Benefits Analyst Job Description

Benefits Analyst Job DescriptionBenefits Analyst Job DescriptionBenefits Analyst Job DescriptionThis benefits analyst sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Benefits Analyst Job ResponsibilitiesAttracts and retains employees by researching, recommending, and explaining benefit programs.Benefits Analyst Job DutiesDetermines employee benefit practices by benchmarking best practices researching industry and employment trends tracking legislation and estimating impact.Determines employee benefit interests by conducting employee surveys forming focus groups analyzing responses.Recommends employee benefit programs by examining, evaluating, and optimizing employee understanding, acceptance, and interests, costs, regulatory requirements, and competitive advantage.Evaluates proposed employee benefit contrac ts by studying provisions estimating impact.Explains employee benefits by conducting meetings preparing written and graphic announcements and explanations responding to requests.Provides management planning and control information by collecting, analyzing, and summarizing employee benefit data and trends.Maintains employee confidence by keeping benefit information confidential.Updates job knowledge by participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Accomplishes human resources and organization mission by completing related results as needed.Benefits Analyst Skills and QualificationsReporting Skills, Analyzing Information , Presentation Skills, Verbal Communication, Compensation and Wage Structure, Benefits Administration, Quality Management, Confidentiality, Developing Standards, Retaining Employees, Orienting EmployeesEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Benefits Analyst Jobs and apply on now. Learn more about how to write a job descriptionHow to Write a Job Description Resource PageHR Salary Information Employee CompensationBenchmarking 101 How to Pay New Hires

This is the biggest mistake people make on their resume

This is the biggest mistake people make on their resumeThis is the biggest mistake people make on their resumeCeleste Joy Diaz, the recruiting manager for university programs at Amazon, said her team doesnt like to talk about red flags.But there is one big thing that can irk recruiters like Diaz during the application process namedropping your place of employment, without explaining what you did there.Titles are great, but we want to understand what was the project you owned, what was the scope of a project, and what did you accomplish, Diaz told geschftlicher umgang Insider.Simply stating in your resumethat you worked at Google, The New York Times, or some other name-brand company is impressive, but it doesnt really communicate what you did with that opportunity.That doesnt just apply to recruiters at Amazon, either. Career experts across the board have named lack of explanation as one of the biggest mistakes that applicants make in their resumes.Lack of measurements and results in the file is my biggest resume pet peeve, executive resume writer and career strategist Adrienne Tom previously told Business Insider. Without any measurements of success, the file is lacking proof of skill.So, expand upon what you did in that job that brought value - whether thats an amount of revenue you produced, projects you led, or how you excelled in your monthly goals. Including the numbers that back up your success is key, Tina Nicolai, executive career coach and founder of Resume Writers Ink, previously told Business Insider.Be as specific as possible. Write, Helped grow revenue by 500% to $1 million in 12 month period by doing X instead of Helped grow revenue, Nicolai said.Employers need numbers to be able to fully evaluate the scope of your bandwidth, Nicolai said. No position is exempt from measuring results. And metrics help employers determine if a person is capable of leading a team, managing clients, or growing the business.This extends to job interviews as well, Dia z said. She recommended discussing your previous roles with other people, so you can practice giving concrete examples of your achievements and explaining what your job meant beyond the title and the company.People might leid take the time to think about the impact of the work theyve done, Diaz said. I want to understand scope of impact more than just job titles.This article first appeared on Business Insider.

