Spending Money on Job Search

Spending Money on Job Search 4 Think twice how you spend money on your job search, executive recruiter Todd Porter warns. This is an insightful comment that was left in response to Job Search Coach Rita Ashley's article 7 Rules To Find the Right Job Search Coach for You here on JobMob. 1) Job search coaches Let me comment in general on both getting a coach and paying for help in recruiting. In most cases, this type of money spent is money down the drain. Everyone should use mentors and people they can learn from but actually paying for services normally results in little success. I believe strongly in coaches but I have not seen one that can guarantee they will get you a job. This is not to say you won’t get results from paying but normally the price is more than the value. Let’s say you want to start running to get back in shape. Would you go out and pay $1,000 a month for a coach? Probably not. Is it worth $20 or $40 to engage a coach at the local gym for a couple of months? Probably and if not it’s a minimal loss. Would you read books or magazines on running and ask friends who run? Probably.eval The major problem with coaching is the ease of entry. Anyone can become a coach (like they can become a recruiter). Just because they have a title doesn’t mean they know how to do the job. Some people would pay $1,000 a month for a coach. I suggest their probability of success would be directly tied to their ability and desire to compete. So when you look at these kind of services, cost is not always a determinant of how successful you will be. Don’t overpay for what you can get cheaper. There are loads and loads of areas where you can get free advice and job search help. Most is community-based. The majority of people would benefit greatly from this information and service, as much or more than services they have to pay for.eval 2) Resume writing One area you might cautiously pay for is resume writing. Even with this, there is a threshold of a reasonable price. I know two guys that do resumes for money. One charges $300 and the other $1,000. They both have a lot of customers. I can tell you the one that does it for $300 is better (in my opinion) than the guy who does it for $1,000 but that second guy has a great sales pitch. 3) Recruiters Quick word on recruiters who can help in your job search with advice and coaching. Recruiters will work with good candidates in their area for free, because our customers pay us. Recruiters will not work with everyone because our time is limited. We need to work with the ones we feel we can place and the kind of individuals our clients want to hire. If you are having trouble finding a recruiter to work with, it’s because you don’t have the skills or background the recruiter's customer wants. Conclusion I would just suggest “buyer beware” in ALL cases where someone wants you to pay them for job search help. About the author Todd Porter started H.T. PROF Executive Search in 1997. Located in Atlanta and Boston, the company recruits primarily for Israeli companies hiring anywhere in the U.S. He can be reached directly at TPJOB [at] HTPROF [dot] COM. If you liked this article, you'll also enjoy An Open Letter to the Recruiters of the World From Job Seekers Everywhere.

