The Best CV Format

There are many different types of CV available so you may be confused as to which CV will best present your profile, skills, qualifications and work experience. Before just writing down the information, you should research the types or formats of Curriculum Vitae that will present you and your career information in the best possible way in order to achieve an effective CV - one that gets you chosen for interviews.

There are mainly six different CV formats: the Chronological CV, the Performance CV, the Functional CV, the Targeted CV, the Alternative CV and the Universal CV. There are other names and of similar variations of the same, such as the hybrid CV, the Comprehensive CV and the Brief CV.

The Chronological CV is one that lists your education, work history, experience, etc in reverse order of the events. This is the most used Curriculum Vitae; however, it may not be the best CV to use for your situation. If you have just graduated from college for example, you may not possess a list of job specific specialised training, work history, or professional experience. This may be the ideal type of CV for a person that has performed well in his or her career and has plenty of information to add in a chronological manner.

The Best CV Format

The Performance CV is similar to the chronological CV, you can however, add achievements with the information provided in chronological order such as awards and information of the school, company, and a person to contact. This format is great for those with job experience of which to display a company in their work history.

The Functional CV the focus is on your career functions - i.e. an expansion on your skills performed. This format is often used for individuals / managers that are seeking a position in a different field. This CV type is also good for those for trades or technical employees employed on various short term contracts.

The Targeted CV focuses on the vacancy that you desire within a company. With this CV type, you only list education and work history that is relevant to the specific job position. This format is used by people that have been employed in various fields, but wish to focus on one job area or specific job vacancy.

The Alternative CV is one that is often used for creative people and positions. An individual can be a more flamboyant and add more personality to their Curriculum Vitae. This type is used by people that want to focus and advertise themselves rather than their achievements.

The Universal CV can be a mix of all of the above. If you are confused about which CV to use this is the safest one to present to prospective employers. Choosing this format is usually the best way to get the attention you deserve if you are writing your own CV. This CV will display the pertinent information you need in order to be chosen for an interview.

The Best CV Format
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Mike Kelley is a professional CV writer that has expertise in writing a wide variety of CV's for all types of employment. For more information on Best CV Format you can visit http://www.cv-service.org

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I Have Cured My Type 2 Diabetes - A1c Around 5 and Normal Reading in the Low 80's and No Meds!

I was diagnosed with type 2 Diabetes about 10 years ago. At first I just listened to my doctors that told me there was no cure for diabetes and I could treat my diabetes with diet, exercise and pills and live a normal life. The Doctors sent me to Diabetic schools, one that taught us what Diabetes is and how best to treat and live with it. Another doctor taught nutrition, mostly low fat eating and the best way to eat as a Diabetic.

One of the things the schools taught me was that Type 2 Diabetes is a progressive disease and things would continue to get worse and worse, so they would continually changes my medications.

Just like the doctors said, as the years went on, my blood sugar went up and up so they increased my meds. Not Satisfied with what I was taught at the schools I went to, I set out to do my own research. Things I learned were a bit scary, like all the drugs have bad side effects, even death as they kill off organs. That once you reach the limit (Maximum Dose) of one drug they have to switch to another drug until it is no longer useful. They keep this up until they run out of drugs to switch to. This usually happens in 1-20 years. Then there is not much they can do.

I Have Cured My Type 2 Diabetes - A1c Around 5 and Normal Reading in the Low 80's and No Meds!

I also learned that any blood sugar reading over 140 is harmful and that an average reading of 139= an A1C test of 6.9 that is why you want your A1C under 7.

And that Diabetes has horrible side effects that include but not limited to:

Blindness Kidney Failure Liver Failure Amputations Stokes Nerve Damage Heart Attacks Death

If you can keep your blood sugar under 140, your A1C under 7 and keep an active life style you should be fine for a while. But time and Diabetes march on and you can end up with these complications, unless you die from something else before they set in. So the way I see it, the only way to not get any of these complications or dying a slow horrible death was to get rid of this debilitating disease that they said has no cure.

For the last 10 years or more I started reading anything I could on diabetes. I found out that a cure was developed and our government paid them 30 million dollars to keep if off the market. People are being cured of type 2 diabetes every day.

After 10 years of research and many interviews with many doctors and healthcare professionals I have finally cured my diabetes.

What do I mean by "I Cured My Diabetes?" Before I was cured, here is what I had.

After 10 years and eventually reaching my Maximum Dose of Glyburide and Glucophage (metformin) plus Lisinopril for High Blood pressure and Lovastatin for high cholesterol here is where I was at:

I had Morning mg readings of 220-250mg. I have what is called the Dawn Syndrome, which means my blood sugar reading was high in the mornings (dawn) and would come down during the day. Daily I would get my mg down to about 110-120mg My A1C tests were around 6.7 to 7.4 (testing twice a year) My blood Pressure was around 140' over 90's. My Cholesterol was in the 300's I tired easily. I had bad days where I just did not feel like doing anything, I had low days where my mg was below 70 and I felt real light headed and faint.

