DOCSLIB.ORG

Aiche Chicago Section October Newsletter

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Aiche Chicago Section October Newsletter AIChE Chicago Section October Newsletter Chicago Section www.aiche-chicago.org October 2012 AIChE Chicago October 2012 Meeting Notice Blind Spots: The 10 Business Myths You Can’t Afford to Believe on Your New Path to Success, Inside this issue: By: Alexandra Levit 2 Chair’s Corner Business & Workplace Author, October Meeting Info 3 Speaker, and Consultant AIChE Live Webinars 4 Upcoming Meetings 5 Date: Wednesday, October 10th, 2012 AIChE Midwest Re- 5 gional Conference Location: La Tasca Tapas Restaurant 25 W. Davis Street, Arlington Heights, IL 60005 Young Professionals 5 Ten Signs of jog dissat- 7 Cost: Members: $35 Non-Members: $40 isfaction C2ST Meeting Informa- 8 Students: $5 Unemployed Members: $20 tion To Register Click the Link; http://www.cvent.com/d/tcqx2l/4W What is New 9 Thiele Award 9 Agenda High School Program at 10 Meeting registration 5:30 pm 2013 MWRC Alexandra’s Pre-Meeting Event: How 6:00—6:45 pm to start a Successful Career Dinner 6:45 - 7:30 pm Section business 7:30 - 7:45 pm Speaker 7:45 - 8:45 pm Meeting close 8:45 pm PAGE 2 OCTOBER NEWSLETTER CHICAGO SECTION Chair’s Corner Being an asset to the organization for which yourself, a friend or you work first means understanding how to family member. A dona- plan your career smartly. Adopting tactics in tion option is on the the business environment that are beneficial to monthly meeting regis- the individual, but threaten workplace effi- tration page. For more ciency, is taking a path that can lead to either information on the personal dissatisfaction or career strangula- scholarship program tion. In the long run, neither state helps the or- contact ai chechi - ganization. Yet somehow over the years the [email protected]. myth has become widespread that “win at all Peter Hereña costs” is the only way to play the game. Call for Volunteers The section meeting this month offers a re- freshing diversion from technical topics in that Volunteers are needed to help plan and sup- the discussion is how to avoid common work- port the Midwest Regional Conference. place myths so you can strengthen your ca- For those interested in volunteering on the reer. Our speaker, Alexandra Levit, has written General Arrangements Committee numerous career guidance books and has (http://www.aiche.org/conferences/2013midwe been featured on MSNBC, Forbes and Money st/GAC.aspx), please contact the conference magazine. She is a renowned consultant on chair: Donald Chmielewski, workplace trends, and has spoken at a corpo- [email protected] rate level to S&P 500 giants such as Microsoft, ExxonMobil and Whirlpool on ways those com- 2012 AIChE Annual Meeting panies can get the most of ALL their employ- Cleaner Energy, Stronger Economy, Better ees – and retain them in the process! Living This month also includes a special deal –those October 28 - November 2, 2012 college students and AIChE “Young Profes- sionals” who sign up early and attend the David L. Lawrence Convention Center, meeting will receive a copy of Alexandra’s lat- Pittsburgh, PA est book, Blind Spots. For all other members, The AIChE Annual Meeting is the premier edu- we’re using this opportunity to kick off our cational forum for chemical engineers inter- AIChE Chicago Student Grant program where ested in innovation and professional growth. A we’re offering $500 scholarships to select wide range of subjects relevant to latest re- chemical engineering students in the area. Do- search and newest technologies in emerging nate $20 or more to our scholarship program growth areas will be covered. and you’ll receive a copy of Blind Spots for PAGE 3 OCTOBER NEWSLETTER CHICAGO SECTION October Meeting Information Abstract that better prepares col- Blind Spots: The 10 Business Myths lege students and gradu- ates for the challenges of You Can’t Afford to Believe on Your the workplace, and a U.S. New Path to Success, Department of Labor This presentation will offer guidance on how to course that helps military survive and thrive in a post-recessionary busi- veterans transition to the ness climate that eschews controversy, office civilian workforce. politics, and quick promotions and is returning to an emphasis on traditional workplace values Alexandra consults, writes, like trust and direct communication. Business and explores leadership development, career myths (and their realities) in 2012 we will ad- and workplace