The Pain of Free Online Resume

The Pain of Free Online Resume Understanding Free Online Resume The resume builder has identical settings, thus would make certain your job history is in the proper order. Graduate from the university is a great achievement. The Free Online Resume Pitfall Instead, the organization would like you to cut and paste your resume in their web-based job application. You may receive a completely free copy of your preceding employers background check in addition to any records a government agency could have. When submitting an application for jobs on the website, you simply have to click the saved resume you created on the website. After you have created a resume utilizing a work search engine resume builder, the website will enable you to share it together with employers on precisely the same job search engine. Photo Sharing and Storage If youre interested in sharing photos, services like Flickr and Picasa permit you to store photos on the internet, and even providing you with the choice of allowing other people to access them or download them. If you cant locate a free internet portfolio site which suits your demands, consider creating your own webpage, or adding your files to your blog. To be a model on the internet, you must set an internet presence that will get you noticed. Make sure to acquire all your pictures in digital form from the photographer, because youll want to upload them online. A web-based CV maker is fast and easy with predefined settings, yet theres a great deal of room to reflect your personality. There are at least hundreds of free resume cover letter examples on the web. You might have to edit your resume within the text box to be certain it mucksmuschenstill appears professional. The Ideal Strategy to Free Online Resume The custom of building an internet portfolio and linking a resume to it is growing in popularity for a few reasons. Taking a little more time may be the aspect which gets your resume pulled ahead of others. Situation particular resumes generally signify they are especially formatted to suit people in a certain situation, for instance, entry level resumes, inter-company transfer resumes, etc.. The key in picking out the right resume template is scouring through your many choices to come across the one which will make a long-lasting impression on the possible employer. Standard Resume provides many different templates which can be viewed on your desktop or cell phone. Templates have a preset format that allows you to just fill in the blanks and make a professional looking resume. PDF templates are professional and allow the candidates to easily stick out. Templates and examples are available online. To do this, you may download the absolutely free compilation office suite, OpenOffice. Microsoft provides a range of formats in their sie sagen es program using their Resume Wizard or at their site. Furthermore, if you work with MS Office, you will see that Microsoft provides a range of built-in templates available. Introducing Free Online Resume Moreover, you might be requested to complete entry forms to accompany your resume. Youre entitled to a free credit report annually. Presenting your information visually will help you distinguish yourself from the crowd. Wait to List References You may have a very long collection of references that are eager to bring a very helpful word if called by a prospective employer. Cost is no problem because much of the really excellent stuff is completely free. Simple doesnt need to mean uninspired and boring. Employing a resume template is now an acceptable and smart practice for quite a few explanations. The Free Online Resume Chronicles Its fast and simple to use. You may believe that there are already dozens of free resume building services out there in the internet world. Choose how youre likely to begin creating your resume. If youve thought about starting an internet site but dont have any idea what is nee ded to do it, a blog is the simplest way to find that experience. Theres no correct or wrong approach to upload your resume to the internet.

