Career Paths for Computer Science Majors

Career Paths for Computer Science MajorsCareer Paths for Computer Science MajorsComputer science is the study of computers and how they are used to solve problems. A computer science major learns about designing computers and systems,??developing software applications and programming languages. With an extremely positive job outlook- the United States Bureau of Labor Statistics predicts faster than average job growth through 2020 for occupations for which this major prepares people- chances of finding a job after graduation is pretty good. Degree Options Studying computer science as an undergraduate student at a four-year college will result in earning a bachelors of arts (BA) or bachelors of science (BS) degree. The coursework required to earn a BS is heavily weighted in math and science. A student enrolled in a BA program has a larger variety of classes in liberal arts and humanities. The question Which is better a BS or a BA in Computer Science? is heavily debated online. Some say that a BS is more marketable because of the concentration on math and science. Others argue that a BA is better because an individual with this degree has a more well-rounded background. There are those who believe that if you are not great at math and science, you should opt for the BA over the BS degree because you run the risk of classes in those subjects bringing down your GPA. Do your research and then decide which program is best for you. Earning a masters of science (MS) will allow an individual to demonstrate a depth of knowledge that goes beyond an undergraduate degree. While these programs often accept applicants who havent earned a BS or BA in computer science, many do have prerequisites in this subject and math. One can also earn a doctorate which will allow him or her to teach in a university or college. Most community and junior colleges that have a computer science major bill them as transfer programs. They prepare students who earn AS or AA degrees to transfer to four-year institutions where they can continue their coursework and ultimately earn a BA or BS. Because the classes are parallel to those taken in the first two years of a bachelor-level program, once the student is enrolled in a four-year program it will only take him or her two more years to graduate. Some schools offer an applied associate of science degree (AAS) program. These programs claim to prepare students for careers in computer science, but according to many sources, there are fewer jobs for those with an associate degree than there are for those who have a bachelors degree. Salaries are also significantly lower. A List of Major Courses You Can Expect to Take Computers An IntroductionComputer ProgrammingDigital SystemsDiscrete StructuresInternet and MultimediaComputer Organization and Assembly LanguageSoftware EngineeringComputing, Ethics, and SocietyAlgorithms and Data StructuresComputer Operating Systems Career Options With Your Degree Associate Degree Comput er Support Specialist, Computer Technician, Web MasterBachelors Degree Computer Support Specialist, Computer Programmer, Software Developer, Web Developer, Computer Systems AnalystMasters Degree Advanced positions in any of the above occupationsDoctoral Degree hochschulprofessor Typical Work Settings Individuals who work in the computer science field are employed directly by companies and organizations or by consulting firms. Computer science professionals who work directly for companies or organizations are members- sometimes the only member- of their computer departments. Consultants typically spend time in the offices of different entities tending to their computing needs. Some are self-employed. How High School Students Can Prepare for This Major High schools students who are planning to study computer science in college should fill their schedules with math classes and any computer science electives their schools have to offer. What Else You Need to Know In the tech nology field, the experience is as important as a degree. Getting as much experience as you can while you are in school will make you more employable when you graduate. Internships are one way to accomplish this.Because technology is constantly changing, those who work in the computer field must continuously keep their skills and knowledge up-to-date.

