Supporting Documents for a Job Application

Supporting Documents for a Job ApplicationSupporting Documents for a Job ApplicationWhen youre applying for a job, an employer may want more information than just a copy of your resume and cover letter. The company may request what is known as supporting documentation to complete your application. Knowing what to include and how to include it will help you stay in the running for the role. What Are Supporting Documents? Supporting documentation for a job application can include a resume, a cover letter, educational transcripts, writing samples, Veterans Preference documents, portfolios, certifications, a reference list, letters of recommendation, and other documentation as specified in the job posting. The information that is required varies depending on the job and the employers hiring requirements. Generally, employers will specify which documents they want to see included with your application. If not, feel free to ask the hiring manager or HR representative what kind of suppo rting documentation to send. Be aya to follow all their instructions about what to send and how to send it. (For example, official transcripts must usually be sent directly from the school or institution.) Why Do Employers Request Supporting Documentation? Getting supporting documentation from candidates helps companies evaluate applications. For many employers, a resume (or a resume and cover letter) provides all the information necessary. Other employers need more information to determine which applicants they will interview and eventually hire. The reason for requesting information is to get a full picture of you as a candidate, or to provide confirmation of the details listed on your resume or job application. For instance, requiring a transcript as supporting documentation allows employers to confirm that you graduated, as well as your GPA. Requesting documentation can also be a test of whether or not applicants can follow instructions. If a job posting mentions that candid ates must submit a list of references with their application, hiring managers can sort all applicants who did not submit references into the no pile. List of Supporting Documents The following is a list of supporting documents that may be required to be submitted with an employment application. ResumeCover LetterReference ListLetters of RecommendationTranscriptPortfolioWriting Sample (essay, articles, or other writing samples)Employment CertificateCertifications (teaching or computer certifications, for example) How to Submit Supporting Documentation For employers, gathering up all this information at one time, whether its during the application process or after an initial interview, is a huge convenience. It allows the hiring manager to have all the pertinent information about candidates on hand, and cuts back on follow-up emails and phone calls to request more documents. Applicants may find collecting and submitting documents to be less of a convenience, and more of a hass le. Some documents may require a bit of digging to locate. For example, where is your Project Management Professional Certification, and who can you call to get a copy if you cant find your own? Other documentation may require a bit of work to assemble. For instance, if youre submitting a list of references, youll need to ask permission to use them as a reference, and inform them that someone from the company may be in touch shortly. You should also brief them on the job description and remind them about your relevant skills and qualifications for the role, so that they can make a solid case for you. Label Your Documents With Your Name Carefully label and personenname all files, including your name and details on what is in the document. Your references, for example, could be named Sarah-Wong - References or Sarah Wong References. Avoid just naming them references since hiring managers tend to have a lot of files, and wont be able to easily identify your documentation. Follow a consistent naming pattern across all documents. This will make it easier for recruiters and hiring managers and give a more professional first impression. Follow the Directions in the Job Posting Once you have all the supporting documentation gathered up, follow the employers instructions as to how to submit it. Employers may ask for you to upload files or attach them in an email. If employers request specific file formats (PDFs, for instance), make sure to follow those instructions. Submit all your documents at once, with your resume or application. If youre missing something, try to get a copy prior to submitting your application. Save yourself a step and have copies of everything you might need to job search on your computer, ready to compile and send. Bringing Documentation to a Job Interview If the company requests that supporting documentation be brought to the interview, bring a photocopy of each of the requested documents with you to leave with the hiring manager. Al so be sure that you have everything else you need to bring with you ready to go. The employer may request originals of some documents, like transcripts. If thats the case, request them ahead of time from the institution where you received them. To request a copy of a transcript from an educational institution, send a written request to the registrar or guidance office, and ask to have your transcript sent directly to the employer. Some schools may allow you to request a transcript electronically, while others may require a formal letter. Schools generally charge a nominal fee for transcripts, often in the $5 to $30 range. For information on fees and other requirements, consult your schools website or call the office directly to inquire.

