Customize this Outstanding Industrial Engineer Resume 1 Sample

Customize this Outstanding Industrial Engineer Resume 1 SampleCustomize this Outstanding Industrial Engineer Resume 1 SampleSample Industrial Engineer ResumeCreate Resume OBJECTIVE Seeking an Engineering position where my experience and knowledge can be utilized and further developed fully.CAREER PROFILECreative with effective interpersonal skills and organizational abilities.Strong, coordinating, planning and problem solving abilities.Ability to work under pressure in, time-sensitive, fast-paced environments.Experienced at streamlining systems and operations to enhance productivity.Uncanny ability to handle projects from planning through to execution.Catalyst for transformation and production enhancements.EXPERIENCEDrummond Medical Inc., Quincy MA 1999 2003Industrial EngineerDesigned and implemented effective production processes.Created a database, which monitored the validation and calibration of all production equipment.Responsible for increasing productivity through combined w ork steps, removing non-value added tasks, adding automation and the development of effective work practices.Performed time studies on production equipment to successfully establish production bottlenecks.Monitored equipment downtime and implemented corrective action procedures.Developed a set of guidelines to reduce costs in the division through value improvement programmes.Beacon Hill Industries Boston MA 1996 1999Associate Industrial EngineerMonitored equipment utilization and machine downtime with responsibility for the implementation of corrective and preventative actions.Tracked yield loss per machine deviation, coordinating yield improvement groups to gain a 6% yield improvement.Performed equipment installation checks and validations on new equipments.Created an effective filing system to maintain equipment validation data and calibration data.Assisted the technical and non-technical staff with equipment utilization and maintenance.South Park Industrial, Quincy, MA 1995 199 6Graduate EngineerCreated installation checklists for new production equipments.Assisted with the validation and grading of equipments.Monitored machine utilization and providing detailed bi-monthly reports on machine downtime.Trouble-shooting activities which included regular performance checks of yield fallout to determine and rectify errors.EDUCATIONMassachusetts Institute of Technology (MIT) Boston MA 1994 1997BS in Industrial EngineeringADDITIONAL INFORMATIONHobbies include Carpentry and Tool Making. In my spare time I also enjoy sketching and reading.Customize Resume

What College Seniors Should Do over Break (But Wont)

What College Seniors Should Do over Break (But Wont)What College Seniors Should Do over BreakWhat College Seniors Should Do over Break (But Wont)With the fall semester now a memory, most college seniors are on winter break catching up on sleep, earning money at part-time jobs, or visiting with friends and family.Its been a few years (dont ask me to define few) since my own college days, so its easy for me to tell the seniors to spend their break time wisely by preparing for a full-time job after graduation instead of staying out late every night and sleeping half these days away, as tempting as it may be. So, if youre a college senior, I wont lecture about what you should be doing with your last lot of spare time Have as much fun with it as you can because itll be gone before you know it.If you really want to get a head start on your career before the next semester begins, here are a few things you can do during your break to prepare for your first full-time job(1) Know What You Want and write it down. Think what, who, and where.What. What kind of job do you want? What jobs do your degree (and any work or internship experience) make you well suited for? What are you really good at?Who. Compile a list of target companies, then look at the job postings on their web sites to get a feel for the skills theyre seeking in the positions youre targeting, as well as what they pay.Where. Do you want to work near your home? Near your college? Or, do you want to relocate to a different town, state, or country? Check the areas cost of living, especially housing, since it will take up a hefty chunk of your income.(2) Define Your Value Proposition. Once youve answered the what above, youre ready to write the 30-second elevator pitch, which sums up your personal value proposition - the experience, skills, and talents you bring to the table. Youll use this in interviews with potential employers. Just remember that your primary emphasis is what you can do for the employer, not th e other way around.(3) Start Writing Your Resume. When you know what you want in a job, gather the essential information you need to include in your resume education, work experience, relevant volunteer experience, and special skills (such as proficiency in specific software applications). If your work experience is more important than your education, list it before your education.When you return to campus, make an appointment with your schools career services office to get their feedback on your resume and job-search strategy.Theres a lot to do to prepare for life after graduation. Nobodys going to think less of you if you spend your last free vacation sleeping in and partying. But by getting a jump on career planning now, you might decrease the stress that comes with end-of-year finals and job hunting.

