Heres Why Prospective Employers Might Not Ever See Your Resume

Heres Why Prospective Employers Might Not Ever See Your ResumeHeres Why Prospective Employers Might Not Ever See Your Resume Whether youre unhappy with your current job or are simply exploring your options, youre probably aware that to land a new role, youll need a solid resume to submit as part of the application process. But what happens when you apply to a series of jobs youre qualified for and arent contacted for a single interview ?You might start doubting your credentials, or doubting yourself. You might also be quick to point a finger at your resume, and wonder whether its somehow loaded with spelling mistakes and grammatical errors you just cant seem to identify. If your job applications are going unanswered, it could be that your resume is to blame - but not in the way you think.The problem with your resume might not boil down to mistakes , but rather, the fact that prospective employers just arent seeing it. The reason? That document doesnt have the right keywords.ansicht days, a growing number of companies are using applicant tracking software to narrow down their respective pools of qualified applicants. As part of the process, applications, including resumes, are scanned by software designed to look out for designated keywords - and if yours doesnt have the right ones, it could be weeded out by a computer program, not an actual person.The benefit of using such systems is that it makes the applicant-vetting process more efficient for employers. Rather than have to read through, say, 400 resumes for the average position, a company might instead invest in software that whittles the pool down to just 30 or 40 candidates. From there, reviewing resumes on an individual basis becomes far more feasible.And its not just large firms that are using this technology to their advantage. Even small and medium-sized businesses are getting on board the algorithm train, thereby making it even more difficult for qualified candidates to get their f oot in the door.Youre probably aware that your resume needs to be catchy, concise and informative. But apparently, you also need to worry about it containing the right keywords.With that in mind, there are a couple of things you can do to increase your chances of having your resume actually reach prospective employers. First, read each job description you apply to carefully, and aim to have some of the keywords contained in those descriptions appear in your resume as well. For example, if a job listing seems to emphasize project management skills, make sure the words project management appear early on in your resume.That said, dont go overboard with those keywords. Just as search engines penalize websites for keyword-stuffing (putting so many keywords into a section of content so as to render it unreadable), some of the aforementioned programs reject resumes if they suspect that tactic.Another way to improve your chances of getting your resume looked at? Dont just apply to jobs th rough online forms. Instead, identify those companies you want to work for the most and try finding individuals to send your resume to personally. For example, if you determine that an old colleague of yours knows someone at a company youre applying to, you might ask that person for an introduction , or to send your resume to that contact and request that he or she personally put it in front of the hiring manager. Many companies offer incentives for referring qualified candidates for jobs, so if youre a good fit for a given role, someone you dont know directly might be willing to vouch for you if you have an associate in common and your resume looks good.Crafting a compelling resume is hard enough, and having to concern yourself with keywords makes for an even more stressful experience. If youve been finding that your job applications are going unanswered, it could be that your resume just isnt saying the right things. Take steps to be a bit more keyword-conscious without going ove rboard, and that might spell the difference between having your resume ignored versus noticed.

Our Best Advice for Advancing Your Career During the Holidays

Our Best Advice for Advancing Your Career During the HolidaysOur Best Advice for Advancing Your Career During the HolidaysDont neglect your career this holiday seasonWhether youre searching for a job or looking to advance your career, the holidays offer plenty of opportunities if you know where to look. Below are some of my favorite tips for making the most of the holiday season, from managing your brand to uncovering new job leads.Capitalize on the holiday hiring mythMany believe companies do little hiring in December, but HR execs call it a myth. December may in fact be your best chance to get hired, so get your application in. Click on the following link to learn more about the holiday hiring myth and what you can do to capitalize on this misconception.Leverage the holidays for job-search successThe job market doesnt take the holidays off and neither should you. While your competition is busy sipping eggnog, take advantage of this opportunity to move your job-search efforts ahead . Click on the following link to learn how to capitalize on the holiday season to benefit your job search.Network your way through the holidaysThe holidays are an especially great time to put your networking skills to work. Whether its a corporate event or a get-together with friends and family, each gathering offers an opportunity to advance your career or job search. Learn how to make the most of these events with our holiday networking survival guide.Protect your brand from holiday mishapsWho says you cant network at work? Play your cards right and your corporate holiday party becomes a great chance to network with colleagues you dont normally see and build up your professional brand. Click on the following link to learn how to keep your reputation intact at work functions, and keep your career headed in the right direction.Do some damage control for a holiday party mishapIt can take years to build up your professional brand at your organization and only one night and a few too many drinks to severely damage it. Click on the following link to learn how to repair your reputation after a holiday party blunder.

