10 Reasons Job Seekers Should Embrace Social Media

10 Reasons Job Seekers Should Embrace Social Media10 Reasons Job Seekers Should Embrace Social MediaMany job seekers want to keep their private lives private. But what if you could improve your chances of being the selected candidate by using social media? Companies are checking you out online, so why not use these tools to enhance your qualifications? Consider thisA JuneCareerBuilder survey of more than 2,000hiring managers and human resource professionalsrevealed that 43percent of employers use social networking sites to research job candidates. While the report discusses the negative repercussions of social media, it also illustrates how a positive online impression can sway employers. The report states One third (33 percent) of employers who research candidates on social networking sites say theyve found content that made them more likely to hire a candidate. Whats more, nearly a quarter (23 percent) found content that directly led to them hiring the candidate. If youve been avo iding social networks, perhaps this is enough to convince you to build a positive, professional online presence to help you stand apart from the average candidate.1. Your personality fits.Almost 50 percent of the hiring managers and human resource professionals surveyed said that reviewing the candidates social media content provided a good sense of whether the candidate would be a fit within the company. How often have you thought If only I could get in front of someone and prove I am a good fit? With social media, you can inject your style in status updates and even your LinkedIn summary. Sure, your skills and experience qualify you for jobs, but your personality is one more way to seal the deal. 2. You are who you say you are.When employers see how your background information supports your qualifications for the job, you look like the real deal. Forty-five percent of employers liked the idea of being able to validate a candidates experience by checking them out on social media. M ake sure your LinkedIn and other social network profiles are consistent and close matches with yourrsum. 3. You provide a professional image.What you say in your bio and on social profiles provides hiring managers with a glimpse of your professionalism. Forty-three percent of employers were impressed with the professional image presented by a candidates site. Use a high-quality photo (preferably a head shot) with a neutral background thats free of distractions, such as pets or people. Wear work appropriate-clothesno prom pictures or beach shots. And be sure to pay attention to small details, such as grammar, punctuation capitalization and spacing. 4. You show a wide range of interests.Forty percent of employers selected candidates who came across as well-rounded through information on their profiles and social media updates. Dont be afraid to show your volunteer involvement and other activities that show how you enjoy spending your free time. One exakt of warning If these activities appear too frequently or divulge personal preferences, it can have a negative impact. Avoid mentioning controversial or extreme interests.5. You demonstrate great communication skills.You say you have excellent communication skills, but how can you further provide proof? Forty percent of employers said social network profiles and status updates offered evidence of great communication skills. As with your profile, punctuation, spelling and grammar are important in tweets, too. And remember to behave appropriately online. Avoid arguments, profanity and negative rants. 6. Youre creative.Often, employers seek candidates who can think outside the box. Thirty-six percent of employers said a candidates creativity on social media made a difference in the hiring decision. Show off your creative abilities online by displaying aninfographicrsum, using new technology or posting clever status updates. 7. Youve received awards and accolades.In your cover letter orrsum, you may have said you were a top performer or gained recognition for your stellar accomplishments. Thirty-one percent of employers found proof of suchrecognition online and said it worked in the candidates favor. Snap a photo or grab a screen shot to capture your success. Then share it for all to see, and embed it in your LinkedIn profile. 8. You have great references.Thirty percent of companies liked seeing references posted about a candidate. Unsolicited ornonreciprocalrecommendations are powerful. LinkedIn allows you to display recommendations within your profile, so be sure to ask a boss or happy customer to write one for you. You can make it even easier for them when you provide suggestions or key points you believe are worth mentioning. 9. You interacted with the employer.Companies with social media accounts want to engage in conversation. Twenty-four percent of employers said they liked it when a candidate interacted with one of their social media accounts. Check the companys website to see which soci al networks are listed, especially the accounts related to careers. Always be positive and complimentary, and ask questions beyond Did you get my application?10. You have a large following.Fourteen percent of employers see a large following or subscriber base as a positive. If people are following you, then you might just have something interesting or valuable to say. Thought leadership and community engagement can benefit the company. Build your following organically by providing information that is valuable to your target audience. Interact with like-minded professionals online. Gaining a following isnt easy. But, if you are a good social community citizen, it could be an asset to your future employer.