HR Metrics that Matter (And Why You Should Care)

HR Metrics that Matter (And Why You Should Care)HR Metrics that Matter (And Why You Should Care)HR Metrics that Matter (And Why You Should Care) BenningtonThe other day I had lunch with the HR Director for a small law firm.I dont get it, she said. Were losing staff left and right and I cant get our executive team to acknowledge the problem.Have you tried assigning a number to the loss? I asked. Thatll get their attention.Of course, she hadnt. Her approach had been to give the team periodic updates based on stories collected in exit interviews.This is the classic HR dilemma, right? We want to sit at the big table and yet we struggle with speaking the language required, which is to say money.We dont like to quantify the value of people with HR metrics because it goes against our nature of focusing on potential and development versus spreadsheet tabs and bottom-line figures.Still, every organization needs to understand the specific return of major investments and if youre like most smal l businesses people are at the top of that list.Therefore, its worth getting strategic about whats working (and what isnt) so you can make smarter decisions about where to put your limited time and resources.Recruiting Metrics that Matter MostIf youre not sure where to begin, its worth noting that a recent study on human resourcesfrom the Boston Consulting Group ( which surveyed 4,288 respondents in 102 countries ) found that recruiting had the highest revenue growth and profit margin impact of any (thats right, any) HR function.Captain Obvious Alert Hiring the right people matters. Since there are countless articles on this site about recruiting strategiesand the like, I want to get nitty-gritty on how you can actually measure the HR metrics that form a critically-important aspect of your business.Here are a few ideas to get you startedMeasure for results not data. A lot of people waste a lot of time quantifying useless things, says Roberta Matuson, CEO of Matuson Consulting and t he author of Suddenly in Charge Managing Up, Managing Down, Succeeding All Around.For example, comments Matuson, I see people in HR all the time who measure time-to-hire, but if it only took you one day and you still hired the wrong person well, who cares?Matuson recommends that small businesses focus on three HR metrics in particular Where, What, and Who. In other wordsWhere are you finding your best hires (typically this will be referrals)What areas of the company have the most turnover, andWho is directly managing your defectors?Check the pulse with employee surveys. Keep surveying anonymous. In small businesses, where every dollar counts, its tempting to try and conserve cash by umgang staff surveys in-house. That is often a huge mistake says Matuson.I dont know of any employee who would be stupid enough to honestly answer a survey that will go right back to their employer and if they are that dumb, you probably dont want them working for you.Instead, its recommended that you bring in an experienced third-party administrator every year to check the pulse on employee morale and pinpoint any issues of note within your organization.Employee engagement surveysare especially important in smaller companies where having a professional translator would not only increase the credibility of the results, but would decrease the likelihood that any one person could be singled out negatively.A good third-party administrator will be able to deliver the results in such a way that key points are preserved says Matuson, but the rest of the staff wont automatically assume that the person complaining about the lunchroom is the person who always complains about the lunchroom.Quantify your exit interviews. Naturally, anyone who is already leaving your organization is likely to be more candid about the reasons for their departure. So as you conduct your exit interviews, dont make the mistake of collecting anecdotes for your team to digest, after the fact.As my HR friend above learned, its not enough to have an encyclopedic collection of stories you need to be able to walk into a management meeting armed with bottom-line impact.As you begin to accumulate information related to your where, what, and who, make sure anyone who leaves your organization regardless of the reason fills out an exit survey where they rate their experience at your company on a scale of 1-5.Of course, all the HR metrics in the world wont mean a thing unless you apply it appropriately, which is why every business owner needs to look up from the spreadsheets every once in a while and engage staff directly at all levels.The number one reason I see employees leaving companies of all sizes is that they simply dont feel valued, says Matuson. If you dont take care of your high-performers, you can expect them to go somewhere that will.Check out our Sample Employee Survey to help you create your own employee questionnaire. Author BioEmily Bennington specializes in two distinct forms of ca reer transition college students entering the workforce and women leaders entering executive management. She is the author of Who Says Its a Mans World The Girls Guide to Corporate Domination and the co-author of Effective Immediately How to Fit In, Stand Out, and Move Up at Your First Real Job. Emily has been featured on Fox Business and CNN and quoted in publications including the Wall Street Journal. Emily can be reached online at emilybennington.com, on Facebook and on Twitter.

