Customize this Outstanding Entry Level Manicurists Resume Template

Customize this Outstanding Entry Level Manicurists Resume TemplateCustomize this Outstanding Entry Level Manicurists Resume TemplateAccording to the Bureau of Labor statistics, the demand for manicurists is expected to grow across the United States. If you tailor your resume to the position youre applying for, you can show potential employers how you could fit perfectly in their organization.Manicurists must complete a state-approved program and pass exams to get a license, so potential employers will be looking for these details in the education and certifications section of your resume. If you are applying for your first manicurist position, you should also include past work experience or volunteer work that demonstrates relevant skills, such as attention to detail and customer service.Take the time to create a captivating resume with our entry-level manicurist resume template and start the journey to your dream job. Create ResumeVictoria Reed100 Main Street, Cityplace, CA, 91019 C 555-322-7337 example-emailexample.comSkillsFast learningCustomer friendlyCash management experience Pedicures E-File ManicuresAcrylicNail ArtGelFiberglass WrapsBlended TipsAccomplishmentsI attended Classes at Young Nails in American Fork UT. They include Nail Art, Gel Back FillExperienceCashier05/2010 to 06/2010, MaverickKearns, UTCashierMake sure that the shelves were in orderRe stock the coolersClean the storeMake sure there was paper in the pumps.Care Giver03/2010 to 04/2010, At Home Personal CareSalt Lake City, UTChanged their diapersGive them showersCookedHouse keepingDid their shopping with or with out the clientPicked up there medication from the pharmacyTook them to their doctors appointmentsCare Giver05/2009 to 08/2009, At Home Personal CareSalt Lake City, UTChanged their diapersGive them showersCookedHouse keepingShopping with or with out the clientPicked up there medication from the pharmacy,Took them to their doctors appointmentsGave them companionshipDSP01/2009 to 0 5/2009, Northern Eastern ServicesWest Valley City, UTDid laundryStyle diningCookedChanged diapersGave them their medicationHelped them get dressedMy title was DSP Disability Support ProfessionalEducation and TrainingGED Nail Technology 2013, Color My Nails SchoolMidvale, UT, USAE-fileAcrylicsGelsFiberglassManicuresPedicuresNail ArtReferencesAvailable upon request. Customize ResumeMore Beauty and Spa Resume TemplatesExperienced Manicurists Resume Templates

Why Grads Should Consider Manufacturing Careers

Why Grads Should Consider Manufacturing Careers Why Grads Should Consider Manufacturing Careers For most members of the newly graduated class of 2016, the manufacturing sector likely ranks pretty low on their list of possible careers if it ranks at all. But while the competition might be stiff in many sectors that recent graduates are more likely totarget, the manufacturing sector is suffering from an ever-increasing skills gap. Part of the reason why is that manufacturing jobs have a bad reputation. They are dirty. Unskilled. The pay is low. The hours are long.But the truth is, this isnt your grandfathers manufacturing sector.Over the last few decades, many of the unskilled positions in manufacturing have been automated. This means that skilled, educated workers are often required to operate and maintain the robots and computers that now zulauf the show. College graduates in areas like IT, science, or mathematics can find work in this field without even having to look too hard. In addition, every manufacturer is still a business, so a business degree might also land a solid entry-level career for a graduate.Recent graduates looking to explore this avenue of employment would do well to get themselves some training to pad their resumes before applying to manufacturing businesses.There are many avenues to obtain hands-on training as a job seeker, says Micah Statler, technical training program manager for Advanced Technology Services, a factory maintenance and IT consultancy. SkillPointTraining.com is one avenue, where individuals can secure a seat in any of our scheduled training courses. Original equipment manufacturers and distributors, colleges, and technical institutes also provide many training opportunities for those in the job market, but that training is often high-cost and product-specific.While a recent graduate obviously would not want to enter a new college or technical school training program (or foot the bill for one while still paying for their f irst degree), shorter and cheaper online courses through companies like SkillPoint might give them an edge in the bewerberinterview process and a better idea of what it is they are applying for.What Manufacturers Can DoOn the other side of the coin, considering the size of the skills gap facing the industry, manufacturers would do well to widen the scope of their skilled-labor searches and provide on-the-job training for college graduates. Getting a college degree in any field typically requires a certain amount of intelligence, dedication, and critical thinking skills, so its likely that a new hire with a college degree would be able to succeed in whatever on-the-job training companies deemed necessary to put them to work.Employees stay in jobs that they can succeed in, as well as jobs that treat them well. So providing them with the skills to do a good job and continuing to reward that effort can go a long way toward combating the skills gap.Training is a component of retention, b ut it is not the silver bullet. We have seen positive statistical results in the correlation between training and retention, says Statler. We have also seen very positive impacts against measured employee engagement in association with training and development opportunities. We believe that retention is the result of a multifaceted approach that provides an engaging and encouraging atmosphere, which promotes growth and inclusion. Training can serve as an entry point to such a work environment, but the key in getting the most impactful results is to utilize the training as a catalyst to provide greater opportunity mentoring, coaching, and opportunitiesto utilize skills in challenging higher levels of wertzuwachs help to complete the package.An estimated 1.8 million bachelors degrees were awarded to the class of 2016, according to the National Center for Education Statistics. For manufacturers, the skilled labor shortage could reach 3.5 million jobs in the next ten years, according t o the Manufacturing Institute. With that sort of risk coming down the road, ignoring an intelligent, educated labor pool seems like a bad business decision for manufacturing companies. Investing in incentive programs to attract college graduates from liberal arts and other fields, in addition to providing the right training to help them succeed, could go a long way toward solving the shortage of skilled labor.F