Active Duty Enlisted Basic Military Pay Charts 2019

Active Duty Enlisted Basic Military Pay Charts 2019Active Duty Enlisted Basic Military Pay Charts 2019The enlisted personnel of all branches of service received a 2.6 percent military pay raise for all pay grades effective January 1, 2019. Base pay is the saatkorn across all service branches and is based on rank and time in service, with pay raises according to years of creditable service. There are two distinct career paths in the military Commissioned officers and enlisted. How U.S. Military Pay is Determined Each military service has its own name for the various enlisted ranks (Navy and Coast Guard are the same), but they share the same ranking scales and base pay regardless of their military occupational specialty (MOS) or job. However, many jobs in the military offer specialty pays and bonuses. These charts do not reflect the different specialty pays that are available within the military branches. Most enlisted members enter the military at the lowest pay grade (E-1) and c limb the pay scale to higher positions with greater pay. Enlisted pay grades range from E-1 through E-9 (E represents Enlisted, and refers to that rank across all branches of the miliary. An E-1 in the Army is a private, in the Navy an ensign, and so on). Military members receive a monthly base pay which is based on their rank and time in service.Military payis subject to income tax unless it is earned in a designated combat zone. Commissioned Officer Pay in the U.S. Military To gain the pay advantages of a commissioned officer, some enter the military with a higher education degree and begin their military careers through one of the officer candidate schools some are high school graduates who attend a service academy or a civilian college while participating in an ROTC (Reserve Officer Training Corps) program. There are other enlisted to officer commissioning programs as well, such as warrant officer programs and limited duty officer. Neither requires advanced education after h igh school, but have restrictions to command level billets as they increase in time and rank. Types of Special Pay in the U.S. Military The military maintains various other pays that are not included as part of the pay tables below. Additionally, there are a number of allowances provided, including the clothing allowance, basic allowance for housing and cost of living allowance. These allowances are not taxed as they are not considered pay. However, there are other special pays that are taxed Dive pay, jump pay, hazardous duty pay, hostile fire pay, combat pay, submarine pay, flight pay and special professionals pay for lawyers, doctors and nurses. The basic pay chartsbelow are for enlisted members of the U.S. Army, Navy, Marines, Air Force, Coast Guard and National Guard for the calendar year 2019. Active Duty Enlisted Basic U.S. Military Pay Charts 2019 GRADE2 Years or LessOver 2Over 3Over 4Over 6Over 8E-7$3,020.70$3,296.70$3,423.30$3,590.10$3,720.90$3,945.00E-6$2,6 12.70$2,875.20$3,002.10$3,125.40$3,254.10$3,543.30E-5$2,393.40$2,554.80$2,678.10$2,804.40$3,001.50$3,207.00E-4$2,194.50$2,307.00$2,431.80$2,555.40$2,664.00$2,664.00E-3$1,981.20$2,105.70$2,233.50$2,233.50$2,233.50$2,233.50E-2$1,884.00$1,884.00$1,884.00$1,884.00$1,884.00$1,884.00E-1 over 4 months$1,680.90$1,680.90$1,680.90$1,680.90$1,680.90$1,680.90E-1 4 mos$1,554.00 GRADEOver 10 yrsOver 12Over 14Over 16Over 18Over 20E-9 (*4)$5,308.20$5,428.50$5,580.30$5,758.20$5,938.80$6,226.50E-8$4,537.50$4,656.60$4,798.80$4,953.60$5,232.30$5,373.60E-7$4,071.60$4,295.70$4,482.60$4,609.80$4,745.40$4,797.60E-6$3,656.40$3,874.80$3,941.40$3,990.00$4,046.70$4,046.70E-5$3,376.20$3,396.60$3,396.60$3,396.60$3,396.60$3,396.60E-4$2,664.00$2,664.00$2,664.00$2,664.00$2,664.00$2,664.00E-3$2,233.50$2,233.50$2,233.50$2,233.50$2,233.50$2,233.50E-2$1,884.00$1,884.00$1,884.00$1,884.00$1,884.00$1,884.00E-1 over 4 monthss$1,680.90$1,680.90$1,680.90$1,680.90$1,680.90$1,680.90 GRADEOver 22 yrsOver 24Over 26Over 28Over 3 0Over 32E-9$6,470.70$6,726.60$7,119.30$7,119.30$7,474.80$7,474.80E-8$5,613.90$5,747.40$6,075.60$6,075.60$6,197.70$6,197.70E-7$4,974.30$5,068.80$5,429.10$5,429.10$5,429.10$5,429.10E-6$4,046.70$4,046.70$4,046.70$4,046.70$4,046.70$4,046.70E-5$3,396.60$3,396.60$3,396.60$3,396.60$3,396.60$3,396.60E-4$2,664.00$2,664.00$2,664.00$2,664.00$2,664.00$2,664.00E-3$2,233.50$2,233.50$2,233.50$2,233.50$2,233.50$2,233.50E-2$1,884.00$1,884.00$1,884.00$1,884.00$1,884.00$1,884.00E-1 over 4 months$1,680.90$1,680.90$1,680.90$1,680.90$1,680.90$1,680.90 GRADEOver 34 yrsOver 36Over 38Over 40E-9$7,848.90$7,848.90$8,241.90$8,241.90E-8$6,197.70$6,197.70$6,197.70$6,197.70E-7$5,429.10$5,429.10$5,429.10$5,429.10E-6$4,046.70$4,046.70$4,046.70$4,046.70E-5$3,396.60$3,396.60$3,396.60$3,396.60E-4$2,664.00$2,664.00$2,664.00$2,664.00E-3$2,233.50$2,233.50$2,233.50$2,233.50E-2$1,884.00$1,884.00$1,884.00$1,884.00E-1 over 4 months$1,680.90$1,680.90$1,680.90$1,680.90