Is the Resume Summary Dead

Is the Resume Summary Dead Is the Resume Summary Dead Once a staple, the summary statement seems to be on its way out - or perhaps its already dead.Ive read many resumes that contain summary statements which, in effect, say nothing at all. Ive spoken to many recruiters and hiring managers who have told me they dont even read summary statements when they come across them.Recently, I posed a question about resume summary statements to my LinkedIn followers - and I received a lot of responses.Executive resume writerAdrienne Tomsaid she often considers leaving the summary statement off the resumes she writes.I think a lot of professionals feel compelled to share a summary which then comes out forced, with generic word choices, Tom wrote. Instead, a better strategy is to focus on value points. Share with the reader the hows and whys (provide the proof), and word selection wont matter as much.So, is the summary statement just wasted real estate now? Once a vital resume component, the summary statement is, I fear, gradually losing the foothold it once held. What used to be a poetically written three or four lines of prose is becoming obsolete. It may soon be excluded from resumes altogether, simply because the people who read resumes dont have the time for summaries.I hope Im wrong, because I do think summaries can be quite powerful. Consider this summary statementInformation Systems Department Director specializing in project planning programming, techniques, and achieving business objectives. Budget hundreds of thousands of dollars in project resources. Lead efforts that consistently generate sales exceeding $15K in a competitive pharmaceutical markets.Does this summary say enough? It illustrates the candidates value with quantified results and should generate interest in the reader. Its brief, and theres no fluff.But not all of my esteemed colleagues agree that summaries add value. As mentioned above, I recently asked professional resume writers and recruiter s whether they thought the resume summary was dead. Heres what a few of them wroteI have my candidates compose what I like to call a career highlights section just a bullet-pointed section of some actual career accomplishments. It catches the potential employers attention immediately. I feel objectives/summaries are just antiquated in a job market that is currently flooded with candidates. - Adrienne Roberts, Branch Manager, Robert HalfAre they on their way out? No - they have already left. Most hiring professionals will tell you that the summary, at least in the US, is an ignored piece of fluff, better left off tomake room for the information they need/want to know. - Sarah Douglas, G.C.D.FI feel that summary statements are still an essential component of a resume. However, I am looking for qualifications and hard data, not fluff about perceived skills. If you can quickly read about relevant experience, results achieved, number of direct reports, and so on, then the soft skills ca n be explored further in the interview. - Judy Hojel,CEO, People and Performance Training Pty, LTD.No, a well-written summary statement is a must on any resume. It brings together the many details of your achievements and education to focus the employer on exactly how you fit the job position. It gives one a big-picture view, with the detail to follow in the rest of the resume. - Jay Barrett, Human Resources ExecutiveAs you can see, opinions vary on whether the summary statement is on its way out. I, for one, hope it remainsa vital resume component - but I also agree with Adrienne Tom. The summary must provide proof of ones greatness. Otherwise,theres no use in having one.Bob McIntosh, CPRW, is a career trainer who leads more than 15 job search workshops at an urban career center.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.

Follow These Tips to Retain Your Top Legal Professionals

Follow These Tips to Retain Your Top Legal ProfessionalsFollow These Tips to Retain Your Top Legal ProfessionalsWith big law firms able to offer salary hikes to their lawyers that boutique firms cant match, many people in the legal profession wonder how behauptung smaller law firms and in-house legal teams can compete with the larger organizations to retain top talent.Its important to keep in mind that many boutique or small-to-midsize law firms have flatter operational and compensation models than their Am Law counterparts. Billing rates at these smaller firms are typically lower than voreingestellt large firm rates and, as a result, they may not be in a position to raise salaries mdash nor do they necessarily want to in order to offer their clients lower rates and continue to retain their business.On the corporate side, while some general counsel may not feel immediate pressure to increase compensation, most understand that competitive salaries and benefits are critical to attracti ng and retaining top legal talent long term. Many GCs take recent industry trends into account when evaluating compensation levels for their in-house associates in the months ahead.Visit the Robert Half Legal Salary Center today to help assess your compensation packages.While salary is a top factor for many job candidates, research conducted by Robert Half Legal points to non-monetary benefits as key legal retention incentives. If law firms and corporate legal departments cant increase recent lawyer salary ranges, they may be able to offer larger bonuses and enhanced benefits. Providing attractive non-monetary perks - remote work arrangements, flexible schedules, faster paths to partnerships or management roles, and professional development opportunities - can attract top talent to smaller firms or companies and help keep legal professionals motivated and satisfied on the job.To help re-energize and retain valued legal team members, follow these five tips1. Offer meaningful workPr oviding challenging work or variety of assignments not only enhances employee job satisfaction but also serves to identify future leaders. Managers should consider ways that tasks might be reassigned to advance employees career goals.2. Strive for work/life balanceA key cause of dissatisfaction with legal jobs is the reality of the daily grind. Long hours and high stress have spurred some legal professionals to leave their jobs and even change careers. To improve work/life balance, consider the following approachesMitigate burnout. Managers cant eliminate workplace stress, but they can help their teams better manage it. Offer flexible working options if appropriate and in between major caseloads, encourage team members to take time off. But dont just talk the talk. When managers take vacation time, it demonstrates that its appropriate for staff members to do likewise. And when workloads are high, consider interim legal support to help reduce pressure on the team.Make time for pro bo no work. Offering free legal service to nonprofit organizations may seem counterintuitive to legal teams that are already stretched. However, pro bono work not only gives back to the community, it also adds meaning to peoples jobs and helps them feel good about their legal careers.3. Recognize employees contributionsTeam members who receive constructive feedback and regular recognition are more motivated to stay with their organization. Review recognition strategies and step up acknowledgement of top talentRe-evaluate compensation. While money isnt the only factor in job satisfaction, it is important and keeping lawyer salary packages competitive will help retention rates. While firms or companies may choose not to match recent associate pay hikes, managers should continue to evaluate compensation and non-monetary benefits that are prized by legal professionals.Value more than work. Get to know the strengths and interests of legal team members work with them to align assignments wit h these attributes, a tactic that can help to increase both morale and productivity.4. Be an engaged managerWorkers who feel their managers are responsive, respectful and invested in their careers are more likely to remain in their jobs.Be transparent. Communicate honestly and dont leave employees in the dark when change occurs. Keep them apprised of the organizations short- and long-term goals. And give them a voice in decisions that affect them.5. Provide development opportunitiesEncourage professional development motivate staff to pursue the projects and cases that will interest them. By emphasizing ongoing education, organizations demonstrate they value and support the long-term success of their staff. Effective programs include mentoring, free CLE and online classes.To retain the best and brightest legal talent, its important to monitor industry developments and enhance compensation and benefits programs when needed. Industry resources such as the Robert Half Legal Salary Guide can help employers evaluate hiring trends and customize lawyer salary offers.