Librarian CV Example 2018s Top Sample

Librarian CV Example 2018s Top SampleLibrarian CV Example - 2018s Top SampleCreate this Resume ObjectiveTalented and professional librarian seeking a position in a new environment and utilize my skills in library information and policies to be able to establish an efficient and accessible library services.Personal InformationEverett Osborne4013 Grove AvenueTulsa, OK 74120(333)-525-9314e.osbornesampleresume.netDate of Birth May 6, 1979Place of Birth OKCitizenship AmericanGender FemaleProfile Summary Versatile personality Effective communication skills Proficient computer skills Great indexing skillsEducationBS in Library Management, 1999Washington University in St. Louis, St. Louis, MOEmployment HistoryLibrarian II, 2007 PresentIndiana University, Bloomington, INResponsibilities Researched for online information concerning library indexing procedures. Assisted students during research. Monitored books and other learning materials in the Library. Categorized publications, films, an d other audiovisual aids according to subject matter. Tracked records of the students and teachers with overdue borrowed books and other learning materials.Librarian I, 2006 2007California State University Los Angeles, Los Angeles, CAResponsibilities Conducted annual inventory of all learning materials. Updated catalog cards of all books. Provided rules and policies inside the Library. Gathered clippings of newspaper, magazine and periodicals for additional information. Requested purchase of new books, learning equipment and facilities in the Library.ResearchN/ATrainingIndexing and CatalogingAwardMost Efficient and Accessible Library System City WideProfessional MembershipSociety of Certified LibrariansSkillsTraining in Database ManagementEfficient indexing skillsStrong familiarity with university textbooks and learning materialsStrong exposure in using audiovisual aid and other learning facilities Customize ResumeMore CV SamplesMarketing Specialist CV Mathematician CV Medical Assi stant CV