How to talk about grief in the workplace, according to a therapist

How to talk about grief in the workplace, according to a therapistHow to talk about grief in the workplace, according to a therapistWhen grief therapist Dr. Patrick OMalley lost his infant son, he said it completely changed how he thought about the stages of grief training he had been taught. As he wrote in an essay inThe New York Times in 2015,instead of thinking of grief as stages to overcome, he realized that when loss is a story, there is no right or wrong way to grieve.OMalley discusses how we can grieve more compassionately in his recently released book,Getting Grief Right.Ladders talked with OMalley about how to apply these lessons in the workplace and his advice for those grieving, their coworkers, and their managers.What to do if youre experiencing griefThe U.S. does not mandate paid bereavement leave, so those who experience a loss may have to go back to work abruptly after the news. The personexperiencing grief may feel heartbroken, exhausted, disoriented - and may be pre ssured to push those emotions away at work.Thats normal, OMalley said. People sometimes engage in social splitting, acting differently than how they feel, at work after a loss, he said.They have to keep this energy up where they dont have it, he said. It just increases the stress because of this tension.His advice? Dont punish yourself for feeling sad, and dont criticize yourself for not being at the top of your game.If the grieving person works in an open, trusting work environment, OMalley advises them to keep open lines of communications with their managers and be honest about what they can or cant do.But OMalley recognizes that not all of us have this luxury at the workplace.There are some folks who are smart not to talk about it because their work culture views grief as weakness and not as strength, he said.If you cant be open at work, make sure to find time where you can show your authentic self outside of the office, he said.What to say to a grieving coworkerPeople often feel anxious about how to act when a grieving coworker returns to work. How do we talk to them?Instead of thinking about what to say, OMalley says we should reframe the question as How can I be available? How can I be present? How can I listen?People often worry that acknowledging a loss will make the grieving person feel sadder, but multiple surveys and studies show that it actually makes people feel better. Not having their grief recognized can increase grieving peoples feeling of isolation in the office.Youre rarely going to be wrong if you offer some acknowledgment, OMalley said.It doesnt need to be long or complex, but it needs to be said. It can be as short as Im sorry you are going through this. It will make a difference.Once you acknowledge it, move from talking to listening, he said. Take your cue from the grieving person about what theyre willing to talk about. If they want to open up, ask them about the person or pet they lost. Ask them what they miss most. But dont push. The goal is to be half a step behind and not to lead them anywhere, OMalley said.You can also acknowledge your coworkers grief more than once. Peoples needs change. Emails on the anniversaries of loss a year later can be just as meaningful as words said right after the loss.Instead of offering a vague How are you? try being more specific. The question How are you doing today? acknowledges that levels of grief change from day to day.What not to say to a coworkerAvoid the temptation of cliches. We sometimes revert to platitudes because we want to have a ready-made script in a fraught situation. But cliches minimize lossand arent helpful to the bereaving person. Cliches like Time heals all wounds or I hope you find closure put unfair pressure on the bereaved person because they imply that theres a deadline to grief. Grief is circular and disorienting it doesnt follow a timeline. And statements like Sorry for your loss have been said so much that theyre a little worn out, OMalley said.The number one rule is to not make assumptions or compare your experience with loss to theirs. Everyones loss is unique. In other words, if your co-worker just lost their mom, dont talk about losing your own mom.This is their story, not yours, OMalley said. If you keep making comparisons, its not focusing on the acknowledgment.And if you do say a bereavement faux pas, know that you can self-correct and try again. You could say something like,Im hearing myself make these canned answers, but I just want you to know how sorry I am that youre going through this, he said.Its better to try and fail than to assume that the bereaving person doesnt want to talk, OMalley said.What management should doThe grieving person often doesnt know what they need when they return to work. They may be fine one week and not another. A good manager recognizes thisand makes checking in with the grieving person a priority.OMalley said a good script for managers to follow is Tell me how its been in the last week. What can we do differently? What are we not providing?Even if a manager cannot give the grieving person everything they need, by asking the questions, they acknowledge that their grief matters.On a structural level, OMalley said more companies should follow Facebook COO Sheryl Sandbergs lead and extend grief leave beyond the standard few days for close family members.I would love to see the management side grow in understanding that grief is not an illness, its not a diagnosis, its not something to rush through, its not something to get over or to get beyond, that it is the most universal experience we have, OMalley said. We have grief because we had attachment. Grief is about love grief is not an illness. The power that management folks have to help that transition for somebody working would make community and society better.

