Entry Level Technical Support Resume Template 2018s Top Format

Entry Level Technical Support Resume Template 2018s Top FormatEntry Level Technical Support Resume Template - 2018s Top FormatCreate ResumeTammy Mullins100 Main Street, Cityplace, CA, 91019Home (555) 322-7337 example-emailexample.comSummarySelf motivated fast learner with two years IT customer support experience. Excellent analytical and harte nuss solving skills.HighlightsFast LearnerExperience with training people on new systemsWorking Knowledge of Microsoft OfficePatient and diligentGood telephone etiquetteExperience helping physicians needing technical help.ExperienceCustomer Support CoordinatorAugust 2011 to Current Mercy Medical Center Des Moines, IAProvide support to to users on all approved computer applications and hardware.Coordinate information sharing to RIS/PACS personnel, department management, Radiologists, IT, ad other Medical Imaging information systems users.Maintain ongoing technical expertise on computer products.Perform problem determination and resolution of all aspects. Including dictation, RIS and PACS systems, as well as procedural problems.Communicate with users and staff on problems, resolutions, etc.Patient TransportAugust 2008 to August 2011 Mercy Medical Center Des Moines, IATransport patients, safely and efficiently, between all testing areas and their rooms.Delivery DriverAugust 2007 to March 2008 Wiltons Office Works Bryan, TXDrive Delivery TruckDeliver and install office furniture and equipmentShop HandJune 2007 to August 2007 Allied Precision Fabrication Caldwell, TXAlodine partsMonitor and maintain the Alodine tank lineRadiology AttendantSeptember 2004 to June 2007 Mercy Medical Center Des Moines, IATransport patients, safely and efficiently, between Medical Imaging testing areas and their room.Answer telephone for Radiology TechnologistSchedule patients in IDXEducationHigh School Diploma 2005 High School Des Moines, IA, USAI was home schooled through high school. Because of family situation I was self taught, which h as given me great motivation and desire to continue learning.Customize ResumeMore Computers and Technology Resume Templates

What Cover Letter Optional Really Means

What Cover Letter Optional Really MeansWhat Cover Letter Optional Really Means2Cover letter optional. behauptung three little words may seem innocuous, but they can strike fear into the heart of the job seeker.What does the phrase titel letter optional really mean?Is the hiring manager hoping leid to sort through cover letters, but saying theyre willing to look at one if you feel you must write it? Or is this some kind of test in which doing the optional task proves youre serious about a position?The answer to these questions seems to depend on which expert you ask and the nature of the job youre seeking.The recruiter doesnt have time.Sara Brooke, a recruiter at HCA Hospital Corporation of America in Nashville, Tennessee, says in an article from Monster that recruiters dont read cover letters, and hiring managers dont have time to.In fruchtwein cases, your resume does not go straight to the hiring manager, the article says. Rather, it often goes to a recruiter who then reviews your qualifications and follows up with a phone call to screen you. The recruiter essentially takes on the responsibility of selling the hiring manager on why youre a good match for the job.But some others disagree with that assessment.Its a test.According to an article from Glassdoor, there could be several reasons for a company to suggest that a cover letter is optional when posting an open position.If they say its optional, they may be vetting out whos truly motivated for the position by who takes the time to compose a cover letter, career coach Hallie Crawford says in the article.Its unimportant.On the other hand, job search expert Hannah Morgan says in the same piece that the companys hiring team members may simply be trying to lighten their load. Leaving the decision to submit a cover letter up to the candidate could be a companys way of signaling that it isnt that important to them, she says.So, that takes us back to square one. To write, or not to write?Regardless of a companys m otivation for using that dreaded phrase, most experts seem to think writing a cover letter is a good idea, as long as it is thoughtful, meaningful, and free of grammatical or spelling errors. Doing so gives you one more chance to tell the hiring manager why youre the best candidate for the job, and it could show that youre willing to take on extra, or optional, tasks. In other words, it may demonstrate your strong worth ethic.So, as they say in an article on Freesumes, whenever you see optional cover letter, always send one. AlwaysIf you want statistics to back up that admonition, consider some data from Zety. According to an article on its site, 26% of recruiters read cover letters and considered them important. An additional study showed that 56% of employers wanted applicants to attach a cover letter to their resumes. Yet another study indicated that 49% of human resources managers considered a cover letter to be the second best thing that boosts a resume. (Customization of the r esume took the top spot.)If you do write an outstanding cover letter, it could be the key to getting an interview with the company, according to a post from Johnson Search Group. If youre one of the only candidates to actually write one, it may just propel you to the top of the lists of candidates.The top of those lists is where you want to be, even if it means an optional cover letter becomes required for you.Ready to start applying?Browse Open Flexible Jobs