Get to Know Human Resources Job Titles

Get to Know Human Resources Job TitlesGet to Know Human Resources Job TitlesHuman resources departments can have a broad range of responsibilities. Large companies with many employees numbering from dozens to well into the thousands need a menschenwrdig resources department to manage the relationships that employees have with the company. Smaller companies may have only one or two human resources professionals on staff, but the responsibilities remain the same. Someone needs to oversee the day-to-day details of recruiting and hiring employees, training and developing employees, and making sure the company stays in compliance with employment laws, in addition to other responsibilities. With these different responsibilities come many different job titles. Recruiting and Hiring While department heads typically have the final say over who they hire to work in their departments, the task of building a job description, posting it, reviewing resumes, and screening candidates umstand on the human resources department. This allows department heads and other managers to keep their focus on their own jobs while human resources seeks potential new hires for openings. Some of the job titles associated with this type of responsibility might include hiring manager or assistant, recruiter, recruitment manager or specialist, talent acquisition manager or specialist, and other variations on this theme. Training and Employment Needs As with the hiring process, department heads and other managers will play a role in training, but the details of developing a training program and overseeing its implementation fall on the human resources department. A responsibility related both to training and to hiring is the assessment of staffing needs. Changes to a companys focus, to the technology it uses, to its budget, or to other factors might result in changes to staffing needs. Human resources works with department heads and other managers to assess these changes and determine if n ew positions are needed or if current positions need to be redefined or combined with other positions. Once those changes have been determined, applicable changes to recruitment and training also are made. Some of the job titles associated with these responsibilities include staff coordinator, human resources analyst, training manager or assistant, or other variations on this theme. Employee Relations When employees need assistance with issues that arise with their jobs, human resources is expected to help. This can be anything from a benefits-related question to a conflict with a co-worker, superior, or subordinate. For example, an employee filing a workers compensation claim would coordinate with the human resources department, which is responsible for handling such claims. As well, if an employee has a complaint about another employee, it is common practice that such complaints be taken up with the human resources department. The hope is that human resources can be objective and find a solution that works for everybody involved. Relevant job titles in this are of human resources might include employee relations manager, specialist, or assistant, benefits specialist or assistant, or any other variations on this theme. Performance Reviews Similar to training, fruchtwein companies will have a specific protocol for performance reviews. While managers and other supervisors will do the actual assessment of employee performance, the procedure that is followed is developed and overseen by the human relations department. A consistent procedure like this overseen by a separate department keeps the reviews professional and data-driven and helps to avoid favoritism based on subjective criteria. There often is a lot of overlap between performance reviews and job training, and many of the job titles related to training also apply here. Record Keeping and Legal Compliance Every employee has a personnel file including employment history, pay, benefits, tax doc uments, past performance reviews, and mora. Somebody needs to maintain these files and keep them up to date, and the more employees a company has, the bigger this responsibility. Relative to record keeping is legal compliance. Human resources needs to be sure the company is complying with state, federal, and local laws in everything from monitoring the hours of teenage employees, making sure overtime is paid when required, and much more. Job titles associated with these responsibilities might include records manager or assistant, legal adviser, compliance officer, or other titles following a similar theme. General Responsibilities Only the largest companies will have human resources departments that are large enough for narrow specialization. Small and even mid-sized companies often will have no more than one or a few staff members handling human resources for the entire company, and that means everyone will need to handle all or most aspects of the job. In those cases, more gen eral titles are applicable human resources manager, human resources assistant, human resources administrator, human resources generalist, and many other similar variations.

