Customize this Outstanding Tutor Resume Example 6

Customize this Outstanding Tutor Resume Example 6Customize this Outstanding Tutor Resume Example 6Sample Tutor ResumeCreate Resume EDUCATIONWesleyan University Middletown, CTCandidate for Bachelors of Arts May 2009Major PhilosophyUniversity of California, Los Angeles Los Angeles,CACoursework in Math, Calculus Summer 2006University of California, Irvine Summer 2008Coursework in Philosophy, Introduction to the Theory of KnowledgeHONORSSpirituality Award awarded to a student who has demonstrated a commitment to actively engaging in spirituality services and/or activities at Wesleyan Spring 2008SKILLSComputer skills Proficient in Microsoft Office applications, PhotoshopEXPERIENCEFreeman Athletic Center, Wesleyan University, Middletown, CT May 2008Gymnasium MonitorMaintain entrances and exitsGreet guests and answer any questionsAnswer telephonesMaintain cleanliness of the spaceReunion/Commencement Staff, Wesleyan University, Middletown, CT May 2008Camp Cardinal CounselorSupervise childre n (6-13yrs)Student Leadership and Activities Development, Wesleyan University, Middletown, CTFebruary 2008-PresentEvent StaffRepresent the Deans office and assist Public Safety as a positive peer presence at student organized and student run social eventsAssist Event hosts in managing entrances and exits of event venueMaintain safety and organization throughout the eventForever 21, Montebello, CA June 2007-August 2007 Sales AssociateMaintain store cleanlinessMaintain good customer relationsReach daily sales goals and act as personal shopper for customers in needTraverse Square Tutoring Center, Wesleyan University, Middletown, CT September 2006 PresentTutor/CoordinatorAct as role model and friend to underprivileged children (pre k 12th)Administer tutor-children match ups to promote growth in the relationships between the student, tutor, and any outside influencesCreate after school programs to show positive reinforcements outside of schoolMaintain relationships between the children s school teachers and families to promote higher educationMemorial Chapel and 92 Theater, Wesleyan University, Middletown, CT January 2006-PresentUsher/House ManagerAssist Event hosts in managing entrances and exits of event venue and assist in seatingMaintain safety and organization throughout the eventMaintain positive relations with guests and hostsOversee other ushers and maintain good healthy work relationships among co-workersSun Yat Sen Chinese Institute, Monterey Park, CA April 2002-June 2005TutorAct as tutor/role model to students (K-8th)Assist with homework from outside elementary/intermediate schoolsAct as counselor for outside issuesAssist with after school activitiesACTIVITIESDancer Advanced Spring Dance Spring 2007 and Spring 2008Member Wesleyan University Worship Team October 2007-PresentMember Wesleyan University Rugby Team January 2006-June 2006Customize Resume