trends on behalf of Microsoft, dress include: Employers want you to be your- American Express, Intuit, and DeVry University. self, being good at your job trumps everything, She has spoken at hundreds of organizations it’s best to climb the ladder as fast as possible, around the world including the American Man- the problem isn’t you but the organization, and agement Association, the Federal Reserve controversy will propel your career. Bank, Campbell Soup, McDonalds, and Whirl- Speaker’s Bio pool. Alexandra Levit’s goal is to Alexandra is also a frequent national media help people succeed in mean- spokesperson and is regularly featured in out- ingful jobs, and to build rela- lets including the New York Times, USA Today, National Public Radio, CNN, ABC News, tionships between organiza- tions and top talent. A former CNBC, Forbes, the Associated Press, and nationally syndicated colum- Glamour. She was recently named Money nist for the Wall Street Journal Magazine's Online Career Expert of the Year and a current writer for the and the author of one of Forbes' best websites for women. New York Times, Alexandra has authored sev- eral books, including the bestselling They Don't A member of the Northwestern University Teach Corporate in College, How'd You Score Council of 100 and the Young Entrepreneur That Gig?, Success for Hire, MillennialTweet, Council, Alexandra just received the prestigious New Job, New You, and Blind Spots. Emerging Leader Award from her alma mater. The award honors a Northwestern graduate un- Since serving as a member of Business Round- der 35 who had made a significant impact in table's Springboard Project, which advised the her field and in society. She resides in Chicago, IL with her husband Stewart and their two Obama administration on current workplace is- sues, Alexandra produced the critically ac- young children. claimed JobSTART 101, a free online course PAGE 4 OCTOBER NEWSLETTER CHICAGO SECTION AIChE National’s Live Siting of permanent and temporary buildings in proc- Webinars in October ess areas requires careful consideration of potential Marcellus Shale Gas Wastewater Re- effects of explosions and use and Recycle fires arising from accidental release of flammable mate- AIChE Webinar rials. Wednesday, October 3, 2012 - 2:00pm- 3:00pm Physical and Chemical Equilibrium Presenter(s): Jessica Gray This webinar provides background on how for Chemical Engineers, Second Edi- water is used for drilling and hydraulic fractur- tion ing and includes a review of hydraulic fractur- This book concen- ing fluid composition and flowback and pro- trates on the topic of duced water quantity and composition physical and chemi- cal equilibrium. Us- Working Across Distances: The ing the simplest mathematics along Challenge of Global Teams with numerous nu- AIChE Webinar merical examples it Wednesday, October 17, 2012 - 2:00pm- accurately and rigor- 3:00pm ously covers physical Presenter(s): Henry Kohlbrand and chemical equilibrium in depth and detail. Teamwork can be challenging, especially It continues to cover the topics found in the when a project involves people in multiple lo- first edition however numerous updates have cations or time zones, and of various cultural been made including: Changes in naming and backgrounds. This webinar lays the ground- notation (the first edition used the traditional work for practicing effective global teamwork names for the Gibbs Free Energy and for Par- when working across cultures and/or dis- tial Molal Properties. tances. This edition uses the more popular Gibbs En- ergy and Partial Molar Properties,) changes in symbols (the first edition used the Lewis- New Books Randal fugacity rule and the popular symbol Guidelines for Evaluating Process for the same quantity, this edition only uses Plant Buildings for External Explo- the popular notation,) and new problems have sions, Fires, and Toxic Releases, been added to the text. Finally the second edi- 2nd Edition tion includes an appendix about the Bridgman table and its use. PAGE 5 OCTOBER NEWSLETTER CHICAGO SECTION Upcoming Meetings 2012 AIChE Regional Process Technology Conference South Shore HArbour Resort and Conference Center League City, TX October 4-5, 2012 Chicago Section October Meeting La Tasca Tapas Restaurant, Arlington Heights October 12, 2012 2012 Annual Meeting Pittsburgh Convention Center Pittsburgh, PA October 28—November 2, 2012 Sustainability in (Bio) Pharmaceuticals Sheraton Old San Juan, San Juan Puerto Rico November 11-14, 2012 Young