The Foolproof Skills Section of Resume Examples Strategy

The Foolproof Skills Section of Resume Examples Strategy Well, that and whether you really want to have that job. Each time you put in an application for a new job, check your resume to guarantee that it isnt only targeted, but in addition current. After you determine the skills you wish to concentrate on, do a bit of research and see whether they line up with job requirements listed for the positions youre seeking. Hard skills have a tendency to be more technical, and each geschftsleben or kind of job will often have its personal essential set. Resume is a kind of document utilized by individuals that are seeking for employment. The resume summary is simply a bridge to have the hiring manager in your experience. You should commit time into each application and be certain that your resume is tailored to every employer and the job which youre applying to.If youre fighting to think of any, you can attempt employing the job descriptions of ads in your industry, and looking at Linke dIn profiles of individuals working in similar roles. Skills If there are several forms of skills which are important to the job which youre applying for, you can include several skills list in your resume. Evidently, the closer your list matches the skills necessary for the job, the better your odds of finding the job. Below, you will locate a list of resume examples that may aid you with your work search. My aim is to find the job. For example, if you try to apply for a Chinese-English interpreting job, you have to be fluent in both languages otherwise you would just not qualify for the position. For instance, if the position youre applying for is for content marketing, but you havent ever written online content, maybe you have to find different jobs that fit your abilities. On the flip side, functional resumes are ordinarily used by fresh graduates or those who have less experience but want to grab the work vacancy. Resume objectives are from time to time thought to be the old schooltype of resume. For almost whatever you want to include on a resume, theres a category to help organize it. Ladders best resume templates are certain to offer you an advantage in your job search. If youre searching to customize professional, pre-formatted resumes, have a look at our completely free downloadable templates. Following that, you will additionally make list of your precise skills. It is possible to chat about your particular competences and experience. You need to supplement your resume with different achievements. Also, be certain to incorporate any distinctive honors or achievements you have gotten. The area of information technology gets more important each and every day. If one of these categories is a space in which you excel, visit its precise page to learn how resume skills may be used to your benefit. Now you have a fairly great collection of skills going for your intended position, think about expanding beyond that. Understanding how to tail or your resume will obviously offer you an advantage. The resume summary will act as their sales pitch. Possessing a crystal clear and professional resume is important in the health care field. Creative resumes do have the capability to secure you noticed, but you would like to ensure that youre being noticed in a great way, and for the appropriate reasons.The area of business is huge and theres an excellent number of positions out there in it. Should you need some tips on how to craft the ideal healthcare resume for your specific field, take a look at our samples and the accompanying writing guides. Well, a part of software analyzes your resume for sure keywords and provides you a score based how well your resume matches a predetermined collection of keywords chosen by the business youre interviewing with.