Why Ethical Interview Practices Are Crucial for Your Business

Why Ethical Interview Practices Are Crucial for Your Business Maintaining high ethical standards within the workplace is crucial for the success of a company, and this starts from the moment a candidate walks into the interview room. Any unethical treatment of workers can severely damage your business reputation and, by extension, its profitability. The public is becoming ever more aware of what unethical practices in business look like. As such, it is not shy to blow the whistle on perceived unacceptable behavior. A recent controversy led to a PR nightmare for one software company when the CEO was accused of bullying by a candidate in an interview. The candidate shared her experience online in a post that was liked and shared tens of thousands of times on social media. The incident ended up being reported by several news sites, including the BBC. Whilst an exaggerated example of the pitfalls of poor interview etiquette, the ease with which this one story went national shows that an alleged misstep in the interview room can have far-reaching ramifications for your company. In this article, we’ll look at ways your business can address the issue. While working with recruitment consultants will help you start with a highly-suitable candidate list, it’s then up to you to ensure you hire the right person for the correct reason. Do you keep up with the latest discrimination regulations? Negative press is just one consequence of not following ethical interview practices; there may be legal penalties if your company is not across the latest rules and regulations surrounding the treatment of your employees. There are clear government guidelines around discrimination in the workplace that apply from the interview process onwards. A fundamental tenet of ethical interviewing is to ensure that you comply with these regulations. For example, it is essential to make sure that you do not base any employment decisions on a bias against what the government terms a “protected characteristic”. Protected characteristics include the candidate’s age, race, religion, sexual orientation, gender identity, disability, parental status, and marital status. If challenged, you must prove that a candidate was not turned down based on one or more of these characteristics. If you cannot, you may find yourself on the wrong side of the law. An example of unethical interview practices and a form of direct discrimination would be to not hire a young married female candidate, despite her being the best fit for the job, on the assumption that she would soon leave the company to have a child. In this scenario, the fictional candidate’s gender, a protected characteristic, is being held in bias against her and so falls short of ethical interviewing standards and the law. What is indirect discrimination during interviews? In many cases, direct discrimination is an obvious pitfall to avoid. Not hiring a qualified candidate based on their religion, skin color or nationality is blatantly unethical and illegal. What may be harder to spot is indirect discrimination. Indirect discrimination typically applies when a blanket rule is implemented that unfairly disadvantages those with one or more protected characteristic. Some examples of indirect discrimination would include a rule that states all candidates must hold UK qualifications when this would be immaterial to the job role. Whilst this rule would apply to all candidates, it would indirectly discriminate against some based on race and nationality. What about unconscious bias? Harder still to identify than indirect discrimination is unconscious bias. Unconscious bias is a phenomenon where people tend to gravitate to others with similar characteristics and backgrounds. This can include characteristics such as accent, age, and appearance, right down to insignificant details such as personal style and interests. At its most severe, unconscious bias could unintentionally present the same problem as direct discrimination. It could land your company in hot water through a discrimination case. In a more nuanced scenario, unconscious bias could be standing in the way of your company hiring the best candidate for the role. To operate to the highest standards of ethical interviewing it is important to recognize the impact that unconscious bias might have on the hiring process within your business. This is a difficult topic to tackle with the staff because no one likes to be told they may succumb to unconscious prejudice. Instead, try increasing the number of employees active in the recruitment process. Adding more staff with a say in recruitment can ensure your company is conducting itself to the highest ethical standards. Unconscious bias is often down to personal experience, by including multiple personnel in the recruitment process you can provide checks and balance on any one individual unconscious bias. What else can businesses do to improve methods? Other key ways to ensure high ethical standards are maintained within your business include the education of all staff members. Ensuring that all employees, mainly those responsible for recruitment, are up to date with the latest information on ethical standards, including the 2010 Equality Act, is one sure-fire way to protect your company against allegations of unethical behavior. Creating a central document that outlines the key points of the Equality Act and gives practical pointers to staff is one way to keep them on track. It might also be a good idea to hold seminars on the subject, especially if you are anticipating a recruitment drive. As an additional measure against discrimination and unconscious bias, an element of standardization could be incorporated into your interview process. By creating a template of interview questions and a points-based system to score candidates on their answers, personal bias can be further excluded from the interview process. Practical tests applicable to your industry could also be an option to compliment a standardized interview format, creating an overall scoring system to identify the most suitable candidate for the job. Quantifiable testing can help you to uphold the highest ethical standards as it helps those responsible for hiring employees to focus purely on the skillset of the candidate. While this approach may seem a little impersonal, it can help to structure the interview procedure and level the playing field for all candidates. Protect your business today A reputation as an ethical employer is an accolade that should not be undervalued in the current climate. It will help you to attract the best talent in addition to boosting your company’s reputation. By taking note of the steps addressed in this article, you’ll be in a better position to achieving best practice. About the author: Rob Scott has specialized in technical sales recruitment, particularly engineering and electronics sales recruitment, and has over 12-year operational and commercial management experience.   During his corporate life, Rob won the coveted best-performing manager award 2004 for profitability (out of 315 group managers) and won numerous other group Awards for both achievements and excellence.   Since setting up  Aaron Wallis  Rob has steered the company to enjoy double-digit growth year-on-year through turbulent economic times by maintaining clients and making a difference.

Handyman Job Description Sample - Algrim.co

Handyman Job Description Sample - Algrim.co Handyman Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs. Related Hiring Resources Handyman Resume Example

