Customize this Esthetician Resume

Customize this Esthetician ResumeCustomize this Esthetician ResumeCreate this Resume Edith Fields883 Kelley RoadGulfport, MS 39507(222)-873-5506e.fieldssmail.comObjectiveCareer-oriented and talented Esthetician looking for an opportunity to work in a prestigious salon to be technically advanced in modern beauty and health technology. Summary of QualificationsKnowledgeable and expertise on all skin treatment and skin analysisSelf-starter and confidentKnowledgeable in all beauty treatment applicationPersonable and has high interest in health and wellnessGreat customer service skillsProfessional ExperienceEsthetician, January 2007- PresentLifetime Fitness, Cary, NC ResponsibilitiesPerformed facial services and waxing for clients.Performed all treatments according to protocol with skills and proficiency. Educated guests in regards to skin care. Performed hair removal and makeup application for clients. Maintained a well-stocked and clean treatment environment. Salon Staff, May 2004- Dec ember 2006Massage Envy, Parker, CO ResponsibilitiesPerformed desk duties such as booking and cancelation of appointments.Informed guests regarding descriptions of treatments, packages, promotions, services, and hours of operations. Responded to guests inquiries and concerns. Maintained a clean facility by cleaning all areas of the salon. Provided assistance in all areas of the salon. EducationBachelors Degree in Cosmetology, 2004Yale UniversityAssociate Degree in Cosmetology, 2002Yale University Customize ResumeMore Sample ResumesEquity Trader Resume Escrow Assistant Resume Escrow Officer Resume Estate Manager Resume Estate Planning Attorney Resume Esthetician Resume Event Coordinator Resume Executive Resume

Only one-third of U.S. workers care about their jobs at all

Only one-third of U.S. workers care about their jobs at allOnly one-third of U.S. workers care about their jobs at allIf you dont ever have to set foot in an office for work, theres a chance that you might not feel very connected to your job.Then again, even if you do go into an office, the chances are your heart is not in it.Gallup reported that 30% of fully remote employees in the U.S feel engaged, compared to 33% of all employees in the US who reportedly feel that way.The article indicated that fully remote workers could include work-from-home employees or those who have jobs that are mobile.But even if you feel like youre in the same boat, you dont have to- theres a way out.How popular is fullyremote work?The percentage of fully remote workershas jumped from 15% to 20%during the past four years, according to Gallup.Everything is relative, but it seems like a subset with in the group is having trouble with engagement.The organization reported that among remote workers, employees who do so 100% of the time have the lowest levels of engagement of all remote workers.But there are ways to feel more linked.How the engaged worker feelsAll numbers aside for a moment- what characteristics does an engaged worker have, whether he or she is remote or not?Dale Carnegie Trainingsurveyed the engagement of aa national representative sample of 1,500 employees, and boiled it down tocommon attributes in an infographic having enthusiasm about the job, feeling inspired by managers, feeling empowered (having the ability to do the work their way) and feeling confident.But the numbers help paint a picture of how employees across America feel, and how motivated they are to work hard for their companies.Dale Carnegie Trainingreported that according to their survey, 80% of employees who werent happy with their direct manager were disengaged, 70% of workers who doubted the abilities of senior leadership are not fully engaged, and that 54% of employees who were proud of their company s contributions to society are engaged.The organization largely pointed to both direct managers and senior leadership in terms of boosting employee engagement, as well as fostering open communication.Gallup also addressed a common misconception about what working remotely means for ones sense of identity.Fully remote employees are 17% more likely than employees who work in the office 100% of the time to strongly agree they have a clear job description. This runs contrary to the popular belief that fully remote workers feel disconnected or dont have role clarity because they arent in the office, the Gallup article said.Beefing up engagement among remote workersDustin Grosse, COO of engagement platform ClearSlide, told Inc. about the importance of fostering a relationship with remote workers to make them feel more comfortable.What drives or depletes their passion and enthusiasm? What are their career aspirations? If you dont invest time in getting to know your remote workers, youll fi nd it difficult to earn their trust, Grosse told Inc.How you feel about your boss and the company you work for may dictateyour feelings aboutyour job - and right now, bosses and companies arent inspiring workers.

Checking Job References the Right Way

Checking Job References the Right WayChecking Job References the Right WayFor some managers, employment references are just a resume tack-on, barely worth a glance. The truth is, checking job references can be invaluable when it comes to thoroughly evaluating your candidates.OfficeTeam research shows that managers eliminate job candidates from the running at a rate of one in five after contacting their references. But some managers still feel it is a waste of time, not to mention a kompetenz legal risk in fact, many employers avoid both asking and answering reference check questions because they fear potential lawsuits. In this article, Robert Halfs expert career professionals seek to do away with any confusion, and emphasize instead why checking references is an important step in the candidate evaluation process not to be overlooked. The key is to know which questions to ask and to avoid the most common pitfalls.Here are four tips to keep your reference checks smooth, effective and trouble-free1. Ask the right questionsWhen calling references, try to set a low-key, informal tone from the start and avoid jumping right into your most pressing inquires. References will be mora prone to honesty if they are relaxed. So, start with a few basic background questions, such as the candidates length of employment, duties and skills, and salary information. Next, move into the tougher questions that will give you a more well rounded assessment of the candidateWhat are his weaknesses?How does she compare to the current worker in the position?How often was he absent or late?What types of people did she have difficulty working with?Would you rehire him in the future?2. Do it yourselfMany managers are tempted to pass the buck and delegate the task of checking references to someone else on the team. However, no one knows what youre looking for in a new hire better than you. A candidates former or current employer is also likely to take the call more seriously if theyre speakin g to a fellow manager.Robert Half has been finding A-list candidates for companies since 1948. Let us take on the time-consuming steps and the administrative details of bringing a new person on board.REQUEST TALENT3. Talk to the right peopleEmployers may decide to delegate on the receiving end of these calls, too, so dont be surprised if you contact a reference and find yourself talking to an assistant or someone in human resources instead. The herausforderung here is youre more likely to receive standard, perfunctory answers that wont give you the insight you need. When you make a job reference call, make every effort to speak to the candidates manager, coworkers or anyone who worked directly with them.4. Confirm important claimsJob reference calls are an opportunity to confirm anything candidates said during the interview process, including why theyre leaving their current job. Before placing the call, take a few minutes to give those claims critical thought so you can dig a littl e deeper. For example, if a candidate claimed he was looking for a better salary or greater challenges, ask his employer why he wasnt given those opportunities at his former job. If he lost his job due to outsourcing or other external reasons, ask why he wasnt transferred into another position at the company. This type of careful questioning can help you avoid jumping to conclusions when you spot potential red flags regarding a candidate.Checking job references is a time-consuming process, but its nothing compared to dealing with the repercussions of making a bad hire. The effort you put into contacting candidates references will pay off when you find the perfect person for the job.Learn more about tips on how to handle the often difficult process of checking references for job candidates you are interested in hiring.