Job Search Website Application Cheat Sheet

Written by Joel Walsh

Continued from page 1

3. In your cover letter use a little humor--mind you, just a little, and keep it tame. Don't sound like a comedian, but don't sound exactly like everyone else, either. You have to stop your reader’s eyes from glazing over somehow.

4. Most important of all: submit your application to a recruiter in addition to employers. It's a recruiter's job to sift through applications. They're much more likely to take an interest in you than some human resources officer. Several websites make it easy to submit your applications to numerous recruiters with one push of a button.

5. Most valuable time-saver: Submit your application to a "meta-search" jobs search website, one that will let you apply to listings on numerous other jobs websites atrepparttar same time. There are well over a hundred individual jobs websites online, not to mention classifieds. You'll never get to them all on your own otherwise.

In conclusion,repparttar 150887 bad news is that you have even more competition than you thought when applying on a job search website. The good news is, it's a lot easier than you thought to make yourself stand out fromrepparttar 150888 competition. Just showrepparttar 150889 prospective employer with as much respect as you want them to show you.

Joel Walsh is a regular contributor to Read his other articles, with even more secrets to beat the job search websites: [HTML linking instructions: use "job search websites" as anchor text/visible link text.]

Building Teams and Teamwork

Written by CMOE Development Team

Continued from page 1

One ofrepparttar key challenges today is to teach and empower people to be more proactive at building teams. The primary predators of teamwork are not outside ofrepparttar 150771 team—it isn’t top management, it isn’trepparttar 150772 union orrepparttar 150773 government, it isn’trepparttar 150774 weather, orrepparttar 150775 stock holders. It isrepparttar 150776 mindset, paradigms, values and beliefs we form as members of a work group. We see a disturbingly large number of people in organizations who playrepparttar 150777 role of victim to these outside forces and lament about how unfortunate their work situation is,repparttar 150778 low level of moral, and what everyone is doing to them.

Once team members formrepparttar 150779 perception that its problems are being caused by others or circumstances “out there,” they tend to over lookrepparttar 150780 real problems. Many have a “teamwork” blind spot and don’t seerepparttar 150781 possibilities and potential that exists when we work as a team. They are too focused onrepparttar 150782 events beyond their control, don’t harnessrepparttar 150783 available potential, and fail to createrepparttar 150784 culture that they want. A team cannot fulfill its potential and solve problems if issues and concerns are not identified and addressed. When building teams, members will continue to struggle by avoidingrepparttar 150785 work and thusrepparttar 150786 rewards that can be achieved through constructive openness. Teamwork can prosper if everyone is willing to give up some of their control needs, let go ofrepparttar 150787 past baggage, break downrepparttar 150788 fences and silos that becomes what some people refer to as a seamless organization.

With a little more effort and practice, team members will begin to recognize and take control of what goes on within their teams. Team members can determine and control how resources will be managed effectively, how they treat each other, how well they will communicate with each other, whether or not they will speak up in team meeting,repparttar 150789 amount of caring and sensitivity they will show to each other, whether they will supportrepparttar 150790 leadership, and display a level of self management.

The level of teamwork, probably more than any other element of organization life, is controlled byrepparttar 150791 members ofrepparttar 150792 team. Team members can choose to act in skillful and empowered ways or they can be passive and give away responsibility and letrepparttar 150793 external forces dictaterepparttar 150794 quality and level of teamwork that will exist.

If you would like more information on building teams, effective teamwork or CMOE’s 25 years of team building experience, please contact a Regional Manager toll free at 888-262-2499 or (801) 569-3444.

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