Study Texting support to your partner can lower their stress levels

Study Texting support to your partner can lower their stress levels Study Texting support to your partner can lower their stress levels When our partner is stressed about work, we may worry about the best way to comfort them. Should we back off and give them space? Talk about it directly? Send them flowers? Turns out, it doesn’t take elaborate gestures. You don’t even have to be physically nearby or address the stress. A new study published in Computers in Human Behavior found that comfort can come from just a simple supportive text.Texting subtle support works best over explicit support ?? ??To test the power of an empowering text, Emily Hooker and her colleagues from the University of California recruited 75 women to do a task designed to put them on edge with stress - public speaking. The women and their romantic partners were put into different rooms.The women were told to prepare a speech in four minutes. While they were filling out surveys and preparing a speech, some of them received a text from their partners that gushed support:  â€œDon’t worry. It’s just a psych study. You’ll be fine :-)” and ad vice like “You could talk about how hard working you are.” Others received no text at all from their partner. Others got a simple reminder of their partner’s nearby presence with mundane texts saying “It’s cold in here” and “I’m filling out surveys.”The participants who received the explicitly supportive texts said they felt loved and cared for, compared to the participants in the control group. But it was the mundane texts about the weather and the act of filling out a survey, not the supportive texts, that actually sparked a physical response in participants. Mundane, but not supportive messages, reduced systolic blood pressure the most.Why does gushing support for your partner not calm them down as easily? The researchers suggest that these well-intentioned messages can actually be stressful for your partner to receive. When you send your partner unsolicited advice on a problem, it may subtly hint that you think your partner is struggling and needs help.“The s upportive messages used in this study…indicated that the partner was aware of the stressful task,” the paper states. “The supportive messages may have inadvertently increased evaluative threat….due to the subtle suggestion that the participant needed assistance.”The supportive texts reminded participants that they had a stressful job ahead of them that they may not be equipped to handle. When your partner is griping about the air conditioning, it just reminds you of their comforting presence. You remember that you have someone who is nearby and here for you. Their unrelated complaints may even take your mind off the stress of the task ahead.Texts are powerful forms of communication we use every day. “During inevitable, daily stress, this form of communication may have the potential to influence biological and physical well-being,” the paper concludes. Receiving a text has the power to brighten your partner’s day as they go about their work. Choose your words wisely.