Read the Personal Biography of Lilly Ledbetter

Read the Personal Biography of Lilly LedbetterRead the Personal Biography of Lilly LedbetterLilly McDaniel was born in April 1938. She married Charles Ledbetter and togetherbeibei they had two children Vicky and Phillip Charles, who both married and had children of their own. Her husband, CSM Charles J. Ledbetter (U.S. Army ret.), was a highly-decorated veteran. Sadly, he passed away December 11, 2008, at the age of 73 and did elend live long enough to see President Obama signed The Lilly Ledbetter ritterlich Pay Act of 2009 into law on January 29, 2009. Now 70, Lilly lives in Jacksonville, Alabama on a small pension and like many Americans worries about losing her home. Lilly Ledbetter, a Humble, New American Icon Lilly Ledbetter was employed by Goodyear Tire and Rubber for nineteen years before she discovered that she was paid far less for the same work as her male peers were being paid. She filed a lawsuit against Goodyear, and after a long legal battle, her case was ultimatel y decided by the U.S. Supreme Court she lost. The Supreme Court stated she had taken too long to file a complaint. This decision, which made it easier for employers to get away with wage discrimination practices, would become a hotly contested legal issue by both Democrats and Republicans McCain had Joe the Plumber and Obama had Lilly Ledbetter. A Hard Worker Despite Tough Conditions From 1979 to 1998 Lilly worked tirelessly at a Goodyear plant on an overnight shift from 7 p.m. to 7 a.m. where she was subjected daily to sexual discrimination and harassment. She received a Top Performance Award in 1996, but her raises never matched her wertmiger zuwachs and were not in line with those given to men. In 2007, she testified before Congress about her EEOC complaint about a supervisor who demanded sexual favors if she wanted good job performance reviews. He was reassigned, but asserting her rights only made things worse and led to isolation, further sexual discrimination, and retaliat ion against Ledbetter. Lillys Anonymous Angel Lilly signed a contract with her employer that she would not discuss pay rates with other workers. She had no way of knowing that she was being underpaid until just before her retirement when a source that remains anonymous today slipped a musiknote into her mailbox. The note listed the salaries of three other men doing the same who were paid $4,286 to $5,236 per month. Lilly was only making $3,727 per month. When she filed a complaint with the EEOC, she was subsequently assigned to lift heavy tires. She was in her 60s at the time, but she continued to perform the tasks her ruthless employer required of her. Why It Mattered? Lilly had no idea she was being underpaid. She was prohibited from asking about or talking about pay wages. She did not have tangible evidence until she was ready to retire 19 years into her employment that she was being cheated. Ultimately, the U.S. Supreme Court ruled that to have legal standing, a person must file a complaint within 180 of the first discriminatory pay practice - even if they did not know about it until much later. This allowed employers to get away with underpaying workers based on color, sex, or other discriminatory reasons as long as workers did not know about it and take legal immediate action. A Selfless Cause Ledbetter played an important role speaking to politicians, Congress, and even Barack Obama and Hillary Clinton in an effort to persuade the need for change. John McCain and Sarah Palin both agreed with the U.S. Supreme Court decision (McCain did not support fair pay acts that would legislate equal pay for women). McCain also made negative statements about Ledbetters cause and even deemed the proposed legislation a trial lawyers dream. Ledbetter, a humble woman, challenged laws that did not protect workers from discrimination even though she herself would never directly benefit from her efforts. In Lillys Own Words In an April 22, 2008 blog deutsch e post dhl Lilly wrote the following entry I am in Washington this week, going from Senate office to Senate office to build support for the Lilly Ledbetter Fair Pay Act - legislation that bears my name. I would never have guessed this is what I would be doing at this point in my lifeI worked hard at Goodyear, and was good at my job. But with every paycheck, I got less than I deserved and less than the law says I am entitled to.It the Supreme Court decision was a step backward, and a terrible decision not just for me but for all the women who may have to fight wage discrimination. Lilly Ledbetter Cannot Benefit From the New Law, But Other Women Can Lilly Ledbetters case against Goodyear cannot be re-tried, and the new law she helped to pass will not get her restitution from Goodyear. Lilly reports at age 70 she still lives paycheck to paycheck (her retirement wages are based on the discriminatory wages she was paid). I will be a second-class citizen for the rest of my life... It affects every penny I have today.?