Remember all this is while taking the maximum allowable drugs.

Now that I am cured here is where I am.

Morning reading of 80s-90s Daily reading around under 100 Average reading a round 90 A1C of around 4.7 - 5 Blood pressure of 120's over 70's Cholesterol in the 200s
All this without any drugs, no meds of any kind, and with out eating a restrictive diet. I eat a normal healthy diet. I don't workout at gyms or even a home gym, which would be beneficial to overall health, but I am active. Now I have a lot of energy.

I am not a Doctor or health care professional in anyway, but with those numbers, I believe it would be hard for anyone to test me and say I have Diabetes. I may still have the underlying cause (I don't know) but, any complications I have will be minimized and I should be able to live a full healthy life.

The best part is, not only did I cure my Diabetes, but my wife, my sister and a couple of friend's have also cured their Diabetes with the information from When Health Matters.

UPDATE: Now that I am cured I am eating a normal good healthy diet, at least most of the time, but I do still indulge on things like pancakes, pizza and fried Shrimp! It is so good to be able to eat again.

UPDATE 6-15-08: I had to change my morning and daily reading as for the last month or so I have been in the 80;s morning and afternoons. My condition just keeps getting better.

I know I have not found a cure for all diabetics but for me I have found the correct combination. If you are type 2 and want to improve your health and maybe eliminate all your signs of diabetes then please go to my website. I have dedicated it to improving health and eliminating Diabetes.

PS: I am not a slick salesman or a real author with huge publisher behind me, I am just a truck drive that cured his diabetes.but I feel this information is invaluable and anyone that has diabetes or knows anyone with diabetes should get this information.

PS: 7-15-08. I just received my first ever 2 year DOT medical. As a commercial driver with Diabetes I was required to have and pass a DOT Physical every year. Well for the first time in over 10 years I have passed my 2 year Physical as I have cured my Diabetes and it says so right on my DOT physical form which you can see at http://www.whenhealthmatters.com/diabetic-news.html.

I Have Cured My Type 2 Diabetes - A1c Around 5 and Normal Reading in the Low 80's and No Meds!
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Please check it out!

Bob
http://www.whenhealthmatters.com/diabetic-news.html

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What Colors To Wear To A Job Interview

We all know that dressing professionally for a job interview can leave a good first impression with the employer, but what about the color of your attire? Have you ever wondered why doctors wear white or police officers wear blue? Or why black represents power and red implies passion?
Different colors influence people in different ways, emotions from trust to aloof and everything in between. Color psychologists and scientists have been studying the impact of colors for years and how people respond to different colors listed below. Keep this in mind when choosing what colors to wear to the job interview.

Black: Represents authority, power, and drama. Black can also make you appear unapproachable and overpowering. So avoid it when interviewing, unless in small amounts or as an accent color.

White: Symbolizes of purity, chastity, and cleanliness. White is a neutral color that goes with everything. It's usually worn in shirts and blouses year round.

What Colors To Wear To A Job Interview

Blue: Signifies tranquility, authority, trust, and loyalty. It's the best-selling color globally, and the one with the biggest success rate in job interviews. Blue is the ultimate "power color".

Brown: Addresses credibility and stability. It's the color of the earth and abundant in nature. Brown creates a neutral environment for open discussion.

Beige and tan: Similar to brown, are calming, stress reducing, earthy colors that invite communication. These colors are perceived as nonassertive and passive.

Gray: Denotes neutrality and sophistication. After blue, it's the second most popular color to wear to a job interview. If you want to look confident without being overpowering in black, go for gray.

Red; Implies heat, danger, power, passion, and strength. The most emotionally intense color, red can stimulate a faster heartbeat and breathing. Use red as an accent color to motivate people to make quick decisions and increase expectations. It can also increase emotions during job interviews, so avoid wearing large amounts of red.

Orange: Like red, can stimulate strong emotions. Related to warmth and autumn, individuals who wear orange are perceived as having a strong personality. Bright orange, like bright red, will attract attention and induce intense emotions, so wear moderately in job interviews.

Yellow: Promotes a wide range of emotions, from cheer and goodwill to caution, and jealousy. However, people lose their tempers more often in yellow rooms than in rooms of other colors. It is the most difficult color for the eye to absorb, so it can be unbearable if overused. Wear in small doses in job interviews.

Green: Indicates nature, success, wealth, and security. A calming, refreshing color, green is the easiest color on the eye and most relaxing. Dark green is masculine, conservative, and implies wealth. People will feel comfortable with you without standing out in a job interview.