Learn What to Avoid as a Musician

Learn What to Avoid as a MusicianLearn What to Avoid as a MusicianIt is, unfortunately, easy to get ripped off in the music industry. Getting caught up in a music industry scam might not damage your career, but it could cost you money you probably dont have. You can avoid a lot of music business rip-offs simply by knowing what you should pay for and what you shouldnt. Heres a list of things to avoid paying for as you get established in the music business. Lists of Music Industry Contact Information At some point in your music career, especially if you are a musician, someone is going to try to sell you a list of phone numbers and email addresses or both for labels, agents, managers, etc. Dont bite. First of all, you have no way of knowing if the information is legitimate. Second, if that is the private Blackberry number of head honcho X at label Y, they may not take kindly to being called by a stranger. Spend a few hours with a list of your desired contacts and a search engine, a nd youre likely to track down the best way to reach that person yourself. Labels are hip to the fact that people want them to check out their demos, and to save themselves the trouble of fielding endless requests about how to send them, they make their desired methods of contact public information. The gray area? There are a few industry guides published every year to which labels submit their contact information for this very purpose. These books can be handy to have, and you can relax knowing that (most) of the people listed in the book have opted in and specified their desired contact method. Still, most of the information you need is still available for free online if youre willing to look for it. Paying to Play a Show If youre still building an audience, you may not get paid a lot to play a show if you get paid at all. You may end up out of pocket when you figure at the expense of getting to the show. But dont increase your costs by paying some promoter or venue to let you take to the stage. You may be asked to pay a fee to play a showcase gig for industry professionals. Occasionally these shows do put you in front of media and labels, but they usually dont. At the very least, you should weigh up these opportunities very, very carefully. Proceed with caution. The real gray area here is the tour buy-on. Paying for Advice This is a tricky one. There are some legitimate music industry consultants out there that charge for their services and music industry consultants who work for a fee. These consultants may be able to give clients great advice about how the industry works. The flipside of this is that there are many, many consultants out there who charge musicians an hourly rate for the privilege of receiving basic (at best) or schwimmbad (at worst) advice. This is not money well spent, and it could send you down the wrong road in terms of reaching your goal. Before you pay for the services of a music consultant, find out what you can about their ba ckground and their past clients. Look for someone who can motivate you while being realistic. Above all else, look for a good price for good service. It would be silly to divert money from other things you need to pay for these services. A great thing to look for is a consultant who can offer advice while doing something tangible for your career,someone like a manager or a PR person you can call on for advice. That way youre getting more bang for your buck as this person isnt merely supervising your career but is invested in your career. As a rule, one-size-fits-all solutions are difficult to come by in the music industry. For a consultant to be effective at helping you, they will need to know a lot about your music, your background, and your goals to make sure that they are invested.

