Atlanta-based psychiatrist Patrice A. Harris, MD, is the first black woman to become the American Medical Association’s (AMA) president. When Dr. Harris assumes her role in June this year, she will also be the Association’s first African-American female to hold that office.
“It will be my honor to represent the nation’s physicians at the forefront of discussions when policymaker and lawmakers search for practical solutions to the challenges in our nation’s health system. I am committed to preserving the central role of the physician-patient relationship in our healing art,” Dr. Harris said.
First elected to the AMA Board of Trustees in 2011, Dr. Harris has held the executive offices of AMA board secretary and AMA board chair. She will continue to serve as chair of the AMA Opioid Task Force and has been active on several other AMA task forces and committees on health information technology, payment and delivery reform, and private contracting. She has also chaired the influential AMA Council on Legislation and co-chaired the Women Physicians Congress.
Dr. Harris continues in private practice and consults with both public and private organizations on health service delivery and emerging trends in practice and health policy. She is an adjunct assistant professor in the Emory Department of Psychiatry and Behavioral Sciences.
A great résumé is still one of the most important contributing factors to landing a good job. After all, it offers recruiters and potential employers a quick and clear overview of your relevant skills, experience, and education so they can decide whether to invite you for an interview or not. And if successful, it helps sway the first of many decisions you want to go your way through any job search process.
However, no matter how good your credentials, if you don’t put them all together in a polished résumé with the right elements, chances are your application will get tossed on the “reject” pile the next time you apply for a job. According to a study by The Ladders, recruiters spend a mere six seconds reviewing a résumé. That means you have a tiny window of opportunity to make an impression! In other words, you need a résumé that stands out for all the right reasons. The following do’s and don’ts will help you prepare a résumé that shows you to your best advantage.
Do make your résumé scannable.Recruiters and hiring managers will scan your résumé for relevant information, so deliver your information in short statements instead of longer paragraphs. Use keywords that are relevant to your profession and experience throughout. For example, if you’re a project manager, use keywords such as “project management,” “supervision,” and “leadership.”
Don’t let your résumé exceed two pages. Few recruiters or hiring managers have time to review overly long résumés. Distill your information down to the most relevant data. Slash words and consider omitting one or two of your earliest jobs or condense your descriptions of your responsibilities in each role.
Don’t stray too far from the conventional résumé format.Nearly all job applications go through applicant tracking systems (ATS) nowadays. That means that your résumé will first be checked by a computer before it’s even seen by a live person. Applicant tracking systems are designed to determine certain data, including identifying information, career objective, skills, experience, and education, so make sure you clearly list all of those sections. Further information such as professional memberships, awards, and publications is optional. Only include it if you strongly feel that it will support your candidacy.
Do provide a concise overview of your career objective.In the USA Today article “5 do’s and don’ts for building a winning résumé,” Patrick O’Brien advises describing what you want to accomplish professionally in a manner that illustrates what you can do for an employer. For example, if you’re a manager looking to gain international experience, you could state something such as, “Highly capable manager with outstanding leadership capabilities and a global understanding of the industry.”
Don’t include too much personal information. In the CBS article “How to Write a Résumé: Dos and Don’ts,” Suzanne Lucas cautions against including information such as your religion, birthdate, relationship status, hobbies, or links to your social media pages.
Do list quantifiable results. Potential employers want to see accomplishments on your résumé, and the clearest way to communicate those is by using numbers whenever possible. For example, instead of saying you managed a team and a budget, you could state more precisely that you’d managed a team of 25 employees and a budget of $50,000.
Do list your experience in reverse chronological order, with your most recent employment first. List your current or most recent job first, then work backwards. If you don’t have enough space to list all the jobs you held, list as far back as 10 years and be prepared to speak about earlier jobs in an in-person interview.
Don’t exaggerate job titles, responsibilities, or outcomes. State all information correctly, without exaggerations or embellishments. Remember: most employers check references and will inquire about your performance in earlier roles.
Do make sure to have both electronic and print versions of your résumé.It’s a good idea to have your résumé in a number of different formats, including a printable pdf, an interactive pdf, a Word document, and a text file in case you need to autofill online applications.
Don’t forget to update your résumé regularly. Even if you’re not actively looking for a new job, you never know when somebody might request your résumé, so make sure to keep it up to date at all times. That way, when you hear about an interesting job at a networking event, you’ll be ready to apply immediately.