Profession- als News YPAB will be having an outreach event at the 2012 Family Science Expo, which will be held Saturday, October 13, 2012 from 12–4 p.m. at the Des Plaines Public Library. The target group is elementary school and middle school students. We would like to have a few more volun- teers for this event; please contact Tiffany Parrott at t p a r - [email protected] if you are inter- ested in participating. PAGE 6 OCTOBER NEWSLETTER CHICAGO SECTION CALL FOR TECHNICAL CONTRIBUTIONS 2013 AIChE Midwest Regional Conference January 31—February 1, 2012 Organized by the Chicago Local Section of AIChE Hosted by the Illinois Institute of Technology, Chicago, IL The “Call for Technical Contributions” for the 2013 AIChE Midwest Regional Conference is now open: http://www.aiche.org/conferences/midwest-regional-conference/2013/call-technical-contributions Contributions are sought in all areas of chemical en- gineering. Professional Development contri- butions are also encouraged. Contributions may be in the form of: Invited Sessions Contributed Presentations Poster Presentations For those interested in organizing an Invited Session please see the “Intent to Submit an Invited Session” form.
Load more

Recommended publications
  • Future of Millennial Careers White Paper
    How the Recession Shaped Millennial and Hiring Manager Attitudes about Millennials’ Future Careers By Alexandra Levit with Dr. Sanja Licina Commissioned by the Career Advisory Board How the Recession Shaped Millennial and Hiring Manager Attitudes about Millennials’ Future Careers TABLE OF CONTENTS CAREER ADVISORY BOARD Summary .................................................................... 3 Introduction ................................................................ 4 Claude Toland Chairman Who’s Who in Today’s Workplace ............................. 5 An Evolution in Progress ........................................... 6 Vito Amato Jesus Fernandez Study Overview .......................................................... 8 Pete Joodi Pursuing Advanced Education ................................... 10 Dan Kasun Changing Career and Work Situations ....................... 14 Kristin Machacek Leary Surmounting Unique Challenges ............................... 22 Alexandra Levit Identifying, Addressing Millennial Weaknesses ........ 25 Dr. Sanja Licina About the Career Advisory Board, Methodology ...... 29 Erica Orange Meet the Authors ........................................................ 31 Jason Seiden References .................................................................. 33 2 ©2011, Career Advisory Board Reproduction Prohibited How the Recession Shaped Millennial and Hiring Manager Attitudes about Millennials’ Future Careers SUMMARY any believe the recession is on its way out. According to the Bureau Mof Labor Statistics,
    [Show full text]
  • Today’S Workforce
    WINTER 2007 T O D A Y The Changing Transition to Adulthood: Impact on Training and Development by Cathy Goodman, Ph.D. 3 Preparing Your Twenty-Something Employees for Career Success by Alexandra Levit 4 Defining, Nourishing, and Retaining the Multi-Generational Nurse Workforce: How WLP Professionals Can Help by Julie Lichtenberg, MA, RN 7 Diversity & Generations by Claire Raines 10 Adult Focused Training by Marianne Rowe-Dimas 11 CoPs for Cops: Connecting Communities of Practice Through a MBA Program Offered to Chicago Police Officers by Kathleen H. Watland, B.S.W., M.S., Ed.D, William J. Kresse, M.S., J.D., CFE, CPA, Stephen M. Hallenbeck, B.S., J.D. 12 A MAGAZINE FOR WORKPLACE LEARNING AND 1 PERFORMANCE PROFESSIONALS IN THE CHICAGOLAND AREA Letter from the Editor Generational Differences in Today’s Workforce Do your new-hires seem to be getting In addition, the increased importance of In this issue, several of our members younger and younger? Relatively speaking, computers, software, and information provide their perspective on generational they are! Not only are they younger, but by technology in the workplace means that the differences and the ways that we can deal most accounts, they are also significantly experience hierarchy no longer corresponds with them. We also include an excerpt from different in personality, motivation, and to the talent hierarchy. Instead of building a book by Claire Raines, one of the most work style from those of us who have been worth over years of experience, today’s prolific writers on the topic. around a while. worker can find his or her education outdated in five to ten years.
