Pratt Whitney Wasp Engine Named Latest ASME Landmark

Pratt Whitney Wasp Engine Named Latest ASME Landmark Pratt Whitney Wasp Engine Named Latest ASME Landmark Pratt & Whitney Wasp Engine Named Latest ASME Landmark(Left to right) ASME President Julio Guerrero, Pratt & Whitney retiree Bud Lewis, and Pratt & Whitney President Bob Leduc at the ASME landmark ceremony at the New England Air Museum in Windsor Locks, Conn. Lewis worked on the Wasp engine in the 1940s. Pratt Whitneys R-1340 Wasp radial engine welches recognized by ASME for its technical significance in engineering and aviation on May 4 when the Society designated it as a Historic Mechanical Engineering Landmark at a ceremony held at the New England Air Museum in Windsor Locks, Conn.The designation ceremony drew a crowd of approximately 100 people, including Pratt & Whitney executives, members of the ASME Hartford Section executive committee, Lee Langston of the ASME History and Heritage Committee, and ASME President Julio Guerrero, who presented the ASME landmark plaque t o Pratt & Whitney President Bob Leduc.The Wasp engine is one of nearly 260 technological innovations from around the world to be designated as an ASME landmark. The Pratt Whitney Wasp R-1340 engine, which was the first engine designed and built by the company after it was founded in 1925, was a significant improvement to the radial aircraft engine design, making commercial aviation viable as early as the 1920s. The engine was used to power U.S. military aircraft and played a key role in the nations defense and in the Allied victory in World War II. The ASME landmark plaque that was presented during the ceremony. The plaque will be placed next to one of the Wasp engines on display at the New England Air Museum.The R-1340 Wasp was the first in a series of Wasp engines, which included the Twin Wasp, the Wasp Junior, the Double Wasp and the Wasp Major, powering dozens of aircraft. Between 1926 and 1960, Pratt Whitney produced nearly 35,000 R-1340 Wasp A radial engines for app roximately 100 different aircraft models. Each engine generated between 425 and 600 horsepower.The Wasp engine is a most deserving addition to ASMEs roster of mechanical engineering landmarks, President Guerrero said.The Wasp engine is an integral part of the proud legacy of one of the worlds leading technology firms, while also playing a role in the progress of commercial aviation. For more information on the ASME Historic Mechanical Engineering Landmarks Program, and to see the complete list of ASME landmarks, visit www.asme.org/about-asme/who-we-are/engineering-history/landmarks.

Hot Keywords for Supervisory Forestry Technician (Hotshot)

Hot Keywords for Supervisory Forestry Technician (Hotshot)Hot Keywords for Supervisory Forestry Technician (Hotshot)Hot Keywords for Supervisory Forestry Technician (Hotshot)Are you a Hotshot Supervisory Forestry Technician? If so, better include these keywords in your federal resume if you want to get Best Qualified. Look at the descriptions of the Duties, Specialized Experience and then the keyword list. These words are critical for the performance of this position.DepartmentDepartment Of Agriculture, US Forest ServiceSALARY RANGE$38,117.00 to $54,879.00 / Per YearSERIES GRADEGS-0462-07/08DUTIESServes as a highly trained and specialized fire suppression crewmember. Performs incident response to the hot portions of the fireline, operating under the pressure of unpredictable, changing conditions.Performs the administrative and human resource management functions relative to the staff supervised. Plans, schedules, and assigns work to subordinates. Establishes guidelines and performa nce expectations for staff members provides feedback and periodically evaluates employee performance. Provides advice, counsel, and/or instruction to staff members. Recommends or approves appointments, selections, or reassignments to positions appropriate to the selection authority delegated. Effects disciplinary measures as appropriate to the authority delegated in this area. Carries out Equal Employment Opportunity (EEO) policies and program activities.Keywords Incident response to the hot portions of the firelineWorking under pressure of unpredictable, changing conditionsPerform administrative and human resources staff supervisionCarries out disciplinary and EEO functionsADDITIONAL REQUIREMENTSI have 90 days on-the-line wildland firefighting experience gained through containment, control, suppression or use of wildland fire. I have documented this experience with specific dates in the Work Experience, Additional Information portion of my application, or Resume.To determine your e ligibility for a primary firefighter position, indicate whether you meet the following age requirement I am under age 37 OR, after subtracting the months of Federal Service worked in a primary firefighter/law enforcement position, I am less than age 37 OR I am a veterans preference eligible, I am older than age 37 and am requesting a waiver to the maximum age requirement.KeywordsOn-the-line wildland firefightingContainment, control, suppression or use of wildland firePrimary firefighter / law enforcementSpecialized experience is defined as GS-07 Performed interdisciplinary tactical methods and techniques, related to wildland fire operations for use of water and other additives in controlling and mopping-up fires in order to efficiently and effectively accomplish operations where water was in short supply. Served on a specialty crew (hotshot, helitack, engines, etc.) or assigned to lead fire suppression under the most adverse conditions of climate, fuels, and terrain.KeywordsTactical methods and techniques related to wildland fire operationsUse of water and addictives in controlling and mopping up firesEfficiency and effectively accomplish operations where water is in short supplySpecialty crew (hotshot, helitack, enginesAdverse conditions of climate, fuels and terrain