Living in the Material World

Living in the Material World Living in the Material World Just as clothes make the man, werkstoffs make the part. When a material is perfectly suited to a konzeption, the resulting structure holds up under heavy use, springs back into shape when bent, and handles high temperatures without buckling. It does exactly what we ask.Yet engineers often fail to select the ideal material for their konzeptions. This is not because they are lazy or do not appreciate the difference materials can make. Rather, it is because their rechneruntersttzte konstruktion systems often push them in other directions. rechneruntersttzte konstruktion systems are essentially tools optimized for just one job, design. Only after engineers have completed their rechneruntersttzte konstruktion models do they input the materials that give those designs their physical (and other) properties. But how do they know if they have selected the best material for the job? Or whether switching to a better but unfamil iar material might enable them to improve their design? This is an important consideration, because for products to reach the next level of performance, materials need to become part of the design process itself, contends Yan Wang, an associate professor of computer-aided engineering and design at Georgia Tech. Materials discovery and integration is the key to the new products we want to make, Wang said. His research has explored that issue since 2000. It is a task rechneruntersttzte konstruktion vendors are only beginning to tackle today.Materials Selection Now To appreciate how Wang and others want to change design, consider how engineers create products today. Essentially, they abflug with a function, then design structures and geometries to achieve the desired performance. After they complete the design they choose a material. Their goal is to pick one whose strength, durability, hardness, flexibility, thermal, and other properties best match the parts function. On ly then, drawing on simulation tools like finite element analysis (FEA), can they analyze the designs performance to see if they chose the right material. This is an iterative and time-consuming process. Based on the limitations of the material, engineers might go back and tweak elements of their design. If those design changes make the part too large, heavy, or expensive, they might specify a different material. Back and forth they go, redesigning and simulating. Eventually, they reach an optimized design- or, to be realistic, a compromise they can live with. Part of the problem is that most designers work from a very limited portfolio of materials, said John Downing, a technical communications specialist at Granta Design in Cambridge, England. Designers rely on supplier recommendations or simply reuse what they have used before, he said. Granta wants to expand their options. It does this by providing databases of materials and their properties, sometimes called libr aries, that engineers can integrate into their CAD systems. This starts with CES Selector, a stand-alone library of material property data that helps engineers screen materials based on design objectives and constraints. ansicht criteria include not only materials properties, but also processing, economic, environmental, and other engineering constraints. Granta helps engineers wade through this data by graphically plotting these trade-offs, so engineers can see how the candidates measure up against the competing objectives of the application. The tool is useful for identifying potential materials during the conceptual design phase and when searching for a replacement for a material that is not working out, Downing said. Toward Integration Although CES is an independent software program, it works with Grantas MIMaterials Gateway, an app designed to work within many CAD systems as well as some simulation and analysis software. The app enables engineers to create datab ases that combine the Granta data library with their own in-house materials database, and to narrow down choices by searching for properties within those materials, Downing said. Having a materials library is a good start. In fact, for many engineers who make products for applications whose demands are well-characterized, it is probably enough. But engineers who want to move beyond the usual suspects may need something more. They may want to combine materials to achieve very specific performance goals, or perhaps design structural materials themselves. While there is not yet an app for that- at least one fully integrated with CAD- several developers are moving in that direction. One group of developers might come as a surprise 3-D printer developers. Their customers often complain about their narrow range of materials choices. Yet additive manufacturing has become a hotbed of materials-design innovation. It gives engineers a way to combine polymers and reinforcing fi bers, and even polymers and metals (to make circuit boards). The MultiFab printer developed by MITs Science and Artificial Intelligence Lab represents the extreme edge of this research. It enables engineers to print multiple materials at once and build objects whose segments have different properties, said Javier E. Ramos, a former researcher with the lab and a co-founder of Inkbit, a Cambridge, Mass., company that seeks to commercialize the technology. In fact, MITs Foundry software enables MultiFab to control materials microstructures in ways that determine the materials structural properties. It is one way to achieve performance that was not possible before, said Kiril Vidimce, an MIT graduate student who helped create Foundry. The software, he said, is Photoshop for 3-D materials. Hod Lipson, director of the Creative Machines Lab at Columbia University, calls these intimately entwined materials metamaterials. The term is often used to describe materials that are not found in nature. While most materials used in 3-D printing are not natural to begin with, playing with their microstructures endows them with very different properties than their starting forms. Lipson is currently creating a database of such materials and investigating how to predict their properties more accurately. Dassault Systmes, like many large purveyors of engineering software, has made no secret of its desire to create a soup-to-nuts buffet of engineering software tools. The company is best known for its SolidWorks and CATIA CAD programs and Simulia simulation and analysis program. Materials simulation is also an important part of its plans. In 2014, Dassault bought Accelrys, a company that made software to help biochemists and chemical engineers understand and manufacture molecules used in pharmaceuticals. Dassault promptly renamed the business Biovia, and improved its materials simulation