Write the Perfect Cover Letter With This Template

Write the Perfect Cover Letter With This TemplateWrite the Perfect Cover Letter With This Template The first time I ever learned about the concept of a titelseite letter , I distinctly remember how it was explained to me Its like your resume, but longer. The reason that moment sticks out to me so much? Its completely wrongYes, your titelbild letter should include some of the key skills , traits, and experience highlighted in your resume. But copying and pasting from there into your cover letter will most definitely turn recruiters off. Odds are theyve already read your resume - why would you make them waste their time reading the same thing over again?Cover letters are your opportunity to not only show that you have the background and knowledge needed to do the job well, but that youre also passionate, charismatic, and well-informed . For many people, though, its a daunting task. With so much information to convey, where do you get started?Weve rounded up some of our top tips on cover letters to lay it out for you in one easy-to-follow guide. Our infographic shares a structure for you to follow, the content you need to share, and some helpful tips on style and formatting.Take a look below, and start drafting the cover letter that will score you your dream job - happy writing1. Contact Info Dont make recruiters dig through your cover letter to find your name and contact info - include it up top so they can easily reach out.2. Greeting Forget To Whom It May Concern. If you can find it, address the recruiter/hiring manager by name.Summarize, dont plagiarize. Reaffirm your interest, passion and qualifications from earlier in the letter, but dont make it sound redundant.

Creed and Mottos of Special Operations Command (SOCOM)

Creed and Mottos of Special Operations Command (SOCOM)Creed and Mottos of Special Operations Command (SOCOM)Thespecial operatorsof the Special Operations Command (SOCOM) have a history of being competent military members with deep beliefs and codes of behavior and confidence in their actions. All members of SOCOM are dedicated warriors, but the Navy SEALs SWCC,Army Special Forces,Army Special Operations Aviation,Air Force Pararescue and Combat Controllers,75thArmy Ranger Regiment,andMarSOC Raidershave developed a warrior ethos that demonstrates the type of person each is and who are sought in recruiting and training efforts. Navy SEAL Creed The SEAL Creed eloquently explains the type of fighter who becomes a Navy SEAL. The first sentence of the Creed encapsulates the person behind the face paint In times of war or uncertaintythere is a special breed of warrior ready to answer our Nations call. A common man with uncommon desire to succeed. We train for war and fight to winis another quote within the Creed that explains the mindset of the Naval Special Warfare warrior. Navy SEALs have the heritage of the men of the Underwater Demolition Teams involved in World War II, Korea, and Vietnam. The SEALs were founded in 1963 to fight in the Vietnam War, mounting numerous successful Special Operations and guerrilla warfare in the jungle of South East Asia.The Creed also says Brave men have fought and died building the proud tradition and feared reputation that I am bound to uphold. In the worst of conditions, the legacy of my teammates steadies my resolve and silently guides my every deed. I will not fail. The Navy SEAL Code is another written verse that includes words such as loyalty, team, and teammate. The underlying common denominator of Navy SEALs is the phrase, Never quit. Navy SEALshave the mindset to earn your Trident every day. Army Special Forces Army Special Forces wear the Green Beret and are an elite fighting force for good all over the world. Understa nding the enemy of our enemys culture, the Green Beret is an invaluable force of eyes on the target. Their motto