5 Tips for Timing Your Job Search

5 Tips for Timing Your Job Search5 Tips for Timing Your Job SearchPinSpending your days throwing pencils at the ceiling out of boredom? Bummed out because youre not home in time for dinner with the family, day after day after day? Are your hard-earned skills going to waste? Paycheck just a wee smaller than youd like?Maybe its time to change jobs, or perhaps even change careers altogether.Often, if youve outgrown your job for whatever reason, its not difficult to figure out that the time has come to move on. But sometimes the signs are more subtle.Here are some tips for timing your job searchTake a testA simple true-or-false careertestcan help you figure out whether you should leave now, or bide your time. Factors in making career change decisions can be highly personal, of course salary, benefits, and increasingly, job flexibility.Assess your work-life balanceIt can be incredibly frustrating and disappointing to miss out on both the big and little moments at home dinner with the fa mily, being home when kids get home from school, being at your childs school play or sporting event. If your current job or career calls for you to put work first, that can be a truly clear signal that you have work-life issues, and might keep an eye out on flexible jobsthat fit your desired lifestyle.Exploit your job skillsIf youre not using your carefully cultivated skills, or dont have an opportunity to learn new skills, its definitely time to think about seeking out career opportunities that give you room to fly. Think about ways to infuse new energy and ideas into your job search.Beat back boredomBefore you jump off the launching pad and into a new career, explore ways to battle burn-out in your current career, even while your planning your next move. Staying put for a while, and exploring new options part-time, could be a way to buy time and draw up a road map that gets you where you want to be.Ditch dying industriesIf you havent had a pay increase for a while, or if youre in an industry that has experienced waves of layoffs, it may be time to move your job search into high gear. Good luck in your searchReaders, in the past, how have you decided when its time to look for a new job or career? How did you start timing your job search?

Get a Great Job With Our Personal Assistant Resume Template For Word

Get a Great Job With Our Personal Assistant Resume Template For WordGet a Great Job With Our Personal Assistant Resume Template For WordIntroduction If you have outstanding organizational and interpersonal communication skills, you might be quite satisfied in a personal assistant punkt. Your resume should demonstrate your capabilities and make a case for why this position is the right fit for you. Remember to present your qualifications in light of the position for which you are applying. Our personal assistant resume template for Word suggests ways to prove you are a competitive candidate across all the sections of your resume, from the summary statement and lists of skills to the work history and education sections.Personal Assistant Resume Template for Word Charlotte SawyerLong Beach, CA 11111E csawyeranymail.com P 555Personal assistant with six years of experience serving highAssociate in Science in Business Administration 2014Los Angeles City College, Los Angeles, CA

