Customize this Outstanding Plant Manager Resume Sample

Customize this Outstanding Plant Manager Resume SampleCustomize this Outstanding Plant Manager Resume SampleCreate Resume Stewart Caleskie100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional SummaryProficient Plant Manager with a proven talent for overseeing cross-functional teams primarily in manufacturing and industrial settings. Especially adept at maintaining daily production levels, implementing cost-effective preventative maintenance and ensuring optimal quality. Accomplished team player with a commitment to sustained productivity spanning multiple production platforms.Core QualificationsManufacturing operationsPreventative maintenanceResource allocationContract negotiationsStaff schedulingCost controlOSHA complianceTime managementExperiencePlant Manager, July 2013 PresentLapsco Machine Operations, New Cityland, CAAuthorize machine maintenance and equipment upgrades.Resolve issues with payroll and staff scheduling.Coordinate activiti es of departmental managers.Confirm compliance with safety regulations.Regularly evaluate staff performance.Direct and manage plant operations.Track operating expenditures.Plant Manager, March 2008 June 2013Mantra Industrial Corp., New Cityland, CACoordinated with supply manager to improve vendor/supplier relations.Motivated production employees to achieve daily quotas.Worked with union representatives to negotiate contracts.Reviewed invoices and prepared purchase orders.Scheduled routine equipment maintenance.Improved the efficiency of the production process by eliminating duplicate and wasteful steps.Trained new assistant managers, operators and shift supervisors.Conducted routine safety inspections.Education2011 Bachelor of Science, Business ManagementUniversity of California, New Cityland, CA2007 Bachelor of Applied Science, Industrial EngineeringUniversity of California, New Cityland, CACustomize ResumePlant Manager Resume Questions1. If youve never held a plant manager job be fore, how do you make a plant manager resume?If you have experience working in a plant and are trying to advance to a management position, or if you are a manager in another field seeking to transfer to this industry, use your resume to show hiring managers you are able to handle the responsibilities of the open position.As our plant manager resume sample shows, your resume should include a professional summary, core qualifications, experience, and education section. In each section, emphasize transferrable skills and experience. Show your understanding of manufacturing processes and emphasize management skills, such as staff supervision and scheduling.2. What is the best design for a plant manager resume?For your industry, a simple, clean design is likely the best vorkaufsrecht for your resume. Choose a design similar to that of our plant manager resume sample. Such a design uses a black font and plenty of white space to help employers read through each section quickly. Instead of graphics and pictures that may distract from your content, use large headers for every subsection and bullet points in your core qualifications and experience section.3. Whats the best way to show you work well in a team on a plant manager resume?Take a look at our plant manager resume sample. The jobseeker labels himself as a team player in his professional summary. He then includes in his experience section such descriptions as coordinate activities of departmental managers, worked with union representatives, and trained new assistant managers.Follow this example by identifying your ability to work well with others in at least one of the sections of your resume. You may want to mention this skill in your summary to bestattungs the attention of hiring managers. Consider using your experience section to describe working with other managers and the rest of your staff in previous jobs. Use words such as collaborate and coordinate to illustrate your teamwork skills.4. What should you i nclude about your accomplishments on your plant manager resume? Most jobseekers know to write about relevant skills, experience, and education in their resumes, as our plant manager resume sample exemplifies. However, many forget to illustrate their accomplishments. Think back over your career- did you motivate staff to exceed production levels or implement troubleshooting and preventative maintenance policies to reduce company costs? List such accomplishments in your document to stand out in a vast hiring pool.Remember that providing specific details concerning your accomplishments makes them more impressive to hiring managers. Quantify your achievements if possible and describe the skills you used to succeed.5. Whats an example of a great plant manager resume? Our plant manager resume sample is an example of a great resume. The jobseeker in our sample avoids spelling and grammatical mistakes, includes every important resume section, and draws attention to numerous qualifications, such as allocating resources, negotiating contracts, complying with OSHA, and managing operations and staff. To make a document as remarkable as this sample, use our quick resume builder. All you have to do is follow a few easy steps to create a resume in minutes.

