How Project Managers Can Write a Great Resume - Jobscan Blog

How Project Managers Can Write a Great Resume - Jobscan BlogPosted on May 5, 2016November 12, 2018 by James Hu It All Comes Down to Pain Points and KeywordsFolks like software developers and engineers have it easy when it comes to resumes They can list languages they code in, link to projects theyve completed, etc. Its a little tougher for project managers. So much of it is aboutwell, project management Going back to the gold-standard definition, its getting things done through other people. And that can be hard to pin down succinctly enough for a project management resume. Here are a few tips to helpWhat to focus onThink about pain pointsThe how of project management is getting things done through other people. The why of project management, on the other hand, is making the projects progress and completion look seamless to all of the various stakeholders. What are the most common and/or annoying things that have come up during your projects? What things would your manager have had t o deal with personally if you werent doing the job? These are the project management pain points you solve, and theyre somewhat universal. Your list will probably include things like missed deadlines, poor work quality, contentious relationships between the team and the project owner, etc. The first step to a killer project management resume is to think in exactly those terms How your project management skills have solved your employers problems or, better yet, kept them from ever coming to their attention in the first place. Thats what your project management resume should highlight the skills that enable you to solve those pain points.But dont forget ATSmora than 70 percent of todays job openings are filled through applicant tracking systems (ATS). Why? The primary reason is that recruiters get more applications than they could possibly review personally. Applicant tracking systems provide the framework for a database recruiters can use to identify potential candidates. But ATS systems are designed for recruiters, notlage applicants. They simply respond to the recruiters search terms. That means that qualified applicants might not be picked up if they dont use the same keywords as a recruiter. For example, many ATS systems treat acronyms differently than they treat the words they stand for. So the system your prospective employer uses might not recognize that MBA as the same as Masters of Business Administration. The solution Like it or not, you have to deal with your prospective employers ATS first. If you dont, your resume might never make it to a real person. The key is to do it in a way that will still catch the eye of a recruiter once it gets past the ATS. That means going back to the beginning of this post and thinking about the skills you used to resolve the pain points associated with the projects youve managed. The next step is to take those skills the things that would interest human recruiters and compare them to the skills listed in the job d escription of the position youre applying for. See which keywords in the job description mean about the same thing as the skills you used to resolve pain points, and put those words in your resume, along with specific accomplishments, especially those that can be quantified in terms of sales generated, time saved, etc. Sure, that means youll have to customize your resume for each job opening. But thats the best way to ensure that your resume showcases your strongest skills which is what a recruiter will be looking for while doing it in a way that an ATS will recognize.Sound like a tall reservierung? It can be, but services like Jobscan can help. Jobscan analyzes both your resume and the job description to see how well they match. Next, they give you detailed suggestions on how you can optimize your resumes chances of getting past the employers ATS. Youll get recommendations for making sure your resume is structured in a way that an ATS will recognize like the MBA vs. Masters of B usiness Administration example and for making it more closely match the keywords recruiters use when they search. If youre starting your resume from scratch read through Jobscans comprehensive resume writing guide for a complete look at the process.Got a job in mind? Its the perfect opportunity to give Jobscan a try. Stop by today for a free analysis to see how your resume measures up.Facebook Commentswpdevar_comment_1 span,wpdevar_comment_1 iframewidth100% important

Writing up a Good Resume Secrets

Writing up a Good Resume Secrets If You Read Nothing Else Today, Read This Report on Writing up a Good Resume If you are in need of a quick kick-start on developing a template first, have a look at a resume builder before choosing a professional. Use the key job-related abilities and keywords listed in that ad to help you produce a great resume for work that is likely to make the ATS light creation like Times Square. Whether youre looking for your very first job or attempting to earn a career change, the practice starts with your resume. Other things youre able to customize in line with the work description. fruchtwein individuals look at writing a resume as just something youve got to do to have a job. Attempt to comprehend the market of the organization youre asking for work, and identify what type of difficulties they could be going through. If youre looking for a new job, you would attempt to apply for one but before you can do so, you will initially have to create your r esume. A Startling Fact about Writing up a Good Resume Uncovered A simple resume template is going to be your very best bet. The info in your resume should paint a photo of the sort of employee you are and show employers what youre capable of accomplishing. Alongside thethree main sections to include in a resume, it is a good idea to tailor your resume to your private profile with the addition of different subheadings where you are able to develop the appropriate details. A great resume format is simple to scan. The Hidden Gem of Writing up a Good Resume You should invest time into each application and make certain that your resume is tailored to every employer and the job which youre applying to. Writing your first resume may appear like a daunting undertaking. Resume writing A great resume is the very first step towards acquiring a job. Creating your resume is the very first step to getting work. With persistence and patience, you will gradually land the job that you desi re. There isnt any time for procrastination once it comes to getting your perfect job. Actually, in regards to first resumes and job applications, the idea ought to be to deal with the process for a learning experience.

