issue; if they are going to be paying you a certain wage based in part on educational credentials you don�t actually have, then they are paying for something that they never received. No company is this economy wants to feel like they are being defrauded.
That is why it is so important to be very specific in stating your education credentials. Don�t say you graduated if you didn�t, even if you were just one credit hour short. If you attended a trade school for 8 months, don�t say you were there for a year. If you graduated with a 2.5 grade average, don�t say you had a 3.0. If you have a GED, say so, but don�t say that you graduated high school; it�s not the same. If you never attended college, don�t say that you attended a university that burned down in 1980. Professional investigators like myself, who do background checks for a living will see right through it, and relay that to our client who requested the background check.
Luckily, you can easily obtain a copy of your background check online to uncover what a potential employer will find before they find it. Instead of filling out an application wondering if you remembered to write down everything correctly, you can just look at your own master document compiled by a professional background screening firm.
A word to the wise: there are thousands of websites that sell instant �background checks" online. These are not professional background screening firms that conduct investigations for large employers. Most of them are just information brokers that sell instant data that has been circulating around the web for years. Make sure that you select a professional background screening firm or private detective agency that does on-request delayed searches, which are researched once you place your order and not instant results.
The bottom line is that in order to be safe, you need to know exactly what a prospective employer is going to find on your background check report. A professional background screening firm that deals with the public can cut out all the work of obtaining the background information about you, and organize it into a report that you can receive in your email box. Instead of having to go to city hall, the courthouse, your high school and other places that hold this information, you can get it all online by ordering a pre-employment background check on yourself.
Good luck and success on your job hunt!
For more information click here
Video profiling benefits when recruiting for new hires
Summary: If you are like me, you will dread the day after application closing day for a new position or vacancy in your company. This is point where a pile of printed CVs containing similar information for all of the candidates applying for the job drops on to your desk, and it is your job to divine which of these people are going to be the best match for the position.
If you are like me, you will dread the day after application closing day for a new position or vacancy in your company. This is point where a pile of printed CVs containing similar information for all of the candidates applying for the job drops on to your desk, and it is your job to divine which of these people are going to be the best match for the position. And that "best match" part works both ways, because while it is important to ensure that the person you select is the one that performs in the role optimally, you don't then want them to tender their resignation a few months down the line because the job didn't meet their expectations.
I have discovered a way that solves both of these issues, and reduces the time it takes to identify successful candidates at the same time, and that is video profiling.
There are a number of new recruitment websites springing up that cater for the 'YouTube' generation - Internet-savvy, with ready access to camera or mobile phone video recording technology. They provide both employers and candidates the opportunity to post a short video online when registering (or applying for) a vacancy. So, how does this help?
To solve our first problem - how do I find the most suitable candidate for the role? - we can use these video profiles as a 'pre-interview' which gives us two benefits:
- whilst paper-sifting the CVs, it is possible to 'pass' more of them due to the fact that we will not be inviting everybody who 'passes' in for an interview. I usually find that CVs fall in to three categories - very good and very poor, of which there are a small number of each, and then 'could go either way' which lie in the middle and make up the majority of applications. With the ability to view video profiles before inviting for interview, you can put not just the 'very good' CVs through, but also the better of the 'could go either way' - because as we all know, what looks best on paper is not always the case and vice versa.
- we can then review the video profiles of the better CVs, and identify which candidates really do have what it takes to be invited in for an interview. In some industries, such as PAs or modelling where personality is presentation is paramount, you might even reverse the steps and view your video profiles before doing the paper-sift of CVs, although I would not recommend this.
By posting a video profile of your company detailing your values, working environment, benefits for employees etc. when advertising the job, you will enable the candidates to determine whether the job is a good match for them too. This will reduce the number of applications where the candidate then changes their mind after selection, saving you money in having to re-recruit.
Author Bio: If you advertise jobs in London, Birmingham or anywhere else in the UK, jobplant.co.uk can help you by giving you access to video profiles of your candidates, whilst allowing you to show them a profile of your company.
For more information click here
If you are like me, you will dread the day after application closing day for a new position or vacancy in your company. This is point where a pile of printed CVs containing similar information for all of the candidates applying for the job drops on to your desk, and it is your job to divine which of these people are going to be the best match for the position. And that "best match" part works both ways, because while it is important to ensure that the person you select is the one that performs in the role optimally, you don't then want them to tender their resignation a few months down the line because the job didn't meet their expectations.