Writing an effective résumé takes some time and preparation. But with these tips in mind, you’ll enhance your chances of standing out from other applicants and landing an interview on the way to a job offer that thrills.
When JAY-Z rapped “I’m not a businessman, I’m a business, man” on Kanye West’s 2005 track “Diamonds From Sierra Leone,” he really meant it.
According to a new report released by Forbes on Monday, the rapper turned mogul has become the first hip-hop artist to amass a billion-dollar fortune with his impressive investments across liquor, art, real estate and companies like Uber.
Before becoming a musician, JAY-Z, 49, was a drug dealer in his hometown of Brooklyn. In 1996, he started his own label, Roc-A-Fella Records, to release his debut album, Reasonable Doubt. Since then, he has earned 14 No. 1 albums, 22 Grammy wins and a reported $500 million in pretax earnings, according to the outlet.
In order to calculate JAY-Z’s net worth, Forbes says they first looked at his stakes in companies like Armand de Brignac champagne (which he owns 100% of) and applied their customary discount to private firms. They then added up his income and subtracted “a healthy amount to account for a superstar lifestyle.” Additionally, they say they ran the numbers with a roster of outside experts to ensure that the estimates were “fair and conservative.”
Since its launch in 2006 in JAY-Z’s music video for “Show Me What You Got,” Armand de Brignac is estimated by Forbes to now be worth $310 million. JAY-Z’s cognac D’Ussé, which is a joint venture with Bacardi, is estimated to be worth $100 million.
JAY-Z is also estimated to have $220 million in cash and investments, including a stake in ride-share service Uber which is estimated to be worth $70 million itself.
JAY-Z’s music-streaming service Tidal — which launched in 2015 with a number of celebrity investors including his wife, Beyoncé, Kanye West and Calvin Harris — is estimated to be worth $100 million.
Making a career change is almost as stressful as meeting your significant other’s parents for the first time. Even if you’ve landed your dream job, you’ll encounter your fair share of challenges on your new career path. Luckily, with the right approach, a positive attitude and a little bit of help, those challenges don’t have to be insurmountable. So, if you’re considering a major career change, make things easier on yourself by following these six steps to get on the right path.
Find a Mentor
Going into a new job can seem like a never-ending mountain that you need to climb each and every day. But less-experienced mountaineers typically don’t climb without a guide—and neither should you. By seeking out someone with more experience who has been in your position before, you can gain not only some guidance but also a confidant who can offer sage advice, a sounding board to help you gain clarity and a champion to make sure your accomplishments get the attention they deserve. See if your new place of work has a mentorship program, or seek one out to see the benefits of having a mentor in the workplace.
Get a Routine and Stick to It
Be prepared for what you signed up for. It doesn’t matter what your previous work life was like, you need to be certain of the schedule your new employer expects of you. Each workplace is different—some offer flexibility, while others have a strict 9–5 schedule. If your career change also comes with a significant change in routine, take the week before your start date and get yourself ready for it.
Do it For the Culture
Do you like to tell jokes and go for little walks during the workday? You better be sure that’s something that isn’t frowned upon at your new job. You can add your own personal flair to the overall team dynamic, but trying to change an entire company culture is more than difficult. Your best bet is to ask the right questions during the interview and knowing for certain that this position is the right fit. Because you don’t to be a Seinfeld type of person walking into a Friends type of office.
It can be tough to remember everyone’s name—let alone all the new terminology that’ll be thrown at you—so a pen and a notepad will likely be your best friends (at least for the first few weeks). Don’t be shy about writing things down, asking follow-up questions or asking people to slow down or repeat themselves. There’s nothing wrong with wanting to gain a solid understanding of the ins and outs of your new company.
Build Strong Relationships
Working independently, taking charge of responsibilities and exuding a sense of confidence may give your superiors a positive image of you, but you can’t do everything alone. Many workplaces increasingly value collaborative efforts, so find a way to work well with your coworkers. By building strong relationships right away, you’ll be able to develop a network of contacts that extends across departments.
Don’t Stop Networking
Just because you’re on a new career path, it doesn’t mean you have to say goodbye to old your old contacts. You’ll be able to strengthen and diversify your network with your old and new colleagues. While it may seem like an arduous task to be constantly connecting and reconnecting, the sooner you start reaching out, the sooner you’ll start feeling more comfortable.
You’ve worked hard to get to this point in your career, so this should be a positive time in your life. Following these bits of advice will minimize stress and set you up for a successful transition into your new career.