Emerging Technologies Round-Up March 2014

Emerging Technologies Round-Up March 2014 Emerging Technologies Round-Up - March 2014 Emerging Technologies Round-Up - March 2014ASMEs Emerging Technologies department will be sponsoring two exciting fests during the next few months the ASME Energy Forum Live Shale Development Hydraulic Fracturing Conference next week in San Diego, Calif., and the Advanced Design and Manufacturing Impact Forum, to be held in Buffalo, N.Y., this August.The inaugural Shale Development Hydraulic Fracturing Conference, which will be held March 1719 at the San Diego Convention Center, will bring together speakers from top oil and gas exploration companies including Statoil, Baker Hughes, BP, and Shell to lead conversations on technologies, applications and solutions for competing in the global marketdistribution policy. The event will focus on the suppliers of hardware, equipment and function systems for both surface and subsurface facilities. An exhibitor section will allow companies to market thei r products and services for this rapidly growing industry. Selected sessions will be available to view via webcast on the asme.org website. (See related story here) For more information on the conference and to register, visit go.asme.org/energyforumlive. A second Emerging Technologies event, the Advanced Design and Manufacturing Impact Forum, will take place Aug. 1720 at the Buffalo Niagara Convention Center, is a follow-up to the Impact Forum that debuted at Congress last November. The Impact Forum in August, which will be co-located with the ASME 2014 International Design and Engineering Technical Conferences Computers and Information in Engineering Conference (IDETC/CIE 2014), will feature industry leaders from fields including design and advanced manufacturing, additive manufacturing/3D printing, aerospace, automotive, medical devices, computer-aided engineering, robotics, and entrepreneurship. Electronic poster (ePoster) abstracts on these topics are currently being accepted. The Impact Forum will feature dedicated ePoster sessions that will offer presenters five minutes to discuss and share their materials with the audience. The Impact Forum will also include an exhibits area showcasing the latest advanced design and manufacturing technologies and provide networking opportunities for attendees. A job fair and 3D student design competition will round off this action-packed event. To learn more, visit go.asme.org/impactforum.Emerging Technologies recently held the 2014 3rd Global Congress on NanoEngineering for Medicine and Biology (NEMB), which took place Feb. 2-5 in San Francisco, Calif. Building on the momentum of the previous Global Congresses, this years program consisted of oral and poster presentations, including plenary and invited keynote talks. Additional contributions were provided by members of the engineering community, scientists, clinicians, students and experts from industry. The event focused on the development of new tools, methods and materials impacting biomedicine and life sciences, including nanomedicine and biologically inspired materials and technology. Selected sessions were webcast and are now available for viewing on the ASME website at www.asmeconferences.org/NEMB2014/Webcast.cfm.In other Emerging Technology news, the Energy-Water Nexus Interdisciplinary Council continues to move forward with a number of activities, including sponsoring a track at the ASME Power Conference, from July 28-31 in Baltimore, Md. (www.asmeconferences.org/Power2014) sponsoring a topic and panel session Disputing Stress Metrics Toward Resilient Water and Energy Systems at the ASME International Mechanical Engineering Congress and Exposition from Nov. 14-20 in Montreal, Canada (www.asmeconferences.org/Congress2014) and the publication of the book Thermal Power Plant Cooling Context Engineering, edited by Carey King (www.asme.org/products/books/thermal-power-plant-cooling-context). The Center for Research and Technology Developme nt (CRTD) Research Committee on Water Management Technology is also planning to conduct three panel sessions at the ASME Power Conference in July on the Energy-Water-Agriculture Nexus, the industrial demineralization handbook, and Hydraulic Fracturing Water Issues and Opportunities.The Integrated/Sustainable Building Equipment and Systems (ISBES) Task Force has several key upcoming activities including sponsoring a topic at ASME International Mechanical Engineering Congress and Exposition in November sponsoring a topic at ASME Energy Sustainability from June 30-July 2 in Boston, Mass. (www.asmeconferences.org/ESFuelCell2014) and developing the Handbook of Mechanical Systems for Sustainable Buildings, to be published by ASME Press. The Task Force is also planning to form a new CRTD Research Committee on ISBES.The Thermal Energy Storage (TES) Task Force also has some projects forthcoming. ansicht activities include sponsoring a topic at ASME Congress in November, and assessing Recomme ndations and an Action Plan resulting from the Open Research Forum that was held in ASMEs Washington, D.C., office last September. Based on outcomes from the report, the group will evaluate new products and services to consider for development. The TES task force is planning to form a new CRTD Research Committee. For more information on the new research committees or ASMEs Open Research Forums, contact Michael Tinkleman at tinklemanmasme.org or Norma Johnston at johnstonnasme.org.