LinkedIn Reveals Top Profile Buzzwords Among UK Recruiters

LinkedIn Reveals Top Profile Buzzwords Among UK Recruiters LinkedIn has  revealed the most over-used “buzzwords” by recruiters on the day that the UK’s January Job Hunt begins in earnest. According to a study of LinkedIn’s 21 million UK members, 21st January is typically the busiest day for New Year career development, when there is a peak in professionals updating their LinkedIn profiles post-Christmas. As recruiters think about their own futures, LinkedIn today released a list of the ten most overused “buzzwords” on the LinkedIn profiles of talent acquisition professionals in 2014. At the top of the list is “motivated”, closely followed by “track record”, “strategic” and “driven”. Extolling the benefits of their company’s employer brand seems also to be important, with “passionate”, “enthusiastic” and “creative” also making the list. In 2014, the most overused words and phrases by recruitment professionals on LinkedIn were: Motivated Track record Strategic Driven Passionate Enthusiastic Responsible Extensive experience Exceptional Creative The year before, we had  innovative at the top of the list in the UK. “Recruiters spend a lot of time advising others on how to best present themselves as attractive candidates. This list turns the spotlight back on recruiters, and hopefully provides some useful insights into how they can stand out from the crowd as they think about their own next move.” Richard George, LinkedIn LinkedIn shared these three top tips for recruitment professionals looking to boost their own professional brand on the platform in 2015: Keep up to date: Update your profile to include a work portfolio and make sure you regularly invest in your network throughout the year. Careers aren’t static so your profile should reflect this. Stay away from stereotypes: As people take more interest in their careers in January, it’s never been a better time to show individuality through charity work and interests, as well as showing off examples of your work to bring your skills to life. Be authentic: Recruiters can ensure potential employers and contacts understand the breadth of their experience by crafting a personal brand that’s unique to them. Staying away from these predictable “buzzwords” will help you stand out from the crowd. RELATED: Top 10 Overused Buzzwords on UK LinkedIn Profiles