How Professional Development Training Benefits Your Company

How Professional Development Training Benefits Your CompanyHow Professional Development Training Benefits Your CompanyProfessional development training is overlooked and underappreciated as an employee retention and recruitment tool. In fact, its often one of the first things to go when budgets get cut. Here are some reasons why investing in the growth and development of employees is a smart idea that is evergreen.Offering professional development training programs allows employees to perform better and prepares them for positions of greater responsibility. But it can also help employers attract top job candidates, retain their best workers and identify future leaders. Moreover, ongoing professional development is very appealing to many employees today who are looking to keep their skills relevant in a rapidly changing world.Investing in each of your workers is beneficial to the whole organization and can boost the bottom line. Following are six rewards you can realize if you support or provide professional development training initiatives1. You increase the collective knowledge of your teamEncouraging your employees to train in relevant subjects and applications - an advanced course in a software program they use daily, for example - can have an immediate effect on productivity. Professional development can also help raise overall staff expertise when employees with vastly different backgrounds and levels of experience are encouraged to share information.Idea Consider supporting continuing education by offering tuition reimbursement or covering the costs associated with pursuing industry certifications. Paying for employees to take a course offered by a local university or technical school can be a simple but invaluable way to help them grow their skills. You also might invest in a group membership to an e-learning training site, or simply allow employees to view educational webinars during working hours.2. You boost employees job satisfactionWhen staff memb ers can do their jobs more effectively, they become more confident. This leads to greater job satisfaction and improved employee retention. There are a range of low-cost professional development training options to choose from, including mentorships, job shadowing and cross training.Idea Leverage the expertise you already have within your office. A mentor, for instance, can serve as guide and teacher and help mentees sharpen both their soft skills and technical abilities. Gaining practical knowledge, institutional insights and hands-on guidance is a highly effective way for mentees to become more valuable and versatile employees.3. You make your company more appealingWhen you offer training and development opportunities, youre building a positive reputation as an employer that cares about its workforce and strives to employ only the best. Your customers and clients will benefit, too, from the high level of efficient service they receive. And keep in mind that your employees are your brand ambassadors. When they attend conferences and seminars, they represent and reflect all thats good about your organization.Idea To encourage knowledge sharing after events, have brownbag lunches or ask team members to lead a meeting to share what they learned at an industry conference. Beyond helping the employee sharpen his or her presentation and teaching skills, these gatherings can boost the groups knowledge base and help establish a greater sense of camaraderie.Competitive compensation is critical in the tug-of-war companies are waging over skilled professionals today. As you set compensation levels for new hires and talented team members, be koranvers to visit Robert Halfs Salary Center.4. You attract the right kind of in-demand candidatesDo you want to attract the most highly driven and career-focused candidates when you post a job opening? Offer them more than just a competitive salary and benefits paint an enticing picture of how they can grow professionally or expand the career avenues available to them if they come to work for you.Idea In job postings and during interviews, actively promote that your company does all it can to help employees develop and refine their skills. But you should also play up your companys learning culture and commitment to professional development training when meeting with potential employees at career fairs, conferences, networking lunches and other industry events.5. You aid your retention strategyYour workers want to feel like theyre appreciated and making a difference. But they also want to feel like theyre gaining expertise and becoming more well-rounded. If your team members dont feel challenged, or they sense stagnation in their careers, theyll look for advancement opportunities elsewhere. Lifelong learning exposes your employees to new experiences and keeps them engaged in their work. Professional development training helps build and maintain enthusiasm, but it also inspires loyalty.Idea Make sure employees know that you care about their evolving professional interests and objectives. Check in regularly and communicate