isDe Oppresso Liber - To Free the Oppressed. The Green Beret is a fighting force for those who cannot fight for themselves. First and foremost, the Army Special Forces Soldier is a volunteer in a dangerous profession. The first few lines of the SpecialForces Creed notes I am an American Special Forces SoldierI will do all that my nation requires of me. I am a volunteer, knowing well the hazards of my profession. Night Stalker Creed The Task Force 160th Army Special Operations Aviation Regiment is known as the Night Stalkers. The TF160th Creed starts off by explaining that the job that they do is not a job but a calling Service in the 160th is a calling only a few will answer for the mission is constantly demanding and hard. Pulling off incredibly brave flying missions is what motivates unterstellung pilots. Saving the lives of fighters on the ground and taking it to the enemy from above is what the Night Stalkers train to do with flawless precision. The Creed continues And when the impossible has been accomplished the only reward is another mission that no oneelse will try. As a member of the Night Stalkers I am a tested volunteer seeking only to safeguard the honor and prestige of my country, by serving the elite Special Operations Soldiers of the United States. Ranger Creed Rangers Lead the Way is the ethos of unterstellung elite ground fighters of the Army. This team of specialized, light infantry, parachuting war-fighters has been volunteering for the most dangerous missions since the beginning of our great nation. The word RANGER is spelled outin the six paragraphs of the Ranger Creed and completely describes what ittakes to be an Army RangerRANGERS LEAD THE WAY Air Force Pararescue and Combat Control Technician Creeds The AF PJ Creed is short and to the point It is my duty as a Pararescueman to save life and to aid the injured. I w ill be prepared at all times to perform my assigned duties quickly and efficiently, placing these duties before personal desires and comforts. These things I do, that others may live. The Air Force Combat ControlTechnician (CCT)Creed isFirst there. The Air Force Special Operations (Pararescue andthe CCT) are highly technical special operators who serve as combat medics (PJs) and forward-deployed air traffic controllers and communicators with air assets for ground support. The terms smart, humble, brave and tactically proficient accurately describe these quiet professionals. MarSOC Raiders Always faithful - always forward. The MarSOC Raider Creed spells out the meaning one letter at a time, creating a paragraph for each letter M-A-R-S-O-C. The Latin phrase Spiritus Invictus, which means unconquerable spirit, describes the fighting spirit of the USMC Raider. The Raider Will be my goal. I will never quit, I will never surrender, I will never fail. I will adapt to the situation. I wi ll gain and maintain the initiative. I will always go a little farther and carry more than my share. SWCC Creed Special Boat Units have been a part of the Brown Water Navy for decades and have evolved into the Special Warfare Combatant Crewmen. The Creed reflects the honor and bravery of these Navy sailors who are dedicated to Special Operations missions with their highly specialized high-speed gunboats. The creed starts out as a call to service In our nations time of need, an elite brotherhood of Sailors stands ready off distant shores and on shallow rivers. Defending freedom, they serve with honor and distinction. I am proud to be one of these Sailors. The SWCC Creed continues to describe the type of person who drives these boats and operates these precision weapons in support of Naval Special Warfare operations I am a Special Warfare Combatant-craft Crewman a quiet professional tried, tested and dedicated to achieving excellence in maritime special operations. I am a discipline d, confident and highly motivated warrior.