Resume FormatsWith Examples and Formatting Tips

Resume FormatsWith Examples and Formatting TipsResume Formatss and Formatting Tips

Those Impossible to Find Newbies

Those Impossible to Find Newbies Those Impossible to Find Newbies Their rhetoric, always the same, would come across choppy, as my brain filled in the conversation with what else I could be doing that day or what I was going to eat for lunch. Phrases like Someone who just gets it Couple of good projects under their belt Bright Solid achievements Great aptitude Ill teach them would be pronounced. As I remember, I would be nodding and looking particularly interested in what they were saying.The unfortunate reality is that when I would get back to the office, I would have notlagehing to go on. If a company wants to hire a Java developer, its easy. Find someone whos great at Java with a nice enough personality andtemperamentto be a decent employee. The problem is when companies want to hire someone that could be a great employee, someone with guts, determination, and intelligence, but no verifiable professional experience. When you have nothing to go on but the intangibles, thats when it gets tricky. Thats when recruiting becomes more art than science, and maybe more luck than procedure.I bring this up because were doing some tech hiring ourselves. I am again reminded of the impossibility that we impart to recruiting its too easy to forget about what you need to get accomplished, and think instead about some murky, personal ideal of an employee that just doesnt really exist. We want aptitude, not experience, but demand immediate performance and task completion. Its really easy to get in the way of our own recruiting efforts, as well as to be unfair to candidates.But were doing our best, even though its of course taking longer than we would like. I have to give a shout out to ZipRecruiter, where we have posted our most recent job. They advertise their services through Recruiter.com, but I hadnt ever actually used the service that we were advertising. So far, so good we have some well-qualified candidates and a solid first round of interviews.If we have a new hir e next week, it means that our luck is still with us. If we dont, well, it might be karma coming back to me for ignoring some of those hiring managers. But in any case, its interesting to be on the other side of the fence still looking,accidentally, for the impossible.