How Leaders Effectively Lead by Example

How Leaders Effectively Lead by ExampleHow Leaders Effectively Lead by ExampleSetting an example for others is an integral part of any leadership role. This ensures that leaders are backing up their words with actions. Through these actions, a good leader can show their gruppe members exactly what they want and expect from them.The best leaders dont just sit behind a desk telling people what to do. They lead by example. As a result, the team comes to their leader for advice. They trust the leader knows how to exceland has the qualities needed for success in a leadership role.Read how you can take action to start leading by example to make your team stronger and more successful.Celebrate team members and their accomplishmentsWhen a leader celebrates the accomplishments of their team members, it helps to instill an environment for collaboration and support.When a team member achieves exceptional results or earns a promotion, a leader should selflessly acknowledge and commend them for i t.Distributing praise for a job well-done impacts both the leader and team in a positive way.Encouraging teams to succeed makes employees feel respected and shows them that what they do matters to the leader, company, and other team members.How to demonstrate an exceptional work ethicBy showing up to work daily, prepared to give their absolute best, leaders are setting an example for their team. Leaders are showing them a work ethic that is required for leadership.Leaders should commit themselves to the job at hand. Even if this means staying late or coming into work early sometimes. When leaders go above and beyond to achieve results, team members notice it and start to do the same.On the flipside of this example, if a leader starts to relax and the work ethic becomes a poor example, the team may begin to follow suit. The leader may start to wonder why the team is not trying very hard while that very same leader is the one teaching the team a poor work ethic.The poor work ethic amo ngst staff and team impacts work ethic and overall accomplishments of the team.Be open to feedbackEveryone has room for improvement, even leaders. When a team member or colleague gives feedback, whether positive or negative, a leader should be accepting of feedback.After all, how can a leader expect their team to change and adapt to feedback if they are unwilling to do it themselves?A leader must remain open to constructive criticism and be able to change their approach accordingly. Listening to team members without judgment and encouraging them to share their opinions and ideas, inspires continuous improvement and team spirit.Leaders know how to take the punch for a teamIts inevitable. Things go wrong. It is a leaders responsibility to accept the blame. Dont be afraid of acknowledging mistakes and mishaps.Do not defend bad decisions or try and shift the blame to someone else. You are the leader. It doesnt matter whose idea it was because you are in charge and it is your responsibil ity.Accept the consequences and learn from them. Taking the punch and accepting blame instills trust and respect in team members for their leaders.Following these tips to lead by example will positively impact teams and companies.Something all leaders can tryLeaders, if you dont already, try changing and adapting your approach. Be an example to your team and you will notice drastic positive changes in moral, work ethic and overall team spirit.

Rumors, Deception and Star Method Resume

Rumors, Deception and Star Method Resume Its OK to bring a couple of seconds. If youve achieved great effects in a really brief quantity of time, then underline the time period in the bulletpoint, she explained. Ensure that your answer consists of multiple positive outcomes. All in a couple of minutes. The most potent and direct method of doing this is using the STAR technique. Start preparing today to be certain you do well during the bewerberinterview practice. Tell me about a time once you failed to fulfill a deadline. Your resume needs to stand out to make it through the very first selection round. New Ideas Into Star Method Resume Never Before Revealed Submitting a wonderful CV with your work application is simply the very first step in the practice of landing your next dream job, but should you get your CV wrong your probability of succeeding could be foiled before your abilities have the opportunity to earn a very good impression. Formatting may also be a significant part the resume writing process. Since you may see the STAR method is a simple way to produce excellent descriptions of work experience. The STAR technique is a significant tool for job applicants. We should define the function of the undertaking. Modern-day job interviews are behavioral interviews also referred to as STAR interviews. JobTestPrep supplies you with an internet interview platform which lets you pre-record interview video answers. The STAR interview method wont be very helpful to you in the veranstaltung that you use it in order to structure an answer employing a completely irrelevant anecdote. Follow this step-by-step process to provide the ideal STAR interview answers. Theres not any way for you to understand beforehand just what the interviewer will ask you (although our list of behavioral interview questions can allow you to make some educated predictions). These kinds of interview questions are tough to reply. The questions will be driven by means of a c ompetency framework thats necessary for the job. Dont worrythese questions are simple to recognize. I would actually delight in a ort for a career mentor or counselor. Answering behavioral questions isnt an easy job, but suitable preparation is going to help you in answering them successfully. Behavioral interviewing is a technique employed by interviewers to assess your previous behavior so as to predict your future behavior in a given circumstance. While this is just an example and most likely will not be applicable to your own work experience, its obvious this strategy is more powerful than simply noting your prior job involved teamwork, and itll make a much more potent impression on the recruiter. Life, Death, and Star Method Resume More to the point, it gives a very clear explanation of the sort of value that you provided to that employer. Hopefully you may see the template gives a very simple approach to supply a concise and precise answer. Youre able to easily apply this way of answering to almost any sort of question. Because these sorts of questions call for in-depth answers, spend a great quantity of time before interviews coming up with responses that you may utilize. Finally, you share the end result of your actions. You have to describe a particular event or situation, not a generalized description of what youve done previously. Explain the situation which you were in. Set out the steps that you took to resolve the scenario. Star Method Resume Features Employers would like to know what you did rather than that which you would do in a specific situation. Result Job seekers often neglect to mention the outcomes of the project they worked on. Numbers are almost always impactful. Recruiters can be sneaky and aggressive as a way to secure you to say your present salary.

