Writing Store Associate Instead of Server on Resume

Writing Store Associate Instead of Server on ResumeThis article will explain how to write store associate instead of server on resume. When you are applying for a position as a manager in a retail store, you are going to need a resume that is specific to your role and the position. In fact, in order to get a job in this industry, you will need a lot of positions on your resume in order to showcase your capabilities.A typical resume that you will see in the store owner's office and applicant tracking system will look something like this. Manager: Positions in store organization, customer relations, merchandising, cashiering, etc. Staff Manager: Positions in store organization, customer relations, merchandising, etc. Sales associate (SAS) works with customers in the store.However, when you are applying for a position as a manager in a retail store, you are going to need a resume that is specific to your role and the position. You are not going to be spending the majority of your time i n the store manager's office. You are not going to be spending the majority of your time in the store management office. You are going to be dealing with the consumers as well as the people working behind the counter. You are going to be interacting with each one of them, so you are going to need to find a way to showcase your skills and abilities.One way that you can do this is to create a new category or job title in the prospective employer's system. It could be described as 'associate' instead of 'store manager'. You are not the only one that is trying to create an entirely new category, it is one of the ways that most companies use to help people customize their resumes. Most companies allow you to pick a color and type of font. So, when your prospective employer searches for a certain job opening, it can automatically be found by clicking on the category that you picked and not the actual position that you are applying for.The way that they do this is by searching for position s with that particular job title and sorting them alphabetically. When they click on that, then the positions that match the description that you provided for your job are displayed first and then the rest are displayed in the order that you picked.The more that you can provide information about yourself that is specific to the job opening or position that you are applying for, the better off you will be. For example, you might have experience in something related to customer service, merchandising, or in the store itself. By describing what you have done in the job opening that you are applying for, you will be creating a more specific resume and getting a better chance of getting that job.However, if you are a college student looking for a job, you might want to go with the more generic term of 'manager'. Keep in mind that the benefits of using a job title rather than a category are many.

Almost Half of Workers Are Underemployed

Almost Half of Workers Are Underemployed Although the country’s average unemployment rate is pretty close to what economists consider full employment, there’s another side to that story â€" and it might help explain why so many families are still pinching pennies just to get by. A new study from PayScale.com found that 46% of American workers today consider themselves underemployed, and it’s a safe bet that if these people aren’t working to their full potential, they’re not earning as much as they could, either. PayScale surveyed more than 900,000 workers for its report. It asked them if they considered themselves underemployed, and why. About three quarters said they weren’t using their degree or training at their current job, while the remaining were working part-time because they couldn’t find a full-time job. Read More: 5 Jobs That Pay Over $80,000 a Yearâ€"and Don’t Require a College Degree The jobs where underemployment is rife are surprisingly varied, despite the cliche of the millennial barista. The three jobs where underemployment is most common are, respectively, system support technician, front end supervisor and dog groomer. And this is a case where more education might not be an asset: PayScale found that a little over half of respondents with a high school or equivalent education are underemployed. Although college helps, the catch is that you have to have a degree. People with some college coursework under their belt but no degree reported the highest level of underemployment at 57%.

5 Ways To Get Employees To Participate In Professional Development - Work It Daily

5 Ways To Get Employees To Participate In Professional Development - Work It Daily It is not always easy to convince your employees to participate in professional development. Despite overwhelming evidence of the need for and value of learning, employees often resist or regret a company’s push for professional development. RELATED: Creating Your Professional Development Plan: 3 Surprising Truths 1. Make It Relevant If an organization supports professional development for its employees outside the needs of the organization or individual employee’s jobs, it is fine because those professional activities will be voluntary. However, for professional development related to the ever-changing demands of technology and need to provide “practice” opportunities for all professionals, take steps before and after the programs to demonstrate relevance. One of the biggest complaints from employees is that they participate in professional development only to find the learning, the new skills, ignored when they return. Organizations that take professional development seriously include actions that follow-up on the programs. I’ve worked with organizations that require participants to follow up with written summaries and action plans for implementing key learnings from programs. Sometimes a simple e-mail report or short survey form provides actionable next steps. 2. Set The Stage Several years ago, I was contracted to teach a two-day communications program for a manufacturing company. It was a program I’d conducted successfully for multiple organizations â€" a topic directly related to the implementation of a Total Quality Management program. Within minutes after the program started, several of the participants began questioning “why are we here?” Although this had never occurred with similar groups before, I was still able to recognize the problem. Management had clearly failed to present the employees with the reasons for this training opportunity â€" and no explanation from me as the presenter was going to make a difference. I stopped the class, demanded that the Vice President meet with the class and agreed to continue only if the class members agreed â€" and stated their agreement clearly to me. They did, and the class resumed and concluded successfully. It is imperative that companies present all professional development opportunities clearly with the reasons and the expectations. Leaders should be discussing these opportunities directly with employees. 3. Make It Experiential Conferences, training programs, workshops that are filled with “speakers with PowerPoints” are destined to failure. This is not a condemnation of keynote speakers. Many are excellent and successful parts of programs. However, they should not dominate the programs. In the last couple of years, several major conferences with reputations of multiple-multiple speaker sessions are finding ways to increase the “activity” level of the sessions, creating social media interactions, and “gamification.” When I started presenting training programs decades ago, I determined that at least 50% of every session I conducted would be experiential, active discussions, experiential exercises. These sessions foster communication among all participants in the program â€" not just my speaking to the audience. The “gamification trend” fascinates me because I’ve been doing gaming-experiential learning for 40+ years. 4. Include Self-Assessments Feedback is known as the #1 motivator of human performance but often, in professional development, feedback is perceived as threatening. However, when feedback is based on self-assessments, with participants having the right to keep their results personal, the overwhelming response is positive. Results can be aggregated for the company â€" or individual results summarized anonymously so that both participants and the company can profit from the information. In 90% of the professional development programs I present, self-assessment, sometimes multiple assessments, is a part of the program. In certificate programs, featuring multiple workshops, multiple assessments are generated in the first workshops and used as “themes” throughout the program. 5. Connect With Instructors While it is typical to say “last, but not least,” there are many reasons why I think this is the most important of the points here. For internal instructors, make sure they are really indoctrinated to the operations of the company. Too often training departments are siloed with HR when neither should be. Moreover, invite â€" in fact, demand â€" that consultants brought in to present programs spend time learning about the company, the operations, and the people that will participate. Don’t offer the “nickel tours,” set the instructors up for the full half-day or longer tour. In my career I’ve spent a day as a flight attendant, worked the concession stand of a movie theater, been trained on most operations for a casino, spend multiple days shadowing correctional officers in a county correctional facility. When challenged in a customer service training program for an airline for “not understanding what some of our flights are like,” another classmate spoke out: “Yes, he does, let me tell you about the flight he worked with my crew!” Instant credibility! If an organization practices these key elements for the professional development of their employees, professional development will become a part of the organization’s culture. It will support the organization’s culture. When this happens, employees will demand to be part of professional development, they’ll ask for more! This post was originally published at an earlier date. Related Posts 3 Ways To Advance Your Skills 5 Great Tools That Showcase Your Skills To Recruiters 6 Intangible Skills That Can Get You Hired Today About the author Jim Schreier is a management consultant with a focus on management, leadership, including performance-based hiring, interviewing skills, and retention strategies. Visit his website at www.farcliffs.com.     Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!