Rev Up Your Resume With Our Receptionist Resume Template for Word

Rev Up Your Resume With Our Receptionist Resume vorlage for WordRev Up Your Resume With Our Receptionist Resume Template for WordIntroductionWhether you are just beginning your job search or have been at it for months, now is a great time to scrutinize your resume. Hiring managers want to learn what you have done, what you can do, and why youre the best candidate for the advertised positionQualified receptionist with eight years experience in office administrationProficient in office databases, software, and switchboardsRespectful professional with scheduling, log keeping, and interpersonal communication skillsPerfect Your Skills SectionThe skills section of your resume is a list of bullet points containing your most impressive and relevant skills to the job at hand. Look at the receptionist resume template for Word and read the following tips to better understand how to create this section.To grab the attention of employers and pass through various applicant tracking ordnungsprinzip s, incorporate key phrases from the job description into your list of skills, and make sure to write them word for word. Use short phrases so it can easily be scanned, and do bedrngnis use end punctuation. Remember to only list skills that are pertinent to the desired job.The following skills are significant to your industry. Use whichever ones are pertinent to you.Office AdministrationLog keepingCustomer servicePolish Your Work History SectionThe work history section of your resume is where you will detail your prior employment. As you can see in the receptionist resume template for Word, it should list key responsibilities as well as special accomplishments. Use the information below to help format and write your work history.To grab hiring managers attention, use a strong action word to begin each line, such as managed or performed. Paint a clearer picture of your capabilities by using numbers, percentages, and other metrics to quantify your achievements. Use reverse chronologica l order and dont list more than the past 15 years of your career. For additional help, look to these examples Receptionist Kingley Corporation Denver, CO 6/2013 to PresentGreet customers in person and on the phone in a friendly and professional toneProofread internal and external memorandums, transcribe the handwriting of various staff members, and file and organize records on a daily basisIntroduce a more efficient, computerized bookkeeping system that exposed payment discrepancies and billing mistakes, saving the company an average of $10,000 per yearPerform scheduling, log keeping, and bookkeeping duties on a daily basisReceptionist Barney Billows, LLC Denver, CO 4/2009 to 6/2013Maintained an organized, welcoming, and comfortable visitor lobby and reception area Provided excellent customer service to visitors and callers while performing administration duties such as filing and reportingImplemented progressive database software to accelerate order processing, increasing th e companys annual profits by 10 percentResolved customer complaints, answered customer inquiries, and provided quotes on products and packages in a timely mannerRefine Your Education SectionThe education section of your resume should not be overlooked, as many positions require specific qualifications. Highlight your academic experience quickly and effectively by using our receptionist resume template for Word as an example and following our accompanying guidelines.Keep your list relevant. If you graduated from college, dont mention your high school, and only list your GPA if you are a recent graduate. List certificates, licenses, and professional development courses if they are applicable to the job to which you are applying. Feel free to highlight special honors as well.Receptionist Education Section ExampleAssociate of Arts in Business 2008Red Rocks Community College, Lakewood, CO