How to Find Support in Your Job Search

How to Find Support in Your Job SearchHow to Find Support in Your Job Search14While seeking employment, job seekers might have the mentality that they are alone in their job search. While its normal to view other job seekers as the competition, changing this mentality can strengthen your job search. Having a group of people involved in your job search as supporters and advocates is possible and a smart move to boost your employment goalsSo how can you find community in your job search? If you have experience as a remote worker, you probably know its important to balance the time you spend working alone with time spent connecting with others face-to-face. Your job search is the saatkorn way.Heres how you can build a support system in yourjob search on and offlineUncovering Community OnlineNetworking is one of the most important tools for getting your foot in the door for an interview. Many job seekers feel that their network is small, but when you are able to view the many interconnec tions of the people you know your network becomes much bigger.Technology is a great way to discover these connections. LinkedIn, facebook inc and other social networking sites create an easy reference for the people you have been in touch with over the years. Look for people who you know that work at the companies, or in industries, you want to work in. They can be informational resources for you giving you advice on how to go after the job you want, and leads on where there are openings.StartWire is a great tool for this type of networking. If you connect your LinkedIn and Facebook accounts, then search for jobs on StartWire, youll be able to see who you know at companies with relevant job postings. Making these connections can give you a leg up in your job search.Finding Community Face-to-FaceOne of the best ways to get involved in a local job seeking community is to join a job club. Dick Bolles, author of What Color is Your Parachute?, says job club membership results in an 84% success rate for job seekers. Here are a few reasons why.Job clubs are easy ways to network. Even if other members are job hunting like you, chances are theyre looking for different kinds of jobs than you are. Theyll have a unique network that consists of friends, families and acquaintances that might have positions in the field youre looking in. They can help pass on your resume, give you advice in the application process, and refer you to positions that are the right fit for you.Meeting with other job seekers gives emotional support and boosts morale. The job search process can get stressful and lonely, but here you find yourself in a room with 30 other people who are experiencing the same tiresome job search and they understand. Employed friends and family might mean well when they ask why your job search is taking so long, but it usually adds mora stress to the search. Fellow job club members wear the same job hunt shoes and provide that understanding and support you might need. Finally, job clubs boost productivity. Knowing that those in your job club expect to hear progress updates on your job search, you become more productive to get things done before the next club meeting. If you get discouraged in your job search, seeing that you arent alone in your struggle is a good boost to continue the search.Want to get started in a job club? You can find a directory of job clubs here. You can also search for Careers Business groups on MeetUp.com.So, the next time you feel alone in your job search, remember it doesnt have to be that way. Reach out, online and offline, to find the job seeking community around youand work with your community to find the job you wantTodays guest post comes from Startwire, a job search service that allows job seekers to receive automatic updates on their job applications from 8200+ employers StartWire is a free, private site you can use to streamline your job search by getting recommendations on where to apply and receiving feedback on the status of your job applications. Learn more at www.Startwire.com.Readers, how do you find support in your job search? Tell us in the comments below