your desire to help them build a long-term career with your firm. Giving high-potential team members challenging stretch assignments along with ongoing professional development and skill-building opportunities is a winning combination for improved retention.6. You make succession planning easierDo you feel like some employees clearly fall into the management material category? Leadership development programs are tools for grooming future leaders for your organization. If youd like to be able to promote staff to managerial positions in the future, targeted training now can help you ensure your best and brightest are prepared to move up.Idea Sending top employees to accredited leadership training seminars and conferences can be a great move. But its also important to expose promising candidates for executive- and management-level roles to different parts of your organizati on. These individuals may even work for other functions temporarily under the tutelage of seasoned leaders in those departments. The purpose of this type of professional development training is to help future leaders gain a more complete understanding of how the business operates, and to acquire a broad set of skills that will help them guide the firm through change.Finally, set a good example. Reinforce your commitment to professional development training by seeking educational opportunities for yourself. Research from the Center for Creative Leadership finds that its increasingly important for company leaders to take charge of their own learning. Plus, your promotion of professional development training to employees will be more impactful if its clear that you practice what you preach.Subscribe to the Robert Half newsletter for articles and resources to help you build and manage a winning team - all sent directly to your inbox.

The Chronicles of Cash Handling Resume

The Chronicles of Cash handhabung Resume All About Cash Handling Resume Organizations are often inclined to work around school schedules for students in addition to parents. Accountants also require great presentation abilities. Resumes may be arranged in several ways. Most orts supply a flexible schedule, and you can have the ability to choose the hours youre available to do the job. The CV should incorporate all. You would enjoy the terrific academic CV. Cash Handling Resume for Dummies Companies demand for at least two references when attempting to receive any work. They will receive the impression your job performance may be the very same. Irrespective of being only 17, you may want to create a restart for a variety of explanations. A safe ought to be utilised to store all cash. Although professional experience is often preferred, there are different varieties of experience that managers may think about when searching for servers. Both are employed to provide informat ion to prospective employers when youre looking for a job. When youre looking to land up a job in a reputable business house you will want to get a detailed resume. Finally, make certain to compose an original statement for each job you make an application for, or so the provider perceives what makes you a good suit for that 1 job. To begin with, think about the work explanation to check whether it indicates the form of skills the supplier is seeking. When youre searching for employment, so it is rather crucial that youre watchful of how to provide yourself for the perfect technique of a supplier. In some instances, you can contain things besides direct work experience on a server resume. Your new position for a restaurant manager will undoubtedly require that you carry out a variety of technical and administrative tasks. For serious difficulties, you will most likely be in a position to summon a manager or customer service representative. Strong concentrate on brand and clien t development through high-quality food shipping. Hiring managers want to scan your resume and locate the information that they need in record time in order that they are able to move on to the next resume. Future employers know they can count on your honesty and discretion. Companies may want to know the specific level ofcommunication skills youve got and precisely how you work with different folks. When youre adding the experience section make certain that the skills are proven with information. With this kind of a wide range of methods of communication, its essential to understand what type of information is ALRIGHT to send electronically vs information which ought to be conveyed face-to-face. The strength ofthis resume format is it enables an applicant to spell out the reason why they are the very best fit for the position. Individuals will use useful summary resume examples to produce an outline of the absolute most efficient technique to present the appropriate work expe rience. Creating a resume using examples may be a nice and fast idea once the object is familiar. If it regards a CV, they will most likely should look for the advice they want, as it is not targeted to certain companies or tasks. Your CV is simply among the biggest alternatives for advertising to an enterprise.