How to Negotiate a Higher Salary After a Job Offer

How to Negotiate a Higher Salary After a Job OfferHow to Negotiate a Higher Salary After a Job OfferYou try your best to establish your skill set, high work standards, and ideal salary range in an interview. Then, you still get a written salary offer that is lower than expected for the engineering job you had interviewed for.Asking for a higher salary feels stressful, but most employers expect you to negotiate at least a little. They know that their first offer isnt at the top of their budget. They know they can afford to pay you more, but it would be crazy to give you their highest salary offer right off the bat.Here are 3 techniques you can use to successfully negotiate your ideal salary amount, even after youve already received a written and signed employment offer letter.1. Validate your salary expectationsBack up your ideal salary amount with data from services such asGlassdoor. There are many online resources available that can help you show employers you are worth more than th ey are offering.You can simply do this by comparing industry averages and standards.Also, remember its always best to make a phone call instead of writing an email to schedule a time to talk about the official offer letters. Its an opportunity to ask questions about why a lower salary was offered.You might be given a legitimate reason as to why you arent worth that higher salary right now. However, you will hear details on how you can achieve that higher salary by participating in special projects or assignments.2. Go the extra mile with a 30-60-90 PlanOnce youve scheduled a meeting to discuss your compensation, be prepared to present a 30-60-90 plan. This is a written plan for your first 90 days on the job, typically with a separate section or entire new page for each 30-day period.Research the organization and position, thoroughly. You need to do this to successfully tailor the 30-60-90 plan to your employers needs.Make sure to include in your plan the time spent training, learnin g the companys systems, and meeting key employees. After day 90, you can include adding new strategies and offer feedback on existing company processes.I recommend job seekers ask detailed questions and take detailed notes during each interview stage. Whether it be on the phone or face to face, gathering information and data is helpful and can later be used to build your 30-60-90 Plan.3. How to use the PSI Framework to prove your worthPSI is an acronym for Problem, Solution, Impact. Use this PSI model to prove your worth to a potential employer during salary negotiations.Identify the 1 problem you are able to solve while at the company.This could be something with the development of a product, a company process, or a technological conundrum that your experience will help solve.Highlight the solution you offer with accurate detailsMake sure to share the impact that solution will have on the projects outcome or the companys bottom line. The impact should relate to something important and measurable to the company.This impact could be used to increase sales number or revenue, speed up a process to achieve results quickly, or increase a products final quality, or improve customer satisfaction and loyalty.During the interview process find out how your wertzuwachs will be measured so that you can use those facts and figure when the time comes to ask for higher compensation.Try these tips after your next salary offerTrying these tips will lead you to the engineering salary you want based on your hard work, knowledge, and experience.And remember that in life and career, we often dont get what we deserve, we get what we successfully negotiate.