    [Show full text]
  • America's Changing Workforce
    AND THE OF THE Temporary and Independent Work Is Increasing Is it good for workers? Is it good for the economy? An Express Employment Professionals White Paper Labor Day 2014 “America’s labor force looks far different from that of Labor Days past. Part of the reason is the rise in temporary employees. People are choosing multiple, temporary jobs, or contract jobs, sometimes out of necessity and sometimes out of convenience. Do fewer full-time core workers mean a more adaptable workforce? Does temporary work pose challenges for families? The answer is, ‘Yes.’” – Bob Funk, Chairman and CEO, Express Employment Professionals THE RISE OF THE CONTINGENT EMPLOYEE America’s labor force is changing. Workers are increasingly turning to temporary, independent contingent or freelance work to pay the bills—instead of long-term, full-time jobs with a single employer. The number of temporary employees alone has increased by about 50 percent since the end of the Great Recession.1 According to the Bureau of Labor Statistics, the temporary help services industry now employs around 2.7 million Americans per week, an all-time high.2 TEMPORARY HELP SERVICES EMPLOYEES 3,000 ) S AND S (THOU 2,000 S ALL EMPLOYEE 1,000 1990 1992 1994 1996 1998 2000 2002 2004 2006 2008 2010 2012 2014 YEARS (BY MONTH) SOURCE: BLS 3 A study from MBO partners, a support system for independent professionals, found that all U.S. independent workers—freelancers and contractors, A PERSONAL STORY in addition to temporary workers—totaled 17.7 million in 2013, a 10 percent increase from MBO’s Megan Plopper first study in 2011.
    [Show full text]
  • The Millennial Majority Is Transforming Your Culture 
    Written by: The millennial majority is Christie Smith, PhD transforming your culture Managing Principal Deloitte University Leadership Center for Inclusion Deloitte LLP Stephanie Turner, PhD Manager Deloitte Consulting LLP As of 2015, millennials encompass a majority of the workforce, over half of them are already managers with decision-making authority and direct reports. Despite this rise in rank for many, their success is overshadowed by the fact that they just do not see the promise of purposeful, values-based careers. They have been disillusioned by the fact that their companies are seemingly devoid or disconnected from the ideals of purpose-driven work, products, and or societal good. As a result, our research has found that millennials are not fully comfortable in their current corporate cultures, and are less engaged and satisfied. With this significant influx of a generation into organizations and into critical roles within organizations, companies are at risk of losing this talent due to cultures that stifle a sense of purpose, values, teaming, ideation, and innovation. This paper is the result of a comprehensive research partnership between the Billie Jean King Leadership Initiative (BJKLI) and Deloitte. Our first collaborative publication was aimed at understanding one disconnect of the cultural Two out of three millennials experience at work: How millennials, X-ers, and baby boomers define diversity and inclusion. Released in mid-2015, this paper concluded that the stark state their organization’s differences between millennials,’ X-ers’ and boomers’ definition of diversity and purpose is the reason they inclusion impacted engagement, a sense of belonging and productivity, and innovation.