Kerry Hannon on Success in the Second Half of Life #141 [Podcast] - Career Pivot

Kerry Hannon on Success in the Second Half of Life #141 [Podcast] - Career Pivot Podcast #141 â€" Marc interviews Kerry Hannon, author, and career expert. Description: Kerry Hannon is a nationally-recognized expert and strategist on career transitions, entrepreneurship, personal finance, and retirement. She is a frequent TV and radio commentator and is a sought-after keynote speaker at conferences across the country. Kerry has dedicated her work to making a difference in people’s lives to give them confidence and the tools to succeed personally, professionally, and financially. She offers her audience and readers a can-do expert’s advice on the best ways to empower themselves. She has spent more than two decades covering all aspects of career, business, and personal finance and is a columnist, editor, and writer for the nation’s leading companies, including the New York Times, Forbes, Money, U.S. News World Report, and USA Today. Kerry’s work also regularly appears on Kiplinger’s Finance and the Wall Street Journal, among other publications. Key Takeaways: [1:05] Marc welcomes you to Episode 141 of the Repurpose Your Career podcast. Career Pivot is the sponsor of this podcast; CareerPivot.com is one of the very few websites dedicated to those of us in the second half of life and our careers. Check out the blog and the other resources delivered to you, free of charge. [1:34] If you are enjoying this podcast, please share it with other like-minded souls. Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your neighbors and colleagues. The more people Marc reaches, the more people he can help. [1:54] Marc and his co-author Susan Lahey are working on the final draft of Repurpose Your Career, Third Edition. If you’d like to get some pre-release chapters, go to CareerPivot.com/RYCTeam and you’ll receive the chapters Marc has already released and updates on the launch. [2:17] Marc plans a soft launch of the book on Thursday, September 12, followed by both a virtual and a real book tour starting Monday, September 16. Marc has already recorded many podcast guest appearances, some of which have already been published. Go to CareerPivot.com/launch you’ll find all the links of all the podcasts. [2:52] Marc will be in Austin the week of September 22nd, the New Jersey area the week of September 29th, and D.C., the following week. Marc would love to meet his readers and listeners. [3:04] Marc has two events planned for Austin and four in New Jersey and Pennsylvania. Marc will then have a meet-and-greet in D.C. You can find the events on CareerPivot.com/launch. [3:17] Next week will be a one-year reflection on being an expat. Marc and his wife have lived in Ajijic for about a year. They will reflect on what they have learned and how they have changed in the last year. Now on to the podcast… Download Link | iTunes|Stitcher Radio|Google Podcast| Podbean | TuneIn | Overcast [3:39] This week, Marc interviews Kerry Hannon, author of Never Too Old to Get Rich: The Entrepreneur’s Guide to Starting a Business Mid-Life. [3:53] Marc introduces Kerry and welcomes Kerry to the Repurpose Your Career podcast. [5:23] Kerry was a guest on the podcast almost three years ago and that episode, Careerpivot.com/episode-6, still gets 30 or 40 downloads a month! [5:47] A number of years ago, Kerry wrote, What’s Next? Follow Your Passion and Find Your Dream Job, after traveling the country for three years meeting with people who had shifted to completely different jobs after working 20 to 30 years in one field. Most of them started small businesses in their second act. Kerry loved their spirit. [6:25] Kerry started recognizing a trend in people over 40 starting their own businesses. Kerry wanted to share their stories. She also saw studies showing that people over 50 are the fastest-growing demographic of entrepreneurs in the U.S. and globally. [6:57] Women, in particular, are starting businesses in the second half of life. With longevity growing, we are going to see more people starting businesses later in life. [7:16] In the book, Never Too Old to Get Rich, Kerry profiles 20 winning entrepreneurs, because we learn from winners. She presents their stories, challenges, and rewards, and gives readers a playbook of actions for how to accomplish similar successes. [7:41] Part 1 of the book is about turning a passion into a business. Sometimes hobbies are better as hobbies but studies show that people who can turn their passion into a business are often more successful than other entrepreneurs. They know their customer; they are their customer. [9:00] Kerry interviewed people who started businesses in filmmaking, coffee, scooters, woodworking, and more, all building on passions. Kerry shares some stories about them. [12:14] Part 2 of What’s Next deals with building a winning Senior-Junior partnership. There is a great synergy in building a business “that has legs,” not for the next five years, but for the next 20 years or more. You have the experience and the network of someone who’s been through it, and the tech skills and enthusiasm of youth. [13:25] One of Kerry’s favorite stories from the book is about a mother-daughter team, Bergen and Morgen Giordani, who started One Hot Cookie with their cookie-baking skills and built retail outlets in Ohio and Pennsylvania. They are now franchising. [14:18] The daughter is the expert at social marketing and store design. The mother is the big-picture business planner. The mom kept her full-time job for a long time before stepping all the way into the business. [15:56] In this section, Kerry has a story about Paul Tasner, who has been a guest on the podcast in CareerPivot.com/episode-125. Paul started his company PulpWorks in San Francisco and paired up with somebody a couple of decades younger than him. [17:21] When you make a shift to being your own boss, you need to do an inner MRI to find your skills, weaknesses, and strengths. Look for others who can partner with you and balance you in launching your business. It’s understanding who you are and what it is you truly want to do and what you can do. [18:00] Part 3 of the book