Management Checklist to Build Employee Commitment

Management Checklist to Build Employee CommitmentManagement Checklist to Build Employee CommitmentDo you want to know how to introduce changes at work so that their introduction will build employee commitment and support? You can if you follow these recommendations and accomplish first, thethree initial stages that build employee commitmentto change. The Fourth Stage of Managing Change In this stage of the change process, the change is introduced to a greater portion of the organization. Detailed plans are developed by the change team that is leading the effort. These change agents should have involved as many people as possible during the planning stages. The degree of their ability to involve other employees will depend on the size and scope of the hoped-for changes. The Job of the Change Leadership Team The change leadership team also needs to recognize the fact that the employees will experience thechanges in many different ways. They will professionally react to the intr oduction of the changes, but even more importantly, they will respond to the changes at the personal level- and this can be the most powerful response of all. This is because employees need to travel through the four leiters of personal reaction to change before they are ready to accept and integrate the changes. While some employees will move through all four phases in ten minutes other employees will take months to traverse the same path. What the Introduction of the Change Needs to Accomplish At this introduction stage, the change leadership team needs to ensure that the following initiatives are accomplished. Determine how roles and jobs will have to change.Provide general education to the organization for everyone to understand what the change means to the organization and how the change will be managed.Plan the needed training sessions for employees to share the change expectations and parameters with the whole organization. Specific training for jobs and departments is al so usually necessaryIdentify internal or departmental project managers or teams to help integrate the changesif needed.Provide other employee training opportunities, as needed, so employees are equipped to make the needed changes. These may include- Technical training for changes to jobs,- Supervisory and management training- both about the changes and the expectations and in any managerial skills that need strengthening,- Project management training,- Change management training, and- Human relations training such as team building and meeting leadership. Begin planning changes in the organizations reward and recognition structure and practices to parallel and reward changes in support of the innovation effort.Build in feedback mechanisms so that employees know how the change is progressing. Increase communication a hundredfold.Provide consequences for adopting or rejecting the changes- over time, but elend too much time. Begin with rewards and recognition for early change adoptees. Provide ways to say goodbye to the old ways and commit to the new ways of doing business. These are called ceremonies and they are a powerful motivator. In one organization when police officers fully adopted community policing, the street officers wrote down all of the ways in which they formerly interacted with their communities. Once they had written down all of the old methods, they tossed the papers in a trash can and set the papers on fire. A powerful letting go. Introduce Change to Build Employee Commitment People react tochange in many different ways. The degree to which employees will support and commit to desired changes depends partially on their natural reactions to change and partially on how the changes are introduced. You can encourage people to enroll in the changes you wish to implement by applying the following change management ideas whenever a change is introduced in your organization. (These suggestions are adapted from the ideas of Dr. Rosabeth Moss Kanter of Harvard University.) Provide a vision of the change with clear details about the desired new state early in the process.Demonstrate your active commitment to the change create a sense of excitement for the future. Active commitment includes holding people accountable and rewarding and supporting positive employee efforts and contributions.Share information about the change plans to the greatest extent possible with all of your employees. Share as much as you know as soon as you know it.Provide time for staff members to become accustomed to the idea of change. Involve all employees in planning the change.Divide large changes into small, accomplishable steps. Create specific measurable goals and milestones for the small steps and the overall change process.Keep surprises to a minimum. Focus efforts on effective communication during each phase of the change process to allow everyone to see what is coming. Specific details about the impact of the change on individuals, where known, h elp people adjust to change more quickly.Make new standards, requirements, and policies that result from the changes clear. Offer positive reinforcement and incentives to reward early successes and to serve as role models and desired behavior from the rest of the organization. Deal With Personal Reactions to Change Most people are deeply attached to their current habits. Making changes involves more than just learning new skills. People need a transitional period to emotionally let go of old ways and move toward new ways. The four phases of change acceptance are denial, resistance, exploration, and commitment. To move through these phases, when change is introduced in the organization, employees move from denial (external environment) and then to resistance (internal environment) that are both based in the past. As they begin to accept the changes that have been introduced, employees move into the future by first entering the exploration phase, and then, if all proceeds as plann ed, they end up in the commitment phase looking to the future and completing the introductory stage in change management. The 4 Phases of Personal Reaction to Change During Introduction Employees pass through four phases on their way to committing to the changes that the organization introduced. Remember that these four phases are occurring during the fourth stage of the six stages you will experience in a change process. This is what happens at each stage. 1. Denial The change is notlage yet real to employees. Nothing happens that is seen by the individual employee. Work continues as usual. Individuals may think thoughts such as, This change will go away if I ignore it. The organization will change its mind. It wont happen to me. They cant possibly expect me to learn that. But, weve always done it this way. And, Im too old to start over doing this a different way. 2. ResistanceEmployees experience anger, doubt, anxiety, and other negative emotions. They tend to focus on their p ersonal experience of the impact of the change rather than on how it may help their organization. Productivity and output can decline. You may experience resistance from employees as angry, vocal, strident, visible, off-putting, confrontational, and scary. Resistance can also be silent, sullen, withdrawn, non-verbal, hidden, undermining, and sabotaging. Both exist and you must be prepared to deal with both forms of resistance. 3. Exploration People begin to focus on the future and on how the changes may actually help them. They are eager to learn and to understand the impact of the changes on their job and sphere of influence. This phase can be stressful as employees search for new ways to behave and relate to one another. At this point, people also recognize that change is not going away. So, even if they still feel unsupportive, they look for ways to make the best of the change for them personally and in their jobs. 4. Commitment Employees have enrolled in the change and are ready to move forward with action plans. Productivity and positive feelings return. In conclusion, the Introduction Stage of Change Management is challenging, reactive, and stressful- but also exciting, energizing, and strengthening. These tips and suggestions will help you effectively and professionally deal with the introduction of changes in your organization.