Generational Differences in Job Searching

Generational Differences in Job SearchingGenerational Differences in Job Searchingseek employment with all kinds of tactics and goals. While baby boomers and richtung X workers may opt for a personal touch when involved in a job hunt, millennials and generation Z employees often choose to rely more on technology. And thats only one of the differences that quickly became apparent on a recent segment of Good Morning America.Different Job Search TacticsThe piece, which brought together recent college graduates and their parents, along with experts in recruiting, noted that todays graduates get conflicting advice from family members, teachers, and peers when it comes to finding jobs.Jacquelyn Smith, director of content strategy, said in the GMA piece that the core ground rules for seeking a job are unlikely to change over time, but the way people approach those rules is always shifting.As technology evolves, as the job market shifts, as new jobs pop up- even new industries- naturally, th e process for searching for those jobs and landing those jobs is going to change as well, Smith said.For example, parents in the segment stressed the importance of considering what employers want and making sure the language children use in applications matches their qualifikation managers needs. They also recommended that their children approach employers in person, dressing like the professionals they want to be.Experts interviewed for the segment said first-time job seekers should clean up their online profiles, including good, professional photos with their LinkedIn accounts. They also suggested that grads should understand that a first job is about building relationships and being part of a team.Job Search Goal DifferencesNot all such advice applies equally to different job seekers, however. Its important to consider peoples strengths, weaknesses, and goals when recommending the best ways to hunt for employment.An article from Business News Daily points out that workers of all generations consider conditions in the labor market when seeking jobs. But when it comes to specifics about job types and search methods, differences arise.Millennials look for jobs on Monday mornings, searching in urban areas for high-skill fields like computers and life sciences, the article says. Meanwhile, gen X workers do their searches during evening hours, looking in industry hub cities for jobs in which they can use their experience and tech expertise.Baby boomers have particular interest in certain growing job categories, such as healthcare practitioners and technical occupations, as well as architecture and engineering, the article says. They prefer warmer cities like Phoenix and San Diego, and tend to seek out part-time jobs that will help them ease into retirement.While 48.4 percent of boomers said they search for jobs on a mobile device, they are far less likely to do so than millennials (73.4 percent) or gen Xers (71.3 percent).Boomers may also focus more on finding a job in which they will get along well with their colleagues, according to an article from the Beth Kobliner Company. Gen X workers, on the other hand, may focus more on money, and millennials often seek jobs that offer good opportunities for future growth.When youre still starting out, it makes sense to look at the long-term effect of your job choice- to make sure that youre learning new skills and strengthening existing ones, the article says. That means you may need to weigh a salary increase against whether this new job sets you up for the next job, and the one after that.Workers of all generations are placing more importance on the availability of flexible work options, although their reasons for seeking flexibility may differ. And all are looking for the right mix of benefits that will allow them to support themselves and their families.No matter which generation a person is in, seeking a job can be challenging and time-consuming. But by understanding your own goals and tendenc ies, you should be able to seek the advice that will be most likely to land you in the position that best fits your needs. After all, the end goal of a job search is the same for everyone, regardless of generational differences.BROWSE OPEN FLEXIBLE JOBS

Short Article Reveals the Undeniable Facts About Waitress Resume Skills and How It Can Affect You

Short Article Reveals the Undeniable Facts About Waitress Resume Skills and How It Can Affect You How to Choose Waitress Resume Skills Clearly, if youre asking for an exact technical fleck, itll be indispensable to use a number of the rarefied terms and specialised lingo which is used in that specific profession. Youve been made to learn to manage difficult conditions. You may use a number of the subsequent statements to create an effective resume. Creating an effective objective statement is just step one in writing a winning resume, but its an important one. Without the correct abilities, no restaurant manager is likely to seriously consider you. When it regards the waitress abilities and duties, they are all the exact same, which means that you must have them all so as to succeed. Be it serving at a nearby restaurant or auditing for a big accounting firm, you have to be punctual, responsible, and accountable. Previous restaurant and client service experience needs to be emphasized. To do so, you may use these waitress resumes. A great waiter ought to be able to satisfy the requirements of the customer, even if theyre notlage being entirely fair. Finding a job for a waiter or waitress does not arrive so easy anymore, particularly with the simple fact that fewer jobs are at present available than the range of folks looking for employment opportunities. If youre a bar operator, your bartender generally functions as the face of your small business. Lets look at Server resumes and how youre able to make yours shine As an overall rule of thumb you should save yourself all easy and right to the point. For example in case you have a rude customer, its still true that you must have the ability to tolerate him and set a smile on your face. In addition to that, it offers up examples of exactly how good this man is as a waitress with the usage of numbers. Dont forget to customize to the position youre applying for. It is essential that you dont attemp t to be too fancy by utilizing stand-in colors and delightful graphics. Theres an unconditionally great line that you have to mosey in order to generate the most effective practicable resume. If you prefer the image on our site, please dont be afraid to visit again and get inspiration from all the houses in the image of our internet image. You have to show employers that what you bring to the table is just what theyre searching for. Everyone knows the food service business is just one of the more tightly regulated industries on earth. The table ought to be prepared for next customer. Download our resume templates to become exciting work in the hotel market. In addition, you can look for waitress jobs on Monster. Your resume is a vital part of your job search for a waiter or waitress. To find out more on what it requires to be a Waiter, take a look at our complete Waiter Job Description. There are 2,403,960 waiters and waitresses working in the usa, which makes it one of the most frequent occupations. For more detailed ideas on how to turn into a waiter or waitress the fantastic folks at Gradspot provide a great resource about it. In that instance, youve just arrive at the most important dish The waiter or waitress work history section. Some might insist on a particular meal without a specific ingredient. Your capacity to handle tension and crisis shows employers that youll have the ability to manage important projects with impending deadlines. There are particular jobs and tasks where you must work on a single thing at a moment. Instead, your objective should allow it to be very clear that youre seeking specifically to work as a server in a special type of work atmosphere. A friendly and extremely enthusiastic individual with good understanding of food placement and capability to tackle customers courteously. If you want to compose a good resume that may help you raise your probability of getting hired, youre in the appropriate place. As soon as its very probable that you fully grasp the fundamental duties of a restaurant server, you might not know exactly how much work and skill enters the job. Your odds of getting the job can become very slim when it happens. While being a server may appear to be a very simple job, there are lots of skills one must have in order to be prosperous. Characteristics of Waitress Resume Skills If a work announcement youre interested in specifically says that the best candidate for the position should have strong multitasking abilities, then its wise to sit down before your interview and list instances where you have needed to multitask either in your prior jobs or, if youre a recent college graduate, as part of your coursework. Based on different facets of this profession, there are distinct resumes that has to be utilized to secure work. Needless to say, each job will call for various abilities and experiences, so make certain you read the job description with care and concentra te on the skills listed by the employer. There are only a few jobs which dont need multitasking skills of some kind or another. You can also see Resume Templates. The template assists the waitress to create an extremely nice and effective CV. While the template here can readily be customized to fulfill your requirements, you might also find it beneficial to check at a few other examples of resumes appropriate for server jobs. If longer than 1 page, edit to a single page.

