Lets cover each of the approaches to gain a better understanding of the issues at play. Listing the Agencies Prominently, first, you could list only the agencies that you worked with as the employers and provide a generalized job description that draws on all of your experiences cumulatively. One advantage to this approach is that it will demonstrate a little more stability. Chances are pretty good that you worked with fewer agencies than hospitals, so each work history entry will have a longer time span than if you were to list the hospitals individually. Another advantage of this approach is that your work history will list your actual employers which is the technically correct thing to do on your resume. While your work was conducted at the hospitals, your actual employers were the agencies that you worked with.
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How are you to account for this work history in a way that conveys your professionalism? This is actually more difficult than it seems and there may be no clear-cut answer, at least as far. Applicant Tracking Systems (ATS) are concerned. Atss are the computer programs used by pretty much every hospital in the country to automatically rank nursing job applicants. To accomplish this, these systems utilize sophisticated resume parsing features that search resumes for keywords applicable to the job in question and feed the data into a database that presents the information to recruiters and screeners. Theyre also programmed to understand the context the keywords are used in to guard against people tricking the system by loading their resumes with random keywords. If theyre smart enough to do that, then theyre smart enough to recognize essay a choppy employment history. How to put your Travel Nursing Work history on your Resume. So your task is to determine how best to display your work history in a way that explains both its choppiness and its amazingness. I have seen resumes utilize several approaches to handling this conundrum. Each approach has advantages and disadvantages.
The problem of short term employment as a travel nurse. One of the perceivable negatives your travel nursing work history is the seemingly erratic nature of your employment history as a travel nurse. Most travel nursing jobs are 13 weeks and maintaining your tax-home in order to continue to accept tax-free stipends means you wont be working in any one location for very long. You may even take 4, 6, or 8 week jobs. And you may also work some prn here and there to fill in gaps or make some extra money. To compound problems, you will most likely have worked with several different staffing companies. The resulting employment history can make you look unemployable to the untrained eye.
Also, the study has a large sample size, compared to tests of discrimination retrolisthesis with real applicants. One weakness of the study is that it simply measures callbacks for interviews, not whether an applicant gets the job and what the wage for a successful applicant would. So the results cannot be translated into hiring rates or earnings. Another problem of the study is that newspaper ads represent only one channel for job search. Share this article 11200, a significant percentage of those who engage in travel nursing will eventually make the transition back to permanent employment. Conveying your travel nursing experience on your nursing resume in a way that both masks the perceivable negatives and capitalizes on the great experience youve gained can be challenging. Understanding the issues at play will help working you formulate the best possible strategy.
Further, discrimination levels are statistically uniform across all the occupation and industry categories covered in the experiment. Federal contractors, sometimes regarded as more severely constrained by affirmative action laws, do not discriminate less. Neither do larger employers, or employers who explicitly state that they are "Equal Opportunity Employer" in their ads. Another finding is that employers located in more African-American neighborhoods in Chicago are slightly less likely to discriminate. There is also little evidence that social background of applicants - suggested by the names used on resumes - drives the extent of discrimination. The advantage of their study, the authors note, is that it relies on resumes, not actual people applying for jobs, to test discrimination. A race is randomly assigned to each resume. Any differences in response are due solely to the race manipulation and not to other characteristics of a real person.
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Race, the authors add, also support affects the reward to having a better resume. Whites with higher quality resumes received 30 percent more callbacks than whites with lower quality resumes. But the positive impact of a better resume for those with Africa-American names was much smaller. "While one may have expected that improved credentials may alleviate employers' fear that African-American applicants are deficient in some unobservable skills, this is not the case in our data the authors write. "Discrimination therefore appears to bite twice, making it harder not only for African-Americans to find a job but also to improve their employability.".