capabilities for structural materials. Biovias Materials sender aum works a lot like the FEA tools mechanical engineers use to simulate designs. Just as engineers can see how a bracket or rotating part will affect the performance of a final product, Materials Studio shows how changes to the molecules and crystals that make up a material will determine the behavior of the bulk materials used to design structures. To showcase how this works, Biovia researchers used Materials Studio to study how aluminum absorbs hydrogen. Aluminum is a promising candidate for storing hydrogen in fuel cells, said Alexander Goldberg, who was involved in the studies. By simulating interactions with hydrogen atoms and molecules, the researchers identified the aluminum clusters, nanowires, and crystals best suited for storage. The research will help engineers design structures that store more hydrogen at lower cost in new fuel cells. This approach, modeling and simulating materials behavior at the smallest scales and using the information to predict the behavior of bulk materials, is called multiscale modeling. Several companies, including Toyota, Samsung, Boeing, and other aerospace and energy companies have bought into the concept. They now use Biovia to design new materials and simulate how they behave in engineering applications, Biovia CEO Max Carnecchia said. Materials scientists have used simulation tools to do similar analyses in the past, but those programs were difficult to use. Biovia hopes to simplify the process and broaden the number of people who can use it. Ultimately, Dassault hopes to incorporate materials simulation into such engineering tools as CATIA, SolidWorks, and Simulia. This offers us an opportunity to substantially expand the range of what is possible, Carnecchia said. These joint solutions are needed to solve the most difficult problems in energy sustainability, resource utilization, and urban planning. Carnecchias boss, Dassault CEO Bernard Charles, reaffirms those thoughts. The most s ophisticated designers are moving toward using material as a variable, not a constraint, he said. And to do so, the ability to manage product information at the molecular level in a scalable manner is essential. That is Dassaults vision. Clearly, most engineers will never need those advanced properties, and many of their employers will not have the means to create such unusual material variants. But others might. It is probably too soon to determine if this technology will be adopted and used widely, said Marc Halpern, a vice president at technology research firm Gartner who follows product lifecycle management software. After all, linking materials simulation with CAD modeling in ways that are useful to engineers is a big challenge. It is a problem Georgia Techs Wang has been working on for the past 17 years. Part of CAD Wang and his team are looking for ways to enable engineers to design a part and the materials that comprise it at the same time, within a single so ftware application. The system Wang envisions would work something like a combination of CAD and FEA, but with one key difference. Today, CAD-FEA systems enable engineers to test structures as they design them, then play with materials and design to see what works best. Wangs approach would give engineers tools to customize those materials at the microscale and give them just the right properties for the design. Engineers might, for example, start with a polymer that is close to what they want, then change its porosity and the size distribution of its pores to reduce mass and increase electrical resistance. Or they could alter the ratio of crystalline phases in a superalloy to strengthen it at high temperatures. By integrating this into CAD design systems, engineers could alter materials at the microscale to achieve specific physical properties needed for the shapes and structures they design at the macroscale, Wang said. What were envisioning is a way for engineers to define their own materials rather than use those already discovered, Wang said. In this way, design engineers will be able to customize materials to their design in much the same way they select and change part geometries today. Theyll be able to simulate the product with the selected geometries and materials in an all-in-one package, and create new materials while they are designing new products, he said. This would truly make materials one of the top considerations within the design cycle, Wang added. Jean-Bernard Bluntzer, an associate professor of mechanical engineering and design at University of Technology of Belfort-Montbeliard in France, wants to go even further. His design approach, Design for Materials, calls for using materials selection to help define CAD design allowables. The main objective of this new approach, he explained in a paper given at the 2016 Conference of the International Academy for Production Engineering, is to allow the product geom etry and structure to be driven by the material specifications with the help of new CAD tools. The morphology of the product should emerge from a primarily material-driven design process. Bluntzers concept calls for engineers to choose a family of materials, say plastics, when defining the part. Then, as they design, theyd drill down further, to define the type of plastic to be used. Finally, in the last engineering design step in which materials are ordinarily assigned, the engineer would refine the material even further, perhaps by choosing a reinforcement or filler material, Bluntzer wrote. Using this approach, the morphology of the product is driven by material requirements, he said. Therefore, this approach allows the designer to design different product forms according to the material requirements of clients. Clearly, materials and structure cannot exist without one another. Designers know this, and they often spend quite a bit of time doing iterative materia ls selection once they complete their design. Materials-design integration would allow them to do this more fluidly. The tools Wang, Bluntzer, and others want to build would enable design to inform materials selection while materials inform design possibilities, all within a single process. That process might give engineers and material scientists a way to do something they do not communicate with one another. Theres a way to bring both of them together, and both communities are starting to see this, Wang said. The result might be a new wave of innovation. Using a single system to combine materials specification with product design could unleash new types of materials and material combinations, and surprising structures with properties never seen before, Wang said.MEJean Thilmany is an independent writer based in St. Paul, Minn. Read more articles from Mechanical Engineering Magazine.