Workplace Emotion Management Men Are Better at It

Workplace Emotion Management Men Are Better at It Both (men and women surveyed) also tend to agree that men are mora effective at speaking up at meetings and managing their emotions at work.Bain Company (Australia) brief, What Stops Women from Reaching the Top? Confronting the Tough Issues, November 2011 What a weird thing to pluck out of that report and focus on in the headline.Brisbane Times reader comment on that papers report on the Bain Company briefThe Brisbane Times reader was right It was weird that the February 2, 2012 Brisbane Times article titled Women Struggle with Their Workplace Emotions, Say Women focused and seized on 25 vague words in what was an otherwise meticulously researched, wide-ranging, comprehensive and highly analytical 5,700-word report (written by four women) about obstacles impeding the corporate ascent of women.Womens Emotion Management vs. EQ SkillsEqually strange was that no mention was made in the Brisbane Times article, by Bridie Jabour, of the second, germane, more precise and more detailed Bain Company report comment about womens emotions Women are viewed as being stronger in the high emotional quotient (EQ) skills, such as consulting, rewarding, supporting and mentoring, by both men and women, but these are the leadership attributes that tend to be less overtly recognised and rewarded by organisations.What makes the over-reporting of the emotion management issue and the under-reporting of the EQ gender differences confusing, germane and revealing vis--vis the issue of emotion management is that it underscores broader problems in defining and discussing gender differences in emotions, emotionality and emotion management.Not Having Emotions Doesnt Mean Controlling ThemBecause the Bain Company brief does not elaborate on what emotion management is supposed to mean, the Brisbane Times article took the notion in quite different directions . On the one hand, the claim that men are better at managing their emotions seemed to be construed as a conclusion about the degree to which women control the emotional responses that they have. On the other, it seemed the discussion morphed into an examination of and conclusion about the degree to which women have more, more frequent, longer-lasting or stronger emotional responses (which are four dimensions of emotionality the must be distinguished in any intelligent and insightful emotion research).Interviewed for the Brisbane Times article, the study-partnered CEW (Chief Executive Woman) council member Kathryn Fagg said, I see both men and woman being emotional in the workplace, adding, I dont think women are more emotional at all, the way the emotion is expressed is different.Read carefully, these comments are more about raw emotionality than emotion management. The difference is conceptually, even if not always situationally clear Having emotions is one thing managing them is quite another. Failing to conceptually distinguish these two very different processes creates the risk of missngering the absence of emotion as ((un)successful) management of emotion. However, no one should be credited for managing emotions (s)he doesnt have in the first place. This immediately raises the question as to whether men are in some instances erroneously being credited with superior emotion management skills when, instead, perhaps they are merely less emotional, or even comparatively unemotional.Are Men Less Emotional?But are we men less emotional? Despite frequently hearing that complaint from women about other men (of course not about me, since Im sensitive and special), I am not convinced that such a gender difference in emotionality is so black-and-white and one-dimensional. For example, imagine that immediately after a Sunday Super Bowl dazzling ninety-yard run and touchdown, an outta-control, whooping couch quarterback hoisting and spilling his beer turns to his bor ed wife and, with genuine puzzlement, asks, How can you control your excitement? You have incredible emotion management skills Can you get me another beer, honey?Unemotional male? Absolutely not. Unemotional female? Noif boredom and/or irritation are allowed to count as emotions. Yes, unemotional, if the absence of an adrenaline rush on watching a touchdown is the criterion. Interpreting her lack of emotion as emotion management?Absolutely a mistake, if the Sunday-quarterback were to perceive his wifes stolid demeanor and at-best indifference as emotion management.My guess is that one reason we guys are seen by women as being unemotional is that we just dont get turned on as much by weekend shoe store sales or drooling babies. Thats a fair characterization. However, it would be dumb to credit us with superior emotion management skills just because we look as blank as Easter Island statues in both of those situations.Yes, there is other evidence of a gender difference in raw emotiona lity For example, research shows that females are more sensitive to perceptual stimuli, such as sudden noises, swooping objects and lifes little, less dramatic perceived details. So to the extent that perceptions trigger emotions, it should be unsurprising that girls and women will respond to these more visibly than their perceptually duller, more stolid male counterparts. Test this idea drop a tray or a glass in a cafeteria and watch who jumps or gasps. It will be the women. For sure.So, What Did the Survey Really Ask about Emotions?So, among the large group of women (41%) and men (29%) who thought men manage emotions better (vs. the 14% women and 9% of men who thought women do), it is important to ask how many were expressing a belief that in the workplace and daily lifeWomen are, in general, more emotional than menWomen at work more frequently experience (intense) emotions incongruous (or congruent) with the demands and expectations of the workplaceWomen manage those emotions les s effectively than menWomen have poorer EQ-related skills than men (despite contradiction of this lattermost claim by the Bain Company report).behauptung are very different from each other and lead to very different criteria for interpreting and assessing workplace performance and potential. For example, why assume that, even if it were true that men manage whatever emotions they have better, it is a good thing? Suppose the emotions are positive ones, like evident delight in the success of a client or job candidate or profound sympathy for and commiseration with unsuccessful ones. In such instances, why would better emotion management be an asset to the company and the employee? Seeing that ones success truly matters to an employee can only be very good for business.Employer Missed Opportunities Caused by Misinterpretations of EmotionsAn employer who assumes that a male employee is unemotional in such contexts may be missing the opportunity to encourage him to dump his better emoti on management skills or to apply them more selectively, so that clients, candidates and the company can benefit from the warm emotional interaction the released positive emotions can create.Likewise, an employer who equates inferior emotion management skills with poor EQ-related skillsskills that enhance consulting, mentoring, rewardingmay completely overlook the positive contributions a high EQ/low emotion-management-capacity employee can make.Common to both these employer scenarios and mistakes is the dubious assumption that better emotion management is automatically a good thingan assumption that is insidiously and tendentiously biased by the loaded description as better. Suppose the Bain Company survey asked about comprehensive emotion management instead.With that as the defining and far more neutral category, less emotion management, rather than more, could more readily be seen as corporate plus than as a minus, and survey respondents and readers alike might be much less incli ned to negatively interpret the workplace emotional performance of women.despite possibly being more inclined to negatively interpret some of the media interpretations of it.