4 Top-Tier Tools to Keep Your Employees Connected

4 Top-Tier Tools to Keep Your Employees Connected Communicating with clients is a critical work task as is regularly interacting with your fellow employees.Contrary to widely accepted belief, neither is more important than the other. Yes, loyal, long-term clients are the ones technically keeping your place of business afloat, but its a strong, unified team that keeps things running properly. Youd be wise to keepit this way.If you want a unified team, you need to help your employees stay connected to one another. Recruiters and hiring managers put countless hours into onboarding the best talent your industry has to offer, and itsvital that this talent remains in constant, comfortable contact throughout the day.The good news? Its 2017. Carrier pigeons and long walks down seemingly endless hallways to relay a five-second message are things of the past. To keep your team as connected and effective as possible, all you really need are a few tried-and-true communication tools.1. DoLong gone are the days when meetings were all about discussing goals and ideas. Sure, a sizable number of meetings are still geared toward this kind of activity, butnew technologies have made them more efficient.This is where Do comes into the picture. Do is an all-inclusive, collaborative tool that allows people to take detailed notes, create agendas, and track progress, all while seated comfortably in a meeting.And thats not even the best part.Answer honestly During a meeting, have you ever asked yourself, Couldnt we have gone without getting together like this? If so, youre in luck. Dos Insights feature tracks how much time and money are spent on meetings, helping youensure youre only investing in worthwhile meetings.2. TrelloTheres a good chance you and your team have already heard of Trello. And you know what? That makes sense. Few tools are as well-equipped tokeep employees connected asTrello is.Email is nice, but whose inbox is really hurting for mor e incoming material? Trello provides employees with a smarter, more streamlined way to tackle project management through its board system.Staff members create boards representing key tasks whenever something needs to get down. Each board is composed of three columns To-Do, Doing, and Done. Assignments move from left to right until a project is confidently completed.3. BrosixMichael Jordan allegedlyonce said, Talent wins games, but teamwork and intelligence win championships. Though its unlikely these words were meant for the office, they still apply to the workplace quite well. Talent is crucial, but without unity, its all for naught.Brosixis a one-of-a-kind messaging tool designed to meet the demands of fast-paced business environments. Sure, Slack and Skype are great at what they do, but Brosix takes things to a whole new level.The biggest difference is Brosixs emphasis on safety. Brosix applies strong data encryption to any and all data transfers. Real-time messaging often includ es critical private information. Its easier to protect that information when you useBrosix.Tech support, the ability to account for multiple languages, and an easy-to-use interface round outBrosixs up-and-coming messaging platform. I predict it wont be long before Brosix becomes a mainstay of all in-house communication.4. GoToMeetingWhile Do intends to help companies hold more effective meetings, GoToMeetingwants to make those meetings happen. GoToMeeting is a simple web conference solution that can bring professionals together from all over the globe.With just one click, GoToMeeting syncs to both Outlook and Google Calendar, making scheduling a straightforward affair. As for the meetings themselves, GoToMeetings HD video conferencing, screen-sharing, and dial-in connectivity make it easy to get everyone on the saatkorn page.Further strengthening GoToMeetings core offering is the programs capacity to provide on-screen drawings and real-time recordings for all meeting participants. I ts also incredibly affordable.Youre a recruiting professional. You know how urgent it is to find theright talent to bring about real, bottom-line growth. Buthiring the right personnel is only half the battle. Its equally important that employees work well together. The above tools can help your business create strong, unified teams that accomplish more.Lucas Miller is freelance blogger, direct response copywriter, and content marketer at Echelon Copy.