Working At BounceX

Working At BounceX With offices in NYC and London, and named the fastest growing software company in America by Inc Magazine in 2016, BounceX currently powers thousands of digital properties, expanding across a multitude of industries. BounceX is built on the belief that the success of a company is rooted in the strength of its team, so theyve created a collaborative, inclusive environment that encourages employees to love coming to work.Interested in joining their team?Click here to see all of BounceXs available opportunities, and dont forget to press Follow to receive custom job matches, vorstellung invitations and more One of the biggest challenges in almost all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind... and the construction industry is well-known for being in th e latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 1000000 construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent business strategy. pResearch pr esented in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industry boom, there are a number of open stable an d high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive option for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topp ed the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.

The Definitive Guide to Sales Management

The Definitive Guide to Sales ManagementThe Definitive Guide to Sales ManagementThe purpose of a sale manager is to provide their ausverkaufpeople with everything they need to succeed, including coaching, training, and motivation. The actions of a successful sales manager can include anything from overseeing the onboarding of a new sales kollektiv member to firing a salesperson who wasnt ever going to cut it. (Because in that case, what the person needs to succeed is a different job.) A great sales manager enkoranverss their salespeople know how theyre performing so they dont fall behind on their monthly quota or fail to sell according to the companys priorities. And if someone is lagging, the manager is capable of determining the salespersons weakness and empowering them to fix it. Coaching The most crucial role of a sales manager is a coach for the members of their team. A salesperson who is suddenly notlage making enough appointments might not realize that their script has gon e stale and they sound like a robot during cold calls. In these kinds of situations, the sales manager is ideally placed to both identify the problem and help to fix it. Coaching is a learnable skill- even for people for whom it doesnt come naturally. Not all sales managers are good at coaching. Some prefer the administrative side of management, while others like to spend as much time as possible on the front lines selling. Fortunately, coaching is a skill you can pick up with practice. Asking the Right Questions In many ways, coaching is like selling. Youll need to figure out what is holding a salesperson back and then nudge them into realizing it for themselves. As with sales, this is often best accomplished by asking questions rather than directly telling the salesperson what they must do. The sales manager might ask the salesperson who is struggling to make appointments questions like What is your cold calling process? and What exactly do prospects say when you call them and the y turn you down? These questions help your salesperson to identify the problem and the solution, which is a lot less confrontational than if you simply told them what to do. It also gives them a feeling of ownership of the solution, since they came up with it themselves. Working With All Team Members Good sales managers take time with every salesperson, not just the top and bottom performers. Every salesperson has both strengths and weaknesses you should recognize the former and help with the latter. Often the best way to evaluate a salespersons best and worst qualities is to accompany them on sales appointments and see how they operate with prospective customers. Ideally, youll want to shadow each salesperson on your team at least twice a year. While its important to spend time with each member of the sales team, realistically most of your time will be spent with the salespeople who are having the most trouble meeting their goals. A salesperson who is trying hard but hasnt been abl e to succeed may need an intensive coaching program involving several weeks of observation and assistance. It will be time-consuming, but if the result is a salesperson who exceeds their quota every month instead of failing or struggling to meet it, the time will have been well spent. Coaching wont do much good with a salesperson who doesnt realize they have a problem. Any salesperson who blames their poor performance on outside factors simply wont take a coaching program seriously. In this situation, it may be necessary to fire the person before their bad attitude contaminates the rest of the team. Providing the Right Sales Tools Another important part of sales management is making sure your salespeople are equipped with the right tools. These tools can make all the difference between success and failure. At the very least, theyll make selling a lot easier and your salespeople much more efficient. First and most basic, your team should have an ideal customer profile. Every comp any has an ideal customer. The ideal customer profile is simply a list of the characteristics that your best customers and prospective customers share. This profile is incredibly useful in qualifying prospects early on and enables your salespeople to focus their time and energy on the very best potential customers. Second, you should set up a sales metrics tracking plan. Tracking your sales teams metrics helps both you and them. It helps you because you can see exactly where theyre strongest and weakest in their sales abilities. If a salesperson hits a slump, you can use metrics to see where in the sales process theyre losing those sales. And it helps your salespeople because they can identify potential problems before they start to cut into sales. If a salesperson knows theyve booked half as many appointments as usual this week, they know they need to hit the phones big-time- before their pipeline empties out. Third, take a look at your new hire training program. Even the most expe rienced salespeople will need training when they join your company. At a minimum, theyll need product training and training in your companys sales software and customer relationship management (CRM) program, which encourages customers to remain loyal to your products or services. Its also a good idea to assess a new salespersons basic sales skills and decide how youll help with any weak areas. The faster you get your new hire up to speed, the faster theyll be earning revenue for your company (and you). Ongoing Training Youshould also evaluate your continuing training program. If a sports team doesnt train regularly, you wouldnt expect them to win. The same applies to your sales team. Like most professionals, salespeople need to broaden their skill sets and pick up new strategies on a regular basis. But just signing your team up for random training sessions wont help. You need a plan based on what skills they most need to develop so that you can look for the best training options to fit your teams specific needs. Establishing Differentiators Next, consider your product or service differentiators- the factors that make your products or services different from the competition. It may require a sales meeting to find out which differentiators your salespeople use and confirm that theyre consistent across the team. If your companys marketing department hasnt come up with some official differentiators, work with your sales team to brainstorm at least one for each product or service. Every time your company develops a new product or service or changes an old one, youll need to come up with new differentiators. Meeting Company Goals Finally, youll need to make sure that your sales team is aware of and working in line with the companys sales goals. Your company probably has certain products or services that it wants to push because theyre the most lucrative, others that are less important, and a few that are loss leaders, meaning they exist to attract new cu stomers but dont make the company any money. Make sure your sales team knows which products or services to prioritize during sales appointments. And work with company executives to build a compensation plan that rewards your team members for making the highest-priority sales. A sales manager is ultimately judged by the success of their team members, so leading them to greater rewards will bring rewards for yourself as well.