The Upside to Writing Headlines That Make Your Resume Pop

The Upside to Writing Headlines That Make Your Resume Pop Resume headlines follow the exact same rules for different titles. If you doubt, ask yourself whether youd like to read the article further in the event you chance to observe the headline youve written. By tweaking only a few words, it is possible to quickly completely change your headline to show you experience a business niche or that youre industry-neutral. So that your headline must stick out. The One Thing to Do for Writing Headlines That Make Your Resume Pop Bearing that in mind, lets look at the very top 3 sellers from mid-April. One of the greatest things you can do in bestellung to receive your resume in fighting shape is to be sure your headline game is strong. As your main marketing and advertising piece, your resume says a good deal about you. Lies Youve Been Told About Writing Headlines That Make Your Resume Pop Its possible to carry out your resume while opting for an interview. Possessing a professi onal resume is the one and only way you will have the ability to acquire the interview and job youve been seeking. Resume headlines are perfect for candidates with plenty of experience. The work title adequately communicates your objective and assures the recruiter your document is in the ideal folder. If you choose a template, be certain that it follows all the guidelines given below. Resume headlines or a resume summary are frequently used as a guide to assist interviewers know a particular persons information in the sort of a summary. Writing Headlines That Make Your Resume Pop Secrets That No One Else Knows About Studying resumes of individuals who hold, or have held the sort of job that youre pursuing, is also helpful. You do not have to include anything that doesnt relate to the job which youre applying to. Add only that information thats necessary and related to your job. Making the headline unique to the job description indicates that you are interested in getting the work enough to customize your resume. The Demise of Writing Headlines That Make Your Resume Pop Apparently, CV writing shouldnt be considered a road-block, in reality, you ought to conduct quick research to comprehend the format of resume. Additionally, it needs to be borne in mind that writing CV doesnt actually require training sessions. Making your resume for the very first time may be a worrisome job for everyone, but believe it or not, resume writing is not quite as difficult as its made out to be. Writing great headlines takes quite plenty of time and energy. Headlines have to be catchy and right to the point. They are meant to be accurate, right The Little-Known Secrets to Writing Headlines That Make Your Resume Pop To get a better chance of being accepted in the desired company you would like to apply, youll need to be creative and make a unique resume headline to genuinely catch your readers interest. You would like to help your readers. The readers wish to satisfy a specific need. Anyway, you need to talk to your references about a particular position before they are called so that they will be better prepared to provide you a shining recommendation. Resume is a significant element which could decide the fate of budding professionals with regard to attracting opportunities on the grounds of their profile. Its significant that a resume headline also needs to be in a position to introduce the persons resume profile, which is mostly utilised to introduce an individuals set of skills and experience.

How to Hire Retail Workers who Lack Retail Experience

How to Hire Retail Workers who Lack Retail ExperienceHow to Hire Retail Workers who Lack Retail ExperienceHow to Hire Retail Workers who Lack Retail Experience ConlanIt can be a challenge to recruit retail workers particularly young employees with little workplace experience and none in the retail industry. But theres advantage in identifying inexperienced workers who have the potential to become great employees.The expert tips below will help you spot the characteristics of young workers who can help your company grow and succeed.Tap Recruits with IntegrityWhen looking to recruit novice hires, its important to hire for attitude and aptitude.For us, its all about how they connect and show their personality, says Roberta Perry, president of Scrubz Body Scrub. One college student that Perry hired for production welches asked to work the front of the store a few times, even though sales made her nervous.We said that she just needs to listen to the needs of the customer and answer with t he best solution, Perry said. She started relating her own experience with a particular product, and a sale was made. Her confidence soared.While anyone can be trained, says Perry, finding people with integrity allows you to cultivate inexperienced new hires and help them bloom.Look for a Desire to LearnMarkitors founder Brett Farmiloe had zero retail experience when he was hired as the first on-campus sales rep for a sorority sportswear company. Not only did I bedrngnis have retail experience, but I was also a freshman when I started the job.That experience showed him that dedication and a deep desire to learn can lead to success in retail. Now as an employer, he looks for candidates who want to stretch.These are the people who apply for jobs theyre not qualified for, but apply themselves beyond the people who know better. In retail especially, you have to be willing to take chances to be successful, just like you would in a job search.Farmiloe says he now makes a point to hire fre shmen and sophomores who express a deep desire to learn.Look for Signs of DedicationA lot of time and attention goes into finding and training new employees, says David Harouche, founder and CEO of Multimedia Plus, which works with retailers on talent development.Harouche recommends finding candidates who are goal-oriented and understand what they want after graduation.While these workers may lack a work history that proves their commitment to a job or an employer, they may instead show a commitment to a rigorous academic program or long-term studies out of the country.If the student can show me a project they worked on from start to finish, especially something that engaged others as volunteers or participants, I would look at that favorably, says retail management consultant Judy Crockett.Retail employees often have a variety of responsibilities, including greeting and assisting customers, stocking and straightening shelves, managing the cash register, making sales and keeping the store tidy, Crockett says.If a person can demonstrate initiative, I know I will not always have to tell them what to do in the store they will see it and do it on their own.Seek Out Soft SkillsYou can educate almost anyone about the products you carry, and you can teach new hires to sell, Crockett says. Because those skills are teachable, experience isnt always necessary.Instead, look for soft skills, she says. I look for individuals who have a happy, positive outlook, who are clean, neat, and show up dressed appropriately for the job. I look for a person who easily looks me in the eye and can make conversation.To help Millennials fill a soft skills gap, consider onboarding your new hire in the first few months. Schedule a biweekly meeting to check in about where they might need help.In fact, mentoring may be more important to Millennials than it was to any 20th century generation of white-collar workers.Pair new hires up with a good mentor, someone who has communications skills yo u want the Millennial to embody, recommends Matthew Randall, executive director of the Center for Professional Excellence at York College of Pennsylvania.