Candidate Background Checking to Avoid Resume Fraud

Candidate hintergrund Checking to Avoid Resume FraudCandidate Background Checking to Avoid Resume FraudResume and background checksare integral to finding the right candidate for a job. During times of economic challengewhen people are desperate for jobs and may falsify their information,checking the background and credentials of your potential employee is crucial.Resume and Background Check FindingsYour review of employment application materials such as resumes, cover letters, and job applications must assume that a percentage of your applicants are lying about their credentials and job experience. Experts estimate that 20 percent to over 50 percent of job applicants lie to embellish their credentials.In fact, Steven D. Levitt, the co-author of Freakonomics, and an economics professor at the University of Chicago, cites research suggesting that more than 50 percent of job applicants lie on their resumes. In addition, cover letters are notorious for embellishment and exaggeration.An even larger portion of resumes is misleading. They may embellish job responsibilities or change actual job titles. They may even blur dates so the employment record is difficult to follow and confirm.Employment application fraud is rising. Employers need to screen employment applications to discern lying, exaggeration, and enlargement of experience, education, and credentials. Fake degrees are on the rise even bogus job references are prevalent in todays job market.Additionally, human resources (HR) offices report an increase in applications for most jobs. This means that HR offices are weeding through more unqualified applicants and investing time and energy ensuring the accuracy of backgrounds presented on application materials.In addition to fabricating credentials, desperate people will take any job offered even if its not the best fit for them or their needs. This includes taking jobs such as parte-time work, night shifts, and assuming unwanted responsibilities. Of course, the ir job search continues on the sly.According to findings from theHireRight 2017 Employment Screening Benchmark ReportCandidates, even at the highest seniority levels, are regularly embellishing their resumes.85% of survey respondents uncovered a lie or misrepresentation on a candidates resume or job application during the screening process up from 66% five years ago.77% said screening uncovered an issue with a candidates background that would not have been caught otherwise.Yet, only 49% of respondents verify candidates education credentials today, despite the many headlines in recent years of executive-level scandals involving falsified degrees.Tips for a Successful Candidate Background Checkbehauptung are alarming statistics because they come from sources that actually check and save statistics about each area of potential fraud on application materials. Where does that leave the average employer in their candidate background check?The time you spend on the front end will save you the time and energy youll spend later addressing unqualified employees.These 10 suggestions may save you the trouble of hiring a fraudulent employeeReview resumes, cover letters, and employment applications with a skeptical eye. Do not take them at face value. Faked academic credentials are also on the rise, so be aware of these as well.Ask specific questions about statements made on the resume duringyour initialphone screen and during the subsequent interview. Ask the candidate questions such as How did you achieve the stated results? What did you measure to determine that you had accomplished the stated improvements? What role did you play on the team that rolled out the marketing strategy? What was your official title? What was your unofficial contribution? Careful questioning should reveal differences between stated facts and reality. According to Cari Tuna in How to Spot Resume Fraud in the Wall Street Journal, When managers ask candidates about claims on their resumes, they s hould look for suspicious behavior. Red flags include broad, vague answers to specific questions. Other times, job-seekers refuse to say to whom they reported, or who reported to them, citing confidentiality.Background checking has become critical. Check every fact including degrees, dates of degrees, degree majors, employment history, exact dates of employment, direct supervisors names, job titles, job functions, salary history, and reason the candidate left each job. If anything seems suspicious, ask the candidate for details and verify the stories the candidate tells you. Ask the candidate for verification.Check the candidates history angeschlossen using internet search engines such as Google and social media sites such as Facebook and Twitter to see if the applicants history online differs, in any way, from the facts the applicant provided in all application materials. If you find differences, dig deeper, or ask the applicant for an explanation.Look into the candidates credit hi story for any position that deals with money, compensation, and any type of financial information.Employershave received an increasing number of notes from HR people who do not want to hire people who have poor credit ratings. They anticipate the increase in staff work related to such issues as wage garnishment, and more, that poor credit will cause in the future.Call references in addition to those that the candidate provides. References they provide are generally positive and will speak well about the candidate. It is unusual to find a reference who says, No, that does not sound like a job he will do well, in response to an employers query,?which did happen.Call every recent direct supervisor and ask detailed questions about the candidates responsibilities. Cast a wide net to people you know who may know the candidate in their industry and among your contacts. In addition to using email lists to contact colleagues for recruiting purposes, use them to check your candidates backgrou nd.Perform the saatkorn checks on any candidate who has been provided to you by a third party, such as a temporary staff provider firm or a recruiter. Even if you have an agreement with the firm about what they will check, recognize that no one will ever care as much as you do about bringing qualified, superior staff people into your firm. Every employer has found cases of fraudulent education, work experience, and several serious criminal histories that included violence, arson, and armed robbery when your temp firm has supposedly double-checked candidate credentials.Establish a no-tolerance policy and track record. If you find the candidate has lied or exaggerated credentials in any way, eliminate the candidacy. If you discover a current employee committed any type of fraud during the hiring process, investigate, and then terminate the persons employment, if you find the employee was untruthful. Establish a no-tolerance policy as an employer and hopefully, your reputation will spr ead and deter fraudulent behavior in candidates.Performbackground checks that make sense for your job and your industry. Todd Owens, the General Manager of TalentWise, suggests, Drug screening is important if your applicants are going to be working with heavy machinery, for example, in the construction industry, or exposed to prescription drugs in the healthcare industry.If the applicant will drive company vehicles as a part of their job responsibility, checking their driving records is a must. Additionally, Owens says, Take advantage of the National Sex Offender Registry database its quick and easy and will go miles in protecting your company from hiring a known sex offender, especially if your business is associated with children or the elderly.Do appropriate candidate background checking to spare your company the negative effects of resume and job application fraud. Time spent in prevention by performing a thorough candidate background check, will save you time, energy, and heart break.