Networking is a delicate art. While it’s certainly evolved in the past decade, there are still certain situations (and certain industries) where you must abide by a particular set of strict, unspoken rules. Mess one of these up, and you risk missing out on a critical opportunity to advance your career.
When speaking to someone more senior—and business networking usually involves an “ask” for help from senior people—you need to convey respect and recognition of their status.
Remember: People will go out of their way for you if they like you and feel inspired by you. But turn them off, and they’ll tune out.
With that in mind, consider skipping any of the following casual or unprofessional expressions:
1. “Hey, I’m ______”
Introducing yourself casually is fine in most situations. But this language can come across as too casual if you’re introducing yourself to someone older or more senior who might be a good lead for a job.
Saying “Hello” is a better bet. And giving both your first and last names is more professional. You don’t want that other person walking away and thinking, “I met someone named Paul, but I never got his last name.”
2. “I’m VP of sales for company X”
When networking at a business event it’s tempting to rush in with your title. After all, you want your new contact to know you’re a professional with some status. But it will sound arrogant to add this so quickly.
I recently met a young woman at a networking event, and within the first 15 seconds she let me know that she worked for a big Silicon Valley firm and had a good job in IT. She never bothered to ask my name, work situation, or title. I was not interested in speaking to her again because the encounter was one way.
Rather than hurling your job title at a new face, wait until the other person asks for that information. If you ask them about themselves, they will likely raise the same questions about you. It means a lot more when they ask you what you do than when you shout it out to them.
3. “That’s cool”
Once you get into conversation with an executive, your words will define the kind of relationship you want to have with that person. If you’re too casual, you’ll sound like you don’t necessarily aspire to a professional connection.
Suppose you’re in conversation with a vice president who works in a firm you’d like to do business with. You ask, “Who do you hire for your sales training?” When you find out, you might be tempted to say something like “Hey, I know them,” or “Cool.”
Instead, opt for a more polished expression, such as “Yes, I’m familiar with that firm, and I believe we can offer something more.” This positioning will get you further in pursuing a possible business contact.
4. “Can I impose on you to make a call?”
Once you’ve gotten a good conversation going, you may be ready to pitch the other person for a lead. But the “ask” has to be handled with delicacy.
The phrase “can I impose on you” sounds like you haven’t done the groundwork for the “ask.” So go through the steps that will make you feel you are not imposing. This can include a lot of listening and selling yourself. Once you’re convinced you are not imposing, you can confidently say, “I’d love it if you could make a call on my behalf.” Now you’re off and running!
5. “Let me know how it goes”
If someone has been kind enough to speak to someone else on your behalf, be sure you do the follow-up—don’t expect them to get back to you.
Ask your new contact when you should follow up with them. You might also inquire “What is the best way to reach you?” They may give you their business card or phone number or say “Text me at this number.” The point is that you want to close on this networking opportunity, and that means the next step should be very clear.
There might be an ongoing trade war and recession worries, but small businesses in the United States continue to flourish. According to a report by Guidant Financial, 78 percent of small businesses are reporting profits, with both confidence and happiness indices ranking among the highest in recent years. Approval rates for small business loan applications at big banks rose from 26.7 percent in Sept. 2018 to 27.9 percent in Sept. 2019, according to Biz2Credit.
Thus, the overall small business climate looks favorable for an enterprising entrepreneur. However, one fundamental factor that can change business climate is geography. Depending on the state — not to mention the city — where you want to start a business, these overall conducive conditions can change dramatically.
Seek Capital conducted a study of all 50 U.S. states to determine which ones were the best and which ones were the worst for entrepreneurs wanting to start and maintain a successful business. The study analyzed states in terms of 21 factors, ranging from socio-economic factors such as the five-year increase in working-age population, unemployment and labor force participation rates, to factors more specifically focused on entrepreneurial activity, such as the rate of new entrepreneurs, the opportunity share of new entrepreneurs (the percentage of entrepreneurs who said they started their business out of opportunity rather than necessity) and startup survival rates, sourced from the Kauffman Indicators of Entrepreneurship.
There are definitely some geographic patterns that emerged from the results of the study. The list of the top-10 best states are a combo of states located in the U.S. West and South regions, as designated by the Census Bureau. Midwest states are scattered across the middle of the rankings. And among the 10-worst states, the list of states includes those located in the South and the Northeast, the latter being the most unfavorable region in general for starting a business.