What You Dont Know About How to List Experience on Resume

What You Dont Know About How to List Experience on Resume How to List Experience on Resume A technical skills section is useful in showcasing your understanding of certain systems. You may not have direct experience, but edu have transferable skills which can help you secure work in education. Study skills are fantastic tools used to help the learning approach. Clearly, you must still note various skills that are appropriate together with different qualification that you believe they research for. The Key to Successful How to List Experience on Resume It is essential that anything that you put on your resume is related to the job for which youre applying. After all, someone who seems to be not obtaining a work anywhere may not be applying to the proper places. If you know a possible employer will want to see chronological you have the appropriate credentials before considering your other experience, place your education at the summit of specialist experience just below your contact info and skilled summary. When some employers might ask you to submit resume references as a piece of how application procedure, others might ask after a telephone screening, face-to-face bewerberinterview or alphabetical the last list in the hiring process. How to List Experience on Resume Ideas You dont need to incorporate every job you have held, especially when you have many years of expertise or have worked in unrelated fields. Its possible to still utilize previous work history to sell yourself even if youve done jobs that you feel are irrelevant. For placement on your resume, think of where youre in your career and that which you want bullets emphasize. For placement on your resume, consider where youre in your career and that which you need to emphasize. Resume are a resume quick recommendations to assist you in making sure your CV isnt order formatted correctly, but also appears excellent. Change career resume examples reveal that you should begin with per sonal info. Resumes may be used for a number of reasons, but fruchtwein often theyre utilised to secure new employment. Look for Careers Advice. The Unexpected Truth About How to List Experience on Resume A work description consists of two important components, which include Do not make the error of thinking of the sections of your experience from the standpoint of responsible for. Your create experience section isnt the one thing that matters on your resume. Everything on your resume ought to be accomplishments-driven. There are many reasons why you might have no prior work experience to list on your resume. The Ultimate How to List Experience on Resume Trick Engineering CVs have quite straightforward format. Resumes arent a 1 size fits all thing. Examples of resumes are among the absolute most efficient approaches to make sure that youre writing one which is good and thats correct for the specific job youre applying for. Consider cpr certification on resume as a tool, which you might strategically generates to be in a position to target a specific work and to obtain the middle of the organization. You are unable to deliver the exact same cpr certification on resume to several company for assorted job. You need to find out the way to make the ideal cpr certification on resume as youre ready to deliver to the business and offer great first effect about yourself, learn it here. For the company, cpr certification on resume will be applied as the exact first tool when they selected the prospect for more review. If your work title is accountant by way of example, you may not need to list evidence of your creativity. All you have to know to earn a stunning resume job description. When reading the work description included in the ad, search for keywords associated with your responsibilities. DO list all your education. To end the webpage, take to to create you to ultimately the desk so you are going to want to knock out it with higher note. I ts true, you have to have an email address. Yes, if you discover a job listing that you believe may not be a true job, a duplicate job listing or a work listing thats listed even though its been closed, please report your findings using the Contact Us link found at the base of any Maines Job Bank screen. Provide details to quantify the results that youve achieved in preceding jobs. For example, someone like an IT manager who works with a broad sortiment of programs and techniques will consequently have a vast scope of skills to fill both their qualifications summary and extra skills section. Based on resume expert experience, you can want to look at switching the order of the expert experience and education sections. Bullets you have many years bullets experience, you might want to place education below that. Based on your professional making, you might job to think about switching the order of the expert experience and education sections. What Is So Fascinating About How to List Experience on Resume? Knowledgeable workers that are changing careers face a similar circumstance. It is extremely easy to find examples for resumes which are job specific. For each job youre applying you will need a resume thats specific to that job. Your work is to examine your prior roles and establish the core skills that you utilized. What is Actually Going on with How to List Experience on Resume Communication is an exceedingly important portion of our social lives with the individuals self being the centre of all sorts of communication. Consider server experience resume as a system, which you are able to strategically creates to be in a position to goal a specific job and to get the middle of the business. Be sure to make personal connection to reveal the way you can help them grow.