5 Ways to Evaluate Company Culture During a Job Interview

5 Ways to Evaluate Company Culture During a Job Interview5 Ways to Evaluate Company Culture During a Job Interview5 Ways to Evaluate Company Culture During a Job InterviewEvery company is not one-size-fits-all. Heres how to determine if its the right fit for you.Interviewing is a mutual process of getting to know one another that ultimately allows you, the candidate, and a prospective employer to determine if youll fit into the company culture, be productive and thrive in their work environment.As a job seeker, you have a skill set, a background and a personality that, when plugged into the right place, will help make the organization productive and profitable. A wrong fit, however, does nobody any good. Since youll invest significant time and energy into your next job, its in your best interest to do your research and determine if the company culture is the right fit before you accept a job offer.Luckily, there are many resources available to help you make this assessment. departure by taking advantage of sites such as LinkedIn and Glassdoor and talking to employees who currently work at the company to gain valuable insights into the work environment and culture. However, there is only so much you can learn about an organization beforehand. You wont see the whole picture until you visit the company for a face-to-face interview. This is one of the most important (and often overlooked) opportunities to learn what the job is really like.Here are five questions to ask yourself during the interview process that will help you decide whether the job will be a good fit for youWhat is their interview scheduling process like?A good clue as to the organization and professionalism of a company is how they schedule an interview with you. Do they give you enough notice so you can clear your schedule, or do they expect you to be available on a moments notice? How they perform this step is likely indicative of how they typically interact with their employees. If you need to t ravel to the interview, take note of how this is handled as well.How are you received when you arrive?When you arrive for the interview, what is your first impression? Is it warm and welcoming or cold and foreboding? Is there is a receptionist? If so, do they know to expect you or are they surprised by your presence? Are you offered a glass of water? All these little things speak volumes about the company culture.Do they respect your time?It is never acceptable for a candidate to be late for an interview, but candidates should also take note of how well their time is respected. Of course, emergencies can happen, but if you are not greeted by the appointed start time of the interview, this could be a red flag. This is especially true if no one offers you an apology or explanation.What types of questions do they ask?Pay close attention to the questions that are asked in the interview, because these are almost always indicative of the problems the organization is having that they will want you to solve. Having problems is not in and of itself an issue, but depending on your skill set and tolerance, some may be right up your alley and some may leave you saying thanks, but no thanks. For example, if they spend a lot of time asking how you respond to angry customers and critical supervisors, you can be sure this will be a part of your job, should you choose to accept it.How are things left once the interview is over?Are you given clear timelines and expectations or is it left vague and open-ended? Did you get the feeling they enjoyed meeting you or was the process cold and sterile?While there is no way to know exactly what a company is like until you work there, these cues will give you a reasonably good idea of what to expect. Remember, this isnt necessarily about good and bad, as some environments will appeal more to certain individuals than others. Take a moment to define what is important to you, and then figure out how well the prospective employer measures up. Need help? Hire a TopResume writer to help you write the next chapter of your career.Related Articles