Here are the top-10 best states for starting a business:
Each of these states saw sizable injections of venture capital into new companies in 2018. California startups received the most money, with 2,869 companies getting $77.3 billion in venture capital funding, for an average of $26.9 million per company. No. 6 North Carolina was no slouch either, with $2.6 billion in venture capital funding going to 173 companies, for an average of $15.1 million per company. Not coincidentally, these 10 states had very active entrepreneurs. Florida has the highest rate of new entrepreneurs with 0.46 percent of its population starting businesses, followed by 0.45 percent in California and Wyoming.
The 10 Worst States for Entrepreneurs in 2020
The states that made up the worst states for entrepreneurs shared several traits. One of them mentioned is geographic: Six out of the 10 worst states are located in the Northeast — Pennsylvania (41st overall), New Hampshire (44th), Maine (47th), New Jersey (48th), Connecticut (49th) and Rhode Island (50th). The remainder of the 10 worst states are located in the South.
Declining working-age populations was shared by all of the 10 worst states with the exception of Arkansas. In absolute terms, Pennsylvania lost the most, suffering a decline of 148,126 working-age people from 2013 to 2018. In percentage terms, Louisiana and Maine lost the most, down 2.2 percent and 2.3 percent, respectively, over the last five years. Business taxes in these states are also mediocre to outright unfavorable
Here are the bottom-10 worst states to start a business, with No. 1 being the worst:
Continue on to Forbes to read the complete article.
Executive Chairman of Starbucks Howard Schultz once said, “Hiring people is an art, not a science. And resumes cannot tell you whether someone will fit into a company’s culture.” This astute observation by the American businessman sums up the importance of assessing a job seeker for their soft skills—not just what’s on paper.
What Are Soft Skills?
Soft skills, also known as “employability skills,” are defined by Business Dictionary as “a group of essential abilities that involve the development of a knowledge base, expertise level and mindset that is increasingly necessary for success in the modern workplace.”
For any new recruit to fit into your corporate culture and be productive, soft skills are prerequisite. While resumes may sound impressive, assessing a jobseeker for soft skills plays a key role in promoting effectiveness in a company’s hiring process.
But how do you assess something so intangible? Use the following nine factors to create questions that assess for the soft skills you need from future employees.
How to Assess a Candidate’s Soft Skills
The first impression a jobseeker imparts speaks a lot about themselves. A jobseeker who walks in with a disheveled appearance and salty language, for example, may not take their role seriously enough. What’s more, they could make other employees and customers uncomfortable with their behavior.
Body language betrays a lot. Observing body language will enable you to learn a bit about a jobseeker’s interpersonal skills. Also, it can help inform whether the interviewee is lying or answering a question honestly. Jittery jobseekers are generally diffident about themselves and unsure whether they can meet your standards. They doubt their own abilities and may end up as underperformers.
Regardless of the nature of your business, problem-solving skills are essential for every employee. Candidates who cannot troubleshoot are unable to provide customer care, address issues faced by business associates or assist colleagues and seniors in the event of any internal problems. Include a couple of questions about how the jobseeker would solve a problem. The answer may not be the most thorough, given time constraints of an interview, but it will help you assess this vital skill.
Awareness About Major Issues
Your future employee need not be an encyclopedia. Yet, it is vital they know about major issues affecting the world, country and local economy. Knowledge about these issues and opinions suggest that the jobseeker is alert and responsive. It also indicates adaptability to adverse situations, since such candidates will usually possess abilities to respond effectively. Issues and opinions can reflect traits, such as positivity, skepticism and negative thoughts. Admittedly, these thoughts may vary according to the issue. A candidate may be positive about something or negative about another. Yet, such awareness would also help you judge the overall traits since every flipside also has positives.
Memberships of Clubs/Organizations
Memberships of clubs and organizations are a clear indicator of a candidate’s social and collaborative skills. Such employees generally tend to become great team players. Additionally, it also indicates the candidate spends time on constructive activities, such as sports, hobbies or even politics.
An increasing number of employers worldwide now utilize psychometric tests to gauge a candidate’s behavior and mental aptitude for a job. They enable you to assess the cognitive capabilities of a jobseeker required for any post in an organization. Additionally, psychometric tests help a company to assess an applicant’s analytical and pedagogic skills essential for any role. They are particularly useful in finding hidden traits of a job seeker that are often missed during an interview. However, there are debates worldwide over the effectiveness of these tests to assess soft skills and hidden talents as well as negative traits of an individual. Some psychologists and HR experts vouch for their reliability, while others claim the results provide inconclusive results that can mar career prospects of good candidates—so if you choose to use them, do so cautiously.