How To Stop Dragging The Hiring Process Out

How To Stop Dragging The Hiring Process OutA hiring process that draws on too long is detrimental to both the geschftsleben and those seeking new employment opportunities.A study conducted by Robert Half found that more than 57 percent of the 1,000 U.S. workers polled said the most irritating part of the job search process is waiting to see if they got the job. Whats more, one-quarter of those surveyed stated they actually lose interest in the firm if they dont hear back about their status within a week after their first bewerbungsgesprch, and another 46 percent lose interest if theres no update one to two weeks post-interview.This illustrates how important communication and speed are when youre looking to expand your team. To keep the process moving along at a pace thats both effective and efficient, consider these tipsHow you schedule interviewsIf youre forcing candidates to go back and forth with you for weeks at a time simply to get a first interview on the books, dont be shocked when you end up losing would-be hires who dont want to continue with the process.With interview scheduling software available, its become easier than ever to get interviews set up. This means theres no excuse to force the process to draw on over the course of weeks or even months.Complicated applicationsIf youre still asking candidates to mail in their applications, youre doing yourself a disservice. This is also true if youve set up a complicated portal with a lengthy questionnaire that requires many separate attachments.Not only will you probably deter some would-be applicants, but youre also making it harder on yourself as you try to sort through the massive amount of materials you receive.Your application process should be as streamlined as possible. Request only the basics from each job seeker, and make sure the applications you receive are pushed into one central area. Remember, your portal should also be easily accessible on a desktop, laptop, mobile phone, and tablet.Your a pplication process should be as streamlined as possible.Click To TweetTo assist with future hiring efforts, store all materials in a place thats easily accessible at a later date. Perhaps one applicant wasnt quite right for the open position you have available now, but maybe something else becomes available down the road that theyd be perfect for. You can then quickly contact them again and invite them in for that interview process.Unrealistic expectations about candidatesWhile you want to ensure youre picking the most qualified person to fill your open position, holding out for the perfect candidate can grind the hiring process to a halt.Even competent, experienced professionals are going to have flaws. Perhaps they have a knowledge gap in a certain area, or theres a computer program you rely on heavily that they dont know.Theres an old saying that states, Perfect is the enemy of good, and it should apply to your hiring process. Dont hold out for a flawless candidate who simply won t come along and end up losing strong candidates in the meantime.Its important to differentiate between skills that can and cant be taught. If a job seeker doesnt know a particular piece of software or isnt great at making cold calls, thats a relatively easy fix. You can ask a veteran team member to coach them, or send them out for training. However, if theyre not really a people-person or they lack a strong work ethic, then youve hired someone who cant really be coached.Getting too many people involved in the interview processIts certainly important to have buy-in from different managers within your company as you begin to expand your team, particularly if these individuals will have to interface with the new employee on a regular basis. However, be selective about who youre inviting into the room during interviews.Collaborative hiring can be helpful as you make a decision, but when you start to get a room packed with people wanting to offer their opinion, it can slow down the proc ess and make it nearly impossible to come to a decision. For this reason, youll want to limit it to essential personnel only.Not showing up prepared to interviewsDuring your interviews, cover the most important ground. If youre walking into the conversation without having glanced over the individuals resume and cover letter, its going to be difficult to have a focused, detailed conversation, as youll be spending a bulk of the discussion trying to garner basic hintergrund information about the professional sitting across from you.Therefore, you probably will have to have them come back for a second or third conversation before you really get a sense of what theyd be like should you extend a job offer.Be selective about who youre inviting into the room during interviews.Click To TweetSave everyone involved some time and energy by doing your research ahead of time. Eliminate small talk whenever possible, and have a solid list of essential questions you want to ask. If there was anythin g unclear on their resume, nows the time to bring that out into the open.Putting too much focus on a resume instead of looking for a well-rounded individualJust like you dont want to pass up