Customize this Outstanding Practice Manager Resume Sample

Customize this Outstanding Practice Manager Resume SampleCustomize this Outstanding Practice Manager Resume SampleWhen searching for a new position as a practice manager, it is almost guaranteed that you will encounter stiff competition. Your competitors are likely to have many of the same skills and share much of the same types of experience you possess. How, then, are you to gain an advantage in the hiring process? By effectively selling yourself to employers through a well-written resume. The right resume convinces employers that your potential demands they bring you in for an interview. Yet, creating such a document requires dedicating sufficient attention and effort to its composition. Using example resumes written specifically for jobs in in your industry will provide you with a strong foundation to build upon. Consult the practice manager resume sample shown here to understand what information to include and how yours should be formatted. Our resume builder can also offer addi tional assistance.Create Resume Kimberly Jones100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234emailexample.comProfessional SummaryPractice Manager adept at managing practice operations. Administer the established guidelines for prioritizing work activities. Specialize in evaluating the effectiveness of activities and modifying the activities as necessary to increase efficiency and productivity.Core Qualifications Establish office routine Coordinate benefits enrollment OSHA testing Record maintenance Time reporting Review statementsExperiencePractice Manager, April 2012 PresentDana Business Corporations Pasadena, CA Maintain accurate records and files pertaining to staff schedules and coordinates the benefits for all personnel members. Collect and distribute OSHA room-cleaning schedules and conducts all OSHA testing of employees. Review invoices, charges, receipts and statements in addition ordering, stocking and maintaining adequate inventories of all medical and office supplies. Answer letters and patient calls and conducts other correspondence as is necessary and appropriate. Manage any changes affecting payroll practices and provide coverage on a regular basis. Develop goals and objectives and align employees and projects to achieve business goals and initiatives.Practice Manager, August 2008 May 2012Los Angeles Business Bureau Los Angeles, CA Resolved grievances and managed other employee issues, including disciplinary actions. Completed wertzuwachs evaluations for direct reports and conducted disciplinary and termination meetings after consulting with the Board of Directors. Ensured that all employees were treated in a fair and equitable manner and empowered employees by recognizing and rewarding their contributions to the company. Complied with all EEO responsibilities and obligations.Education2008 Bachelor of Science, Business ManagementUniversity of California Los Angeles, CACustomize ResumeWhy Is This a Good Practice Manager Resume Samp le?Remember that the ultimate purpose of a resume is elend to land you the job but rather show prospective employers why they need to learn more about you. That is where the practice manager resume sample provided here succeeds where others may fail. It begins with a concise yet powerful professional summary that states the applicants core competencies and expounds upon them by pointing out certain soft skills the applicant possesses, and (most importantly) the value that they can add to an organization. This compels readers to continue exploring the resume to verify if the applicants professional information supports what is written here. Note how the applicant keeps the list of skills provided (shown here as Core Qualifications) brief but is still able to convey all of the know-how needed to handle the functions of the job being applied for. Keep in mind that the typical recruiter may have only a minute to initially browse through your resume, so yours should be written to share o nly as much detail as is needed in the smallest space possible. The applicant does so here beautifully, even so far as conveying a knowledge of OSHA standards using only two words. Following the skills section in the practice manager resume sample, you see a section detailing the applicants previous work experience. A couple things stand out here that illustrate why this document is so effective. First, the applicant only lists relevant work experience, not going back so far as to list unrelated positions that do not relate to the one being sought. Next, the details of position state the applicants job functions as well as the organizational benefits each provided. In conclusion, the applicant offers an educational background. As many jobs (practice manager included) often only list a certain level of education as a basic job qualification, it works to only provide the basic details of your scholastic achievements.Why You Need a Strong Practice Manager ResumeThe Bureau of Labor Stat istics shows that the number of positions in the field of practice or operations management is expected to grow by 7.1 percent through 2024. However, do not mistake this relatively healthy job outlook as a surety that open positions are easy to find. Thus, the need to always have a strong resume that can be easily customized to a particular position and submitting alongside an application cannot be overstated. The same can be said about keeping your resume relevant to the job you are seeking. Be thorough when reviewing your skills and work experience, and only list information that supports your candidacy (as has been done in the practice manager resume sample shown here). For example, your ability fix car engines may prove valuable when applying for a job as a mechanic, but not as a practice manager.Costly Practice Manager Resume Mistakes to AvoidSoft skills, such as being a good communicator or leader, have applications in almost any industry. However, when preparing a resume, you want to ensure that they do not dominate your listed skill set. While soft skills indicate a willingness to learn, a perceived lack of industry-specific knowledge may cause a concern that you will require added training to get you up to speed with the rules and regulations that govern the field that youll being going into. Notice how in the practice manager resume sample, the applicant makes a point of detailing a knowledge or specific compliance standards, such as those of OSHA and the EEOC. Do not omit such details from your resume in favor of soft skills. Many resume authors make the critical mistake of relying solely on spelling and grammar checking tools when reviewing their documents. Misplaced or omitted words or complicated sentences destroy the sense of professionalism you are trying to establish. Remember, then, to proof read your resume several times before submitting it.ConclusionYour resume can go a long way in setting you apart from others in the candidate pool, but o nly if you put the right amount of dedication into creating it. Using the practice manager resume sample as your guide in detailing your skills and experience, along with your industry specific knowledge, will leave you with a document that is virtually guaranteed to impress.