Multicultural Career Fair Reports Huge Success

Multicultural Career Fair Reports Huge Success Multicultural Career Fair Reports Huge Success The career fair drew hundreds of job seekers and dozens of recruiters from various advertising agencies. A followup to last years influential panel discussion (also titled Where Are All the Black People?) the career fair featured keynote speakers Jeff Goodby of Goodby, Silverstein Partners, Jimmy Smith of Amusement Park Entertainment, Neal Arthur of Wieden+Kennedy and advertising trailblazer Roy Eaton. The presenters discussed the distressing lack of multicultural diversity in the advertising industry and offered words of wisdom and encouraging advice for attending job seekers.Also during the career fair, four winners of a live talent pitch competition were selected and awarded interviews with ten major advertising agencies. At the same time, hundreds of other attendees benefited from the event forging business connections, pursuing job leads, and learning from established thought leade rs.The event welches hugely successful and afforded hundreds of participants an invaluable opportunity to connect with a mentor, meet important industry contacts, and establish a network, said Kevin Swanepoel, President of The One Club. But more importantly, many were offered a second interview and the real possibility of a job, which was our ultimate goal.

The U.S. Navy Ceremonial Guard

The U.S. Navy Ceremonial GuardThe U.S. Navy Ceremonial GuardA sea of white uniforms work in unison to inspire and entertain while moving with the precision of a well-oiled machine. The group moves fluidly and cohesively throughout their routine, every step perfectly timed, all feet hitting the ground and lifting again at precisely the same moment. Looking across the formation reveals essentially no differences between the dozens of individuals on the field. Each is focused on one common goal putting on an impeccable exhibition of skill and determination for those gathered in the stands. At a quick glance from afar, the performers look as though they could be a marching band or some other group providing half-time entertainment at a sporting event. However, something sets this group apartee. As one moves closer to the field, he or she will notlage notice looks of excitement beaming off the performers faces as each movement goes off without a hitch. Not one. This elite group goes abou t their business with a stone-faced seriousness that would make Buckingham Palaces world-famous royal guards blush. At that moment, the U.S. Navy Ceremonial Guard, for many people the very face of the Navy, has reached the apex, the very peak of perfection. Trying to attain perfection, whether it is during an exhilarating fieldshow or during the fruchtwein somber of funerals, is not easy. The process makes top-notch young Sailors deal with a constant routine of drilling, shining, buffing and grooming that, for most, is worse than anything faced in recruit training. The journey culminates with the one-time recruits becoming members of the guard and working routinely in funerals, drill performances and highly memorable ceremonies throughout the United States. For those Sailors, it all begins at the Ceremonial Guard headquarters in Washington, D.C., where trainees straight out of boot camp converge to prepare for a two-year stint as a guardsman. This is where all the fun begins, said S enior Chief Machinists Mate (SS) Gerald Konkol, the guards command senior chief. All the glory for these guys starts with the first day they walk through the door here. From there, they go on to represent the Navy. But, its hard to find even the tiniest shred of glory during the first several weeks trainees spend in our nations capital. Upon arrival, every new trainee immediately begins a six-week training cycle that molds the raw recruit into a basic guard member. During that time, their colleagues do not recognize the trainees as full guardsmen. In fact, trainees are not even allowed to speak to other guardsmen that only comes after completing the training period. It doesnt take long for a trainee to realize being stationed with the guard and being an actual guard member are two totally different things. You find out pretty quick that you have to work really hard to succeed here, said Seaman Apprentice Chris Simpson, a trainee in his fourth week with the guard. Right away they hav e you clipping strings off your uniforms, shining shoes and all that. Were always working on our uniforms. Its definitely a lot tougher than I first expected. The life of a trainee at headquarters can prove to be a tough experience, with a wide array of inspections proving to be a thorn in the side of a soon-to-be guardsman. The typical trainee, who is looking for a break after the inspection routine of boot camp, has uniform and personal appearance scrutinized at nearly every part of the day. The experience can be daunting to a new Sailor. We have room inspections in the morning before breakfast, utility inspections after breakfast, locker inspections during the day, utility inspections in the afternoon and we can expect a surprise inspection at any other time, said Airman Apprentice Bob Cronyn of the training platoons schedule. On top of that, we drill throughout the day. Its a lot mora difficult than boot camp. The platoon leaders take the boot camp standards and turn it up a few notches. During the rigid examinations, inspectors regularly fail the trainees for neglecting to clip all strings out of the inside of their shirt pockets and failing to shine both sides of their brass belt buckles. The trainees also receive daily inspections on their haircuts, uniform press, white gloves and grommets, among other uniform elements. The highly-intense inspections are a necessary part of a guardsmans life, according to Konkol. Were talking about junior people who represent the entire Navy when they are out there, he said. When they are in the six-week training phase, we must teach them to be a sharp-looking, disciplined guardsman. A lot of what they do for inspections is an extension of us wanting to establish proper military bearing. On top of the discipline-instilling inspections, trainees must also learn the barracks. The routine affords most trainees only a couple hours of sleep a night. On top of the discipline-instilling inspections, trainees must also learn th e skills of a true guard member during the training phase. To do this, the platoons squad leaders put the group through a rigorous series of drills with an emphasis on marching and rifle handling. The training sometimes continues throughout the