Writing a Graphic Design Resume

Writing a Graphic Design ResumeWriting a graphic design resume is like putting together a stellar career resume. The great thing about having one is that you have a great deal of freedom when it comes to how you layout your information and create it. Some tips will help you on creating your graphic design resume that will get you started in the right direction for a great career. There are a number of things you need to keep in mind while making your resume, so this will make the entire process a lot easier for you.First of all, you need to determine the type of career that you are trying to go into when writing your graphic design resume. Is it a freelance designer? Or is it the starting position for a new business?After determining the type of work you want to do, you need to look at your career development, professional skills, experience, and future goals. You also need to have a direction for your graphic design resume. Think about what exactly it is that you want to do with you r career.For example, if you are going to be working as a freelancer, then the main points to consider while writing your graphic design resume are your previous work history, previous clients, credentials, and experience. You may also want to include a company's contact information, if you have it. If you are a college graduate, then you should also include that when you write your graphic design resume.Writing a graphic design resume should give you plenty of opportunities to mention any educational institutions you have attended, or any other information. You may also include information on other writing you may have done before, such as copyediting, layout, or lettering. Remember that your graphic design resume will stand out. By using language that shows that you are creative and innovative, you will impress your future employer.In your cover letter, you will want to include some insight into your previous employment, and the areas that you were most passionate about. Your port folio is also important to include but again be careful not to do too much. Remember that your graphic design resume should only be so long, and you do not want to overwhelm your future employer with too much information.As you can see, the writing of your graphic design resume is just as important as your resume. It needs to be very concise, and reflect your passion for the field, plus your goals for the future.

What Employers Look For On Social Media Profiles

What Employers Look For On Social Media Profiles Your Facebook postings might win over your friendsâ€"but they could also cost you a job, a new study finds. Recruiting platform Jobvite has released the 2014 edition of its annual Social Recruiting Survey, and the results might be disconcerting to those who tweet first and ask questions later. The data shows 93% of hiring managers will review a candidate’s social profile before making a hiring decision. And that review matters: 55% have reconsidered a candidate based on what they find, with most (61%) of those double-takes being negative. According to respondents, the worst thing you can do is make any kind of references to illegal drugs. That should probably be common senseâ€"but in case it’s not, know that 83% of recruiters say doing so is a strong turn off. (Perhaps more interesting: 2% of hiring managers think it’s a positive.) Also on the “obviously don’t do this” list are “sexual posts,” which 70% of recruiters say will count against you (only 1% are fans). Two thirds told Jobvite that posts including profanity reflected poorly; over half didn’t like posts on guns, and 44% saw posts about alcohol as concerning. “Okay,” you say, “but I keep my noseâ€"and my postsâ€"clean, and I wouldn’t think of making any of the 10 stupidest social media blunders MONEY recently wrote about. So what have I got to worry about?” Well, you might want to take another read of what you’ve written: 66% of hiring managers said they would hold poor spelling and grammar against candidates. You might also want to consider keeping your political affiliation to yourself, since slightly over 1 in 6 recruiters said that was a potential negative. And hey, while you’re revising your LinkedIn profile, polish your halo a little: Jobvite’s survey said that information about volunteering or donations to charity left 65% of recruiters walking away with a positive impression. The survey also showed what other positive qualities recruiters are seeking on socialâ€"although the results aren’t that surprising. Respondents said they try to determine things like professional experience, mutual connections, examples of previous work, and cultural fit. The study also lends some insight into how recruiters use different social networks. LinkedIn is clearly the king of the hillâ€"79% of respondents say they have hired through the network, vs. 26% through Facebook and 14% through Twitter. Nearly all hiring managers will use LinkedIn for every step of the recruitment process, including searching for candidates, getting in contact, and vetting them pre-interview. In contrast, Facebook is primarily used for showcasing the employer’s brand and getting employees to refer their friends. About two-thirds of recruiters also use the network to vet candidates before or after an interview. Twitter appears to be the platform least used by hiring managers, and is used similarly to Facebook, but with less of an emphasis on candidate vetting. No matter what the platform, however, the takeaway for workers is clear: Best be vigilant not to post anything you wouldn’t mind an employer or potential employer seeing. Make sure to check your Facebook privacy settings, but don’t depend on them because they’re known to change frequently. And remember, just because your social media postings haven’t hurt you yet, doesn’t mean they won’t. When MONEY’s Susie Poppick talked to Alison Green, founder of AskAManager.org, she had a simple message to those unconcerned about their online presence: “To people who don’t lock down their accounts because ‘it’s never been a problem,’ I say, you don’t know whether that’s true.” Read next: 10 Job Skills You’ll Need in 2020   For additional career tips and resume services, visit Monster.com.