Four Acting Jobs for Aspiring Actors

Four Acting Jobs for Aspiring ActorsFour Acting Jobs for Aspiring ActorsAmericans adore film and theater. The actors who whisk audiences away with their craft challenge and delight with the new realities they seem to effortlessly conjure. But theirs is a heavily sought-after profession, and good roles are hard to come by. So how does an actor get started in the business? The U.S. motion picture and TV industry film on location around the country. Annually, the industry supports nearly 1.9 million workers, actors included, generating $47 billion in wages. In 2014, 1.27 billion movie tickets were sold, generating nearly $10.5 billion in revenue, and so far 2015 sales have already outpaced those figures. The American theater scene is a bit of a different animal, but also popular. More than 12 million people attended 2013-14 Broadway performances, generating approximately $1.27 billion. Not-profit theaters are also enthusiastically supported across the US 36 million people attended shows at non-profit theaters in 2012 and 126,000 people, including actors, were employed by non-profit theaters that year. There are more than 2,000 non-profit theatersand nearly 8,000 community theaters across the US. The demand is clear. The challenge lies in finding your place in the world of film and theater. Entry-level acting gigs tend to be low-paying, but they teach you about the trade in a very hands-on way. If you want to make it in any creative field, you have to be open-minded and flexible. You also have to practice your craft as much as you possibly can. So embrace every opportunity that comes your way. As you learn the ropes and grow to understand the industry, you will find that you are refining your craft as you go. You also may find that the best way to explore your affection for the stage is by working in an industry that supports itperhaps a community theater or a childrens theater will prove to be meaningful day jobs while you hone your acting skills at night. Maybe y ou are a great writer or fundraiser and can use those skills to support your local theater while also contributing to the theaters productions as an actor.Your affection for theater can serve you in a variety of ways professionally Character ActorAs Halloween approaches, there is a lot of work for zombies, ghouls and ghosts on the haunted house circuit. Be ready to celebrate the season by creating a terrifying experience for visitors in haunted houses, barns, corn mazes, etc. Some postings are looking for actors simply poised to scare others request full performances with monster song and dance numbers. In addition to this seasonal work, there are also steady roles as heroines, princesses and superheroes. Be prepared to don a fantastic costume and make a statement at a birthday bash or special darbietung and impress the guests with your nobility and crime-fighting prowess. Search acting jobs Museum InterpreterTransport museum audiences with your spirited enthusiasm. Use costumes, da nce, song and storytelling to inspire the audience. In some cases, interpreters have the chance to prepare their performances by writing scripts and securing props and costumes. Often the material is scripted, and the interpreters role is purely presentational. Either way, this job may require improv skills as you interact with the audience.Search museum interpreter jobsTheater Tutor/Teacher/Acting CoachIf you have formal training and a solid resume, others will want to learn from your experience. There are plenty of opportunities for one-on-one work, helping to hone skills to train budding actors to successfully handle auditions. There are also classes on the high school, college and university levels. In addition to a more formal setting, you will also find community courses where students are looking for a fun experience and a creative outlet. Search theater instructor jobsTheater DirectorUse your love of the theater to inspire others affection. In this role you strategize about how to use acting, dance and music to create spaces where children, teens and adults can fully embrace their creative selves. This role may include facilitating classes or acting camps that may culminate with a performance. Its a fun and dynamic role that requires more than just your acting prowess.Search theater director jobsYour creativity will serve you well as you transform your love of the stage into a job that makes ends meet.