7 Tips for Getting Started Successfully With Your New Team

7 Tips for Getting Started Successfully With Your New Team 7 Tips for Getting Started Successfully With Your New Team Your promotion to ??leading a new team or function is simultaneously exciting and just a little bit nerve-wracking. The great news is that your boss has faith in your abilities and is betting her credibility that you’re the right person for the job. The butterflies-in-the-stomach part comes from knowing you’ve got a whole new set of challenges, including establishing yourself as a credible leader in the eyes of your team members. By setting aside fears or excitement and instead focusing on some basic strategies, chances for success will be greatly improved.PreparationSpend time with your manager reviewing your teams needs and expectations. Ask:How does this team fit with the firm’s overall strategy and key goals?How is the team’s performance evaluated, and what do recent measures/evaluations say about how the team has performed?Where are the strengths of the group?What are the perceived weaknesses?What are your manager’s expectations for you in this new role?What are the three most important things you can do to support your managers agenda during your first quarter?How deep is the talent on the team? Where are the gaps?Engaging With PeersOnce your promotion has been made public, do your homework and solicit input from your new peers across the organization. Ask for their perspective on your team’s performance, strengths, and gaps. Focus on the interaction points between the groups and ask them to identify strengths and areas for improvement. Take great notes and strive to identify opportunities for early victories. Its important to have your peers on your side.Making It About ThemToo often, new managers step into a role and make a poor first impression by waxing poetically or nauseatingly about their own backgrounds and achievements. Resist the urge to make yourself the focal point. After a brief introduction, ask questions designed to help you better understand the team’s culture:What are you proud of that this group does particularly well?What have been the major accomplishments over the last year?What are the current goals of the team?What are the activities you would like to pursue that you haven’t found the time for?Soliciting InputThis takes a bit of courage, but the feedback you gain will say a lot about your teams situation and needs. Ask: “At the end of my time as manager of this group, what will you say that I did?”  Its a good question that will help your team members focus on identifying developmental and organizational needs. Listen and take notes without commenting or judging.  ?One-on-One MeetingsPre-publish this simple agenda outlining just 3 questions:  What’s working?What’s not?What do you need me to do to help you succeed at your job?Ideally, conduct the meetings face-to-face. Howe ver, telephone or video conferencing work great for your remote colleagues. Take notes, strive to identify and offer immediate help with tactical problems such as not having the proper tools.Sharing InputRemember to ensure anonymity. These meetings offer great opportunities to hear from team members and to get to know them, and learn about their ideas, interests, and needs. They also offer you and the group ideas on opportunities to collaborate in pursuit of early improvements and needed changes.Establishing ProtocolsAs part of your early assessment, review the existence of regular status or operations meetings. If there are regular, timely scheduled sessions, consider sitting in and listening. If the prior manager ran these sessions, rotate the meeting leadership among team members. Once you have a feeling for the effectiveness of the operating routine, you can make adjustments. Unless the team is in crisis, there’s nothing to be gained by immediately asserting your own agenda. Of course, if there is no regular routine, you have ample opportunity to create. Ask your team members for input.As for your communications protocol, let your team members know how to reach you. Help them to understand your desired level of involvement. Develop a sense of their communication needs- some individuals prefer daily or frequent interaction and others prefer to engage with their manager infrequently or when guidance is required. Be flexible and adapt to their needs.Work with team members to refresh group and individual goals during the first 30 to 45 days.  If the team is in a crisis or turnaround situation, accelerate this timetable.The Bottom LineThe point in time when you assume responsibility for a new team should be a period rich in relationship building and collaboration. Resist the urge to assert that you’re the “new sheriff in town,” and use questions to gain context on talent, operations, and opportunities. You  need your team’s help  to succeed and the right way to start out is by making all of your team members a valuable part of th e process. You’ll have ample time to make changes as you gain context and credibility. In the beginning, its a good practice to observe and ask without judging.