7 Factors to Consider Before You Make a Job Offer

7 Factors to Consider Before You Make a Job Offer7 Factors to Consider Before You Make a Job OfferWhen you consider making a job offer, its tempting to offer the job to the candidate who is most like you. The candidate feels as comfortable as a well-worn shoe. You wont get many surprises once you make the job offer, and your gut is comfortable that your favorite candidate can do the job. Beware, beware this practice. Why does your organization need anotlagezu sich employee just like you, a candidate who is as comfortable as a well-worn shoe? Is this candidate for your job offer really the best that you can do? Does she complement the rest of the kollektiv and bring new skills to the table? Does she expand the capacity of your team to contribute to your organization? For the best possible hire, all of this must be true. Before You Make the Job Offer Take Time to Reflect What factors must you consider when youre down to the wire and making the actual hiring decision? Before you mak e a job offer, consider unterstellung issues. But, first, lets backtrack for a moment. Youve gone through all of the expected steps to prepare to make a job offer. Youve Reviewed job applications to select the most qualified candidates to bewerbungsgesprch.Invited your best candidates in to interview with your interview team.Held second, and even third interviews, with your candidates who appear to be the most qualified for your job.Obtained interview debriefing information from all employees who participated in your interview process.Performed hintergrund checks to validate each finalists credentials. Factors That Should Influence Your Job Offer Decision Youve now reached the most critical point in the many-step hiring process. Given your essentially qualified candidates, who will get the job offer? The small group tasked with the final decision must decide on the candidate who will receive the job offer. Do you go with your gut and make the job offer to the candidate that you like the best? Offer the job to the candidate youd most enjoy having lunch with regularly? Throw your hands up in the air and recognize that all of your finalists could actually do the job? Pick the person whose recent experience is most relevant to your companys products and customers? The final hiring decision is a dilemma you face every time you want to make a job offer. At this fork in the road, your candidates have been verified as having particular skills and experience. Here are the seven critical factors to consider before you select and hire your candidate. 1. Review the feedback information from the employees who served on your interview team. Its impossible for 10-12 people to sit at the table to make the final decision, but their input deserves attention and review. Before a recent job offer, three interview team members gave the hiring manager the feedback that one of the candidates appeared to have a 9 to 5 mindset. In a company wherbeie every employee does whatever ne eds to be done when needed, this vibe rubbed the interviewers the wrong way. It was the ultimate deal breaker for the candidate who did not receive the job offer. 2. If you have been able to obtain feedback from former supervisors and managers of the potential employee, you have a goldmine to review. Yes, people change, but not that much, and not that quickly. So, performance feedback, and especially the positive response to the question, would you rehire this employee, should be a powerful factor in your decision to make a job offer. 3. The time you spend with each candidate is an opportunity to assess the candidates potential to fit within your culture. Does this mean that you select the candidate you like the best? Not if you want to make the best job offer. What you seek when you consider cultural fit is the candidate who will succeed in your workplace. For example, you dont want to select an employee who prefers to work alone for a job whose holder will only succeed by influenc ing a larger team. You dont want to make a job offer to a candidate who was energetic, forceful, and well-qualified - when he interviewed with your companys executives. But, in the interview with potential coworkers, he, literally, talked over their heads, impatiently checked his watch several times, and asked, is that all, after the fifth or sixth question. He wont fit into a culture that values the unique contribution of each employee, regardless of the level or job. On the other hand, you dont want to eliminate a hard-charging candidate, even if she makes the committee a bit uncomfortable with her energy, dedication, and drive. Maybe your organization could use, as Emeril from The Food Network says, some bam and bam and bam, to kick the energy and drive up a notch. So, be careful with cultural fit. The goal is not that all employees are vanilla when you consider making a job offer. 4. You do need to assess whether you are confident that the potential employee, with appropriate t raining and mentoring, can do the job. In answering this question, you also need to assess your candidates relevant experience. Rarely is a new job an exact match with what an employee did in another organization. Perhaps your candidate for a customer service role has fantastic verbal skills and professionally and positively served customers face-to-face all day long. Can he bring these skills to bear on a customer service function that is 100 percent on the phone and by email? Maybe, maybe not. Did you test his ability to write a coherent email? Will he thrive in an environment in which his only face-to-face interaction is with coworkers? These are tough questions when you assess a candidates ability to do your job before you make a job offer. In another example, your candidate excelled at selling clothing in a retail store. Does that mean that she can do sales for your organization? Maybe. Can she bring these sales skills to a sales job that requires her to collect information in an email form and then, price a bid for the clients business? Does she have the follow-up skills and persistence necessary to pursue the potential sale for six months to a year? How about her ability to handle rejection at work? In a retail setting, its just another sweater. After six months of pursuing a clients business, failure to make a sale is discouraging and deflating. A powerful question that needs an answer when you consider making a candidate a job offer is whether the candidate will continue to grow his skills in your organization. The ability of your employees to grow, develop new skills, keep up with the changing world and marketplace is critical. What did you hear the candidate say during the interviews that enables you to believe that he is committed to keeping growing? What in the candidates background tells you that the potential employee is committed to ongoing development? Does your candidate read, participate in workplace book clubs, stay abreast of his field pro fessionally? Is he interested in the world and do you have the sense that he continually looks at the marketplace and adjusted his skills and practice accordingly? Does he learn new programming languages and obtain viable certifications? You must see evidence of a commitment to growth. If he doesnt have this commitment prior to your job offer, he wont suddenly obtain it when you hire him to do your job These questions lead us to your next factor that needs serious consideration before you make a job offer. Which of your candidates has the most upside potential? Beyond a commitment to learning and developing mora skills, will your candidate be capable of progressing in your organization? If an employee, does she have managerial potential and interest. Can you see her developing the skills necessary to lead a project team? You are not making a job offer just for your currently open job. You are asking an individual to join your company. And, it is often way too tempting to hire the fi rst warm body who can do the job - an unfilled position is painful and the work is piling up. But, this is a significant mistake in candidate selection. Its one that youll want to combat, too. You may even have a supervisor who secretly, with or without awareness, wants to make a job offer to the candidate who will stay in the current job forever. You want to make a job offer to the individual who exhibits the most upside potential for your organization. To do less than this, in your job offer, is to nullify your entire selection process. Because, yes, you can do better than this. 7. Finally, you need to assess which candidate will add overall strategic and personal value to your workplace. Which candidate can you visualize working across department boundaries to forge cohesive solutions for customers? Will one of your candidates head up philanthropic giving over time - she expressed a deep commitment to giving to the community and her actions bore out her words. Did one of your c andidates exhibit behaviors in the past that lead you to believe that she will continue to care about coworkers in her new job, should you make the job offer. You need to consider the overall value that the candidate offered in her prior employment. Did she learn the companys products even though her job was not to sell them? Did she keep up with the happenings in different departments and exhibit an overall value for and concern about the whole organization? Or, did she sit at her desk and just do her job? You are seeking to make the job offer to the candidate most likely to add value to your overall organization and its customers. What Did You Learn When You Considered Making Your Job Offer? These are the seven critical factors that you must consider before you make a job offer. Sadly, you may find, when you consider these questions and key factors, that you dont have all of the information that you need for your assessment. A phone call or two might solve your information pro blem, but its much more important to prepare your team to do a better job in the future. This is a great opportunity for you to assess your recruiting and hiring process and interview questions. You want to make sure that you are better prepared in future recruitments, to obtain the information that you need, so that you can make a more educated and informed job offer.