Strong Interest Inventory - All About This Career Assessment

Strong Interest Inventory - All About This Career AssessmentStrong Interest Inventory - All About This Career AssessmentThe Strong Interest Inventory is a career self assessment tool. Career development specialists administer it to clients as a way to measure their interests and ultimately help them choose a career or college major. It was developed by E.K. Strong, a psychologist, in the early twentieth century. A Brief History of E.K. Strongs Interest Inventory In 1927, E.K. Strong published the self assessment tool that would many years later become the Strong Interest Inventory. He called it the Strong Vocational Interest Blank. It was the very first tool that could measure peoples interests- their likes and dislikes. Why would we want to know what peoples interests are? To answer that, we must look back at what Strong and other psychologists learned about people several years earlier. After trying to figure out why some people were satisfied with their careers and some were n ot, they discovered that people employed in the same occupation had common interests. What a great way, they thought, to help people choose suitable careers. If there were only a way to assess peoples interests. They set out to do so, and that is how E.K. Strongs interest inventory came to be. There have been many revisions and name changes to it over the years. When David S. Campbell, E.K. Strongs successor, revised the inventory in 1974, he renamed it the Strong-Campbell Interest Inventory. In 1997 the Strong Interest Inventory was published and that name has remained with the fruchtwein recent version published by CPP, Inc.in 2012. Taking The Strong Interest Inventory Choosing a career, especially if you have no idea what you want to do, may require the services of a career development specialist. This professional can help you learn about yourself and show you how to use that information to find a suitable occupation. He or she will choose the appropriate self assessment to ols to discover your interests, personality type, work-related values, and aptitudes. One of those instruments may be the Strong Interest Inventory, but only if he or she is Strong Certified by CPP, Inc. Career counselors, career coaches, guidance counselors, and college advisors may have this credential. The Strong Interest Inventory contains 291 items and will take between 35 to 40 minutes to complete. Expect to answer questions about your preferences regarding occupations, subject areas, work and leisure activities, people, and characteristics. Understanding Your Results Your Strong Interest Inventory results will come in the form of a report. The professional who administers the test should go over it with you to make sure you understand it. He or she should inform you that, even though the report contains a list of occupations that might be suitable for you based on your answers, it doesnt necessarily mean they are. Always thoroughly explore any career you are considering before moving forward. Your report will be presented in six sections General Occupational Themes (GOT) General Occupational Themes are six broad areas that represent the personality types that John Holland, a psychologist, identified. Holland believed that all people fall into one or more of six types based on their interests and approaches to life situations Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. He surmised that work environments could also be categorized into these six types. Your scores are compared to the average scores for your gender to determine your interest levels for each of the six themes. This section will also contain your Holland Code which indicates your highest three themes, along with information about the interests, work activities, potential skills, and values associated with each one. Basic Interest Scales (BIS) BIS Scales represent your top interests based on the work and leisure activities, projects, and coursework that you indicated are most motivating and rewarding. They are categorized under the General Occupational Themes as described in the previous section. Occupational Scales (OS) This section contains a list of occupations that match your interests. It is generated by comparing your interests to those of individuals who work in 122 careers and makes a match based on the theory that people who work in the same occupation share similar interests. Personal Styles Scales (PSS) Personal Styles Scales are your preferences regarding work style, learning environment, leadership style, risk-taking and team orientation. It is helpful to have this information as you begin to research occupations that you might want to pursue. Profile Summary In the Profile Summary, you will find a graphic representation of your results. Consult this as you move forward through the career planning process. Response Summary This section summarizes your responses by category. SourcesDonnay, David A. C. E. K. Strongs Legacy and Beyond 70 Years of the Strong Interest Inventory. Career Development Quarterly. September 1997.Kelly, Kevin R. Review of the Strong Interest Inventory Newly Revised. Mental Measurements Yearbook with Tests in Print. 2018.Strong Interest Inventory Sample Report. CPP.com.Zunker, Vernon G. and Norris, Debra S. Using Assessment Results for Career Development. Pacific Grove, CA Brooks/Cole Publishing Company. 1997.