(1) But as she headed to Washington, D.C. for the signing of the new law bearing her name she enthusiastically stated, Im just thrilled that this has finally passed and sends a message to the Supreme Court You got it wrong.(2) Time Line of Legal Events in Lilly Ledbetter vs. Goodyear 1979 - November 1998 Lilly worked as an area manager for Goodyear Tire and Rubber Company at its Gadsden, Alabama plant.March 1998 Ledbetter submitted a questionnaire to the Equal Employment Opportunity Commission (EEOC) inquiring about salaries.July 1998 Submitted formal EEOC charge. Two key claims asserted by Ledbetter a Title VII pay discrimination claim and a claim under the Equal Pay Act of 1963 (EPA), 29 U. S. C. 206(d).After she filed a complaint, Ledbetter, then in her 60s, was reassigned to lift heavy tires clearly an act of retribution by Goodyear.The District Court allowed some of Ledbetters claims, including her Title VII pay discrimination claim to pro ceed to trial. But the District Court granted summary judgment in favor of Goodyear on several of her claims, including her Equal Pay Act claim. November 1998 Ledbetter retired early and filed suit asserting, among other things, a sex discrimination claim under Title VII of the Civil Rights Act of 1964.A jury awarded Ledbetter about $3.3 million, but the amount was later reduced to around $300,000.November 2006 - May 2007 Goodyear appealed to the U.S. Supreme court who overturned the lower courts ruling in favor of Goodyear. In a 5-4 vote, it was decided that Ledbetter was not entitled to compensation because she filed her claim more than 180 days after receiving her first discriminatory paycheck. (Ledbetter v. Goodyear Tire Rubber Co., 550 U.S. 618 R048 No. 05-1074 Argued 11/27/06 Decided 05/29/07. January 2009 The battle continued with several bills being introduced to change the law. On January 29, 2009, the Lilly Ledbetter Fair Pay Act of 2009 was signed into law by President B arack Obama. Lillys husband, Charles, passed away in December 2008, shortly before the bill was passed into law. Sources (1)Birmingham News, January 23, 2009(2)Birmingham News, January 28, 2009

Customize this Outstanding Sample Network Engineer Resume 1

Customize this Outstanding Sample Network Engineer Resume 1Customize this Outstanding Sample Network Engineer Resume 1Sample Network Engineer ResumeCreate Resume NETWORK ENGINEERSUMMARY OF QUALIFICATIONSAuthor of the Linux Quick Fix Notebook ISBN 0131861506Cisco Certified Internetworking Expert (CCIE) 8710master of business administration, BS electrical and computer engineeringComplete bilingual Spanish and English fluencyFourteen years post university work experience in North America, Latin America and EuropeStrong general management, negotiation, inter-personal, communication and gruppe building skillsEighteen years of extensive hands-on experience in network engineering, Windows / Linux systems administration, troubleshooting and repair. Designed, installed, configured and maintained complex routed LAN and WAN networks. Supervised permanent and contract personnel. Excellent communication skills with the ability to interface at all levels. A gruppe player who also can work well in dependently.PROFESSIONAL ACHIEVEMENTS (Last Position Held)Netflix Inc., Los Gatos, California, 2005 Present Network Manager Voice and data communications technical lead for the companys 38 DVD distribution centers and three corporate offices. Involvement in a number of initiatives related to improved centralized and automated network management systems to meet corporate goals with minimum capital expenditure. Lead for the network re-architecture efforts to facilitate better product delivery to customers. Team of 5.Navisite Inc., Andover Massachusetts, 2000 2005 Director Network Engineering, San Jose California Managed a team of up to 15 engineers, 200+ Cisco 6509 layer 3 switches / routers serving over 600 customers and 3,000 web servers. Hands on familiarity with products from Cisco, Nortel / Altheon, Juniper, Netscreen, Nokia, F5, Blue Coat, Foundry and Avaya.Member of the final technical escalation team for all for 16 web hosting data centers network events and post sales custo mer supportLead engineer for the management of Navisite?s HotRoute content delivery systems used by Computer Associates and Oracle for their software download sites.Member of the customer incident review teamTeam lead for the network equipment rationalization project for the West Coast data centers. Reduced equipment maintenance costs by over 50% through the phased removal of equipment from the San Jose data center. This was achieved through a series of over 30 planned change windows.Networking team lead in the migration