Purple: Symbolizes royalty, richness, power and sensitivity. It's also the color of passion and love. Purple is often viewed as a "feminine" color, so avoid wearing purple when attending a job interview with a strong gender bias.

Pink: Inspires a variety of emotions, from fun and excitement to calm and low energy. Pink is viewed as a feminine color, and, like purple, should be worn with discretion in job interviews.

What Colors To Wear To A Job Interview
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Information provided by, Moshin Manji, HRinmotion.

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For job seekers, our online education and services will help you get more job interviews and more job offers. Use our employment preparation services to give yourself a stand out resume and sharp interview skills. We have made job search easier than ever by providing you one of the largest job boards in Canada, US and UK. We have over 1.5 million jobs online, apply today and find the right job!

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PA Training - Increase Your Chances of Acceptance With Great Letters of Recommendation

So you've decided you want to become a physician assistant, and soon you'll be sending out PA training program applications. Letters of recommendation can be a pivotal part of the process, so you have some things to keep in mind to maximize your chance of acceptance. The following checklist should help avoid critical mistakes.

1. Start tracking your letters down early. You should start asking references if they are willing to write you a letter early because it takes time to secure an agreement from writers, it takes time for your references to actually write their letters and submit them, and generally speaking, the earlier your application is complete, the better your chances of getting in. This is particularly true if you apply through CASPA.

2. Use references that will have broad appeal. Most schools will have you apply via the Central Application Service for Physician Assistants (CASPA). CASPA requires you to obtain three letters of reference. Once received, CASPA will distribute the same three letters to each school to which you are applying. For this reason, you should choose references that will have appeal to the widest range of schools. If you are concerned about appealing to the specific requirements of a particular school, you can speak to these in your essay, or in a secondary application, which you may complete later in the application process.

PA Training - Increase Your Chances of Acceptance With Great Letters of Recommendation

3. Clinical references are usually better than academic references. In most cases, schools prefer to learn about your clinical experiences than you academic performance. This means seeking out references who have supervised you or worked closely with you in a clinical (patient) setting. It makes sense, because this information speaks directly about your potential as a PA. The only exception is if you have a weak academic background (low grades or your coursework is more than 3 years old). In this case, you should consider getting one letter from the instructor of a class that you did well in, preferably in a science prerequisite.

4. Seek out letters from people you are sure support you. It may sound obvious, but many people don't. Find someone who truly likes you, and who supports your decision to apply for PA training. If you are unsure, ask them: "I am going to be applying to physician assistant schools, and I'm beginning to think about my letters of reference. Would you feel able to support me by writing a letter of reference if I asked you to?" If their response is anything less than an enthusiastic "Yes!" then consider finding someone else.

5. Use the electronic submission method if at all possible. Electronic submissions are easier on you, your reference, CASPA, and the schools you hope to attend. Simply provide CASPA with the name, title, degree, and email address of your reference, and how he or she knows you. Let your references know in advance when you will be submitting their information so they can gauge when the letter will need to be written. Once they have completed their letter they will email it to CASPA. Exception: if you are submitting a letter from an admissions committee. Letters from committees count as a single letter and must submitted as hard copies, on institution letterhead.

6. Waive your right to review your letters. CASPA gives you the option to waive your right to review your letters, and you should. Not waiving this right signifies that you may wish to view them yourself, and implies that you aren't confident that they speak well of you. This is a little like like asking a potential employer not to contact your previous employer - a definite red flag to an applications committee.

7. When complete, send a thank you card to your letter writers (and maybe even a small gift -- Starbucks gift cards are appropriate). This is just good manners. It shows your appreciation and keeps you in their good graces should you need to reapply next year.

Once your letters are completed and submitted, you can cross this item off your extensive to-do list and breathe a little easier. Good luck!

PA Training - Increase Your Chances of Acceptance With Great Letters of Recommendation
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Paul Kubin, MS, MFT is a marriage and family therapist, and PA student at UC Davis School of Medicine's Family Nurse Practitioner and Physician Assistant Program. His blog, Inside PA Training provides helpful information on becoming a physician assistant, and chronicles the struggles, laughs, and triumphs of life in one of the most competitive PA training programs in the nation.

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Job Interviews: Answering "What's Your Greatest Weakness?"

Many interview guides advise candidates to answer the common "What's your greatest weakness?" question with a positive trait disguised as a weakness. For example, "I tend to expect others to work as hard as I do," or "I'm a perfectionist."

That would be a mistake.

Why? Because interviewers have heard these canned answers over and over again.

Job Interviews: Answering "What's Your Greatest Weakness?"

If you use one of them, it will likely backfire on you. Because the hiring manager will think:

So state a true weakness! No one is perfect, so don't try to convince anyone (especially yourself) that you don't have any weaknesses.

However, I cannot overemphasize the importance of not listing a key element of the position as a weakness! If you do that, you might as well send yourself the rejection letter.