Can Enlisting Put the Past Behind You

Can Enlisting Put the Past Behind YouCan Enlisting Put the Past Behind YouUsing the military to escape yur past and transform yourself is a long-fabled concept. The idea of losing yourself and forging a new identity in the profession of arms is best captured by the popular image of the French Foreign Legionnaire, who escapes a sordid past and assumes a new name far from the land of his birth. And the rags-to-ranks (-to-riches) story of the citizen-soldier, especially since the introduction of the Montgomery GI Bill in 1944, has been a part of countless American success stories. But does it work? Legal Troubles Lets skip the idea that you can escape a jail sentence by enlisting. Rod Powers, covers that topic very well in his article Join the Military or Go To Jail? For the purposes of this article, well discuss instead the idea of escaping ones personal history - bad neighborhoods, bad families, bad relationships, et cetera. Success Stories Without digging up statistics, there is a great deal of anecdotal evidence that people have used an enlistment (or a full career) in the US military to transcend their troubled backgrounds. Ive heard many contemporaries speak of visiting their hometown after years away in the service, only to find with each (often less frequent) visit that everything is the same - including the same dead-end folks from high school, now in their 20s and older, smoking dope in their parents basements. In the meantime, the professional soldier has seen and done mora than most at home can even digest. One of the most famous examples from US history is Ulysses S. Grant, a lackluster student, and an unsuccessful farmer. In spite of this, he found his calling as commander of all US forces during the Civil War, received Lees surrender at Appomattox, and later served as the 18th President of the United States (arguably notlage a very good one, but still.) Closer to home, I know that my late grandfather-in-law - a US kriegsmarine in World War I I who later retired as a Sergeant Major in the reserves - escaped a working-class background, an abusive father, and the slums of Depression-era Brooklyn to become a respected civil servant, scion of his community, and comfortable dual-pensioner of the armed forces and the US Postal Service. Even I used the military to escape some of my troubles. With a middle-class background, a strong mother, and an excellent education, I cant lay much claim to a troubled life. But for me, joining the Marines was how I learned to be a man after witnessing my parents divorce, spending my adolescence as a quiet and unpopular kid, and lacking strong male role models. Three months with the Drill Instructors at Parris Island and all of my subsequent experiences proved a solid foundation for my life today as a husband, student, and professional. Escaping Emotional Problems Not so fast, though. The fact is, our intangible problems - our emotions - arent so easy to run away from. In my case, growing u p in fast-forward through boot camp and beyond gave me a lot of tools, but it didnt resolve the burden of my parents divorce, which lay buried and unexamined in the meantime. As a result, Ive been through therapy, relationship issues, and even divorce at an early age. My experience as a Marine helped equip me to face those challenges, but it wasnt the cure. I knew this later in my career when I took on the role of Career Planner and encountered some young Marines hoping to escape to another job, another duty station, another life - all to run away from deep emotional grief with their families and partners. My advice for them These are problems that will follow you no matter where you go. They can be dealt with only by facing them head-on and seeking support. Ignore them at your (and your careers) peril. Financial Obligations Having discussed emotional issues, heres a brief footnote on escaping your financial obligations - because there isnt much to say. Divorced and paying suppo rt to a spouse or children? Trying to get out of debt? Its not going to work, plain and simple. In fact, joining the military puts you firmly on the grid as far as the government is concerned - a grid where they can yank your entire paycheck without your permission to cover debts like unpaid child support. (You really would have to join the French Foreign Legion if thats all youre after, though Im not so sure its that simple for them anymore, either.) A Note About Reservists It goes without saying that by joining the reserves - performing part-time duty right near your home - its not as easy to escape as for an active duty enlistee. However, you still receive the training, camaraderie, experiences, and benefits that can be your tools for success. Remember how I was talking about my own escape from troubles? For most of my ten years in the Marine Corps, I was a drilling reservist, living (between training and overseas deployments) right where I grew up. How about that?