3 Reasons to Use a Resume Writing Service

3 Reasons to Use a Resume Writing ServiceUsing a National Coffee Association resume writing service can save you time and money. Here are three reasons why you should use a resume writing service to write your resume for the business of coffee:A big advantage of using a resume writing service is that the experts are able to check the resumes of hundreds of candidates and can tell you if you have a chance. They can tell you which resumes are good and which are not. They can tell you what skills you need and what they mean. A resume writing service will also help you reword your resume to be more specific and relevant to your job position.When you are looking for a job, it is important to keep in mind what skills and achievements you have in the past job history. A resume writing service will tell you which skills are appropriate for the job. A resume is a tool to make yourself more marketable in a business.Resume writing services can help you build credibility with your potential empl oyer. The resume will highlight your achievements, skills and experience which demonstrate your worthiness for the job. It will show your skills, and how much experience you have. It is important to highlight your skills, so that you will look more attractive when you meet the hiring manager or potential clients.You should always focus on being professional while writing your resume. Your resume should include what you do, where you live, and contact information. Try to include all the information needed, but not too much.Many people can benefit from hiring a resume writing service for their National Coffee Association resume. The professionals can help you create your resume from scratch or they can create one specifically for your job. Some of the companies use a combination of both approaches.If you want to write a resume for your work in the coffee industry, use a professional resume writing service. They can help you create a strong professional resume that reflects your qualif ications and skills.

Why University of California Schools Kill College Rankings

Why University of California Schools Kill College Rankings If MONEY’s 2018 Best Colleges rankings put you in a West Coast state of mind, there’s a reason: This year’s list was dominated by the University of California system. The top-tier network of public colleges landed eight campuses in the top 100 this year â€" four in the top 10 alone. (A fifth California school, Stanford University, clocked in at No. 5, giving the Golden State fully half of the top 10 spots.) Cameron Smither, an American Institutes for Research expert who helped MONEY wrangle its data, says the UC schools were so successful largely because of their high graduation rates, although other factors also played a role. The schools scored well for economic mobility as well as in a newly available measure of how many Pell Grant recipients graduate on time. The campuses got an extra boost because their students tend to borrow less than average. Much of that can be traced back to the 1960 California Master Plan, which mapped out three college tracks: the UCs, the California State University system, and California Community Colleges. Each system had a distinct mission, according to John Douglass, a senior research fellow at UCâ€"Berkeley’s Center for Studies in Higher Education â€" but because the plan included the ability to transfer among them, it allowed students to start school at a lower-cost community college and still end up with a UC degree. Early on, students had to pay only fees, not traditional tuition. And although those days are long goneâ€"in-state UC students now pay $12,570 a year in tuition and fees â€" a focus on low costs has persisted. One-third of every tuition dollar goes toward student aid, says Pamela Brown, UC vice president for institutional research and academic planning, and about half of students graduate from the system without any debt. Administrators are also trying to improve graduation rates by providing incentives for summer enrollment and using data to track students’ progress toward their degrees. At UC-Riverside (No. 32), for instance, initiatives like learning communities â€" groups of freshmen with the same major who take the same courses at the same time â€" have boosted graduation rates for African-American students and improved retention rates overall. The UC schools have one other advantage: They launch graduates into the California economy, which is packed with lucrative gigs in Silicon Valley’s San Jose as well as in San Francisco and L.A. â€" recently named by Indeed as the first-, second-, and fifth-best cities for job seekers. Still, there are downsides. The admissions process is under fire as interest has exploded â€" five UC campuses received more than 100,000 applications each this year, according to Inside Higher Ed. Now critics complain that the schools are becoming too hard to get into. Parkland shooting survivor David Hogg, for instance, said this spring that he’d been rejected by UCLA, UC-San Diego, UC-Santa Barbara and UC-Irvine â€" despite his 4.2 GPA and 1270 SAT score. Last year, after UC-Irvine saw 800 more students enroll than expected, the school revoked 500 acceptances â€" and then, after public outcry, reversed its decision. “It’s challenging,” Diane Geller, a Los Angeles-based certified educational planner, tells MONEY. “The UC system has always been selective, but now it’s selective and unpredictable.” These days, California high school seniors in the top 9% of their class â€" or statewide â€" are guaranteed at a spot at one of the UCs, although not necessarily their first choice. Each school has its own holistic application review process that considers extracurricular activities and other achievements alongside academics. Geller says that subjectivity can be worrisome for teens and families. “The big concern with parents is ‘How much is this going to cost?’ and ‘Can my kid get in?’” she says. “It is very competitive … a lot of people have heard the horror stories.”