Quizzing a candidate over knowledge about your company as well as past employers, if any, is another effective way to assess their soft skills. Answers indicate an interest in the profession and industry. They will also show whether an interviewee is well prepared and is serious about the job or is eyeing the vacancy merely as another employment option. Sometimes, the answer can also reveal traits, such as willingness to adapt to a new work environment and spirit of collaboration to ensure personal success as well as that of your organization.
Composure Under Stress
The ability to work under stress is critical for many positions, especially when hiring for more senior roles. One good way to evaluate this skill is by asking a candidate to tell you about a stressful period at work and how they responded. You can also simply evaluate their behavior during the interview. Fumbling to respond or getting frustrated indicate the person may have a hard time working under stress or pressure.
Ability to Work with Diverse Groups
Companies, just like the country in general, have become increasingly diverse in recent years. Walk into any major employer and you’ll find people of all different backgrounds, educations, beliefs collaborating and thriving together. So if an employee has a hard time working with anybody who thinks or acts differently than them, it can be hard for them to succeed. Ask candidates how they have collaborated with people who have had very different perspectives than them. If their answer suggests that they steamrolled others’ ideas or refused to listen to them, they probably won’t perform well in a diverse team.
Modern workplaces demand that all employees possess soft skills. Indeed, soft skills can be more difficult to acquire than professional degrees and experience. Without them, any hard skills are far less valuable. So when screening candidates, don’t just try to uncover how well they know a particular software program or platform—get to the heart of how they interact with others.
Lisa Parker is a Freelance writer. Her passion is to write blogs on entrepreneurship, business trends, business management, and business leadership, lifestyle, relationship, career and education. And many more.
Landing a job is a challenge for many professionals. Landing a job without any experience can be an even bigger challenge. For a job seeker without any experience, it’s discouraging when you’ve applied for dozens (or hundreds) of jobs and received zero responses from employers.
Although you might feel like giving up on your job search, it’s important to persevere and continue writing cover letters that will make you stand out to employers.
Here are some tips for writing a cover letter when you have little or no experience:
First paragraph: Clearly introduce yourself
The first paragraph is your opportunity to make a strong first impression on the employer. This section should explain who you are, the position you’re interested in, and how you discovered the opportunity.
The introduction is also a great opportunity to mention any connections you have with the organization. For example, if you know a previous intern or alumni who worked for the organization, be sure to mention their name in your introduction.
“My name is Sarah and I’m a recent graduate from Purdue University. I graduated in December with a B.A. in communications and a minor in marketing. An alumni forwarded me a job posting about your Associate Marketer position at ABC Media Group. I’m highly interested in this opportunity because I’d make a great fit for your agency.”
Second paragraph: Talk about your relevant skills and accomplishments
This section is the biggest challenge for job seekers with little or no experience. It’s also the section where many job seekers make mistakes because they don’t know how to highlight their relevant skills and classroom experience.
As you explain why you’re qualified for the position, it’s important to connect the dots with the employer. For instance, if you didn’t have a marketing internship but you’ve gained a lot of marketing experience through a part-time job in student services, you could highlight the communications skills and experience you gained through that position.
“I realize you’re looking for a candidate with strong written and oral communications skills, as well as experience with event planning and strategy development. As an office assistant in Purdue’s Office of Student Life, I was responsible for planning and promoting campus movie nights for students. This project required me to promote the event on social media, send email blasts to students and design flyers to post around campus.”
Third paragraph: Highlight your best qualities and explain why you’re a good fit
Most employers want to hire candidates who are creative team players with strong time-management skills. Although you consider yourself a great fit for the position, you need to use examples that illustrate why you’re a good fit for the job. The reality is, simply stating that you have excellent time-management skills and a knack for leadership won’t land you a job.
When talking about your qualities, it’s important to talk about real-life examples. The key point to remember here is to make sure your examples are succinct and visual.
“During my final semester at Purdue, I led a group of three students to create a marketing campaign for an animal shelter in Indianapolis. I was responsible for leading brainstorming sessions, communicating with our client and editing the final version of the campaign. Through this project, I learned how to collaborate with others and work effectively in a team in order to accomplish a common goal.”
Fourth paragraph: Conclude with a call to action
The final paragraph is the section that will seal the deal for a job interview. You want to leave a lasting impression on the reader, so make sure your conclusion is confident and upbeat and encourages the hiring manager to get in touch with you.