If You Read Nothing Else Today, Read This Report on Anticipated Graduation Date Resume

If You Read Nothing Else Today, Read This Report on Anticipated Graduation Date Resume The potential side effects of the over use of drugs are numerous with much importance being laid on their compositions which may lead to potential harm not only to an individuals wellbeing but in addition his physical and mental health as well as possible social repercussions. If you neglect to make people conscious of the need to which youre providing the solution, the solution will ultimately be rejected by the industry thus causing you to get rid of market. If you are thinking about a support group your health care provider will have the ability to direct you towards one or two in your region. Regardless of the outrageously substantial rates, individuals are happy to give out the money. Also, the infant could naturally arrive late or prematurely. Any sort of dress or skirt has to be on the knee or under the knee. Easy and classy outfits may give you the attention you would like. Accord ing to the old tradition, a baby shower is just held for the very first baby. The Tried and True Method for Anticipated Graduation Date Resume in Step by Step Detail Prior to rain theres a large gain in the numbers of stink beetles. You might think of your own well-being, for example, you were putting on weight and so made a decision to take up exercise and diet to be able to remain a healthful weight. In scenarios where it gets too much and simply unbearable you may desire to think about seeking the support of an infertility support group. In accordance with that, there are a number of school teacher stress tests that may be found in order to assess whether a teacher is indeed under stress. Generally, the judge makes sure the conditions of the settlement are acceptable and understood by the parent and, if he or shes old enough, by the kid. When you select a little firm you know the attorney. With a little firm youll get the individualized attention you and your case needs w hich could feel so lacking with the bigger firms. The law company is very competitive and lots of fantastic lawyers will provide a free preliminary consultation. Implementing your ideas as a web-based company is a good way to begin your company if youre low of capital. In the event the geschftsleben has borrowed and repaid loans in earlier times the established history and relationship greatly improve the approval prospects. Many businesses are diversified and do more than you can know. Mid-sized firms are now investing into cloud-based DRaaS for fast back-up and to guard their company data. There isnt anything like knowing your investing future is in your hands, and that youll be able to find out when a stock is a great purchase and as soon as it isnt. You have to be in constant alert for suckers which ought to be removed quickly to keep them from sapping too large an amount of energy from the primary plant. Now youre ready to analyze stocks by yourself. If youre prepared to put money into individual stocks, then you want to understand how to analyze stocks. What You Should Do to Find Out About Anticipated Graduation Date Resume Before Youre Left Behind It is possible to read the review and road test and after that earn a purchasing decision. Since you may see, the first couple of weeks of 2010 needs to be exciting ones in the audio world. Normally, its the calendar year (1st January to 31st December) but in different cases it could be financial year (1st April to 31st March) or another period depending on the ease of the company or according to the business practices in country concerned. Possessing a yearly review can help you stay away from losses.The very first thing that I want to find out is what all the provider is about. With a planned release for February 17th, it is going to be the very first Honeycomb tablet on the industry. Lets take a look at some of the surveys that will be contained in our building survey package. A good example of things going awry in the sphere of antique purchases is the event of Anne. E-commerce Store Another proven and profitable notion to begin an online company is to keep an on-line store. The money saved on wedding costs may be used for different things. It is essential that youve got a proven and profitable web business idea to begin your company. Secondly, now you have a comparatively qualitative idea of how the business makes money, you will need to obtain a more quantitative idea.