How to Have a Difficult Conversation with an Employee

How to Have a Difficult Conversation with an EmployeeHow to Have a Difficult Conversation with an EmployeeIf you manage people, work in Human Resources, or care about your friends at work, chances are good that one day you will need to hold a difficult conversation. Difficult conversations become necessary for a variety of reasons. Theyre never easy to conduct and you risk causing workplace disharmony when you broach the subject with an employee. Why You May Need to Hold a Difficult Conversation Examples People dress inappropriately and unprofessionally for work. Personal hygiene is sometimes unacceptable. Flirtatious behavior can lead to a sexual harassment problem. A messy desk is leid the sign of an organized mind. Unreturned pop cans in pretty stacked masterpieces do draw ants. Food improperly stored in work areas does draw mice and their drippings are exceedingly unpleasant to the person who sits at the next desk. Vulgar language is unprofessional. Revealing cleavage belongs in a club, a party, or on the beach. Leaving dirty dishes for others to wash is rude and unprofessional. Have you encountered any of these examples of behavior that warrant a difficult conversation? Theyre just samples of the types of behavior that cry out for responsible feedback. Whether the perpetrator is a coworker, a reporting staff person, or maybe even, your boss, you owe it to them for workplace harmony and serenity, and workplace cleanliness and wellness to hold a difficult conversation. These steps will help you hold difficult conversations when people need straight-forward, clear, professional feedback. Steps to Provide Feedback in a Difficult Conversation Seek permission to provide the feedback. Even if you are the employees boss, departure by stating that you have some feedback youd like to share. Ask if this is a good time or if the employee would prefer to select another time and place. (Within reason, of course.)Giving the employee some control over how and when the feedback is received can make all of the difference in his or her receptivity to the difficult feedback.Use a soft entry to begin your difficult conversation. Dont dive right into the feedback- give the person a chance to brace for potentially embarrassing feedback. Tell the employee that you need to provide feedback that is difficult to share. If youre uncomfortable with your role in the conversation, you might say that, too. Most people are as uncomfortable providing feedback about an individuals personal dress or habits, as the person receiving the feedback. This is normal and human. No one wants to make another person sad- or feeling bad. But, you owe both yourself and the other person the opportunity to make adjustments to behavior that is probably affecting their chances to succeed at work. Do not give in to the temptation to amplify the feedback by making it from many, or excuse your responsibility for the feedback, by stating that a number of coworkers have complained.O ften, you are in the feedback role because other employees have complained to you about the habit, behavior, or dress of the employee receiving difficult feedback. Do not give in to the temptation to amplify the feedback by making it from many, or excuse your responsibility for the feedback, by stating that a number of coworkers have complained. This heightens the embarrassment the person will experience and harms the recovery of the person who is receiving feedback. The best feedback is straightforward and simple. Dont beat around the bush. Say, I am talking with you because this is an issue that you need to address for success in this organization.Tell the person the impact that changing his or her behavior will have from a positive perspective. Tell the employee how choosing to do nothing will affect their career and job.Reach agreement about what the individual will do to change their behavior. Set a due date- tomorrow, in some cases. Set a time frame to review progress in other cases. Make certain that you and the person with whom you are unternehmensverbund the difficult conversation have an agreement. Follow-up shortly after providing the feedback to check in on the employees progress- and regularly thereafter if nothing changes or if additional nudging seems necessary. The fact that the problem exists means that backsliding is possible the employee may also need further clarification of the feedback for complete understanding.Then, more feedback and possibly, disciplinary action are possible next steps if the employee fails to react positively to the difficult conversation. You can become effective at holding difficult conversations. Practice and these steps will help build your comfort level to hold difficult conversations. After all, a difficult conversation can make the difference between success and failure for a valued employee. Care enough to hold the difficult conversation.