“With the combination of my marketing experience and leadership skills, I’m confident I’d make a great fit for this position. Thank you for taking the time to review my application and consider me as a candidate. I will follow up next Wednesday to schedule a time to talk with you more about this position. I look forward to hearing from you soon!”
People line up at Big Shake’s Nashville Hot Chicken, excited to get the array of unique flavors being served up. Now, people across the country can simply log online and buy whatever they want, and it will arrive at their doorstep within two business days. With the launch of the online store, Chef Big Shake has made it possible for everyone to get in on the hot chicken, deep fried turkey and “famous” shrimp burger action.
“There are many people who have been waiting for this store to go live, so it’s an exciting time,” explains Shawn Davis, otherwise known as Chef Big Shake, the creator of The Shrimp Burger and owner of Big Shake’s Hot Chicken & Fish. “The online store will let everyone get a taste of our food, whether for themselves or as a special gift for someone else. Some say you can’t find a better gift than my famous hot chicken.”
Chef Big Shake’s online store, located at ShopBigShakes.com, serves up a full menu of options to choose from, including his famous Nashville hot chicken, seasonings and peppers, shrimp burgers, and more. For those wanting to ensure their holiday meal is simple and a big hit this year, they may want to order Chef Big Shake’s deep-fried turkey, for only $89.99.
The deep-fried turkey offered through the online store serves 10-12 people and is shipped Monday-Wednesday. After it has been expertly deep-fried, it is then frozen to seal in the flavor, then packed in a reusable cooler with dry ice, and shipped anywhere in the country, arriving in two business days. Once the person receives it, they put it in the freezer, and then follow the simple instructions for heating it in the oven, so it’s ready for that special holiday gathering. Chef Big Shake’s deep-fried turkeys are crispy on the outside, and tender and juicy on the inside. They can also be ordered infused with their award winning Nashville Hot Chicken heat injections: such flavors as CryBaby® – Mild, Stop Drop n Roll® – Medium, Rambo – Hot. Or, classic flavors such as: honey butter, honey BBQ, Cajun butter, Jerk, lemon pepper, and classic seasoning.
“Whether you are someone who lives near a Big Shake’s or you want someone who doesn’t to try the food, we want to make sure you have the best tasting turkey this holiday and ready to help,” added Davis. “But be careful, once you go Big Shake, you never go back! This food will keep you coming back time and again.”
According to the National Fire Protection Association, Thanksgiving is the peak day for home cooking fires, followed by Christmas Day, Christmas Eve, and the day before Thanksgiving. Here are some safety tips for those who plan to deep-fry their turkey themselves for the holidays:
Never leave food cooking in the kitchen unattended, and don’t leave the house while the food is cooking.
Make sure that children stay away from food that is being cooked, so they don’t get burned.
Keep the outdoor deep fryers away from flammable sources, including garages and balconies. Also, check the weather to ensure that it will not rain or snow.
Be sure that the turkey is completely thawed, which will help eliminate flare-up risks.
Those using a propane-powered deep fryer will need to ensure there is a two-foot buffer between the burner and tank. Ideally, you should use a fryer that has temperature controls, so that the oil is not heated beyond its smoke point.
The fryer must be on a level surface before it can be used. If it’s not, there is a risk of it being tipped over, starting a fire.
Avoid overfilling the oil in the fryer, which can ignite if it comes into contact with the burger. Check with the manufacturer’s directions for the correct amount to use.
When it’s time to submerge the turkey, shut the burner off. You can turn it back on once the turkey is submerged in the oil.
Use protective gear, such as safety glasses and oven mitts when working with the fryer.
Once the turkey is done, remove the pot from the burner and place it in a safe, level place to cool overnight, before disposing.
Big Shake’s currently has three locations, in Franklin and Goodlettsville, Tennessee and Huntsville, Alabama with a fourth location opening soon in Huntsville, Alabama. Chef Big Shake became famous for his signature shrimp burgers, which were featured on the hit show “Shark Tank.” They have sold hundreds of thousands of them. The restaurant has also become famous for its hot chicken plates, chicken sandwiches, hot chicken and waffles, hot chicken tacos, and more. They also feature a variety of fish entrees, including whiting and catfish. Diners can choose their level of heat, ranging from “cry baby” to “executioner.”