Why the Staffing Candidate Experience Needs to Be a Group Effort

Why the Staffing Candidate Experience Needs to Be a Group EffortA 2017 CareerBuilder report revealed 78 percent of job seekers believe the candidate experience shows how much a company values its employees. But for candidates, going through the staffing process is a bit more complicated. The first person they talk to isnt someone at the company theyre considering. Their initial interviews are at an office theyll never work in. Then they finally meet their potential future manager in a completely different location. If there are inconsistencies in their experience, what information should they use to make their decision about the job?To give candidates a clear picture of what itd be like to work for a clients company, everyone involved with the staffing process needs to be on the same page. You need to know who can impact the candidate experience and how. This way everyone can do their part, and nothing falls through the cracks.Here are three essential stakeholders when it comes to th e staffing candidate experienceThe staffing firmOf course, your firm isnt an individual person. But the collective group and the firms policies play a big part in candidate experience. For example, if a candidate comes into your office to record their one-way video interview and they feel rushed through the process, this can sour their mood so much they decide to drop out of consideration for your clients position.The best way to ensure a consistently spectacular candidate experience is to have clear expectations for the entire team. No matter which staffing professional a candidate works with, they should have a great experience. Of course, the experience will be different depending on which of your co-workers is working with the candidate, but the quality level should be the same. Take proactive steps to maintain a consistent candidate experience between you and your co-workers. Check in with them and see how you can support them if they get overwhelmed. This way you do your part to keep up the firms reputation.By supporting other staffing professionals, you can improve candidateexperience throughout your firm.Click To TweetIndividual staffing professionalsStaffing professionals have the most one-on-one interactions with candidates, giving them the most chances to continually improve candidate experience. Even though your staffing firm has rules and processes in place, you have flexibility in how you engage candidates.Remember that you are the one who knows your specific client best. You know about their company culture, mission, and values. This gives you the information you need to introduce aspects of their organization into the staffing process.Think of ways you can improve the candidate experience by helping candidates see what itd be like to work for the company. Customize the staffing process to your client byHaving clients record introduction videos showing candidates company leaders with a glimpse into their personality and the company cultureGet e mployee testimonials from your client and share them with your candidatesClearly communicating the process and how candidates transition from engaging with you to the company theyre applyingIts up to staffing professionals to show candidates what itd be like to work at the clients company. CandidateExperienceClick To TweetClientsEven if you and your co-workers create the perfect candidate experience, your client can accidentally ruin it if they dont understand their part in the process. Once the candidate goes to them for the final steps of the hiring process or to start the job, if the work environment is drastically different, it hurts everyones reputation.Get examples of past successful placements and current company employees to better understand the role and culture. Also, remind your candidates that a long staffing process hurts the candidate experience. If they take forever to make a decision, candidates might look for work elsewhere. Dont let your clients think they have no impact on CandidateExperienceClick To TweetDuring the staffing process, everyone the candidate engages with contributes to the overall candidate experience. If any vital stakeholder drops the ball, it will hurt the whole situation. Knowing what everyones role is and what bases they need to cover will ensure that candidates enjoy the staffing process and end up happily employed with your client.