    [Show full text]
  • Thalhimers Department Store: Story, History, and Theory
    Virginia Commonwealth University VCU Scholars Compass Theses and Dissertations Graduate School 2005 Thalhimers Department Store: Story, History, and Theory Elizabeth Thalhimer Smartt Virginia Commonwealth University Follow this and additional works at: https://scholarscompass.vcu.edu/etd Part of the English Language and Literature Commons © The Author Downloaded from https://scholarscompass.vcu.edu/etd/1447 This Thesis is brought to you for free and open access by the Graduate School at VCU Scholars Compass. It has been accepted for inclusion in Theses and Dissertations by an authorized administrator of VCU Scholars Compass. For more information, please contact [email protected]. 02005 Elizabeth Thalhimer Smartt All Rights Reserved THALHIMERS DEPARTMENT STORE: STORY, HISTORY, AND THEORY A thesis submitted in partial fulfillment of the requirements for the degree of Master of Arts at Virginia Commonwealth University. ELIZABETH THALHIMER SMARTT Bachelor of Arts, Wake Forest University, 1998 Directors: Dr. Catherine E.Ingrassia, Professor and Director of the MA in English, English Department Dr. James Kinney, Professor and Director of Undergraduate Studies, English Department Virginia Commonwealth University Richmond, Virginia December. 2005 Acknowledgement First, my most profound thanks go to my husband Ryan for his tireless patience and support as I've worked on this project. So many people have provided me with significant help, including Emily Rusk, whose meticulous research on the Thalhimers story continues to amaze me, Alexandra Levit, who guided me through early drafts of this thesis, and Mom and Dad, who have always encouraged me to pursue my passion. I'd especially like to thank Dad for laying the groundwork for this project, and sparking my interest in studying Thalhimers and our family genealogy many years ago.
    [Show full text]
  • If You Think That Networking in the 21St Century Is Passing
    “If you think that networking in the 21st century is passing out business cards as fast as you can, or hiding behind a social media profile, this book will set you straight. David combines theory and practice into an approach that anyone from a rookie professional to a veteran executive can use and should!” Michael J. Muriel Central Region Manager for Vector Marketing “In the course of my career, I've found that the technical skills aren’t always sufficient of success. Knowing the law is just a part of being a great lawyer; it’s the relationships you build that create the means to navigate in the professional world. I've known David for years, and I've watched him apply the tools in Networking in the 21st Century to build his network, and to help the clients he works with. In fact, networking is how we met! If you are ready to build relationships the right way, don’t waste time – make this the next book you read!” Pia Thompson Executive Director/Deputy General Counsel Global Management Consulting Firm "I knew the author in college, and we got back in touch because he very effectively networked with me. And that's what you'll get out of Networking in the 21st Century - tactics that work in the real world of fast-paced information and insanely busy people. David uses a humorous, down-to-earth, and conversational approach to unpack best practices from creating relationships outside your immediate sphere to asking the relevant "next question." I've been in this space for 10 years and I learned a thing or two!" Alexandra Levit, author of Blind Spots: The 10 Business Myths You Can't Afford to Believe on Your New Path to Success and They Don't Teach Corporate in College “As we get older, time seems to become a scarcer and scarcer resource.
    [Show full text]
  • Make This Your Company's Best Season
    AMERIcaN EXPRESS OPEN FORUM® GROWTH GUIDE Holiday Hustle Make This Your Company’s Best Season POKETO TED VADAKAN AND ANGIE MYUNG MEMBER SINCE 05 Table of Contents Introduction 3 Make This Your Company’s Best Season By Rod Kurtz SECTION 1: Attracting Customers 4 3 Ways to Help You Find New Customers for the Holiday Season By Brian Moran 6 A No-Gimmicks Approach to Holiday Promotions By Nic Cober 8 How to Provide Outstanding Customer Service During the Holidays By Anthonia Akitunde SECTION 2: Taking Care of Employees 12 Why You May Want to Consider Online Sales When Hiring Seasonal Workers By Julie Bawden Davis 15 How Do You Celebrate Your Employees During the Holidays? By Alexandra Levit SECTION 3: Preparing for the Year Ahead 18 3 New Year’s Resolutions You Should Rethink By Shama Hyder 21 Seasonal Pricing: A Clever Strategy That May Help Drive Sales By Mark Henricks A version of this content was originally published on openforum.com. American Express® OPEN Forum helps small-business owners find the insights, inspiration and connections to help grow their businesses. Learn more at openforum.com. The information contained in this guide is for generalized informational and educational purposes only and is not designed to substitute for, or replace, a professional opinion about any particular business or situation or judgment about the risks or appropriateness of any approach for any specific business or situation. THIS GUIDE IS NOT A SUBSTITUTE FOR PROFESSIONAL BUSINESS ADVICE. The views and opinions expressed in authored guides on OPEN Forum represent the opinion of the author and do not necessarily represent the views, opinions and/or judgments of American Express Company or any of its affiliates, subsidiaries or divisions (including, without limitation, American Express OPEN).