day, with several water and meal breaks thrown in to keep the trainees refreshed. When faced with a daily pattern of work and inspections like that, the thought of quitting would cross many Sailors minds. For the actual trainees, keeping their thoughts trained on the end goal helps them stay focused. There are times when you wonder why you chose to come here, said Airman Nathan Nehls. But we know that the sense of pride we are going to have in front of so many Americans and our parents is too great to pass up. It keeps me going when I want to give up, but I can get close sometimes. The maddening routine is given an added twist by the training platoons squad leaders. Unlike boot camp, where recruit division commanders must be at least a second class petty officer, the guard uses a group of other guard members, typically E-3 and below, to train newcomers. Having seaman-on-seaman instruction is seen as one of the finest elements of the training cycle. Theres a good reason for it, said Seaman Jason Ramspott, one of four training platoon squad leaders. Were a bunch of guys who have played this game before. Weve been trainees, and weve been in the ceremonies. I think we are perfect to train these guys up. Who could do it better than people who have done it before? With that intent, the squad leaders become an integral part of the trainees lives. The two groups get used to seeing each other at all times of the day. The constant scrutiny helps to create a special love-hate sort of relationship between the two groups. Overall, we all get along, Simpson said. I mean, we have those days where we cant stand them and just wish they werent around, but we always appreciate them. Theyve done the things that we want to do, and they are concerned with how we are doing. They want us to succeed. Seaman Apprentice Emily Chvosta, another of the training platoons squad leaders, echoes that thought. Chvosta says the job makes her feel like more than just an instructor for the soon-to-be guardsmen. Were definitely mentors as well as platoon leaders, Chvosta said. We are all over these Sailors all day long for six weeks. We drill them, inspect them and are the first link in their chain-of-command. If they have an issue with something concerning training or even something personal, they can come to us and talk about it. We want to make sure they learn the ways of a guardsman, but we also want to see that they arent too overwhelmed with it all. If a trainee has an issue, theres plenty of time during the day for them to bring it up. The typical trainees day starts before 6 a.m., with morning room inspections. Then, following a day full of inspections and instruction, their day ends long after sunset with a flurry of ironing, shining and string clipping in their barracks. The routine affords most trainees only a couple hours of sleep a night. You definitely dont get much sleep maybe an hour or two a night for awhile, said Airman Apprentice Andrew Bartlett, a new member of the guards firing party. Bartlett finished his training phase in early July. If you didnt get used to going without sleep in boot camp, youll have to learn early on here. Its a tough thing for some. Overall, its not exactly the type of life most recruits imagine when they are entering the final days of boot camp. It may even sound like something the Navy forces groups of new Sailors to do. Nothing could be further from the truth. While there are qualifications each potential guard member must meet, every person sent to ceremonial guard duty chooses the assignment during boot camp. In return for the assignment, most selectees voluntarily put off A school for the chance to go to Washington, D.C. During their two years with the guard, Onc e the trainees complete the six-week period, the other, more-experienced members finally recognize them as full guardsmen. It is a moment the trainees look forward to. Those Sailors selecting A schools cannot advance past E-3. Despite that, the choice is an easy one for some. For me, it was a chance to do something that not many other people get to do, Ramspott said of his decision to join the Ceremonial Guard. Most of us end up getting guaranteed A schools after, but the main thing for me is to get the chance to represent the entire Navy everyday. Its a very big honor. Those without A schools are eligible to advance to petty officer third class in rates not requiring A schools. When they do join and become guardsmen, they get opportunities most other Sailors never receive. Many current guard members have been on hand for special ceremonies at the White House, at the Tomb of the Unknown Soldier, at ship commissionings and other events. Chvosta fondly remembers one such event. I real ized the importance of what I do when I was there for the announcement of the name of CVN 77 ? USS George H.W. Bush. I was standing near Bush for the ceremony. I was a part of history in a way. Nothing tops that. In the little bit of free time they have, trainees are able to enjoy the comforts of their barracks rooms, which are comparable in quality to a hotel chain. Theyre nice rooms for sure, said SA Chesed Johnson. With some of the other fleet Sailors Ive talked to, I can see we have it pretty good. Theyre like a miniature two-bedroom apartment. They have to be better than most other barracks in the fleet. Once the trainees complete the six-week period, the other, more-experienced members finally recognize them as full guardsmen. It is a moment the trainees look forward to. Im not sure what its going to feel like, but I cant wait, Simpson said. I know we are all pretty much E-2s and E-3s, but having their respect means a lot to us. Its something we work for from the second we get here. After their six-week training period, the former trainees then join 1st Division in one of the firing party and casket bearer platoons, or 2nd Division in one of the drill team and colors platoons. Deciding who goes where in the command is a tough process, according to Konkol. We really look at three things when deciding that, he said. We always try to go with the desires of the individual, but we also want to take a look at the skills of the trainee. Sometimes a person will stand out in certain areas more than others. And there is always the manning issue. We have to do things that will keep us at the proper manning level in each platoon. And for former trainees, that point is when they first feel they have achieved a certain level of perfection. You feel invincible for a little while, Bartlett said of his first days as an official guard member. In a way, its one of the proudest moments of your life here.