A Prescription to Increase Productivity and Employee Morale

A Prescription to Increase Productivity and Employee MoraleA Prescription to Increase Productivity and Employee MoraleA Prescription to Increase Productivity and Employee Morale Blaszczyk, Managing Editor, Resource CenterWhat is organizational health? And why is it so essential to business success?Best-selling author Patrick Lencioni, whose books have included The Five Dysfunctions of a Team, says that it surpasses all other disciplines in business as the greatest opportunity for improvement and competitive advantage.With that in mind, we spoke with Lencioni about how large companies cangenerate organizational health.Monster Your book, The Advantage, emphasizes the importance of organizational health via leadership, teamwork, corporate culture, strategy and meetings.Why are these things so often overlooked in companies?Lencioni Business schools and the media tend to focus on what I call the smart side of business. These are the fundamentals of business and include areas such as strat egy, marketing, finance, technology and other decision sciences. However, being smart is only half of the equation.The healthy side of business, outlined in The Advantage, is often overlooked.Healthy organizations have minimum politics and confusion, high degrees of morale and productivity, and low turnover among employees.Many leaders shy away from health becauseThey dont see health as a real advantageThey dont want to take the time to work on health andHealth is difficult to quantify.Monster You emphasize four disciplines for organizational health, three of which focus on clarity. Why is clarity so important?Lencioni When I work with clients, we spend over half of our time together on clarity. Without it, silos develop, politics creep in and the organization falters.Developing clarity is not a onetime event. Once it is established, it must be communicated and reinforced continuously.MonsterThe third discipline, Over-communicate clarity, is a means of increasing productivity and e mployee morale.How can often-repeated messages stay fresh and meaningful?Lencioni Vary the medium and delivery of the message.And, keep in mind, employees would rather have consistent messaging than messages that are fresh. Some studies say that employees need to hear something seven times before they believe it.Monster What are four disciplines? How does the process work?Lencioni An organization doesnt become healthy in a linear, tidy fashion. Like building a strong marriage or family, its a messy process that involves doing a few things at once, and it must be maintained on an ongoing basis in order to be preserved. Still, that messy process can be broken down into four simple steps or disciplines1. Build a Cohesive Leadership Team The first is all about getting the leaders of the organization to behave in a functional, cohesive way.If the people responsible for running an organization, whether that organization is a corporation, a department within that corporation, a start-up co mpany, a restaurant, a school or a church, are behaving in dysfunctional ways, then that dysfunction will cascade into the rest of the organization and prevent organizational health. And yes, there are concrete steps a leadership team can take to prevent this.2. Create Clarity The second step for building a healthy organization is ensuring that the members of that leadership team are intellectually aligned around six simple but critical questions see these below.On topics ranging from why the organization exists to what its fruchtwein important priority is for the next few months, leaders must eliminate any gaps that may exist between them, so that people one, two or three levels below have complete clarity about what they should do to make the organization successful.3. Over-Communicate Clarity Only after these first two steps are in process (behavioral and intellectual alignment) can an organization undertake the third step over-communicating the answers to the six questions.Leade rs of a healthy organization constantly and I mean constantly repeat themselves and reinforce what is true and important. They always err on the side of saying too much, rather than too little. This quality alone sets leaders of healthy organizations apart from others.4. Reinforce ClarityFinally, in addition to over-communicating, leaders must ensure that the answers to the six critical questions are reinforced repeatedly using simple human systems.That means any process that involves people, from hiring and firing to performance management and decision-making, is designed in a custom way to intentionally untersttzungsangebot and emphasize the uniqueness of the organization.MonsterYou write about the importance of a cohesive leadership team. What motivates people to form a real team?Lencioni Oftentimes, people are motivated to become part of a real team because they are not getting the results they want or need.They are not getting traction and dont know why. Often, they have a hunc h issues on the team are blocking their success.Monster Can it be meaningfully fostered by financial reward?Financial reward should not be the driver for forming a cohesive team, but can help perpetuate the team ethic once established.LencioniIf a team is committed to each other and a common objective, a good portion of their compensation or reward structure, though not necessarily all of it, should be based on the achievement of that common objective.Monster Your 2002 book, The Five Dysfunctions of a Team, continues to be national bestseller.Is your hope that The Advantage will address these ongoing issues once and for all?Lencioni Is that even a remote possibility, given the tendencies of human nature?Yes, looking at the healthy side of business, whether the topic is teams or the organization, is messy.But just like marriage or parenting, some of the most rewarding pursuits in life are ongoing, never perfect. The key is to stick to a simple set of principles, learn from your misst eps and have the discipline to keep going.The six critical questions areWhy do we exist?The answer to this question will yield a core purpose, or the fundamental reason the company is in business.How do we behave?This question examines behaviors and values required for success.What do we do? This answer provides a simple, direct explanation of the business.How will we succeed? This question requires the team members to develop a strategy.What is most important, right now? The answer to this question is the establishment of a unifying thematic goal and action plan.Who must do what? This question addresses roles and responsibilities.Read more from Patrick Lencioni Cultivate a Healthy Business Culture for your Small BusinessAuthor BioPatrick Lencioni is a best-selling author, speaker and consultant with over two decades of experience working with CEOs and their executive teams. His most recent book is The Advantage Why Organizational Health Trumps Everything Else In Business (Wiley, 20 12).He is founder and president of The Table Group, a consulting firm dedicated to building healthy organizations. He is the author of many best-selling books including The Five Dysfunctions of a Team, which continues to be a weekly fixture on national bestseller lists his books have sold over three million copies.Pats work has been featured in numerous publications such as Bloomberg BusinessWeek, Fast Company, INC Magazine, USA Today, Fortune, Drucker Foundations Leader to Leader, and Harvard Business Review. The Wall Street Journal has named Lencioni one of the most in-demand business speakers.He has been a keynote speaker on the same ticket with George Bush Sr., Jack Welch, Rudy Guiliani, Bill Clinton, and General Colin Powell.