How to Interrupt Someone During a Meeting

How to Interrupt Someone During a Meeting How to Interrupt Someone During a Meeting Picture this: Youre in a client meeting along with a few of your colleagues. The client asks a question, and one of your colleagues starts to answer it - but you can tell he has misheard the question. You observe the client pursing her lips, a slight frown appearing on her face as she realizes she is not getting the information she needs. Your colleague is oblivious and continues talking. You silently think, Are you kidding me? and try to build up the courage to speak - but you just cant find a way in. As a public speaking coach, Ive heard about this problem time and again. People know they should jump in, yet theyre not sure how to. Depending on your office culture, your colleagues may simply love to hear themselves talk, or they may be strategizing to get the bosss attention. After all, speaking up comes with a variety of benefits for your professional life. In many organizations, your higher-ups will assess your leadership readiness based in part on how well you speak during meetings. Sometimes, you just cant wait for an invitation to join the conversation. If someone is hogging the airtime or seems off-base in your next meeting, here are a few ways you can diplomatically interrupt them: Come to the meeting prepared.  Ask what I call The Three Questions in advance: Who is your audience, what is your goal, and why do you care about this? Armed with that info, you can prepare 2-3 points you want to make or questions you want to ask. That way, you dont have to think of something brilliant on the spot. Dont write a script; just bring bullet points. Be fully present and listen to others. Its easy to get distracted thinking about what youre going to say. When that happens, however,  you miss what is actually being said in the meeting. Stay present and you will hear your chance to jump in. Use deep breathing.  Deep breathing will both calm you down and give your voice resonance so that, when you do speak, your voice is strong and confident. Wait for the person speaking to take a breath.  They have  to breathe sometime, right? When  they do, jump in. A strategic filler word like so or actually can help you wedge yourself into the conversation. Build or bridge. Either compliment what the previous speaker said or bridge to a different direction. Try something like, Im glad Steve brought that up, or, Let me build on what Steve said and come back to your original question. Be concise. Keep your interjection brief. Otherwise, you wind up making the same mistake Steve did. Remember to speak with a calm, confident tone. Dont disparage Steve - though you may be doing so internally - and dont disparage yourself by second-guessing what you have to say. Be strategic about when you jump in. Remember to speak judiciously. If you constantly interrupt without giving others an opportunity to speak, you monopolize the meeting and reduce your credibility and authority. Just as you  want your turn to speak, so do the other people in the room. Many of my clients have used these tips to get a meeting back on track and, in doing so, close an important deal or reach consensus on a key decision. At your next meeting, try out a few of these techniques and see what happens. Use the techniques well, and you can change the trajectories of  both the meeting  and your own career for the better. Allison Shapira is author of  Speak With Impact: How to Command the Room and Influence Others.

You dont need a golf club or yacht to network like a boss

You don't need a golf club or yacht to network like a boss You don't need a golf club or yacht to network like a boss The golf course has traditionally been a favored spot for members of the proverbial Old Boys Network to hang out and iron out everything from billion dollar deals to backroom political machinations. For the rest of us though, it’s sometimes slightly complicated to figure out where it’s okay to network and schmooze and where business is always off limits. Even tougher is trying to understand how to segue from camaraderie to work to transitioning a conversation to action. For that reason, it helps to realize that unlike a meeting, there shouldn’t necessarily be a specific agenda to your networking- unless of course you’re at a networking event. And even if everything was intended to be fun and games (or booze) you should always follow up, if only to say “this was fun, let’s do it again.”If you’ve decided it’s time to update your own schmoozing game, try to figure out not just the location, but also the kind of topics or small talk that might come more naturally in tho se spaces. We asked some expert networkers for advice on their favorite spots to meet or network and why. Use your home court advantage  Dara Levy, CEO Founder of Dermaflash, says that where you choose to meet someone to network says a lot about you. So make sure it’s somewhere you feel at home and a place that paints you in your best light.“For business meetings, I prefer to pick locations that are casual, comfortable and upscale. I’m a creature of habit, so you can usually find me holding court at Hotel Bel-Air in LA or at Fred’s, at Barneys in Chicago,” Levy says.Any “private members-only clubs, like Soho House” that you belong to are also great for networking, Levy adds, because “they are great for networking and increasing your global reach all under one roof. You never know who you’re going to meet.”Tommy Kato, CEO of Merchant Hub, suggested talking business with people on your yacht. While that might be out of reach for most of us, his point is that you   should talk business “somewhere that emphasizes your successes and passions” which will ostensibly paint you in a more successful light.Networking no-nosThe last thing you want to do is to make the people you’re trying to connect with feel uncomfortable.Along those lines, Kato also advises never bringing up “politics or religion with anyone, especially at the dinner table.”Levy also warns against looking at your phone during a business meeting, though you’re probably fine to quickly scan during time with friendly colleagues. Try to limit it to only once or twice per hour or people will wonder why they bothered getting together with you in the first place.  When it comes to cornering someone in the restroom, it would seem like an obvious no-go. But just in case you think about trying it, consider this: A few years back I was at a political breakfast where D.C. luminaries chatted and made deals while munching on bagels and a schmear. While waiting on line for the ladies r oom, I spotted Hillary Clinton studiously avoiding eye contact. Though my first instinct would have been to say hello, I was saved from myself when someone else went to shake someone’s hand, only to have an awkward moment when the extremely uncomfortable politician mimed that she hadn’t yet washed her hands after using the facilities. Despite all the intense business chats that seem to take place over the urinals in movies, in real life it’s just not a good idea to pounce on someone who could really use a moment of privacy. Find someplace that you loveMy friendly colleague Louise O’Brien is the Public Relations Director for the Langham Place  in  New York. She has so much enthusiasm for her hotel, its restaurants and lounges, that it’s infectious.  Not only have I met O’Brien there for lunch, I’ve also started using the lounge area as a meeting place and lunch spot with clients.When you’re in your element, it shows, whether it’s a comfortable and just-buzzy-enough hotel lobby or a wide open greenspace with a great view of the water or the sky. If you feel enthusiastic about the location, you’re more likely to connect to others who do too, and you’ll probably end up meeting extremely interesting people from different walks of life and industries.Maximize your coworking benefitsWhile most people realize that coworking spaces offer a quiet private place to work, you might not realize that there are also usually loads of public events. Sign up for newsletters and updates and take part in scheduled events. If you’re not great at attending events, consider devoting more time to hanging out in the common area or lingering over a soft drink when you see interesting people chatting there. Networking doesn’t have to be torturous; sometimes it’s as simple as connecting with someone you already nod hello to on a daily basis.