is the path to social entrepreneurship. Kerry found that at this point in their lives, many people may have experienced a health crisis or a loss, or may be wondering if there is more to life than what they have done. They wonder how they want to make a difference in the world. [18:47] Social entrepreneurs have a vision of making the world a better place by using their skill sets to launch a nonprofit or something that has the ability to touch lives. Kerry shares a couple of examples. One, Jamal Joseph, started a nonprofit, IMPACT Repertory Theater, in NYC. Kerry met him through Encore.org. [19:28] Jamal started this group to help young people in Harlem find a purpose through repertory performance and encouragement to study, to find a way out of poverty to succeed. [19:57] Another example is Bernadette’s House, an after-school program for disadvantaged girls, started by Carol Nash in Baltimore. [20:33] Doug Rauch, former President at Trader Joes, went to Harvard’s Advanced Leadership Initiative to learn to solve big social problems. He went on to start Daily Table in the Boston area to provide food at a lower cost. Marc compares food supply practices in Mexico and the U.S. [22:33] besides the Harvard Advanced Leadership Initiative, other schools are offering similar initiatives to urge people to start in social entrepreneurship. Stanford, Notre Dame, and the University of Texas are a few schools offering such initiatives. [23:33] Daily Table offers cooking classes for people who are not accustomed to healthy foods. [24:01] Part 4 of the book is Winning Strategies for Female Entrepreneurs. Female entrepreneurs are the fastest-growing cadre of entrepreneurs, world-wide. Women make good entrepreneurs and also good investors for a few reasons. Women do their homework. They take their time when they launch a business. They are idealists. [24:53] By laying this groundwork, women set themselves up for success. Women are willing to start a business as a side gig, keeping their full-time job. Women have the ability to understand where their weaknesses are. They admit it and ask for help. They ask for directions. Women often partner up with other women who can fill in the gaps. [25:29] Women tend to be very collaborative. Entrepreneurship is a team sport. Women understand that entrepreneurship is a marathon and not a sprint. Women are patient. [26:04] Rachel Roth started Opera Nuts in New York, combining her love of nuts and opera. Now she sells them online as well. It’s a true passion for Rachel. She was able to find tech help at Senior Planet classes in entrepreneurship and tech and from young tech mentors. [28:04] Ginny Corbett started a healthy juice business, Salud Juicery, in Pittsburgh, after going to school to learn about nutrition related to eating issues. [29:49] Kerry wants people to walk away with a message of hope, possibilities, dreams and knowing that it is never too late to start doing work around your passion. Every person Kerry profiled told her about the inner richness of doing work they love, with people they love, that has meaning in the world. [30:49] Marc recalls an earlier podcast guest, on CareerPivot.com/episode-127, author Andrew Scott, author of The Hundred-Year Life: Living and Working in an Age of Longevity and author of the article “Is 75 the New 65? How the Definition of Aging is Changing” on Next Avenue. What are you going to do with your extra 10 years? [31:50] The importance of working at this stage of life is it fulfills us, it may be a financial necessity or safety net. At 60, you have at least 15 more years ahead of you where you could do something totally different. You might need to add some more skills, by apprenticing, moonlighting, or volunteering before you launch on a new path. [32:32] There’s no ideal starting point; you just need to get started. Marc plans to work until he’s 90! [32:48] You can learn more about Kerry at KerryHannon.com, on Twitter at @KerryHannon, on Facebook at @KerryHannon and LinkedIn at Kerry Hannon. Kerry would love to hear from you and hear your entrepreneurial stories! [33:23] Marc thanks Kerry for being on the Repurpose Your Career podcast. [33:29] Marc hopes you enjoyed this episode. Kerry is passionate about helping our community who are in the second half of life. Marc hopes everyone is inspired by her latest book. [33:40] The Career Pivot Membership Community continues to help the approximately 50 members who are participating in the Beta phase of this project to grow and thrive. The community has moved on to the next phase where community members who have experienced success get to share their successes and teach others. [33:57] This is a community where everyone is there to help everyone else out. They have been hovering at about 50 members for a while. Members are experiencing successes like going back to work, starting new businesses â€" even someone buying a franchise. Some leave the community when they’ve found success, while others stay. [34:19] Their legacy stays with the community as they have built an extensive library of forum entries and discussions. Marc will be publishing shortly testimonials of what they got from being part of this community. [34:34] Marc is recruiting members for the next cohort. If you are interested in the endeavor and would like to be put on the waiting list, please go to CareerPivot.com/Community. [34:45] Those who are in these initial cohorts set the direction. This is a paid membership community with group coaching and special content. More importantly, it’s a community where you can seek help. Please go to CareerPivot.com/Community to learn more. [35:07] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you listen to this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [35:25] Please come back next week, when Marc reflects on the last year of being an expat. [35:30] Marc thanks you for listening to the Repurpose Your Career podcast. You will find the show notes for this episode at CareerPivot.com/episode-141. [35:45] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, the Overcast app, or the Spotify app. Marc will add to this list soon! Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