See a Sample Human Resources Manager Job Description

See a Sample menschengerecht Resources Manager Job DescriptionSee a Sample menschenfreundlich Resources Manager Job DescriptionPosition Description The menschenwrdig Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for a company within a small to mid-sized company, or a portion of the Human Resources function within a large company. The job responsibilities of the Human Resources Manager differ depending on the overall needs of the company or organization. The Human Resources Manager determines or is assigned the duties and job responsibilities that are required by the senior management kollektiv to meet the needs of their workforce management. The major areas the Human Resources Manager manages can include recruiting and staffingorganizational departmental planningwertmiger zuwachs management and improvement ordnungsprinzipsorganization developmentemployment and compliance with regulatory concerns regarding employeesempl oyee onboarding, development, needs assessment, and trainingpolicy development and documentationemployee relationscompany-wide committee facilitationcompany employee and community communicationcompensation and benefits administrationemployee safety, welfare, wellness, and healthcharitable giving and employee services and counseling. Occasionally, the Human Resources Manager is in charge of ancillary areas such as reception, customer service, administration, or transactional accounting to name a few possibilities. The Human Resources Manager originates and leads Human Resources practices and objectives that will provide an employee-oriented high-wertzuwachs culture that emphasizes empowerment, quality, productivity, and standards goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources Manager is responsible for the development of processes and metrics that support the achievement of the organizations business goals. The Human Resource s Manager coordinates the implementation of people-related services, policies, and programs through Human Resources staff reports to the CEO and assists and advises company managers about Human Resources issues. Primary Objectives of the Human Resources Manager Health and safety of the workforce.Development of a superior workforce.Development of the Human Resources department.Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.Personal ongoing development. Responsibilities of the Human Resources Manager Depending on the organization, the Human Resources Manager may or may not have responsibility for community relations, philanthropic giving, company community sports team and event sponsoring, space planning, benefits review, and administration. Depending on the needs of the organization, such responsibilities may be carried out by the finance department, facilities d epartment, marketing, and public relations, and/or administration. No matter which department bears the leadership responsibility for the function, the Human Resources manager is closely involved in decisions, implementation, and review. Thus, responsibilities of the Human Resources manager may include the following. Development of the Human Resources Department Oversees the implementation of Human Resources programs through Human Resources staff. Identifies opportunities for improvement and resolves problems.Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams and community events support, company philanthropic giving, and benefits administration.Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insuran ce carriers, pension administrators, and other outside sources. Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.Leads the development of department goals, objectives, and systems. Provides leadership for Human Resources strategic planning.Establishes HR departmental measurements that support the accomplishment of the companys strategic goals.Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment. Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.Participates in executive, management, and company staff meetings and attends other meetings and seminars.With the CEO, CFO, and community relations group, plan the companys philanthropic and charitable giving. Human Resources Information Systems (HRIS) Manages the development and maintenance of the Human Resources sections of both the company website, particularly recruiting, culture, and company information and the employee Intranet, wikis, newsletters, and so forth.Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization. Training and Development Coordinates all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee o nboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers. Assists managers with the selection and contracting of external training programs and consultants.Assists with the development of and monitors the spending of the corporate training budget. Maintains employee training records. Employment Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.Interviews management and executive standort candidates serves as part of the interview team for position finalists.Chairs any employee selection committees or meetings. Employee Relations Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.Partners with management to communicate Human Resources policies, procedures, programs, and laws.Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement. Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.Conducts investigations when employee complaints or concerns are brought forth.Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees. Reviews, guides, and approves management recommendations for employment terminations.Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.Reviews employee appeals through the company c omplaint procedure. Compensation Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.Monitors all pay practices and systems for effectiveness and cost containment.Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products. Benefits With the assistance of the CFO, obtains cost-effective, employee-serving benefits monitors national benefits environment for options and cost savings.Leads the development of benefit orientations and other benefits training for employees and their families.Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention. Law Leads company compliance with all existi ng governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act, Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk. Organization Development Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce develo pment, key employee retention, organization design, and change management.Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management. Identifies and monitors the organizations culture so that it supports the attainment of the companys goals and promotes employee satisfaction.Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. The Human Resources Manager assumes other responsibilities as assigned by the CEO. This job description has been designed to indicate the general nature and level of work performed by jobholders within this role of Human Resources Manager. It is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to the job. To perform the Human Resources Manager job successfully, an employee must perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skills, and abilities required to lead in the role of the company Human Resources Manager. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. Human Resources Manager Job Requirements Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.Better than average written and spoken communication skills.Outstanding interpersonal relationship building and employee coaching skills.Demonstrated ability to lead and develop HR department staff members.Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction. Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS).General knowledge of various employment laws and practices and experience working with a corporate employment law attorney.Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement program s and processes.Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality. Excellent organizational management skills. Education and Experience Required for the Human Resources Manager Job Minimum of a Bachelors degree or equivalent in Human Resources, Business, or Organization Development.A minimum of seven years of progressive leadership experience in Human Resources positions.Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred. Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management. Physical Demands of the Human Resources Manager Job These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Human Resources Managers job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Human Resources Managers job. While performing the responsibilities of the Human Resources Managers job, the employee is required to talk and hear. The employee is often required to sit and use his or her hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required for this job include close vision. Work Environment for the Human Resource Manager While performing the responsibilities of the Human Resources Managers job, these work environment characteristics are representative of the environment the Human Resources Manager will encounter. Reasonable accommodations may be made to enable peo ple with disabilities to perform the essential functions of the Human Resources Managers job. While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate. Conclusion This job description is intended to convey information essential to understanding the scope of the Human Resources Managers position and it is not intended to be an exhaustive list of experience, skills, efforts, duties, responsibilities or working conditions associated with the position. DisclaimerPlease note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and ?employment lawsand regulations vary from state to state and country to country. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions a re correct for your location. This information is for guidance, ideas, and assistance. Want More Information About Job Descriptions? Human Resources Assistant Job DescriptionHuman Resources Generalist Job DescriptionHuman Resources Director Job DescriptionHuman Resources Recruiter Job Description