10 Things You Should Never Ask Your Boss - Work It Daily

10 Things You Should Never Ask Your Boss - Work It Daily If you have a good relationship with your boss, sometimes it can be difficult to know when and where to draw the line. RELATED: Need some advice for the office? Watch these tutorials! Here are 10 things you should never ask your boss: 1. Can I Have The Day Off? If left up to a boss, you’d never have a day off and you’d never leave the office. That’s why salary was invented, to give employers the opportunity to get as much legal free time from you as possible. I hate to sound like a pessimist, but I’m just telling it like it is. That being said, you should never ask your boss for the day off because personal time is already allotted for this. If you do not have any, do not ask for the day off. 2. Can I Go On Vacation? Assuming you have vacation days available, you shouldn’t ask your boss if you can go on vacation, you should just tell them. This goes against conventional wisdom (or lack thereof) that states that you should ask for permission. Asking for permission insinuates that you’re asking for something that you do not deserve or have not earned. Simply giving your boss an advanced notice is perfectly suitable. If you work in an environment in which this is not suitable and you feel compelled to ask for permission, this job won’t end well. You might want to cut your losses now before you become an indentured servant. 3. What Future Do I Have With This Company? Your boss isn’t a fortune teller. They don’t know what his or her future is with the company, much less yours. 4. Can I Have A Raise? Raises and promotions are earned, not gifted. Therefore, instead of flat-out asking for a raise, you should instead present a proposal that outlines your accomplishments. This proposal should also provide success metrics. If you can throw in some charts and graphs, that would be even better. Once you have a well-groomed proposal, ask your boss to review it in consideration for advancement opportunities. 5. Are There Opportunities For Growth? This question piggy backs off the previous question. Same rules apply. 6. How Do You Feel About My Performance? This question leaves one to wonder if you’re unsatisfied in your current position. It also leads one to wonder if you are incapable of rational thought, as you shouldn’t need a boss to inform you of your level of performance. Also, if you are doing well and there isn’t a reward your boss can provide you in terms of compensation or promotion, this can leave him/her feeling uneasy about answering your question. If you aren’t performing well, you may not receive very good feedback, which could lead to negative consequences. 7. Can I Come In Late? Traffic is a bummer. The kids have a new school schedule. These are some of the most common excuses people use to ask their boss if they can come to work late. Your boss could care less about traffic or your kids because he/she sits in the same traffic you do and they have kids to get to school as well. Have you heard of the school bus? Is there some reason why you can’t drive to work earlier to beat traffic? 8. Can I Leave Early? This question piggybacks off of the last question. No. Your boss doesn’t care that you want to ‘beat traffic’ and they don’t care about you picking your kids up from school either. Sorry. 9. Did You Receive My Friend Request? Do not send your boss a friend request on Facebook, Twitter, or any social media platform. Not even LinkedIn. Your social platforms are your personal space and should remain as such. Your boss does not need to know what goes on in your personal life, what your kids look like and they certainly don’t need to see your vacation pictures that depict you in your 2-piece bikini or Speedo. LinkedIn is dangerous because it’s a tool that keeps you open to new opportunities. These opportunities could lead you astray from your current job. Requesting a connection with your boss on Linkedin would be the equivalent of asking your spouse to connect with you on Match.com. You’re essentially shouting loud and clear that you’re ‘keeping your options open.’ 10. What Are You Doing This Weekend? This question crosses the line between personal and professional boundaries and can leave your boss feeling as though you’re making an advance towards them. This question could be totally innocent, but the mistaken advance may be well-received. This could lead a boss to begin making inappropriate comments or it could lead to inappropriate questions and/or behavior. This post was originally published at an earlier date. Related Posts 3 Rules To Managing Up 4 Tips For Connecting With A New Boss 7 Things Your Boss Won’t Tell You About the author Michael Price is the author of What Next? The Millennial's Guide to Surviving and Thriving in the Real World, endorsed by Barbara Corcoran of ABC's Shark Tank. He is also the founder of Conquer Career Course, where he teaches students how to increase their salary, build a career with longevity and become unemployment-proof. View the trailer below:     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 For Free!