Scholarships for Pilot Training

Scholarships for Pilot TrainingScholarships for Pilot TrainingTheres no doubt about it, flight trainingis expensive. Aprivate pilot certificatealone can cost between $4,000 and $15,000 dollars, depending on a number of factors, including location, quality of instruction, and how quickly your training is completed. If yourelike most pilots, its likely that you will run out of money at some point during your training. But dont give up There are resources out there to help out- if you look hard enough. From private pilots to airline transport pilots, traditional Part 61 flight students to collegiate flight students, there are scholarships out there for everyone. Scholarships for Non-Collegiate Pilot Training AOPAThe Aircraft Owners and Pilots Association has long been one of the most influential general aviation organizations out there. As an industry advocate for general aviation, AOPA provides a variety of services and information to pilots and aircraft owners at all levels. To he lp promote general aviation, AOPA supplies scholarships to students earning a recreational, sport, or private pilot license. The number and amounts of scholarships vary from year to yearbut sortiment from $3,000 to $5,000. Scholarships are based on merit, goals, and dedication to flight training. EAA Young EaglesThe Experimental Aircraft Association Young Eagles program has been helping young people achieve their dreams of flight for years. The Young Eagles program offers a multitude of scholarships to its members to put toward flight training or toward tuition for EAA Air Academy Sessions. Scholarship types and amounts vary, and are given to both pre- and post-high school students with a desire to learn to fly and/or begin a career in aviation.Women in AviationNot just for women, Women in Aviation International offers the largest number of scholarships for both men and women in aviation. Scholarships range from initialflight trainingto airline transport training. In the past, many airlines have offered type rating scholarships as well as job offers to qualified candidates. Whether youre just beginning your flight training or looking to further your career, WAI is sure to have a scholarship for you. Scholarships for Collegiate Flight Training Programs Women in AviationIn plus-rechnen to non-collegiate awards, WAI also has many scholarships for students in auniversity flighttraining program. These scholarships can sometimes be used to assist with tuition other times, they can be used toward flight fees. Men, dont worry- not all scholarships are reserved strictly for women.Aviation Distributors and Manufacturers AssociationADMA offers at least one scholarship for third- or fourth-year university students seeking a professional pilot or business management undergraduate degree. Selection is based on merit, letters of recommendation, and an essay. NBAAThe National Business Aviation Association is a highly regarded organization in the business sector of the av iation industry. The organization provides at least one scholarship for a student in an aviation-related degree program at an NBAA-approved college or university. While there is an emphasis on business aviation, general aviation applicants may apply. Scholarships for Minorities Women in AviationWomen in Aviation International offers the largest number of scholarships to women of any aviation organization. For women in the aviation industry, WAI is the best distribution policy to go for scholarship money.The 99sThe 99s is an international society of women pilots, and the organization has offered scholarships to members since 1941. There are five different scholarships you can apply for initial flight training, type rating, academic scholarship, technical training, and emergency maneuver training. The 99s also offers a research grant and a New Pilot award. A recommendation from the chapter is needed to apply. National Gay Pilot Association The NGPA offers scholarships to prospecti ve pilots that have demonstrated support for the lesbian, gay, bisexual, and transgender community in some way. Scholarship winners are not chosen based on sexual orientationbut are chosen against a set of criteria including aviation achievements, potential, motivation, teamwork, and leadership, among others. There is one scholarship valued at $6,000 and typically two $3,000 scholarships, but the amounts and types vary based on funding. Organization of Black Aerospace ProfessionalsThe OBAP provides a number of scholarship opportunities to help airline-oriented pilots. You must already have a private pilot license to apply for flight scholarships and are evaluated on an essay submission, letters of recommendation, professional development, and a face-to-face interview. Participation in OBAP is weighed heavily, also. Membership is not limited based on ethnicity anyone that believes in the mission of OBAP may join.