I have discovered a way that solves both of these issues, and reduces the time it takes to identify successful candidates at the same time, and that is video profiling.
There are a number of new recruitment websites springing up that cater for the 'YouTube' generation - Internet-savvy, with ready access to camera or mobile phone video recording technology. They provide both employers and candidates the opportunity to post a short video online when registering (or applying for) a vacancy. So, how does this help?
To solve our first problem - how do I find the most suitable candidate for the role? - we can use these video profiles as a 'pre-interview' which gives us two benefits:
- whilst paper-sifting the CVs, it is possible to 'pass' more of them due to the fact that we will not be inviting everybody who 'passes' in for an interview. I usually find that CVs fall in to three categories - very good and very poor, of which there are a small number of each, and then 'could go either way' which lie in the middle and make up the majority of applications. With the ability to view video profiles before inviting for interview, you can put not just the 'very good' CVs through, but also the better of the 'could go either way' - because as we all know, what looks best on paper is not always the case and vice versa.
- we can then review the video profiles of the better CVs, and identify which candidates really do have what it takes to be invited in for an interview. In some industries, such as PAs or modelling where personality is presentation is paramount, you might even reverse the steps and view your video profiles before doing the paper-sift of CVs, although I would not recommend this.
By posting a video profile of your company detailing your values, working environment, benefits for employees etc. when advertising the job, you will enable the candidates to determine whether the job is a good match for them too. This will reduce the number of applications where the candidate then changes their mind after selection, saving you money in having to re-recruit.
Author Bio: If you advertise jobs in London, Birmingham or anywhere else in the UK, jobplant.co.uk can help you by giving you access to video profiles of your candidates, whilst allowing you to show them a profile of your company.
For more information click here
Jobs for Teens under 16 – Best paying jobs
Teenagers now turn to online jobs whenever they need to earn a little extra cash. It's way better than going out and job hunting in a place where they don't even want to work in. It's simple, convenient, and high paying. The most common thing you have to do is just click your mouse away. One of the easiest and most high paying of these jobs is doing paid surveys.Doing paid surveys is one of the most popular jobs to do online because (1) it does not require any work experience and (2) its unlimited. You can answer as many as you want in a day because the more you answer, the more you earn. This is usually a job for teens under 16 years of age for the reason that its easy to accomplish. Doing paid surveys is not only paid in cash but also paid in other benefits like points in applications found in free social networks online. Some applications in these websites need points to unlock certain benefits. One way of gaining these points is answering surveys. By doing this, the user gains a big amount of points (usually ranges at about 1000 points and above) which benefits their accounts in these applications greatly.These jobs for teens under 16 years old also teach these kids the value of money and hard work. This also helps them establish relations online that might be of good help to them in the future. These paid surveys allows them to learn about different businesses or topics that are being circulated in the internet today. This is why teens under 16 prefer these types of jobs now.
Out of all of the paid survey sites I have tried, GPT Infinity is definately the highest paying with the most surveys. I highly reccomend it to my friends and family, if you're interested you can sign up here.
For more information click here
Out of all of the paid survey sites I have tried, GPT Infinity is definately the highest paying with the most surveys. I highly reccomend it to my friends and family, if you're interested you can sign up here.
For more information click here
What is SharePoint Server 2010 Timer Jobs?
What is SharePoint Server 2010 Timer Jobs?
SharePoint Server 2010 is rich in features. And here�s this feature of SharePoint Server 2010�Timer Job�which is as good as other features of SharePoint Server 2010. A timer job runs in a specific Windows service for SharePoint Server and performs infrastructure tasks for the Timer service, such as clearing the timer job history and recycling the Timer service; and tasks for Web applications, such as sending e-mail alerts. A timer job contains a definition of the service to run and specifies how frequently the service is started. The SharePoint 2010 Timer service (SPTimerv4) runs timer jobs. The Timer Job feature is also available in SharePoint Foundation.