and integration of all customers from the Scotts Valley, Avasta, Progress Software and Conxion data centers to Navisites San Jose data center. This involved moving over 750 servers.Created the Socrates web portal to provide information to disparate network engineering groups, from multiple acquired companies, with centralized documentation on the various deployed architectures and subsequent integration projects.Lead for the Architecture Desk which has responsibilit y for the research, evaluation, approval and implementation of all equipment additions to our customer topologies with an eye to long term supportability.Team lead for architecting and implementing Navisites New Delhi (India) offices established as part of the companys globalization efforts.Member of Navisites team responsible for making the San Jose data center SAS70 compliant in accordance with the requirements of the Sarbanes Oxley Act.Team lead for a number of formal training exercises for the Engineering, NOC and Customer Care organizations. Developed a Technical Lunch program to provide technology briefings to top 30 customers on the architectures used in their hosting topologies.Team lead for the annual code upgrading process for all network devices.Member of the systems compatibility test systems lab responsible for verifying the functionality of various vendors equipment, supplied by customers or internally, with Navisites existing infrastructure.Acting Incident Manager res ponsible for resolving issues that affect any customers web site functionality in the absence of the Director of Networking.Projects have includedLab testing to ensure that the Cisco CSS11000 (Arrowpoint) L5/7 switches used were compatible with all Navisites supported web server applications. Responsible for identifying a number of bug fixes in versions 3 and 4 code.Development and introduction of a centralized VPN service to be resold to clients. Implementation of the infrastructure to create a single super NOC to monitor Navisites 4 data centers.Creation of PERL scripts to check the QA of network device configurations via SNMP and configuration file checks.eFinity Management Consultants, Northbrook IL, 1999 2000 Networking / IT Consultant Main client, United Airlines SFO. Member of the team that managed the systems and associated network devices used to control the maintenance of all North American aircraft. LAN/WAN network of 1,100 TCP/IP based data collection devices controlled by over 20 high speed servers and 20 Cisco routers. Team member for replacing legacy Cabletron Layer 2 switching equipment with Cisco 6509 Layer 3 switches to act as a campus backbone. Pre-sales work to migrate from OpenVMS to UNIX / Solaris. Project manager for migrating all aircraft maintenance systems from legacy disk storage to RAID arrays. Resulting annual maintenance contract savings of $400,000. Experience with Cisco Routers, network security, Multinet TCP/IP, Compaq Alpha systems, Storageworks.Trinidad Tobago Trading Co., Colon Panama, 1998 1999 Chief Executive Officer Established the first overseas based trade facilitation company created by the government of Trinidad and Tobago (TT). The primary focus was to increase non-oil manufactured exports from TT to Latin America via the Colon Free Trade Zone (CFTZ) in Panama. Staff, 6.Dr. Ian Sangster Co., Kingston Jamaica, 1996 1997 Sales Export Manager, Kingston Jamaica Full responsibility for annual rum liqueur sales and marketing of over US$2.0 million in nine Caribbean nations. 1996 sales climbed 26% over 1995 with exports rising 67% during the same period. Staff of 20.Eli Lilly (Export) S.A., Puerto Rico, 1994 1996 absatzwirtschaft/Sales Representative, Kingston Jamaica Project leader for the team that created the highly successful Diabetes Educator Program for all Jamaican government pharmacists and endocrine nurses. Territory including Jamaica, the Cayman Islands Bermuda with combined US$1.0 million annual sales. Sales up 50%, 1995 vs. 94, in an economy growing less than 1% during the same period. Staff 3Island Microsystems Ltd., Kingston Jamaica, 1990 1992 Deputy General Manager Managed for the group that prepared contracts, terms of reference and provided software consultants/programmers for the National Insurance Scheme Computerization Project for the Ministry of Labor Welfare and Sports. (400,000 records) Also contracted and managed the performance of the software personnel assigned to t he Ministrys Food Stamp project. (300,000 records). Experience additional to that below included Windows NT and UNIX systems management, OpenVMS, Informix, SQL Novell Netware. Staff, 25.Fiscal Services Ltd., Kingston Jamaica, 1986 1990 Network Manager Managed 400 user VAX/VMS computer network for the Government of Jamaicas (GOJ) revenue collection departments. Experience in network systems management, client server distributed