    [Show full text]
  • The HR Bartender Show 3
    The HR Bartender Show 3. Alexandra Levit Explains Why Career Durability Is the Future of Talent Management Transcription Speaker 1: You're listening to the HR Bartender Show, a casual place to talk about all things work. Here's where you get practical advice about how to be a better employee, manager, and leader in today's workplace. So grab your favorite beverage, pull up a stool, and join us in the conversation. The bar is always open. Now here's your host Sharlyn Lauby. Sharlyn Lauby: Hi, everyone. Thanks for being here. I'm your host, Sharlyn Lauby, author of the blog HR Bartender. Before we get started today, I want to take a moment to thank our founding sponsor, Ultimate Kronos Group, also known as UKG. Speaker 3: To be a powerfully productive business, you need powerfully happy people. Two leaders in workforce management and HR have joined forces to become UKG, Ultimate Kronos Group. With comprehensive HR solutions, they'll help you create more meaningful connections within your workforce that will make your people smile. UKG, our purpose is people. Sharlyn Lauby: Welcome back everyone. In this first season of HR Bartender, we're talking about the future of work. And with me today is Alexandra Levitt to talk about business skills and the future. Alexandra Levitt's goal is to prepare organizations and their employees to be relevant in the future business world. She's a former syndicated columnist for the Wall Street Journal and the author of several books, including the international bestseller, They Don't Teach Corporate In College and Humanity Works, Merging People in Technologies for the Workforce of the Future.
    [Show full text]
  • Thinkers in the World
    EXECUTIVE MBA 1 Join the leading management thinkers in the world... 2 THINKERS50 EXECUTIVE MBA 3 Many people talk about boldness “ and disruption. Stuart and Des actually practice it. Their Executive MBA program is the perfect platform to learn from the finest business thinkers in the world. Contents I am proud join them in this effort.” - Daniel Pink 1. Why the Thinkers 50 Executive MBA? 4 Author of 6 books about business, work, and behavior including When: The Scientific 2. Thinkers50: The Founders 6 Secrets of Perfect Timing; Drive, To Sell is Human; and A Whole New Mind 3. The Learner’s Journey 8 4. The Programme 10 5. The Residential Experience 12 6. Academic Team & Contributors 14 7. Eligibility & Application Process 16 8. Selection & Onboarding 18 9. Fees & Funding 19 10. The Thinkers50 Biennial Summit 20 11. Post-Graduation 22 12. Contact 24 4 THINKERS50 EXECUTIVE MBA 5 This is the perfect “ platform for Thinkers50 to use its extensive experience in this field to inspire a new generation of thinkers. I am honoured to be part of this initiative.“ Why the Thinkers50 - Subir Chowdhury Chairman and CEO ASI Consulting, author of Executive MBA? The Difference When it was launched in 2001, Thinkers50 was the first-ever global ranking of management thinkers. A 2-Year programme that It has been published every two years since and delivers the following: remains the premier ranking of its kind. / An MBA from the University Since 2001, the scope of Thinkers50 has broadened of Buckingham to include a range of activities that support our / Senior Leaders Master's Degree mission of providing innovative access to powerful Apprenticeship Level 7 business and management ideas – ideas that will / Eligibility to apply for make the world a better place.