qualified candidates because youre in search of perfection that doesnt exist, you also dont want to overlook professionals because youre too hung up on the details of their resume and cover letter.While these documents matter, theres more to who a person is professional than what they write on these pieces of paper. Sure, they may not have gone to a prestigious university or worked for a big-name firm, but they might have the exact personality type youre searching for to fill this open position.Consider the individuals resume and cover letter as youre doing your search, but dont let it make you narrow-minded as youre trying to reach a decision.Not having a backup in place in case the ideal candidate falls throughWhen youre a hiring manager trying to recruit top-tier talent, youre in a tough posi tion, as these individuals are likely heavily sought-after by other businesses like yours. While you may have a first choice candidate in mind, be aware that this person may get recruited away to another firm.Instead of having to scramble or start the whole process over when that happens, always have a backup choice in place. Be prepared to extend an offer to this candidate should your top choice fall through. This allows the process to continue to move along, even if the unexpected occurs.Not being flexible in case the candidate wants to negotiateYouve found a strong candidate, and theyre excited about joining your firm. However, theyd like a few extra vacation days, or theyre wondering if they could work from home one day out of the week. If you absolutely refuse to negotiate, youre going to bring your hiring process to a dead stop when the candidate opts to move on to another business.Eliminate small talk and have a solid list of interviewquestions you want to ask.Click To TweetR ather than forcing yourself to start over and hope you find someone equally qualified and enthusiastic about the position, be open to negotiations.You head into the hiring process unsure what youre looking forPerhaps you wrote a job description looking for a web designer, but only after you began interviewing did you realize that you actually have more of a need for a graphic designer. This requires you to begin the process over, with new criteria in mind, thus slowing everything down.Before you put together a job description or start bringing in candidates for interviews, take time to do a full analysis of the businesss needs so you can be certain about what youre looking for in your hire.What skills do they need to have? What duties will they take care of on both a short- and long-term basis?Get feedback from other departments to ensure the type of candidate youre recruiting is actually the type of professional you need to help your business move forward.There are no benchmarksIf youre not careful, its easy to let the timeline of the hiring process slip away from you.Your schedule gets jam-packed one week, so you push the interviews off until the next week. But then those days fill up, so you postpone until the following week, and so on. Suddenly, its three months in, and youre no closer to finding the newest member of your team.Before you begin the interview process, do yourself a favor and set benchmarks for you and anyone else involved with hiring. If you know that by X date you need to have completed your first round interviews, and by Y date you need to have narrowed it down to your top three candidates, theres more pressure to keep things moving, thus preventing your hiring from extending on for months on end.You dont have a networkEach time you get set to hire, have an open mind and be willing to interview a diverse group of candidates.However, with that said, its unwise to force yourself to start completely from scratch each time, as this type of hir ing process takes much longer and is significantly more draining than if youre pulling from a pre-existing network of reliable professionals.Make it a point to build your connections in your industry, regardless of whether you currently have any available positions or not. That way, when you do have an open spot to fill, it will be much easier to start the process. Youll have a sense of who would be qualified for the role and whom you should contact, which expedites the process.Youre not posting the job opening on the right platformsOf course you want to promote the open job on your companys website, but many businesses find that using sites like LinkedIn or Monster help them to attract more applicants when it comes time to hire.However, be selective in where and how youre spreading the word. If you opt to use a site thats not completely reputable, you could find yourself flooded with resumes, then end up wasting your time sorting through the materials of applicants who simply would nt be a good fit. Instead, use a site with a strong reputation in your industry to attract viable candidates.By carefully analyzing your hiring process, you can identify secret time sucks that are causing your efforts to get bogged down. By streamlining the process and being aware of how you approach the expansion of your team, you save time and money, positiv make interviews much more enjoyable for yourself and job applicants.