Avoid these Five Employer Branding Mistakes to Reach Top Talent

Avoid unterstellung Five Employer Branding Mistakes to Reach Top TalentAvoid these Five Employer Branding Mistakes to Reach Top TalentAvoid these Five Employer Branding Mistakes to Reach Top TalentThe word is outemployer branding is a powerful way to reach todays information-hungry talent. But it turns out thats not all it can do. Employer branding actually helps motivate job seekers to act.post-apply survey data shows that applicants put a high value on three components of an employer brand, including a companys reputation, the information they provide and their values. All three are factors in why seekers applied for the job.If your company still struggles with mastering your employer brand, dont worryweve got your back.To help avoid the same obstacles that other companies face, weve outlined five common mistakes that businesses often make in their employer branding efforts and provided some strategies for how to overcome them.Mistake 1 Touting unique perks without understanding wh at candidates really wantpost-apply survey data found that applicants rank work-life balance as a top priority. Yet that benefit is often no longer enough. More and more employers are attempting to differentiate themselves by offering unique employee benefits such as indoor jupe climbing walls, free snacks and even private concierge services especially when trying to recruit Millennials.This could be a good strategy for some employers if theyve done their homework and are starting with a strong employee value proposition (EVP). But for many, its simply an off-brand Band-Aid.Thats because Millennials may enjoy those perks, but theyre hardly their top priority. According to a survey by Grovo, Millennials are looking for companies that offer autonomy, communicate effectively, provide training and professional development, give them the opportunity to do meaningful work, and make innovation a core company value.Why this happensWhen trying to quickly recruit new employees, especially hi ghly skilled ones, flashy perks are a easy tactic. And with many other companies offering them, it often becomes a case of keeping up with the Joneses. Yet implementing an uncommon perkjust for the sake of touting it on career sitesis likely to only achieve a temporary bump in job applications.While offering housecleaning and in-house espresso bars can certainly get attention, the verdict is out on whether they will inspire the right candidates to apply to and stay with your company.What to do insteadDevelop an employee value propositionor EVPto better understand the main reasons your best employees want to work for you. That starts with asking your employees for their input, rather than deciding in a conference room absent any real data or evidence.Once youve defined what employees get out of working for your company, use this knowledge to create a succinct statement that communicates your EVP. From that point on, align it with any new perks.When youre thinking up new perks, ask yo ur employees for their feedback. Those discussions will help you identify ideas that both enhance your employees lives and boost their productivity at work. That way youll implement perks that matter to your employees and attract the right candidates.Mistake 2 Keeping benefits info hush-hushTodays job seekers often shop for their next role much like they shop for a new car, and that includes using research in their job decision. Job seekers increasingly expect to be able to find information on the benefits offered by prospective employers. Unfortunately, most companies keep their lips sealed when it comes to the benefits they offer.Why this happensEmployers have a variety reasons for keeping their benefits packages vague until an offer is extended. Some employers likely know that their benefits package could be better. Some employers may simply be unaware that job seekers are looking for this information, particularly in the job description. Whatever the reason, a veiled approach to benefits can be a missed opportunity with job seekers.What to do insteadIf you already offer killer benefits and have the green light from legal to show them off be sure to include detailed benefits information on your careers site. Better yet, consider creating a separateand publicone thats dedicated solely to your employee benefits.If your benefits are ho-hum, or if you dont have the permission to share them explicitly, consider getting more personal by creating a content campaign in which current employees share stories about how their employment benefits have positively impacted their lives.No matter which strategy you go with, you need to start referencing your benefits in job descriptions and recruitment content ASAP.Mistake 3 Neglecting to highlight real employeesand their workHave you ever heard someone talk about how much they like their job without hearing about their co-workers? Neither have we. Job seekers want to know the people theyd work with, what these people think about their work and how they affect the companys culture. Too few companies go this route and their recruiting suffers as a result.Why this happensMany employers dont realize how effective showcasing the everyday lives of current employees can be. As a result, they dont invest in creating content that accomplishes this. But doing so is a great way to help job seekers envision themselves in your offices.What to do insteadHumanize your workplace. Create content that highlights your own people and their work. Even if you dont have budget for a video tour of your office, you can still ask great employees to guest blog about their work on your career site blog.Mistake 4 Creating content but not promoting itProducing great recruiting content is an important stepbut keep in mind that its just the first step. Many employers publish recruiting content on their career site but then neglect to put a distribution strategy in place.Why this happensEven seasoned marketing teams are sometimes gu ilty of investing heavily in the creation of content without allocating some budget to promote and distribute it. Not only does this hamper your ability to recruit great talent, youre also doing your teams efforts a disservice. Without promotion, your content is likely to underperform, simply because no one knows its thereWhat to do insteadWhen you plan your next piece of recruitment content, include a marketing strategy for how and where youll promote itbeyond your own career site and blog. Consider setting aside funds to distribute your content to target audiences.Advanced targeting options will help your job ad reach the people you most want to attract. This can be a good time to collaborate with an experienced recruitment mann an ihrer seite like to better target your job ad to the right audienceor getting it out on job sites where people are when theyre looking for jobs.Mistake 5 Missing out on employee brand ambassadorsYour own satisfied employeesparticularly top performerscou ld be your best tool for attracting more candidates with similar attributes. Empower your brand ambassadors to promote your company as an employer of choice. Too many employers overlook this valuable resource.Why this happensSome companies still fear what could happen when their employees outwardly represent them, especially on social media. But with a little trainingand a little trustyour employees can be a powerful weapon in your recruitment arsenal. What to do insteadStart by communicating (or creating) a company social media policy. Include positive ways and rallying points for employees to share and promote your brand. You can even consider reaching out to some of your best and happiest people to get the ball rolling. Check out how Booking.com employees share their experiences and how the company promotes them.These lessons will enable your company to find its unique employer brand voice. And rememberEmployer Brand solutions can help you accelerate the process and attract the t alent you need.