4 Ways to Keep Work Friends After Leaving a Job

4 Ways to Keep Work Friends After Leaving a Job For many professionals, the hardest parte about leaving a job isnt packing up your desk or training a new employee to take over your workload Its saying goodbye to the coworkers who turned into friends.Before you start to tear up, remember that this is not the end of your friendship altogether You may not be in the saatkorn daily workspace anymore, but you can still stay connected outside of the office. Lets take a look at what you and your former coworkers can do to maintain thriving relationships.1. Stay engaged on social media.Most work friends already follow each other on social media sites like Instagram and Facebook. Once youve left the workplace, its time to do more than like their posts. Lasting relationships require thoughtful engagement.Sarah Edwards is a former CNN weekends booking producer. Now the CEO of Sarah Edward Media + PR, Edwards wants departing employees to realize their former coworkers need them now more than ever .Remember to engage Edwards says. Reach out when birthdays come around and say congrats when they achieve huge milestones. Youre an important link to the outside world and a resource they might need to tap into one day.Does that mean you could work together later down the road again? Never say never, according to Edwards. When I was in the TV industry, the industry was always in such flux. Many never know when they might be former employees. Thats why your former coworkers need you since youre a big connection for them to the outside world. We need each other, inside and outside of the building.Alex Tran, Digital Marketing Strategist at Hollingsworth, echoes Edwards sentiments. She is part of a WhatsApp group named Boomerangs with her former coworkers. The name is based on the popular term for employees that leave a company and later return.I love keeping in touch with people because you never know where keeping your network will lead you down the road, Tran says. For me, it has res ulted in jobs with a coworker from five years ago2. Is your former company hosting an veranstaltung? See if you can attend itLizzie Dunn, content associate at Fundera, wholly advocates in favor of keeping tabs on events your former employer may host and seizing the opportunity to attend. Dunn says that this is about more than seeing your old coworkers again its a show of your support.Whether its a workshop or a race, its the thought that counts, says Dunn. Staying in touch is about going the extra step to maintain the relationship. It will only work if you do3. Create intentional post-work relationships.Dunn brings up an excellent point in the sentiment that staying in touch only works if you do it. Conversely, your former coworkers must be willing to put in the same amount of effort in return.Many employees leave positions where they had plenty of office friends. Gradually, over time, the friendships distance themselves further and further until theyre largely over. Sarah Anderson , digital content and SEO specialist at boldSOCKS.com, says that once you leave a job, its important to be intentional about building and maintaining those relationships.Anderson says to start by identifying who you want to connect with and make an effort to reach out to them monthly. She warns against defaulting to only choosing colleagues that are easy or convenient.Constantly seek out people who uplift you, present you with new ideas and challenges, and genuinely care about your well-being.4. Let common interests glue you together, not happy hours.Common interests often act as the glue that hold friendships together.Marietta Gentles Crawford, a brand strategist and copywriter for MGC Ink, believes that once employees leave the workplace, common interests bind them even closer to their former colleagues.Happy hours may have worked when you were working together and wanted to quickly vent about your manager over loud music and cranberry vodkas, Gentles Crawford notes. Now, its more important to connect about things you have in common outside of the workplace.Common interests to bond over now may include families, partners, career goals, and pop culture like Game of Thrones. Anderson sets monthly dates on her calendar for get togethers with her former bosses. Anderson also keeps in touch regularly with at least five people from her past job and credits common interests as a stable foundation for these after-work relationships.The key to having a relationship even after you leave a company really is finding common ground to connect over, Anderson says. If you worked at the same company, that should be pretty easy. You probably share some common skill sets, goals, dreams, passions or ambitions. Just asking How is everything going at work? opens doors into becoming support systems for one another as we transition from being coworkers to just doing this professional life and world thing together.