    [Show full text]
  • Land Preservation, Parks, and Recreation Plan August 2017
    Land Preservation, Parks, and Recreation Plan August 2017 LPPRP Table of Contents I. EXECUTIVE SUMMARY ........................................................................................................ 1 A. PURPOSE OF THIS PLAN .......................................................................................................................1 B. PLANNING PROCESS SUMMARY .............................................................................................................1 C. KEY ISSUES SUMMARY .........................................................................................................................1 D. GOALS AND RECOMMENDATIONS ..........................................................................................................2 II. INTRODUCTION AND PLANNING CONTEXT ......................................................................... 3 A. PURPOSE OF THIS PLAN .......................................................................................................................3 B. PLANNING PROCESS AND PUBLIC ENGAGEMENT.........................................................................................4 C. COUNTY CHARACTER AND EXISTING SYSTEM OF PUBLIC OPEN SPACE ..............................................................7 III. PARKS AND RECREATION ................................................................................................ 15 A. SECTION SUMMARY .........................................................................................................................
    [Show full text]
  • Job-Hunting Do's and Don'ts for Job-Seekers | Quintessential Livecareer 12/21/16, 1159 AM Job-Hunting Do’S and Don’Ts
    Office of Disability Concerns Client Assistance Program How to find and secure your job! December 1,, 2016 Office of Disability Concerns 2401 NW 23rd St, Ste 90 OklaHoma City, OK 73107 (800) 522-8224 http://ok.gov/odc/ httPs://www.facebook.com/Pages/Oklahoma-Office-of-Disability-Concerns/ Job-Hunting Do's and Don'ts for Job-Seekers | Quintessential LiveCareer 12/21/16, 1159 AM Job-Hunting Do’s and Don’ts Printer-Friendly Version by Randall S. Hansen, Ph.D. Here are the keys to successful job-hunting. Job-seekers who follow these rules and guidelines — the do’s and don’ts of job- hunting — should have much more success in the job-search. Do use all avenues/methods of job-hunting available. And do have a job-hunting strategy. Do take advantage of all Web-based job-hunting methods, including general job-hunting sites, industry-specific job sites, geo-graphic-specific job sites, company (employer) sites, and networking sites. Do know the Job-Search Domino Effect. Don’t rely on any one method of job-hunting, especially job-hunting on the Internet (which should be at most 25 percent of your efforts), but do https://www.livecareer.com/quintessential/dosdonts Page 1 of 3 Job-Hunting Do's and Don'ts for Job-Seekers | Quintessential LiveCareer 12/21/16, 1159 AM consider using our Quintessential Careers Job Board as one of your options. Do have a professional looking resume and cover letter. And do use action verbs in your cover letters and resume. And for help analyzing your work experience, do complete a job-seeker accomplishments worksheet.
    [Show full text]
  • CAREER GUIDE 2015-2016 Fox School Of
    FSRM - Financial Statistics & Risk Management Master’s Program • Want a rewarding career in financial data analytics and risk management? • Enroll in the Rutgers FSRM Master’s Degree program • Job Ready in 3 semesters FT • Understand Big Data Analytics • Academic & practical training • Interact with Industry Quants • Optional Financial Risk Manager certification • Go to www.fsrm.rutgers.edu to apply or learn more Contents CAREER Center for Student Professional Development ...................................... 3 GUIDE The Career Search Ten Best Ways to Go Online... And Get the Job ...................................... 4 2015-2016 Social Networking Websites .................................................... 5 Job Search Strategies: Pros and Cons ............................................. 6 Fox School of International Students and the Job Search ......................................... 8 Don’t Forget the Small Companies ............................................... 9 Business Working for a Nonprofit Organization ........................................... 10 Federal Jobs: Working for Uncle Sam ............................................. 11 Temple University Informational Interviews ..................................................... 12 Qualities Desired in New College Graduates ...................................... 12 Turning Your Internship Into a Full-Time Position ................................... 13 Clean Up Your Social Media Identity ............................................. 14 Self-Marketing and Correspondence
    [Show full text]