The most significant change you will see in SharePoint Server 2010 Timer Job is that 21 news Timer Jobs have been added here. If for an ordinary SharePoint 2007 application we had 39 Timer�s Job, then we have 60 Jobs for SharePoint Server. The recently added Timer Jobs include the following:
Default Timer Jobs in SharePoint Server 2010
1. Application Addresses Refresh Job
2. Audit Log Trimming
3. Delete Job History
4. Document ID enable/disable job
5. Document ID assignment job
6. Enterprise Server Search Master Job
7. Health Analysis Job
8. InfoPath Forms Services Maintenance
9. Password Management
10. Prepare query suggestions
11. Product Version Job
12. Query Logging
13. Secure Store Service Timer
14. Solution Daily Resource Usage Update
15. State Service Delete Expired Sessions
16. Timer Service Recycle
17. Web Analytics Trigger Workflows Timer Job
18. Windows SharePoint Services Usage Data Import
19. Windows SharePoint Services Usage Data Processing
20. Word Conversion Timer Job
21. Workflow
The SharePoint 2010 Timer service (SPTimerv4) is based on the Gregorian calendar for scheduling. For every job that you schedule, you specify when the timer job will run, specified in a 24-hour time format. You must specify the time in local time instead of as an offset from Coordinated Universal Time (UTC). The time is stored in that format. Daily, weekly, and monthly schedules also include a window of execution. The timer job will select a random time within this interval to start executing the job on each applicable server. Timer Job is appropriate for high-load jobs that run on multiple servers on the farm. Running this kind of job on all the servers at the same time might place an unreasonable load on the farm. Timer job schedules can be specified by using Windows PowerShell. Take advantage of Microsoft Office SharePoint Server and free SharePoint templates along with other SharePoint Products.
About the Author:
Adrian Gates (adrian@apps4rent.com) is a Business Manager with Apps4Rent; which offers Microsoft Exchange Hosting, Windows SharePoint Services, SharePoint Foundation 2010, SharePoint Server 2010, and virtual dedicated servers.
Keywords: SharePoint, SharePoint Server 2010, Timer Jobs, SharePoint Timer Jobs
For more information click here
SharePoint Server 2010 is rich in features. And here�s this feature of SharePoint Server 2010�Timer Job�which is as good as other features of SharePoint Server 2010. A timer job runs in a specific Windows service for SharePoint Server and performs infrastructure tasks for the Timer service, such as clearing the timer job history and recycling the Timer service; and tasks for Web applications, such as sending e-mail alerts. A timer job contains a definition of the service to run and specifies how frequently the service is started. The SharePoint 2010 Timer service (SPTimerv4) runs timer jobs. The Timer Job feature is also available in SharePoint Foundation.
The most significant change you will see in SharePoint Server 2010 Timer Job is that 21 news Timer Jobs have been added here. If for an ordinary SharePoint 2007 application we had 39 Timer�s Job, then we have 60 Jobs for SharePoint Server. The recently added Timer Jobs include the following:
Default Timer Jobs in SharePoint Server 2010
1. Application Addresses Refresh Job
2. Audit Log Trimming
3. Delete Job History
4. Document ID enable/disable job
5. Document ID assignment job
6. Enterprise Server Search Master Job
7. Health Analysis Job
8. InfoPath Forms Services Maintenance
9. Password Management
10. Prepare query suggestions
11. Product Version Job
12. Query Logging
13. Secure Store Service Timer
14. Solution Daily Resource Usage Update
15. State Service Delete Expired Sessions
16. Timer Service Recycle
17. Web Analytics Trigger Workflows Timer Job
18. Windows SharePoint Services Usage Data Import
19. Windows SharePoint Services Usage Data Processing
20. Word Conversion Timer Job
21. Workflow
The SharePoint 2010 Timer service (SPTimerv4) is based on the Gregorian calendar for scheduling. For every job that you schedule, you specify when the timer job will run, specified in a 24-hour time format. You must specify the time in local time instead of as an offset from Coordinated Universal Time (UTC). The time is stored in that format. Daily, weekly, and monthly schedules also include a window of execution. The timer job will select a random time within this interval to start executing the job on each applicable server. Timer Job is appropriate for high-load jobs that run on multiple servers on the farm. Running this kind of job on all the servers at the same time might place an unreasonable load on the farm. Timer job schedules can be specified by using Windows PowerShell. Take advantage of Microsoft Office SharePoint Server and free SharePoint templates along with other SharePoint Products.
About the Author:
Adrian Gates (adrian@apps4rent.com) is a Business Manager with Apps4Rent; which offers Microsoft Exchange Hosting, Windows SharePoint Services, SharePoint Foundation 2010, SharePoint Server 2010, and virtual dedicated servers.
Keywords: SharePoint, SharePoint Server 2010, Timer Jobs, SharePoint Timer Jobs
For more information click here
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