The Basics of Resume Writing Victoria Australia

The Basics of Resume Writing hauptstadt der seychellen Australia Finding Resume Writing hauptstadt der seychellen Australia Online First of all you should be aware that the Australian resume is often longer than you may be utilized to. Developing a professional resume is absolutely critical in todays tough job industry. Creating a resume (CV) is a significant step towards finding work in Australia, especially because the format may be somewhat different from what it is that youre utilized to back home. You dont need to include your house address, though there may be some situations when doing so would be wise. Theres a good deal of work involved, but our resumes have an impact on people. The west coast isnt suitable for the faint hearted, the waves have a great deal of power, they are hollow and you may really get pounded if you arent on your game. Well there are 3 reasons. How to Choose Resume Writing Victoria Australia A testimonial is another fantastic means to show you r skill and experience is what the employer is searching for. Your resume writer will request that you send them links to any roles you desire to submit an application for. ur career consultants understand what you want to do in order to get the form of role you desire. Furthermore, you locate a template. A very long time on a bus isnt great for me. Pre-accredited training builds skills for additional study or to find work. The layout of your resume needs to be neat, simple and simple to read. The most significant thing you should remember when writing your teacher resume is that it ought to be clear and simple with a wonderful structure. Life, Death and Resume Writing Victoria Australia If you wish to enjoy a healthful lifestyle then immediate, join a renowned wellness retreat in South Australia. Located just 1 hour from Adelaide, it makes an amazing long day trip or whenever you want to stay longer, there are lots of lodging options out there for all degrees of comfort . So far as surf school South Australia goes, we have some of the largest waves on Earth in SA. Sydney is a worldwide megacity. ur professional resume and cover letter writing services will guarantee you stick out in the work industry. If you mention the businesss name, make sure that you get it right. Any paper is going to be written on time for an affordable price. The business tax cuts represents a selection. Finding a testimonial is often as simple as asking a colleague, teacher or previous employer to compose two or three sentences about you. Possessing a properly formatted resume with the correct sub-headings and correct wording is currently vital. In some nations its normal practice to include your headshot at the peak of your resume. As soon as your document was written, our professional editor will ensure there are not any errors. Every document is distinctive and original. Cherrypicking original documents is a significant talent. Whispered Resume Writing Vi ctoria Australia Secrets You also need to tailor your resume to demonstrate the way your work experience specifically meets the requirements of the job that youre applying for. You should tailor your resume to each work application so that it responds to the particular necessities of the job that youre applying for. It is crucial that you tailor your resume for each and every job application to rise the fit between you, the job and the employer. Employers like to realize that you show initiative.

6 Reasons Gen Z Are Perfect Staffing Candidates - Spark Hire

6 Reasons in richtung Z Are Perfect Staffing Candidates - Spark HireDigital Natives, in richtung Tech, Gen Wii, or Generation Z, however you refer to the group born between the mid-1990s to the mid-2000s, theyre entering the workforce in greater numbers every day. And the timing couldnt be better. A whopping 55 percent of staffing professionals in a new Bullhorn report stated they believe the talent shortage is worsening. This means its time to uncover even more new talent sources. Gen Z is uniquely suited to excel at and appreciate the staffing process. This group of young talent is known for being tech-savvy and ambitious. They take job prospects seriously. Meaning staffing pros need to pay attention to how they adjust their process to source this generation of workers. Here are a few reasons why you should focus on reaching Gen Z and how you can place this unique group of talent in your clients open roles 1. Theyre applying where there are specific shortagesThey arent just tech en thusiasts theyre experts. And theyre using their tech know-how to tackle the skills gap. According to Glassdoor, there are over 60,000 open jobs for software engineers a top position for Gen Z applicants. If your clients are looking to fill tech roles or just expanding open roles with a tech skill set/focus, analyze your clients career sites. Then offer specific tips to Gen Zs technically-focused applicants. If clients expect candidates to be vying for their open positions, they have to prepare to show their companies tech offerings are up to snuff. In fact, 90 percent of respondents in Dells report, The Gen Z Effect, stated technology would affect their job choice among similar offers.GenZ is a talented and growing pool of staffing candidates just hitting the workforce.Click To Tweet2. They dont mind working for big companiesUnlike the previous generation, Gen Z isnt shying away from large companies. In fact, the Glassdoor study found giant corporations were the most popular place to work by Gen Z. While your staffing clients may not be Microsoft or Google, the merit and culture of well-known companies attracts this generation. During the staffing process, showcase your clients company culture and aspects that appeal to Gen Z, like benefits packages, time-off policies, and commitment to causes. This can be done by sharing their company culture videos or other employer branding channels, like social media groups. 3. Theyre serious about their careersGeneration Z takes their careers seriously. According to a study by Monster, 76 percent of Gen Z respondents described themselves as responsible for driving their career. As staffing candidates, this leads to high-productivity workers willing to go above and beyond. In the previously mentioned Monster study, 58 percent of Gen Z also shared their willingness to work nights and weekends. But they want their pay to reflect their commitment. Clients that frequently employ temp staff during periods of high-volume shoul d be most interested in considering Gen Z candidates, as these candidates are willing and able to work more hours. Discuss with clients whether there is a clear promotion track or bonus structure to encourage top Gen Z talent willing to go the extra mile.4. They want growth within their companyWhen it comes to seeking employment, Gen Z is in it for the long-haul. Commitment to their careers drives them to seek opportunities that ensure future professional (and personal) growth. Be prepared to address questions and insights about growth and development opportunities within your clients company. Dig deeper into specific internal training and professional development programs, standard and non-standard role evolvement within the company, and how employees easily move between departments. A basic knowledge of these factors is not enough for Gen Z. They want to know your client has a plan to match their growth potential.5. Theyre independent and self-sufficientGen Z is all about independ ence and autonomy. This generation is highly experienced in finding a YouTube guide for any problem they face and figuring it out themselves. Its not exactly a skill youll find on a resume, but as a staffing candidate, this means Gen Z candidates are self-sufficient and competent with independent work. Keep their desire for independence in mind when filling clients empty roles. This applies to the work environment as well as the work process. Theyre not as likely to thrive in an open office environment as a Millennial. But are the perfect fit for roles with remote work and more travel. As a staffing candidate, Gen Z is self-sufficient and competent in working independently. staffingClick To Tweet6. They can expertly multitaskWhile critics may be quick to knock Gen Zs short attention spans, which averages just 8 seconds, this is perfect for multitasking. As digital natives, these candidates thrive in high-paced environments and navigate effectively and efficiently between projects.Wh en screening Gen Z candidates, assess for how easily they handle multitasking. While they may not be as equipped for positions that require fixed concentration on one task, these candidates flourish in roles where they can use numerous skill sets. Companies that offer cross-training as part of their ongoing development programs would also appeal to this group of talent, so be sure to identify clients with this training structure.