computing, facilities management, capacity planning, performance tuning, systems security, workload analysis and more. Experience with the preparation and administration of RFP/RFQ tenders for the Government of Jamaica. Staff, 12.EDUCATION Post Grad. Dip. International Trade ICADE Spain, 1997 1998 MBA Univ. of Western Ontario, Ontario Canada, 1992 1994 Post Grad. Dip. Management (Distinction) Univ. of the West Indies, Jamaica, 1989 1992 BS Electrical Engineering (Honors) Univ. of the West Indies, Trinidad, 1983 1986ADDITIONAL TRAININGCheckpoint FW-1 CIS CO CS11000 L5 Switches Building Cisco Remote Access Networks CISCO LAN Switch Configuration CISCO Certified Network Associate Cisco PIX Firewall Bootcamp Sniffer Pro Network Analyzer (L2 L3) Advanced Cisco Router Configuration Cisco Internetwork Design Cisco Internetwork Troubleshooting ADDITIONAL KNOWLEDGE / EXPERIENCE Network Routing Hardware Cisco 7513s, Cisco 6500s, Cisco CSS L5/7 content switches, Juniper Load Balancers F5, Foundry, Cisco Routing Protocols BGP, OSPF, EIGRP, RIP LAN/WAN Technologies Ethernet, Frame Relay, X.25, VLANs, T1/DS3/OC3Operating Systems Linux / UNIX / Solaris, Windows NT / 2000 / XP Network Management / Other HP OpenView, SNMP, Sniffer, DNS/BIND, PERL, Checkpoint PIX firewalls, VPNs, DECnetFirewallsNetscreen, PIX, and Checkpoint FirewallsPREFERRED LOCATIONSWilling to accept short term international assignments.Permanent positions San Francisco Bay Area (South Bay Peninsula) Los Altos, Los Altos Hills, Milpitas, Mountain View, Palo Alto, Sunnyvale, C ampbell, Fremont, Santa Clara, San Jose, Los Gatos, Monte Sereno, Menlo Park, CupertinoCustomize ResumeNetwork Engineer Resume Questions1. Which skills are the best to list on a network engineer resume?Network engineers require a variety of technical and interpersonal skills to do their jobs well. Active listening is one of the fruchtwein important skills as it is important to not only hear what clients, co-workers, and supervisors are saying but also to ask questions for clarification. Operations and systems analysis skills are also important for determining needs and how a system works as well as how changes will affect the system. Network engineers must be able to identify complex problems and review information to come up with solutions. They must also use several fonts of software, including administration software, network monitoring software, and web platform development software. Look to your network engineer resume sample to find specific ideas.2. How do you list references on a network engineer resume?While it used to be common to include a sentence at the bottom of the resume stating that references were available upon request, interviewers no longer consider this an acceptable practice. You may notice you no longer see this on any network engineer resume sample. These days, jobseekers should not mention references in their resumes at all. Instead, create a separate document with the names, phone numbers, and email addresses of references. Carry a copy to interviews and provide it if the interviewer asks for it.3. Whats the best resume vorlage to use for a network engineer resume?Maybe you noticed that the network engineer resume sample you came across sticks to basic black and white but still has a sleek design. This is the best type of template to use when you want to create a resume in minutes with a resume builder. Find a template that uses a bold type for your name and contact information but sticks to basics for your summary, sills, work exper ience, and education. This shows you can be creative while remaining professional.4. Whats the best way to list certifications on your network engineer resume?When looking at a network engineer resume sample, you may notice certifications in one of two places the skills section or the education section. If you have certifications that are in high demand, putting them in the skills section will place them higher on your resume. If you have certifications that are relevant but perhaps not as recent or in demand, consider modifying your education section to show that it is for both education and certifications. However, it is important to only place your certifications in one section. Using both sections makes your resume look disorganized.5. What should you do to make sure your network engineer resume makes it past an ATS?Interviewers receive hundreds of resumes for network engineer positions and typically use an applicant tracking system to help them weed out people who are not good candidates by eliminating those without certain keywords. ATS systems also scan vertically, so using a vertical template is the best idea. You can further your chances by tailoring your resume to use the same keywords as the job description for which you are applying. A network engineer resume sample may also give you good ideas for keywords.