5 pieces of job search advice you may not have heard before

5 pieces of job search advice you may not have heard before5 pieces of job search advice you may not have heard beforeWhen it comes to acing a job vorstellungsgesprch and job vorstellungsgesprch advice, you may be convinced that you already know everything you need to know. But, just because youre familiar with the nuts and bolts doesnt mean tzu siches zero room left for improvement in your interview skills. There are some different tips and tactics that are lesser-known - yet just as beneficial.Like what, exactly?Here are five pieces of job interview advice you should know, but might not have heard before1. Research your interviewerYou know that you need to research the company ahead of your interview. But, beyond familiarizing yourself with its mission, values, culture, and recent happenings, its also wise to look into the people youll actually be interviewing with.Chances are, you have their positions or names (or both) - meaning youre equipped with what you need to do some digg ing on LinkedIn and other social media sites.Why is this important? Getting to know the interviewers a little better will not only make you more comfortable, but it will also make it easier for you to strike up small talk about anything you have in common - whether its a shared alma mater or the fact that you both own rescue dogs.2. Assemble a survival kitOftentimes job interviews can feel like one of those dreaded what can go wrong, will go wrong scenarios. However, not many people talk about how you can deal when you spill coffee down your shirt or theres only metered parking available and you dont have any change.This is why its a good idea to assemble a survival kit ahead of your interview- so that you can be prepared for any curve balls that come your way.Exactly what you want to include can vary based on your unique circumstances (such as whether its a remote or in-person interview, for example), but Michelle Goodman suggests some of the following in her article for ABC NewsB ottled water and a snack (theres nothing worse than having your stomach growl loudly right before you head into your interview)Breath mints, deodorant, a stain stick, a spare shirt, and any other grooming items you think you might needPen and notepad to take notesExtra business cards and copies of important documents - including your resume, reference list, and any presentations you need to giveHave those things at the ready, and you can rest easy with the knowledge that youre prepared for anything3. Start strongTheres a lot of emphasis placed on how you conclude your interview. And, thats for good reason- you want to end on a high note and leave a lasting, good impression. But, few people talk about how you begin an interview. As it turns out, that might matter more.Some statistics state that bosses know within 90 seconds of an interview if theyll hire someone. On the slightly less extreme side, a majority of hiring managers state that they make a decision about a candidate within 5 to 15 minutes of the interview beginning.So, while you might have a little more time than a minute and a half to be impressive, its mucksmuschenstill important that you maximize that early portion of your interview.Start with an engaging story or make sure that you play up your most relevant skills and qualifications early on. When it comes to interviewing, you dont want to bury the lead.4. Remember your body languageIts easy to focus solely on the words you use to answer interview questions, but its important that you remember that your nonverbal cues often say more than your words.Of course, you dont want to be chewing your nails or fidgeting in your seat. However, theres another nonverbal cue that people tend to lose sight of (pun intended) when theyre nervous eye contact.Maintaining eye contact will help you connect to that employer, while also portraying your confidence. No, you dont need to lock eyes and engage in a staring contest. But, make sure that youre making adequate eye contact during your interview - and not looking down or shifting your glance all around the room.5. Prepare questions (and not just answers)Youve rehearsed your very best answers to common interview questions, yet in the process, you neglected to prepare for the last question that interviewers use Do you have any questions for me?In order to appear engaged in the hiring process, you want to have some well-informed and thoughtful questions to ask your interviewer. Unfortunately, those are tough to think of on the spot. So, make sure that you dont just show up to the interview armed and ready with answers - have some questions in your back pocket too.Think you know everything you need to know to ace an interview? Think again. While you might have the basics already covered, make sure you also implement these five lesser-known tips to increase your chances of landing the job.Greg Kratz is a contributing writer for FlexJobs blog and a former reporter, editor, and work-life balanc e columnist for the Deseret News and deseretnews.com in Salt Lake City.This deutsche bundespost originally appeared on FlexJobs.com.