3 things you should never do after you leave a job

3 things you should never do after you leave a job3 things you should never do after you leave a jobWhen you leave a job, your responsibility as a reliable employee doesnt completely end on your last day with that organization.What do we mean by that? Well, lets consider the qualities of respect and reputation for a moment and lets think about them from the POV of your next employer.Have you ever overheard a coworker gossiping about all the terrible things their last boss did wrong? Even if their stories are entirely true, did hearing them make you think, now THIS is a person I really want working for ME someday?Probably not. Instead, your red flag warnings went off. You started to binnensee this person as a pessimist, a complainer, and someone who would likely have a corrosive effect on the culture of any company.Ironically, the people who tell these stories usually just think theyre forming new bonds and making new friends. They often dont realize theyre making a negative impressio n that could ruin their credibility and mark them as potential bad apples in the eyes of their colleagues and future bosses.The success of any organization is due in large part to the culture it fosters. As a new employee, you can decide to either be a drag or a positive influence on that culture - and your choice can have long-term ripple effects, for you and for your colleagues.Dont let your desire to make friends and fit in with your new employer trigger bad behaviors that may burn the bridges that helped you get there in the first place.So, what kinds of habits should you avoid? Here are three must-NOT-dosDont be a stranger at your former companyYour previous bosses and coworkers invested themselves in your career advancement because they wanted to see you succeed. Even though youre no longer a daily part of their lives, they leise want to know that youre doing well and that youre making them look good by association.If you left on good terms, always make an effort to stay in t ouch with your old coworkers and managers. You cant talk to them every day, but you should make an effort to reach out several times a year to catch up. Theyll enjoy seeing where your career leads you next, and theyll appreciate your gratitude for what you learned from them along the way. Maintaining a healthy network can help unlock future opportunities both for you and for them. Plus, you never know when youll have a chance to work together again.Dont bad-mouth your past associatesAt your new job, it can feel natural to make friends by complaining about your shared frustrations. But resist the temptation to gossip about your previous coworkers or your past company as a whole. You dont want your new colleagues to wonder what youll say about them at your next job.Instead, choose to be positive about what you learned at your last stop, and show your new friends how excited you are to be part of your new company. After all, you only get one chance to make a first impression. Wouldnt y ou prefer your new colleagues to think of you as the upbeat, positive person instead of just another complainer?Dont violate an NDATheyre called nondisclosure agreements for a reason you cant share your old companys proprietary secrets or competitive advantages with anyone.Sure, it can be tempting to think that no one will ever find out if you mention something off-hand that was covered in an NDA. But even if no one finds out, you will still have damaged your credibility with your current company.If you dont show loyalty to a previous employer, why should your new employer think youd show it to them?