Sample Open Door Policy for the Workplace

Sample Open Door Policy for the Workplace Sample Open Door Policy for the Workplace The following is a sample open door policy for your workplace. It is recommended that forward-thinking workplaces adopt an open door policy to promote positive communication with employees. When every employee understands that he or she can visit with any manager or senior level employee and talk with them about any topic chosen, you have an open door environment. Introducing and Enforcing an Open Door Policy The policy should appear in your employee handbook and should stress the components employees need to understand about how to pursue their options in an open door environment. Provide training to all managers and employees about what an open door policy is and how you can use it most effectively in your workplace. If your managers are reinforcing the intents and purposes for which you established your open door policy, employees are more likely to take advantage of the opportunity to communicate up and down your organizational hierarchy. There are right ways and wrong ways to seek an open door conversation and all employees need to understand the process. Used effectively, every employee has access to every other employee no matter their level or job title. Sample Open Door Policy Please feel free to use this open enrollment sample policy as a starting point when you decide to adopt the practice in your workplace. Understand that the first step is to make certain that you have the commitment of your senior leaders and managers. Your employees are easily led down paths that cause distrust. Make sure that you mean what you say when you publish an open door policy for your employees. They will never trust you in the future if they see your failure to walk your talk. Introduction to the Open Door Policy Your company has adopted an Open Door Policy for all employees. This means, literally, that every managers door is open to every employee. The purpose of our open door policy is to encourage open communication, feedback, and discussion about any matter of importance to an employee. Our open door policy means that employees are free to talk with any manager at any time about any topic. Responsibilities Under an Open Door Policy If any area of your work is causing you concern, you have the responsibility to address your concern with a manager. Whether you have a problem, a complaint, a suggestion, or an observation, your company managers want to hear from you. By listening to you, the company is able to improve, to address complaints, and to foster employee understanding of the rationale for practices, processes, and decisions. Before You Pursue the Open Door Policy Most problems can and should be solved in discussion with your immediate supervisor; this is encouraged as your first effort to solve a problem. But, an open door policy means that you may also discuss your issues and concerns with the next levels of management and/or Human Resources staff members. No matter how you approach your problem, complaint, or suggestion, you will find managers at all levels of the organization willing to listen and to help bring about a solution or a clarification. Benefits of the Open Door Policy By helping to solve problems, managers benefit by gaining valuable insight into possible problems with existing methods, procedures, and approaches. While there may not be an easy answer or solution to every concern, your companys employees have the opportunity at all times, through the open door policy, to be heard. No Retaliation The open door policy includes the assurances that an individual employee who pursues his or her rights to talk to any level of management will experience no retaliation or interference from the employees immediate manager. The manager should be included as needed.