7 CV secrets every college senior needs to know

7 CV secrets every college senior needs to know This is a fantastic list of tips for recent grads to apply to their CV! Thanks to Kate Maurice for sharing. -Coach Wolfgang Teenage period and then studentship are the most challenging stages in our lives. Being a teenager, your main task is to study well and survive these years unscathed. Being a student, your main goal is to find a good job youve been preparing for during at least 4 years. In theory, it sounds easy â€" you have been preparing. On practice, unfortunately, a diploma guarantees nothing. Despite your desire to work as soon as possible and your passion about your further achievements, sometimes to get an offer from employer takes much more efforts and time than you expect. Usually, its caused by the students formulaic behavior whereas it is extremely important to be creative and show your uniqueness. Your main tool here is CV. It has to be honest, but impressive. Not possible for a college senior? You couldnt be more wrong! All you need to do is to start write instead of procrastinate it. And below tips will help you to initiate your fascinating career on the word. 1. Find the inspiration It is your first time youre looking for a full-time job, and you dont want to make a mistake and mess it up. All is clear. You need a reference point.  Find it in the CVs of the people you admire. Do you want to become a biologist and solve the health problems? Look for the CVs of great modern scientists and peruse them. Find what points they emphasize, what experience and skills they have. Try to find something similar in yourself and put it in your CV. You can copy a manner of such CVs too, sure, only putting the real data about yourself. Just use it as a template. 2. Avoid cliches If youll use someones CV as a template, it is good. But dont copy others mistakes. Dont write common «ability to work under pressure ». Write: «redecorated the first page of students newspaper in 3 hours before going into print », «finished my term paper while babysitting my toddler sister », etc. Make use of your real experience. It gives you more than you think. 3. Show the benefit When employers look for new employees, they want to hire someone who will solve their problems, not ask for advantages for them. First, profit for the company, then, returns for employees. This is the business rule you need to memorize.  Show the employer what he/she will get if he/she hires you. Writing about your waiters experience, mention «worked in a team of people of different ages » (which means you can communicate with different generations), or «invented a new promotion which increases sales by 30% » (you are initiative and have fresh ideas). Be specific. Facts tell more than words. 4. Reference Often your words are useless, but words from authoritative people mean something. If you are in good relations with your professor, ask him to give you a recommendation. If you have his consent, put the professors personal details in your resume. Also mention your school teachers, tutors, mentors, anyone who sounds honest, objective and persuasive. Sure, you can simply add such recommendations in your CV, but a real conversation is more valuable. 5. Make a commitment Though facts have more power than words, a commitment could help your CV stand out. Its something that employers arent used to finding in CVs. You can write, for instance, such statement at the end of your CV: «My aim is to refresh your marketing campaign with the young point of view and test myself for strength. I am ready to do the work nobody else want to and show person without enough experience could make a difference ». Saucy? Yes. But it is kind of move which curious employers might accept. Worth a try. 6. Edit Grammar mistakes can ruin even the most amazing CV. It doesnt matter if you are applying for an editing job or a plumber vacancy. Your unedited CV shows you didnt make enough of an effort to catch your mistakes. No one wants to hire an employee who isnt interested in the position. Edit your CV. Proofread it. Do it again and again. Use online tools to catch typos. Polish it to make yourself shine. 7. Write a cover letter A CV is obligatory; a cover letter is necessary. Writing a cover letter shows your employer the highest level of attention. Here you can say more about why you are the best candidate for this job. You can appeal to the employer directly, mention the private experience you didnt put in your CV, and be sincere. Moreover, a cover letter shows that you spent extra time applying for the vacancy, you were looking for the right words, and you attached importance to what you did. It definitely gives you extra points assuming the letter is free of grammar mistakes and bragging. Mastering of this art will give you the job of your dreams.  Good luck! Author Bio: Kate Maurice is a freelance copywriter, the creator of Pay4Homework.com, who is interested in educational problems in modern society and self-improvement techniques. Kate is a typical introvert. Youll probably find her in a cozy coffee house reading a book or watching people passing by outside.

Writing Ssis Packages

Writing Ssis PackagesYou are probably familiar with the term writing this packages, but maybe you are not familiar with what a typical package looks like. With this guide you will find out how to write a great package and how you can even use a free resume to boost your chances.The first thing that you need to know about writing this packages is that there are different ones for various industries. For example there are a number of methods you can use in order to create packages for the medical field. Also, you can also use a resume to create a package that is just right for the IT industry.You need to understand that in order to make your job search better you need to write samples. A resume will only give you one shot to get a job; you will have to have another package that is well done.So what should you look for when looking for samples? The first thing that you need to do is look around. Go online and find some samples of writing samples that are done by the best writers. Then c hoose which ones you think are the best.You should find samples that are done by people who are very experienced. When you are looking for samples, look for samples where the writer is really good at what they do. Find samples that are free so that you do not need to pay a penny for the job.In the internet you will find several websites that will allow you to download professional samples. These samples will help you create samples that are free of charge. These samples will also allow you to use your resume in the samples.Once you find some good samples, you will have to use the samples to create your own. You should make sure that the samples are really free.Once you find samples that you want to use, the next step is to put the samples into action. This will include writing your own samples, making sure they are free, and then using them to create samples that are free and well done.