10 Mistakes New Managers Make - Work It Daily

10 Mistakes New Managers Make - Work It Daily During a seven year stint providing training in the entertainment industry, one of the challenges was extremely high turnover. Inexperienced employees, with only a few weeks of experience, were promoted to supervisory positions. Even though the company provided extensive training, it was spread out over months and competed with the organization’s culture for successful application. Related: Managers: Get Things Done More Efficiently The new managers exemplified some of the common mistakes of new managers. The first two represent a “Goldilocks” problem: 1. Acting Too Quickly New managers frequently believe that they need to change everything. They place the stamp of their own ideas on every policy, procedure, and rule. And if there are no policies and rules, they’re eager to create new ones. They act on poor performance appraisal data (see #4). They immediately favor co-worker friends for key assignments, schedules, and so on. They want to create their “own team” as quickly as possible. 2. Acting Too Slowly Other new managers act too slowly â€" buying into “we’ve always done it that way.” This can be particularly true of new managers with no management experience or very little experience with the company (e.g., a new manager hired from outside). Managers report that they intended to “wait a year or so” to learn how things work in the organization â€" so “my employees can get to know me.” 3. Failing To Assess Properly This mistake holds the solution to the paradox of the first two mistakes â€" the “just right” solution. A new manager must assess the situation of the organization, the expectations given by senior management, and the strengths and weaknesses of the department and each employee (hopefully, more focused on strengths). Typically, a new manager is charged with solving some specific problems â€" ignoring them is fatal. Not meeting with each subordinate personally to get to know them personally, get to know their strengths, and get their input is equally fatal. 4. Acting On Old Performance Appraisal Data Performance appraisal data is fundamentally flawed by rater bias. The appraisal data reflects more on the performance of the previous manager than it does on the employees being rated. Spending hours reviewing old performance rating on subordinates is a waste of time. If the previous manager was promoted because of his or her successful management of your new team, ask that manager some simple questions about each member of your new team. For example, ask “Would you always pick (or rehire) this person for your team?” If you’re are replacing a manager who was not successful, see #5. 5. Focusing On Weaknesses, Not Strengths Solving key problems may be a top priority (e.g., poor customer service). But solving problems is less likely to be successful if the focus is on weaknesses instead of strengths. If you can’t objectively measure the strengths of the team using an assessment like Strengths Finderâ„¢ then interview members about their strengths. Ask each one of them how they see themselves best contributing. 6. Failing To Communicate Yes, it’s a classic movie line â€" but it could be #1 on this list. Too often, new managers lock into a learning mode to read policies and procedures. They want to “understand things” before saying anything to their new team. The solution is simple: communicate now and communicate often. Give your team the opportunity to learn about you as you learn about them â€" let them learn your style as you learn their styles. 7. Failing To Ask Questions “If I ask questions of my boss, it shows I don’t know what to do.” That’s scary, but I’ve long since gotten past thinking it was unusual. Too many new managers fail because of both inaction and action driven by the failure to ask. Some of the most successful managers I’ve known were the most curious â€" asking questions of their bosses, other managers, and members of their team. They had a two-year old curiosity and love the “Why?” 8. Treating Everyone The Same The biggest mistake all managers make, not just new managers, is trying to motivate all team members the same way â€" or assuming they’re motivated by what you think “motivates everyone.” Motivation has some common elements known to anyone who really studies performance and it has some myths that managers routinely follow â€" by mistake. The solution â€" see #5 â€" understand your team member strengths and you’ll know more about individually motivating them. 9. Having A 'My Way Or The Highway' Attitude New managers often believe that they must be the “know it all” decision maker for the team â€" failing to realize the job is coaching people to be top performers â€" and NOT being the “I can do it myself” manager. In today’s multiple skilled workforce, a manager is likely to be the least knowledgeable in terms of specific job/technical knowledge. The solutions are communicating, asking, and listening! 10. Being Afraid To Fire New managers are often challenged by Red Scott’s “Hire Right, or Manage Tough” dilemma â€" with a situation created by themselves or the previous manager. Managers must know when and how to firmly make decisions (legally) that someone does not want to meet performance objectives. A too common refrain is “I know I should have terminated him/her a long time ago.” A favorite management quote: “Management is now where the medical profession was when it was decided that working in a drug store was not sufficient training to become a doctor.” (Lawrence Appley). The ultimate solution to the mistakes new managers make is adequate training! This post was originally published on an earlier date. Related Posts How To Manage Without Being Mean (Is It Possible To Not Be Pushy?) 5 Things To Consider Before You Take That Management Job #1 Key To Becoming An Effective Leader About the author Jim Schreier is a management consultant with a focus on management, leadership, including performance-based hiring and interviewing skills. Visit his website at www.farcliffs.com.     Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!