Is the Boss Out to Get You

Is the Boss Out to Get You Is the Boss Out to Get You Is your boss holding you back? Before you say yes, take a moment to evaluate yourself as critically as you’re evaluating your manager. You have all the skills necessary to do the job, but you keep getting passed over for promotion. It’s not fair, you think. The boss is out to get me. The office politics stink. It’s not what you know, it’s who. And so forth. Well, maybe. Or maybe it could be that your boss would very much like to promote you, but you need to improve your soft skills  first. The way you relate to your coworkers affects how you progress in your career, how quickly you rise financially, whether you’re selected for other opportunities and, ultimately, how much you enjoy your work. Check out these three personality traits to see if any of them describe you. 1. You Always ‘Win’ You think you’re very persuasive. You have great negotiating skills and are more knowledgeable than your peers. Your coworkers don’t think it’s worth arguing with you over every little thing. Is this you? Look for these signs. Your coworkers call out the fact that you’ve “won.” They say things like, “Fine, have it your way,” or, “If that’s the way you want it.” Generally when a team reaches a consensus they’ll use “we” language, not “you” language. Your boss makes “because I said so” type statements- but only to you, not the rest of the team. It could be that your boss knows that any other reasoning will just provoke an argument- an argument that you’ll be determined to win. Try this. What you think of as lively banter might feel like an argument to others. Experiment with these tactics and see how others respond. Really stop and think about the points others make during a discussion. Evaluate their merit before you respond. Address others’ statements rather than only actively arguing for your own view. Ask questions instead of just providing answers. 2. You Never Stop Talking You’re sparkling and charming- the life of the party! But others resent that they can’t get a word in edgewise. If you’re spending all of your time talking, how can you possibly be listening? Is this you? Look for these signs. People start the conversation engaged, but then they slowly stop contributing. After 10 minutes are you the only one left talking? Eye contact decreases during conversation. People don’t ask questions that invite an open-ended response. They ask, “Is that report complete?” (Yes or no?) vs. “How’s that report coming along?” Does your boss engage in small talk with the rest of the team but is all business with you? Your boss might be afraid that a simple, “How was your weekend?” will result in a 45-minute monologue. Try this. Pay attention to how much time you spend talking during your conversations. Actually count sentences or minutes if you have to. Aim to listen more than you talk. Ask questions to engage coworkers. Remember to listen to their answers instead of thinking about the next thing you want to say. 3. You’re Too Perfect You have a relentless devotion to quality. You aim high for yourself and your projects. Your peers think that you’re a lot of work, and they resent the fact that projects are never completed because you’re hung up on that “one little thing.” Is this you? Look for these signs. A pattern of “moving on.” Everyone rushes to talk about the next steps, and no one seems able to focus on the matter at hand when you’re around. People ignore or gloss over the caveats that you raise. Coworkers don’t respond when you propose solutions. Your boss appears to not care for your concerns or the details of a project. Try this. If the above pattern seems to apply to you, it may be time to take a step back and start looking at the bigger picture. Agree ahead of time which items should be prioritized for a project. Make sure there is consensus about what is and isn’t a deal-breaker. When focusing on a detail, stop and ask yourself what the impact of fixing that detail will be. If the result doesn’t outweigh the effort involved to fix it, it might be that you need to let it go. Americans spend one-third or more of each workday with coworkers. Good managers understand that enjoying the time you spend at work is important. More than competent coworkers, people often want pleasant coworkers. When looking at which employees to promote, the best managers will evaluate soft skills as well as job competence. The good news is that soft skills can be improved just like technical skills.

Get Social with FlexJobs on Social Media

Get Social with FlexJobs on Social Media Get Social with on Social Media 0As an active participant in social media, understands the importance of networking and connecting through online communities. Get social with on social media to take that first step into networking or to further support your professional aspirations. In addition to career advice, our social media channels are a great place to connect with other job seekers and industry professionals. Weve said it before and well say it again in our job search tips and help section- networking is an important part of job searching. For anyone with a job or looking for a job, social media channels are a great place to connect with others while staying up-to-date on career-related advice, job search tips, and all things encompassing flexible work options. Check out on social media! Facebook Our Facebook page is a great place to connect with other job seekers and professionals. By liking on Facebook, you can gain access to daily updates that include job search tips, links to career information and advice, and contests. LinkedIn Connect with on LinkedIn to open a portal into all things work flexibility. The group on LinkedIn is a great place to connect with others, as well as find the latest news and expert advice about work flexibility and all things job-search related. Twitter Looking for a quicker way to stay up-to-date on the latest flexible job trends? Twitter is an excellent resource to use to connect with while making sure you don’t miss any of the important job search and work flexibility information and updates. Pinterest Pinterest may be your go-to site for creative ideas, but what about job search advice? You can discover more about on Pinterest, where you can find ideas and articles about creative and successful job searching and career management. YouTube Through YouTube you can find all things that is delivered in video format. In addition to local and national news segments, the YouTube page provides video resources, such as webinars providing job search tips and career advice. Google+ actively uses Google+ to connect with professionals and job seekers looking for information, ideas, and tips on job searching and work flexibility. Follow on Google+ for the latest updates and articles about job searching, work flexibility, and all things career related. If you are looking for additional ways to support your job search or to stay “in the loop” on work flexibility and job advice, visit on any (or all) of our social media channels. In addition to job-related information, on social media is a great place to connect with others! Have you connected with on social media channels like those above? Tell us about how you job search on social media!