Marine Corps Machine Gunner (MOS 0331) Job Description

Marine studentencorps Machine Gunner (MOS 0331) Job DescriptionMarine studentencorps Machine Gunner (MOS 0331) Job DescriptionThe Marine Corps Infantry Machine Gunner - known as MOS 0331 in the Military Occupational Specialties (MOS) - handles large machine guns in direct combat. Also known as 31s by their infantry platoon mates, these heavy machine gunners specifically handle the 7.62mm medium machine gun, the 50 caliber and 40mm heavy machine gun, plus their support vehicles. This position is within theInfantry Career Field. Those holding the position of machine gunner (MOS 0331) have ranks from private to sergeant. 31s tend to be bigger and stronger Marines and many do second weight lifting workouts of the day to build the strength needed to carry the extra rounds and heavy equipment. However, carrying an extra 70 lbs more than everyone else in the platoon will make you strong slow, but strong. The added size and strength is due to the nature of their work. For example, the 240 B above weighs on average 27 pounds and the 7.62 ammo loadout is twice as heavier than the .556 weapons as well. For instance, an M16A4 with scope, grenade launcher is typically around 9 pounds in comparison. The ammo of the typical grunt weighs 3.5 lbs for 100 rounds of 5.56 x 45. Also a 100 rounds of 7.62 x 51 weighs 7 pounds. Imagine now carrying 500 to 1000 rounds at a time. Spreading a 100 rounds throughout the platoon with each member is the way to go especially if everyone knows that your next patrol requires some time of being in a hot area with little support quickly on the way. Job of Marine Corps Machine Gunner (MOS 0331) Machine gunners provide direct fire in support of rifle andLight Armored Reconnaissance(LAR) squads, platoons and companies, along with infantry and LAR battalions. They can patrol mounted or dismounted. Summary. The machine gunner is responsible for the tactical employment of the7.62mm medium machine gun, the50 cal., and40mm heavy machine-gun, and thei r support vehicle. Machine gunnersprovide direct fire in support of the rifle and LAR squads/platoons/companies and the infantry and LAR battalions. They are located in the weapons platoons of the rifle and LAR companies and the weapons company of the infantry battalion. Noncommissioned officers are assigned as mortar gunners, forward observers, fire direction plotters, and squad and section leaders. When on foot, the Marine Corps machine gunner is primarily responsible for the tactical employment of the 7.62mm M240 medium machine gun. If traveling by vehicle, the machine gunner fires mounted weapons (the 50 caliber or 40mm heavy machine gun). How Machine Gunner Teams Operate Typically, Marine Corps machine gunners operate in three-person kollektivs, often under combat situations and frequently in difficult terrain. Machine gunners must be prepared to fight in close quarters, both on foot and from mounted positions, and also potentially from aircraft. The team leader leads the three -person team and directs the machine gunners fire. The second person on the team, the machine gunner, employs the M240 machine gun. The third person on the team carries spare ammunition and barrels for the machine gunner and assists in the deployment and employment of the machine gun. When operating in small units, the machine gunner is a critical force multiplier in the squad or platoon. It is vital to survival to have perfectly operating equipment, adequate stores of ammo, and ready to replace barrels when needed. How to Become a Marine Corps Machine Gunner To become a Marine Corps machine gunner, a Marine must possess a score of 80 or higher on the General Technical (GT) section of theArmed Services Vocational Aptitude Battery. Being one of the stronger and bigger Marines in the platoon is not necessarily a requirement, but it fits the stereotype. Machine gunners first must attend basic training and become a U.S. Marine Corps infantry rifleman. Following basic training in eit her Parris Island, N.C. or San Diego Marine Corps Recruit Depot in California, machine gunners attend the Machine Gunner Course at the School of Infantry at Camp Lejeune in North Carolina or at Camp Pendleton in California. Your schools location will depend on your home base. At the Machine Gunner Course, you will be trained in military tactics, fire control and weapons systems, and how to become a team player within the U.S. Marine Corps fire team weapons or rifle platoon. Requirements/Prerequisites (1)GT score, of 80 or higher. (2) Complete the Machine gunner Course at the School of Infantry, MCB Camp Lejeune, NC, or MCB Camp Pendleton, CA, or upon completion of appropriate MOJT. Duties. For a complete listing of duties and tasks, refer toMCO 1510.35, Individual Training Standards. Related Military Skills (1) Rifleman,0311. (2) Assaultman,0351. Information derived from MCBUL 1200, parts 2 and 3