From a policy standpoint, this aspect of the findings suggests that training programs alone may not be enough to alleviate the barriers raised by discrimination, the authors write. "If African-Americans recognize how employers reward their skills, they may be rationally more reluctant than whites to even participate in these programs.". The experiment, conducted between July 2001 and January 2002, reveals several other aspects of discrimination. If the fictitious resume indicates that the applicant lives in a wealthier, or more educated, or more-white neighborhood, the callback rate rises. Interestingly, this effect does not differ by race. Indeed, if ghettos and bad neighborhoods are particularly stigmatizing for African-Americans, one might have expected them to be helped more than whites by having a "good" address.
Higher quality applicants were given a little more labor market experience on average and fewer holes in their employment history. They were also portrayed as more likely to have an email address, to have completed some certification degree, to possess foreign language skills, or to have been awarded some honors. In total, the authors responded to more than 1,300 employment ads in the sales, administrative support, clerical, and customer services job categories, sending out nearly 5,000 resumes. The ads covered a large spectrum of job quality, from cashier work at retail establishments and clerical work in a mailroom to office and sales management positions. The results indicate large racial differences in callback rates to a phone line with a voice mailbox attached and a message recorded by someone of the appropriate race and gender.
Job applicants with white names needed to send about 10 resumes to get one callback; those with African-American names needed to send around 15 resumes to get one callback. This would suggest either employer prejudice or employer perception that race signals lower productivity. The 50 percent gap in callback rates is statistically very significant, bertrand and Mullainathan note. Are Emily and Greg More Employable than lakisha and Jamal? A field Experiment on Labor Market Discrimination (nber working Paper. It indicates that a white name yields as many more callbacks as an additional eight years of experience.
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Despite laws against discrimination, affirmative action, a degree of employer enlightenment, and the desire by some businesses to enhance profits by hiring those most qualified regardless of race, african-Americans are twice as likely as whites to be unemployed and they earn nearly 25 percent less. Now a "field experiment" by nber faculty research Fellows. Marianne bertrand and, sendhil Mullainathan blume measures this discrimination in a novel way. In response to help-wanted ads in Chicago and Boston newspapers, they sent resumes with either African-American- or white-sounding names and then measured the number of callbacks each resume received for interviews. Thus, they experimentally manipulated perception of race via the name on the resume. Half of the applicants were assigned African-American names that are "remarkably common" in the black population, the other half white sounding names, such as Emily walsh or Greg baker. To see how the credentials of job applicants affect discrimination, the authors varied the quality of the resumes they used in response to a given.
If the fonts are using on your system please download missing fonts from dafont or, font Squirrel. Images, some images are included with this free template: vector image of a bubble in the header, shadow for case study page, social icons in the header, and a background image. Portrait of designer and dummy images of works are not included with this template. Preview, please click image below to edition see preview of all the pages. Download, portfolio interactive resume is absolutely free, all we ask is that you recommend this site to your friends. Thanks a bunch, your support encourages us to create more high-quality free inDesign templates! "Job applicants with white names needed to send about 10 resumes to get one callback; those with African-American names needed to send around 15 resumes to get one callback.". A job applicant with a name that sounds like it might belong to an African-American - say, lakisha washington or Jamal Jones - can find it harder to get a job.
you distribute the template. Url shortcut to this site. You must keep this file if you decide to distribute the template. Fonts, free fonts are used to create this template.
The icons are linked to url (you can easily edit this to point those to your own www blume address). Two color themes: light and dark, choose whichever you like better. All the links in the document are very easy to edit via inDesign hyperlinks settings. Arhive package you download will include the following files: Portfolio interactive resume dd InDesign template, dark theme version. Portfolio interactive resume x InDesign template, dark theme version for CS2. Portfolio interactive resume dark. Pdf pdf preview file.
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Interactive portfolio resume is a stylish and modern e-resume for graphic / web / print designers, photographers, and artists who would like to showcase their work. The portfolio is made of three tnt sections: Case study: use your most effective work to show off your skills. This page describes one customer / project in details. Recent works: this is where you describe your best works. Each work goes to url (this can be disabled). About me: resume page where you tell your customer about your education and your work, your skills and your talents. The pages are interlinked and clicking on top menu items will take you to the appropriate page. Contact me icons include twitter, facebook, web site and email but you can replace those with anything else or remove altogether.