How to Become a Pregnant Model for Maternity Clothing

How to Become a Pregnant Model for Maternity ClothingHow to Become a Pregnant Model for Maternity ClothingVictorias Secret Angel Alessandra Ambrosio famously walked the runway in 2011 when she was expecting her second child wearing only some racy lingerie and a 30 lb. and a six-foot-wide pair of copper angel wings. Most pregnant women, models or not, likely applaud Alessandra for rocking the runway the way she did, but there is a market for maternity models that doesnt require wearing lingerie for millions of people to see If youre expecting, or plan to be soon, there are a few things you should know about being a pregnant model. If Youve Never Modeled Before, Its a Good Time to Start Even if modeling is something totally new to you, beginning as a pregnant model can actually be a great time to start. There is a specific niche for pregnant models because theyre needed for maternity clothing and lingerie ads, among others. Next time youre flipping through a magazine, take note o f all of the kinds of ads pregnant models are used for, and youll likely find the industry is WAY more popular than you expected. Importance of Staying Healthy and Fit Throughout Your Pregnancy Of course, your body will go through changes when youre pregnant, but if you want to be a maternity model you will need to maintain a healthy physique. Experts recommend keeping up with a diet and exercise regime appropriate for pregnant women and approved by your doctor throughout your pregnancy. Many women enjoy a natural glow about them during their pregnancy, along with thicker hair. You can use these perks to your advantage as they can really enhance your look in photographs. Youll Need to Keep Your Industry Updated Throughout Your Pregnancy If you are signed to a modeling agency when you are pregnant, you will need to keep them updated with regular shots of your growing belly so they know the kinds of work you would be the perfect fit for. Some agencies may even ask for weekly u pdates. Dont worry about your belly looking too big or too small, as there are markets for ALL sizes of pregnant bodies and bellies. Confidence Is Key While its important to be confident in all types of modeling jobs, a beaming smile and confident look is highly coveted in maternity models. Most ads featuring pregnant woman showcase them looking happy and healthy to portray a positive message. If you are submitting snapshots to a modeling agency, make sure you have great posture (shoulders back, chin up) and dont be afraid to show off your belly. When you feel at ease with your body it will come through in photos and give you the happy, glowing look agencies love in maternity models. Getting Started While there are some agencies that cater specifically to expectant mothers, there are also model agencies that cater to models of ALL shapes, sizes, ages, and heights, and those would be a good choice if youd like to continue modeling once youve had your baby, and you could even get your baby modeling too. Not only is there a market for expectant models, but there is also a huge market for family modeling including infants of all ages and stages. If you think youd be a great maternity model, (or any kind of model) theres no time like the present to begin. The modeling world is constantly growing and changing and there are markets for all kinds of looks. If youre already a model or want to become one, being pregnant definitely doesnt need to stop you, and in fact, in might be the perfect way to break into the industry