64, Avionics

64, Avionics Marine Corps Jobs FIELD 63/64, Avionics The avionics OccFld includes direct and indirect support of all aviation weapon systems. While there is a large similarity in the skills required to provide this support, the systems being supported are diverse. The following examples are provided: direct support repair accomplished at the organizational maintenance activity (OMA) which is normally accomplished on aircraft, e.g., replacement of the radar antenna on the aircraft; indirect support-repair accomplished at the intermediate maintenance activity (IMA), which is normally accomplished off aircraft, e.g., radar system module repair, and repair/calibration of the radar support equipment. Marines entering the OccFld receive MOS 6300 for OMA, and MOS 6400 for IMA, Basic Avionics Marine, and then progress through specific hard skill MOSs and ultimately are assigned MOS 6391, Avionics Maintenance Chief. Qualifications initially include technical proficiency in the repair of one or more electronic systems after completion of formal training. As the Marine is promoted, repair and administrative requirements for multiple systems take on equal importance until the Marine is ultimately placed in a supervisory position. Billets for both repair and administration are varied and extend from the squadron level to staff positions at the wing and force commander, and Headquarters U.S. Marine Corps level. Below are the Marine Corps Enlisted Military Occupation Specialties which are organized under these occupational fields: 6312 Aircraft Communications/Navigation/Radar Systems Technician, AV-86313 Aircraft Communications/Navigation/Radar Systems Technician, EA-66314 Unmanned Aerial System (UAS) Avionics Technician6316 Aircraft Communications/Navigation Systems Technician, KC-1306317 Aircraft communications/Navigation/Radar Systems Technician, F/A-186322 Aircraft Communications/Navigation Electrical Systems Technician, CH-466323 Aircraft Communications/Navigation/ElectricalSystems Technician, CH-536324 Aircraft Communications/Navigation/Electrical/Weapon Systems Technician, U/AH-l 6326 Aircraft Communications/Navigation/Electrical/Systems Technician, V-226332 Aircraft Electrical Systems Technician, AV-86333 Aircraft Electrical Systems Technician, EA-66336 Aircraft Electrical Systems Technician, KC-1306337 Aircraft Electrical Systems Technician, F/A-186386 Aircraft Electronic Countermeasures Systems Technician, EA-6B6391 Avionics Maintenance Chief6412 Aircraft Communications Systems Technician, IMA6413 Aircraft Navigation Systems Technician, I FF/RADAR/TACAN , IMA 6414 Advanced Aircraft Communications/Navigation Systems Technician, IMA6422 Aircraft Cryptographic Systems Technician, IMA6423 Aviation Electronic Microminiature/Instrument and Cable Repair Technician, IMA6432 Aircraft Electrical/lnstrument/Flight Control Systems Technician, Fixed Wing, IMA6433 Aircraft Electrical/Instrument/Flight Control Systems Technician, Helicopter, IMA6434 Advanced Aircraft Electrical/Instrument/Flight Control Systems Technician, IMA6461 Hybrid Test Set Technician, IMA 6462 Avionics Test Set (ATS) Technician, IMA6463 CASS HP Configuration Operator/Maintainer/Technician, IMA6464 Aircraft Inertial Navigation System Technician, IMA6466 CASS EO Configuration Operator/Maintainer/Technician/IMA6467 Consolidated Automatic Support System (CASS) Technician, IMA6469 CASS Test Station IMA Advanced Maintenance Technician, IMA6482 Aircraft Electronic Countermeasures Systems Technician, Fixed-Wing, IMA6483 Aircraft Electronic Countermeasures Systems Technician, Helicopter, IMA 6484 CASS EW Configuration Operator/Maintainer/Technician, IMA6492 Aviation Precision Measurement Equipment/Calibration and Repair Technician, IMA6493 Aviation Meteorological Equipment Technician, OMA/IMA