““Chef Big Shake,” was named after and founded by Shawn Davis, a man who worked his way up from restaurant dishwasher to chef to entrepreneur. After being passed up on the reality business show “Shark Tank,” he received the funding he needed to take his business national. Today, his product line, which features five varieties of “The Original Shrimp Burger,” is available in over 2,500 stores, and he owns Big Shake’s Hot Chicken & Fish restaurants. To learn more about the restaurant chain, visit the site at: bigshakeshotchicken.com/.
It’s not uncommon for sought-after entry-level roles to receive hundreds of applications. As a recruiter on the other side of that process, I had to become ruthless in my shortlisting process. If a résumé didn’t grip my attention within 10 seconds, it went straight to my trash folder. I know it sounds harsh, but the truth is, we’re always under a lot of pressure to find the right hire as quickly as possible.
But what does that mean for a keen entry-level jobseeker like yourself? To cut through the noise and make it past that initial scan, you need to ensure that your résumé ticks all the boxes—and that goes far beyond showing off your academic achievements.
Employers are looking for bright all-rounders who not only have the right skills and qualifications but also show clear initiative, strong motivation to succeed, and a great attitude to boot. With that in mind, here are the four critical factors that most successful entry-level résumés have in common.
1. The résumé makes it clear that the candidate is suitable for the job
Every entry-level role requires a unique set of skills and qualities, no matter how similar the job title may be. Successful candidates take the job requirements into account and use them to inform the content of their résumé—for every application that they submit.
A recruiter needs to see that you are suitable for the job they’re trying to fill as soon as they set their eyes on your résumé. That’s why, as a job seeker, you need to pay attention to the job requirements, company website, and any other relevant documents before setting pen to paper. Jot down a list of the core requirements and capabilities, and be sure to make them prominent in your résumé from the get-go.
This goes further than merely naming the skills that the employer is seeking—you can tailor your education and work experience sections to suit, too. What coursework, assignments, exams, or modules did you complete in college that are relevant to the role you’re applying for? Was there an aspect of your internship or part-time position that utilized a similar set of skills? Whatever it may be, make sure to focus the detail on the most relevant aspects of your experience—it’s a foolproof way to demonstrate that you’re a good fit.
2. The résumé focuses on facts, not fluff
If you pack your résumé with clichés and fluffy, generic statements, you won’t make it past the first scan. Stating that you’re an “ambitious graduate with a strategic mindset, exceptional communication skills, and a go-getter attitude” might sound impressive. However, it doesn’t do much to convince recruiters that you’re the best person for the job.
Flip the situation around, and look at resumés from our perspective. What reason do we have to believe what you’re saying? We’ll take your statements much more seriously if you base your claims on hard facts, real-world examples, and proven results.
For example, instead of listing that you’re a “great team player,” you might list that you “delegated workload between team members and used spreadsheets to track project progress, resulting in a group assignment grade of 96%.” Rather than stating that you possess strong written communication skills, you could point out that you “volunteered to write for the college newsletter and was offered a paid proofreader and editor role within two months.”
Carry this idea throughout your résumé by highlighting your achievements and results. Don’t just list your role responsibilities, and stay away from making bold, cliché claims.
3. It’s evident that the candidate has the right attitude
When I worked with employers who hired entry-level candidates, there was one obvious thing that stood out to me: a desire to learn, a strong work ethic, and aligned interests were just as essential as hard skills and experience. After all, who wants to hire someone who’ll hate every minute of the job and has no motivation to produce their best work?
That’s why your résumé needs to ooze enthusiasm and initiative. A great way of achieving this is to shine the spotlight on things you’ve done outside of your studies and standard part-time roles, which have helped you develop personally and/or professionally.
Let’s take the example of a marketing grad applying for a digital marketing role. They could share a hyperlink to their blog and talk about how their knowledge of SEO, analytics, and social media marketing practices have helped a local business gain 2,000 additional organic visitors per month. A graduate who’s keen to join an NGO can list about the successful fundraising efforts they helped steer as a committee member of a student-run organization.
Mentioning any extra responsibilities you took on while studying can also help to prove a strong work ethic. Were you the head of a college sports team or society? A spokesperson for your class? Did you volunteer to help new students settle in? It all proves that you go above and beyond. Additionally, pointing out any extra vocational or online courses or training you’ve taken outside of your degree can help to show your commitment to the field.
4. The structure of the résumé grabs our attention right away
Due to the sheer volume of applications, a lousy structure could make or break your résumé. I used to spend no more than 30 seconds initially reviewing a résumé—and if I didn’t find the information I was looking for, I’d move straight onto the next candidate.