Its No Fun Working for a Female Boss

Its No Fun Working for a Female Boss Thats a very direct (and kind of harsh) statement, wouldnt you agree? But, these words came from two workers I knowand to my surprise, one of the individuals was a woman. From the mans perspective-Its no fun working for a female anfhrer because my boss is-Overly critical-Micromanages-Feels like she always has to have a presence in the officeFrom the womans perspectiveIts no fun working for a female boss because my boss is-Mean-Talks down to me-Workaholic, hasnt taken a vacation in 7 yearsBoth the man and woman agreed that their female leaders are less interpersonal and bedrngnis as socialable as their male counterparts.And just to give you a little background on both employees, the man works in Finance at a Fortune 500 company while the woman works for a loans refinance company. Both are college graduates the man has an MBA while the woman has a J.D.As I listen ed to both workers explain their dislike for working for females, (in my Carrie Bradshaw voice) I couldnt help but wonder, Why is it so difficult to work for a woman?Im aware that most Americans prefer a male boss, but Id never encountered workers with such reasoning as this. Talking with the two, the conclusion seemed to be simple overcompensation. Much like the pit-bull in a skirt theory, it seemed that these workers bosses were aggressive, mean, and non-personable because they were trying to overcompensate for being women in management.And as I continued listening to their stories, I thought, Well, whats a gal to do?Seriously, what are women in management positions supposed to do? On one end they have the women stereotypesemotional, weak, motherly, softpulling at their workplace identities while on the other end they have the pit bull in a skirt, cut throat, think-like-a-man personas doing the same.Women are already unfairly deemed as inferior to their male counterparts, especial ly when it comes to holding leadership positions. So they try to be aggressive with a no-nonsense type of management style to show the bigwigs that they are just as able to effectively lead a group of people just like any man. Yet, if they do this (as in the case of these two workers), theyre viewed as no fun and less socialable than a male boss.The workers said male bosses will talk and laugh with you while female bosses dont allow that camaraderie to develop between a boss and an employee. Yet, even the male worker noted that having the pit bull in a skirt approach will probably help a woman move up the management ranks much faster.And doesnt our nation desperately need more of this acceleration to take place? I mean, look at the statisticsWomen only hold 14.6 percent of Executive Officer positions in Fortune 500 companies, a mere .3 percentage increase from 2012.At 16.9 percent, women dont even account for one-fourth of the board seat holders for Fortune 500 companies.Women dont even hold 5 percent of Fortune 500 or 1000 CEO positions. They account for 4.2 percent and 4.5 percent, respectively, of all CEO positions.In 2010, women earned $155 less weekly than men, and while male CEOs earn 78 cents on every dollar, female CEOs earn 33 cents.Women are at a disadvantage when it comes to representation in senior-level positions, equal pay, and now in management styles?Again I ask, what are women in management supposed to do? Be too compassionate and be considered a typical woman and perceived as an inferior leader. Be too aggressive and get deemed no fun and lose the boss-employee relationship.Every day, women are continuously put in tough situations where theyre forced to choose between two extremes even though both roads seem to lead to destruction. Corporate America will continue to make it that much harder for women to advance in their careers if were constantly scrutinized for not being a certain way but still face inevitable doom for being a another way.Bo th the male and female workers did offer one positive note for working for a woman She understands when it comes to social issues. If they need to leave early to pick up children, their bosses are sympathetic, unlike male managers.While this is great and dandy, it does nothing to keep women managers from constantly landing at square one. Like the two workers examples, if the negatives of working for a woman constantly outweigh the positives, and even if women change their approaches to be more womanly theyre still at a disadvantage, then unfortunately, our working gals have progressed no further than their positions at the beginning of this article.Now thats a very harsh (but realistic) statement, wouldnt you agree?