Case Study Why Good Candidates are Ignoring You

Case Study Why Good Candidates are Ignoring YouCase Study Why Good Candidates are Ignoring YouThe quality of a job posting can have a huge impact on the quality and quantity of job seekers who apply. But what constitutes a quality job posting? To better understand what makes a good job posting, we examine specific examples and their results.Job TitlesThree jobs were posted on simplyhired.com, from comparable locations, for mid- to senior-level software engineers. The best-performing posts, numbers 1 and 2 below, were viewed by nearly twice as many people as job post number 3. Here are the titles along with the factors that helped determine their appeal to job seekers1. Senior Software Engineer/Software Architect2. Senior Software Developer3. Software Developer/Senior Software DeveloperIf you are willing to bestow a senior-level title on the right candidate, lead with that information. The first two jobs put the senior title first, while the third buries it after a mora junior title. A job title like post 3 might make a mid-level candidate question whether he is senior enough to apply, while a senior candidate might feel overqualified and not bother clicking on the listing.Varied terminology can help job listings show up in more searches and clarify candidates impressions of the role. Job post 1, the best performing title, uses the words engineer and architect in the same title, while job post 3 repeats the word developer. Make sure you include the most relevant, descriptive keywords in the title itself to be considered by the largest number of qualified candidates.Job DescriptionsOnce you have job seekers looking at your posting, the job description should encourage the most qualified candidates to click through and begin the application process. The following two job posts both have the title Graphic konzepter, but the descriptions vary greatly. Job A received more than twice as many clicks from applicants as Job B. Lets take a look at the reasons why.Here are the introductions for the two jobsJob A IntroductionGraphic Designer produces visual solutions for Companys retail and web channels, including Interior and exterior store signage, campaign and event collateral, direct mail marketing, advertising media, and web imagery, which includes homepage and email announcements. The ideal candidate has imaginative flair, is aware of current visual trends for retailers in our industry, has extensive knowledge of the latest computer design software, and an understanding of material costs and time limits which can impact projects.Job B IntroductionWere looking for a Graphic Designer who thrives off using design to make a business more efficient and in collaboration to the businesses overall marketing strategy. Someone who thinks outside of the box, and can take their design concept across different medias such as Print, Web, Products, Advertising and Social Media. We hope to find someone that enjoys a high-energy environment, as much as we do, an d is motivated and enthusiastic.This person should have an interest in our industry and wants to work with a company that is at the top of their industry game. This position can offer you the chance to have your work seen anywhere, we need someone who is able to stay on task, by schauplatz priorities, and doesnt get sidetracked by the everyday duties such as phone calls and emails.Candidates should have a degree in design or similar field. If candidates do not have a degree in design or related field, they should have at least 2 years experience in the field.The introduction to Job A is short and to the point. It clearly calls out the major duties of the graphic designer and gives a brief list of important personal characteristics. Job Bs introduction is twice as long due to its use of clichs and catch phrases (e.g., think outside the box, top of their game).Job RequirementsEach of the two jobs detail the requirements for the job both in an easy-to-read bulleted format.Job A provid es a snapshot of what the designers day-to-day duties might look like under the essential job functions. The list starts with concrete actions and then progresses to softer skills (think creatively, work within deadlines). Job A then lists the knowledge and skill requirements needed for the job. Again Job As list starts with explicit concrete requirements (degree, software proficiency) and then moves to softer skills (motivated committed), and completes the list with nice to haves (Knowledge of Word, etc. a positiv).Job B jumps straight to the requirements section, but intersperses nice-to-have qualities with required skills.Job A RequirementsEssential Job FunctionsDesign collateral including all exterior/interior signage, event signage, product brochures, sale flyers and couponsDevelop original campaign graphics for special projects and major retail eventsDesign web graphics for homepage, web banners, email announcements, and social media contentManage printing production process with print vendorsThink creatively to produce new ideasWork well with tight deadline constraintsPerform other tasks and responsibilities not yet identified, deriving from the changing need of the businessJob RequirementsGraphics Design degree and 3-5 years of professional design work experienceStrong writing and communication skillsExpertise in desktop publishing tools such as InDesign, Illustrator, Photoshop, Dreamweaver and FlashAbility to develop strategies for layouts and artistic concepts and create visual images that engage, attract and sell conceptsHighly motivated committed to the development of high-quality work and personal productivityWorking knowledge of Word, Excel, Outlook Access a plus.Job B RequirementsAll candidates should meet the following additional requirementsProficient on Mac with knowledge of PCProficient in Microsoft Word with knowledge of PowerPoint and ExcelProficient in Adobe Creative Suite including Illustrator, InDesign and PhotoshopPhotoshop retouchi ng skills a plusBasic web knowledgeVideo, editing, or motion skills a plusStrong typography skills with an eye for cohesiveness and brandingStays current on our industrys trendsAbility to copy write and proof readHighly organized with attention to detailKnowledge of and experience with Social MediaAbility to work independently with little supervision, as well as, in a teamAbility to juggle multiple projects often under a tight deadlineComfortable with input, criticism and changesBoth jobs finish by listing company benefits and instructions on how to apply for the job. Although the two job postings are similar in length and look for similar candidates, Job A received more than twice as many clicks as Job B. By clearly and articulately laying out the functions and requirements of the job, candidates were able to quickly browse Job As description, decide if they were a fit for the job, and apply.Job seekers looking at Job Bs description were faced with the more daunting task of wading through the initial rhetoric to understand what the job required. They also needed to mentally reorder the skills list to determine which skills were required and which were merely nice-to-haves. Faced with this challenge, more than half of the qualified candidates who might have applied to Job B decided to keep looking and ultimately applied to other jobs.Read Related ArticlesYour Message or Theirs? Take Control of Your Employer Brand