Monitor Todays Wage Trends to Win the War for Talent

Monitor Today’s Wage Trends to Win the War for Talent Monitor Today’s Wage Trends to Win the War for Talent Monitor Today’s Wage Trends to Win the War for Talent West, PayScale.com Wages are on the rise in many key US industries, according to the newest release of The PayScale Index, a clear indication that competition for talented workers is heating up. Although unemploymentremains high and job growthis sluggish overall, savvy employers are looking closely at recent wage increases and employee compensation. The question theyre asking:how can we position our company to recruit and hire top talent who can help us stay competitive in a volatile economy? The answers, in part, can be found in recent labor data and correlating wage trends. The PayScale Index is a barometer for the labor market, says Katie Bardaro, lead economist for PayScale.com. When wages are up, it means companies are hiring and expanding. When wages are down, it means companies are laying off employees and eliminating jobs. Wages Show Dramatic Year-Over-Year Increase Nationwide The PayScale Index, which PayScale.com publishes quarterly, tracks compensation trends over time for full-time, private-industry employees in the United States. During the second quarter (Q2) of 2012, wages nationwide were 1 percent higher than in the previous quarter and were up 2.3 percent year-over-year. This represents the best annual improvement in employee earnings since Q1 2008, before the recession had a significant impact on the labor market. Strong wage growth during the first half of 2012 has created new opportunities for workers and is motivating many employers to re-evaluate their compensation plans and starting salaries. Every organization struggles with deciding how to adjust compensation annually, says Stacey Carroll, principal consultant at PayScale.com. Organizations are always asking us, what is the average pay increase this year? The truth is theres no such thing as average. Decisions about how to reward employees are highly individual and should be based on what is in the best interest of each organization. Compensation Trends in Detail In addition to reporting national trends, The PayScale Index also provides quarterly and year-over-year compensation information for 15 industries, 19 job categories, and the 20 largest US metropolitan areas as well as small, medium and large companies. Industries that performed well in the last year are those that are either experiencing large increases in revenue that they can invest in their employees, or growing due to increased consumer demand for their products and services, Bardaro says. Employers need to be familiar with the wage trends in their industries if they want to stay ahead of the curve. If they dont offer their top talent wage increases that either meet or beat the industry average, then they are likely to lose them to a firm that will. Which Industries Rank Highest in Wage Growth? 1.Mining, Oil Gas Exploration Mining, oil and gas exploration outpaced all other industries for wage growth in Q2 2012, with a 5.6 percent year-over-year increase, fueled by soaring oil and gasoline costs and peak prices of commodities such as gold and copper. While overall wages for workers nationwide rose roughly 5 percent between 2006 and Q4 2008, workers in this industry saw their wages increase by more than 10 percent in the same period that trend appears to be continuing in 2012. 2.Utilities Wages for utility workers ended the second quarter up 4.2 percent year over year their highest level since Q4 2007. Most utility workers are public employees, however, so the number of workers included in this industry category is relatively small (The PayScale Index only measures private-industry employees). 3.Professional, Scientific Tech Services Wages for the professional, scientific and tech services industry, which includes lawyers, accountants, IT consultants and other technology and service professionals, grew 1.7 percent in Q2 2012 and finished the quarter with 3 percent year-over-year growth. 4.Retail Retail workers range from auto dealers to vending machine operators to the sales clerk at the mall. Retail industry wages are extremely sensitive to economic ups and downs. Year-over-year wage growth for the retail industry hit 2.7 percent by the end of Q2 2012 the highest since before the start of the recession. 5.(tie) Information, Media Telecommunications AND Wholesale Trade The strength of software and online publishing in 2012 was offset by the relative weakness of print publishing, which resulted in 2.6 percent year-over-year wage growth for the information, media and telecommunications industry as a whole in Q2. Wholesale trade tied information, media and telecommunications for fifth place on The PayScale Index industry ranking, with 2.6 percent year-over-year wage growth for Q2 2012.