There’s no golden rule of entry-level résumé structure and format, but you should aim to make it as easy to read as possible. This means limiting the length to no more than two pages (though one page is preferable), organizing your information under clearly signposted headings, and using bullet points, columns, and lists to break up paragraphs.
Once upon a time, Stedman Graham—yes, that Stedman—was a soldier in the United States Army, trying to figure out who he was and where he was going. More than 40 years later, he’s a world-renowned businessman, author and speaker with a laser focus on identity leadership.
“Understanding who you are is the key to your growth,” he told U.S. Veterans Magazine.
Five years in the Army in the 1970s gave him a solid foundation. “I would not be here today without the military,” he said. “I needed structure.”
Graham learned to be on time. To listen when others were speaking. To do his best. To not quit. To be a follower. To be a leader. To get down to the nitty-gritty details of whatever task he was working on.
“It helps you lay out a process for continual improvement,” the 68-year-old founder and CEO of S. Graham & Associates and bestselling author of 11 books said of his experience in the military.
Graham has never forgotten those lessons, and he is forever grateful. Which is why he continues to visit military bases and stay in touch with servicemen and women.
It’s also why he lobbies employers to hire veterans.
“The message of learning while you’re experiencing is a great message for our troops,” he said. “It’s a great design for self-actualization…You couldn’t have a better opportunity than serving.”
And, he added, you won’t get a more grounded, humble, flexible and
can-do employee than a veteran.
Graham was born on March 6, 1951, in the Whitesboro section of Middle Township, New Jersey, the son of Mary Jacobs Graham and Stedman Graham Sr. He is one of six children.
He received a bachelor’s degree in social work from Hardin-Simmons University in 1974, and a master’s degree in education from Ball State University in 1979. Graham, who stands at 6-foot-7, played basketball at Hardin-Simmons.
He later moved to High Point, North Carolina to establish himself in public relations. At B & C Associates, he worked on behalf of African-American causes and had many distinguished clients, including author Maya Angelou and South African activist Winnie Mandela.
He is also founder of Chicago, Illinois’s Athletes Against Drugs (AAD), a non-profit organization that provides services to youth and has awarded more than $1.5 million in scholarships since its founding in 1985. Moreover, the organization arranges for sports figures to educate children about substance abuse.
In 1988 Graham created S. Graham & Associates, a Chicago-based corporate and educational marketing and consulting firm.
Graham has delivered speeches at many public and private schools on the topics of identity and self-awareness. He is perhaps most famous as an author of business and self-help-related books, including, Who Are You? and his newly-released, Identity Leadership: To Lead Others You Must First Lead Yourself.
Graham has been partners with Oprah Winfrey since 1988.
Identity leadership employs a simple but profound premise: You can’t lead anybody until you lead yourself. And to lead yourself, you must know yourself. The “self” is the biggest enigma in the world, the more provocative challenge, and the most rewarding mountain to climb, according to Graham.
Graham talks about being a learner, a hard worker, and knowing who you are, but if you go deeper, he invokes what he calls the most important word in the English language.
“Love is the key word,” he said. “Passion, talent and skills are related. Do what you love.”
In Identity Leadership: To Lead Others You Must First Lead Yourself, readers learn how to define themselves. The alternative, Graham said, is that society “puts you in a box.”
“When you can’t define yourself, the world defines you by your race, by your house, by your car, your money or your title,” he said. “It’s kind of socially constructed and designed to control your development.”
Graham said once he figured out who he was, he began to lead himself and, “to create a vision beyond my circumstance.”
If love is the most paramount word, purpose might be second, or in the top five. “Everything starts with a purpose,” said Graham, adding that purpose is essential to self-actualization.
In his world travels, he is intensely interested in motivating people to get rid of labels—whether they are linked to race, gender, class, you name it—and to take control of their own destiny.
He wants others to realize the process for success is the same for everybody in the 24 hours we have in our days.
Graham says being able to teach that, and to help people realize their potential, is a passion and a joy. He advises his readers and listeners to not be afraid.
“Failure, in fact, is a phenomenal teacher,” Graham says. “The concept goes back to ‘learning while you’re experiencing.’”
He said veterans know what it’s like to be part of something bigger than themselves, and they’ve learned how to adapt, particularly when faced with adversity. But they aren’t superheroes. They could use a helping hand—be it by a prospective employer, a nurse, a clerk, or a citizen on the street.
“There’s so much work to be done as far as helping our troops,” Graham said. “I’m just honored to be of service.”
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