Purchasing When Will H1b Premium Processing Resume

Purchasing When Will H1b Premium Processing Resume How to Find when Will H1b Premium Processing Resume Online You should apply as fast as possible for new H-1B and premium processing is a very good option. This is because of the simple fact that opting for premium processing doesnt increase yur odds of selection or approval. The increasingly-popular H-1B visaprovides many benefits to people who hold it. Based on feedback from the general public, they are utilizing the phased approach to guarantee efficient premium processing for the advantage of individuals. when Will H1b Premium Processing Resume - Is it a Scam? Remember that USCIS may approve the new H-1B but might not approve the extension of status as you are no longer in H-1B status throughout that gap. If you havent, then the next time you submit a petition for a transfer, the USCIS will determine whether you remain cap-exempt. USCIS will notify the precise date later. So, USCIS has suspended the pre-paid mailer t0 make koranvers premium processing is performed in a timely method. when Will H1b Premium Processing Resume Can Be Fun for Everyone If you opt to seek the services of an immigration attorney to help you acquire the LCA, then that would be the sole fee for this form. You should begin getting ready for the situation which you are not selected, but dont make the last move until you get the Rejection Notice from the USCIS confirming that you werent selected. There are different kinds of proof and you need to contact yoru Immigration counsel to examine particular conditions. Furthermora, whenever an employee is already in H-1B status pursuant to a petition filed by one employer, he or she is able to usually port her or his H-1B status to a different employer. Finding when Will H1b Premium Processing Resume Online This can help you receive a result before your 240 day limit and prevent stopping work. If its not selected, then everything is going to be returned to your employer an d youll want to try again the subsequent calendar year. There are lots of inquiries from consulates, she explained. Therefore, its not wise to travel in this moment. Your specialty position will have to be with a U.S. employer whos willing to not just give you the position but in addition sponsor you for your H-1B. Keep in mind this service isnt readily available for EB-1C applicants and EB-2 applicants that are utilizing a National Interest Waiver. This also is dependent upon the service center. Learn more about the way to use the premium processing service here. The When Will H1b Premium Processing Resume Game In case you have any questions, please dont hesitate to get in touch with our legal team directly. Your denial or rejection notice will most likely state that appealing the choice is not an alternative. Theres no ideal response to this. You would need to go over this option with a lawyer to work out what are the likelihood of RFE or Rejection. It is not even the conclusion of H-1B processing. You may look at doing a premium whenever youre at the end of September. The adjustment is because of the historic premium processing receipt levels, along with the risk that the H-1B cap is going to be met in the initial 5 business days of the filing season, as stated by the release. Generally speaking, premium processing is not overly useful in the H-1B cap context. USCIS has canceled the premium processing in the prior years because of an increase in demand. Employers should have a duplicate of the transfer notice by using their request to prevent more processing delays. What the In-Crowd Wont Tell You About when Will H1b Premium Processing Resume With luck, this section will clarify the problem. There are a few restrictions, however. The extension needs to be filed with However, simply because the principal H-1B holder has received an extension, it doesnt automatically grant all attached H4 holders extensions also. Leaving the U.S. during this H-1B extension provision may lead to you being unable to come back to the country until you get your new H-1B visa.

3 Ways to Turn a Bad Hire into a Great Employee - Spark Hire

3 Ways to Turn a Bad Hire into a Great Employee - Spark HireBy now you know that a bad hire is also bad for business. When its all said and done, a bad hire can cost your small business at least $25,000, according to Career Builder. After, youre left once mora with an open spot to fill, costing you mora time, money and resources.But once youve discovered youve made a small business hiring mistake, is it time to fold all of your cards, count your losses and let them go? Not necessarily. There are a few ways to help your bad hire become a great employee.1. Invest in training. Many new hires, whether theyve graduated with a college degree or seem to have all of the qualifications, still need a certain degree of training or job preparation. They need to understand the systems, procedures and dynamic of your workplace and team. With that, you need to recognize that youre not just bringing someone in to fill an empty seat.You need to invest in new hires, and treat them as if theyll be life time employees from the day they first set foot in your office. To them, this will signify opportunity, growth and ultimately, confidence in their job. The better they feel in their position, the more theyre likely to perform to your standards.2. Create a mentor program. You cant expect every employee to be functioning at the same level. Thats why it makes sense to have older employees mentor the new hires, providing them with the job preparation they need to be successful in that particular workplace. These are people that know the ropes, have seen the business through ups and downs and can offer advice on professional growth and career paths.This mentoring partnership, though, is a two-way street. Believe it or not, your long-time employees can learn a thing of two from new hires. Making new hires feel valuable through their contributions and input can, once again, push them to greater performance.3. Find a new position. If your attempts at training and mentoring dont seem to yiel d any fruit with the new hire, dont count them as a total loss. Think about your organization as a whole and determine whether or not they might be a better fit in a different position. With this mindset, youre not wasting any of that hard-earned money youre just reallocating it.With a little help and guidance in job preparation, most bad hires can be transformed into great employees. Just remember that its worth investing in these employees and your business before giving up on them entirely.What did you do when you discovered you made a bad hire mistake? Share your experience in the comments below.