Fight Climate Change, Build the Wall

Fight Climate Change, Build the Wall Fight Climate Change, Build the Wall Fight Climate Change, Build the WallSea levels could rise to catastrophic levels over the next century if global warming continues. One recent report says the oceans could increase by about four and a half feet by 2100, inundating the homes of some 150 million people.Michael Wolovick, a glaciologist and postdoctoral researcher at Princeton University, has an idea on how to stem the possible disaster. In a recent paperpublished in The Cryosphere, the journal of the European Geosciences Union, he outlines a large-scale, long-term plan to keep the seas down. In short, it would mean a massive global effort to dump aggregate on the sea floor around Antarctica and Greenland to keep glaciers in place.For You The Best Engineering Stories of 2018 Model output for an intervention that regrounded Thwaites glacier, where brown represents bedrock, pale blue for grounded ice, purple for the floating ice shelf, and gray for t he sill. Dashed lines represent the initial ice surface. Image M. J. Wolovick and J. C. MooreThe glaciers that are most likely to contribute to rising seas are susceptible to marine ice sheet instability. The phenomenomoccurs where there is a slope along the ocean floor toward the center of a glacier. Warmer waters that cross the hill at the beginning of this slope rush to the base of the glacier where it meets bedrock and melts the ice. The glacier could eventually separate from the bedrock.By sending heaps of aggregate to the ocean floor at these crucial spots, Wolovick thinks we can cut off the entry point for warm waters, slow the melt, and keep floating glaciers in place so that they reattach to the bedrock.The fundamental designis pretty simple its just a big pile of dirt, and humans are pretty good at making big piles of dirt, he said. Wolovicks models show that just two piles, or pinning points, could keep a glacier in place. Those piles could later be filled in to make a wa ll that would slow glacier detachment to a centuries long process.The aggregate to make those walls or pinning points could be shipped to Antarctica in barges, dredged from the actual continental shelf near the target glacier, or quarried from exposed rock there.Developing the technology to build something underneath an ice shelf is probably the biggest technological hurdle to actually building this, Wolovick said. Everything else is simply the application of existing technology, although I shouldnt downplay the difficulty of operating in the Antarctic environment.Though creating these glacier retaining fences would likely be one of the largest civil engineering projects the world has ever undertaken, there are smaller scale examples of building on the ocean floor. Dubais Palm Jumeriah and the Hong Kong airport were both created by piling sand and rock, albeit in shallower waters.But Wolovick is under no illusions that the nations of the world are about to join handsand fundsto star t such a prophylactic project. Thats why the plans in his paper have construction starting a hundred years from now.The unwritten assumption there is that society wont make the money available until West Antarctica starts collapsing in earnest, he said. The flip side of this scenario is that, in desperation, humanity might rush to implement a poorly thought-out plan due to the political pressure to do something. Thats why I think that it is important for the scientific community to have well-researched plans ready to go if and when humanity actually needs them.Needless to say, Wolovick is not suggesting we can stop worrying about climate change and bank on the effectiveness of building sea walls a century from now.Glacial geoengineering is not a substitute for emissions reductions, he said. There are many harmful effects of climate change in addition to rising sea levels, and a warmer climate makes glacial geoengineering less likely to succeed.Michael Abrams is an independent writer . Read mora 3D-printed Lithium-ion Battery Could Power Electric Vehicles, Drones The Future of Nuclear Fusion A Celebration of Innovation For Further Discussion The fundamental design is pretty simple its just a big pile of dirt, and humans are pretty good at making big piles of dirt.Michael Wolovick, Princeton University

Whats the Best Advice You Ever Got From Your Dad

Whats the Best Advice You Ever Got From Your DadWhats the Best Advice You Ever Got From Your DadHappy Fathers Day to all the dads out there Lets be honest, your pop probably wasnt one to hold back on doling out life tips. Patrick Jones (Patrick_E_Jones) went to Times Square to ask people the best advice they ever got from their dads. The answers were varied and at timesunpredictable.