What Authors Need to Know About Copyright

What Authors Need to Know About CopyrightWhat Authors Need to Know About CopyrightCopyright legally protects an authors works and as a result, it is vitally important in book publishing. According to the U.S. government, Copyright is a form of protection grounded in the U.S. Constitution and granted by law for original works of authorship fixed in a tangible medium of expression. In other words, you cant copyright things like skywriting. Copyright provides protection against literary piracy, which is especially critical in todays world of easy digital reproduction and distribution. Here are some frequently asked questions specific to authors and book publishing that reflect the laws of the U.S. government. Why Is Copyright Important to Authors? Copyright is extremely important to authors because it constitutes the ownership of ones original work. Having ownership means you can protect your work as intellectual property and control who makes money off of it- which is you and those to whom you assign rights. What Does Copyright Protect? Copyright is a form of intellectual property law and as such protects original works of authorship including literary, dramatic, musical, and artistic works. These works include poetry, novels, movies, songs, computer software, and architecture. Copyright does leid protect facts, ideas, systems, or methods of operation, although it may protect the way these things are expressed. In other words, your story (or piece of music or building plans) must be fully developed, fleshed out, and exist in some visible manner in order for it to be considered copyrighted. This is a compelling reason for authors to alwayswrite down their plots, instead of just talking about them. At What Point Is My Book Protected by Copyright? Your book is under copyright protection the moment it is created and fixed in a tangible form that it is perceptible either directly (e.g., on paper) or with the aid of a machine or device (e.g., an e-reader su ch as a Nook or a Kindle). Therefore, copyright covers both published and unpublished works. Do I Have to Register With the Copyright Office to Be Protected? In general, registration is voluntary because copyright exists from the moment the work is created- therefore, the short answer is no but theres a caveat. It is highly recommended that authors register their work for a number of reasons. Many authors want to register their works because they want a public record of the facts of their copyright which comes with a certificate of registration. Also, authors have to register if they want to bring a lawsuit for infringement of a U.S. work and to be eligible for statutory damages, as well as attorneys fees. Finally, if registration occurs within five years of publication, it is considered prima facie evidence in a court of law- meaning, its enough to establish that you are the owner of the work. Traditional publishersregister the books they publish but if you are publishing the b ook yourself, you should check with your indie publishing service to make sure you understand who is responsible for registering your work with the copyright office. Is It True That Titles Cant Be Copyrighted? Yes, that is true. You cannot copyright a title. What Is a Poor Mans Copyright? The practice of sending a copy of your work to yourself is sometimes called a poor mans copyright. Because the U.S. Postal tafelgeschirr is a federal agency, there has been a common but erroneous presumption that your stamp somehow validates your copyright. However, there is no provision in the copyright law regarding any such type of protection. Mailing your work to yourself is not a substitute for the additional legal proofs that a registration provides. Is My Copyright Good In Other Countries? The United States has copyright relations with most countries throughout the world. UNESCOs World Book and Copyright Day highlights the global value of copyright. However, the United States doe s not have such copyright relationships with every country.

How to Handle Weather Disruptions in Your Job Search

How to Handle Weather Disruptions in Your Job SearchHow to Handle Weather Disruptions in Your Job SearchUse these tips to weather the storm when one literally blows through your job search.If you live in the mid-Atlantic region or are traveling to or from the area for a job interview, chances are good that the latest snowstorm is impacting your plans. Use the tips below to handle the inclement weathers disruptions without missing a beat in your job search.Make contact quickly.Email your main point of contact the day before your interview to confirm the date and time. If youre no longer able to travel to the office, let the person know as soon as possible. Be prepared to propose new dates and times for the interview. Avoid rescheduling for the very next day, as there may be residual travel issues due to the recent storm.Prepare for alternative interview methodsIn some cases, your prospective employer may want to conduct the interview over the phone or via web-conferencing software lik e Skype. Be prepared for the virtual interview by downloading and testing the appropriate software on your computer and identifying a place in your home thats quiet and clutter-free. Click on the following link for more information on mastering the virtual interview.Take advantage of the timeIf the interview is cancelled, take advantage of this extra time to prepare. Practice your talking points and brainstorm questions to ask the interviewer. Do some additional research on the companys culture by checking out their reviews on Glassdoor and reviewing their social media accounts. If you have a network connection within the organization that you didnt get to connect with prior to the interview, find out if they are able to chat over the phone. They may be house-bound due to the storm as well, and have more time to speak with you for some last-minute interview tips.At the end of the day, be prepared and use your best judgment. No job is worth risking your life.Amanda Augustineprovides job search and career guidance forrecent college graduates and professionals looking to improve their careers and find the right job, sooner.Follow Amanda at JobSearchAmanda on Twitter and likeher on facebook inc for up-to-the-minute advice. Want to work with Amanda? Learn more at www.JobSearchAmanda.com.