Pick a neutral weakness about something that's not critical to the job. Mention that. Then emphasize what you've done to overcome the weakness.

This shows that you are honest, that you recognize areas in which you need to grow, and that you are actively seeking ways to improve yourself.

Sample Answers:

"I honestly can't think of any weakness that would prevent me from doing an outstanding job for you in THIS position. But in the past, I've had some trouble delegating duties to others. I felt I could do things better and faster myself. This sometimes backfired because I'd end up with more than I could handle and the quality of my work would suffer. But I've taken courses in time management and effective delegation, and I've managed to overcome this weakness." [NOTE: You would not want to use this example for a supervisory position]

"I honestly can't think of any weakness that would prevent me from doing an outstanding job for you in THIS position. But I'm very weak in math and have to rely on a calculator even for basic computations. I always have one with me just in case a calculation is needed." [NOTE: You would not want to use this example for an accounting position or one that requires math skills!]

This question really isn't so tricky, once you know what to expect and how to respond.

Job Interviews: Answering "What's Your Greatest Weakness?"
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Bonnie Lowe is author of the popular Job Interview Success System and free information-packed ezine, "Career-Life Times." Find those and other powerful career-building resources and tips at her website: http://www.Best-Interview-Strategies.com

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Competency Interview - How to Succeed at Competency Based Interviews

With competency interviews becoming increasingly common among interviewers across the world, it's a good idea to be prepared for when you have yours.

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In this article, you'll find out:
What competency interviews are What interviewers look for How you can prepare Where to go for typical competency questions

After this, you'll quickly start to feel more confident, be able to deliver a great competency interview performance and land the job!

Competency Interview - How to Succeed at Competency Based Interviews

Competency Interviews - What Are They?

Competency interviews are designed to find out how well you performed in given situations in the past. Research shows that how you did perform in the past is a more accurate predictor of how you will perform in the future compared to asking you how you would perform.

Here's an example:
Rather than asking: "How would you cope if you were given too much work to do" , interviewers might ask you: "Tell me about the last time you had too much work to do in a day". You see your interviewers want to know what you did in that scenario, why you did it and what the result was.

Before the interview, the recruiters study the job description and pick out the key skills, attributes etc.. that they think a successful candidate needs. They simply draft interview questions designed to find out if you are have these skills and attributes. The evidence is in what you did in the past.

Here's what we mean: Suppose the job calls for a person who can deal with difficult customers, in a complaints department, let's say. The interviewers will devise questions designed to find out how well you dealt with difficult customers before. The sort of things they will want to know are how you felt, what decisions/actions you took and the outcome of those actions. Some might even want to know what you would change about what you did.

What Do Interviewers Want In Competency Interview Answers?

On the whole, interviewers look for positive indicators that you are competent at the things they consider important in the job. But they also look for negative factors which will reduce the effectiveness of your answer. Negative indicators include not asking for help when appropriate, seeing changes or challenges as obstacles and reacting to things personally.

To fully understand how you behaved before, interviewers often want answers to the following 4 key components, often called STAR.

Situation or Task
Did the candidate explain the task or situation that they were involved in?

Action
Did they explain what they did, exactly, in relation to the task or situation?

Result
Did they explain the results of their actions?

If your answers don't give enough information, some interviewers will follow up with additional questions, like:
What was your particular role in this? What obstacles did you overcome? Why exactly did you take that action? What made you reach that decision? How did you feel about that? Who came up with that idea? What precisely was the outcome/result? What feedback did you get? How would you behave differently if it happened again?
Competency Interviews - How To Prepare

To help you get ready for competency based interviews, here are 5 things you should do:
Review the job ad Note down the knowledge, skills and attributes the employer is looking for. Are they looking for a good communicator, someone with initiative, or someone with excellent customer service skills and so on Come up with at least 1 example of where you've demonstrated each of the things you noted down in step 2 Write about the example/s in step 3. For every one, describe the circumstances, how you were feeling, what action your took, why you took it and the results Read your notes back to yourself or someone else. Think of extra questions your interviewers might ask about each example. Very often your interviewers want to know more than you expect!

Competency Interview - How to Succeed at Competency Based Interviews

Here are some example competency interview questions.

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Back to Basics - 3 Steps to Success in Conducting Interviews and Interrogations

Make no mistake about it, investigative interviewing and criminal interrogation are complex, psychologically demanding tasks. Understanding human nature and the dynamics of communication along with knowing the rules of persuasion and influence, listening to verbal behavior, observing non-verbal signals and paralinguistic cues as well as documenting any physiological changes, grooming gestures, emblems, and micro-expressions of emotion you observe during the interview can be overwhelming. Understandably, it is easy to miss much of what is going on during the interview or interrogation, let alone knowing what the subject said.

But as with almost any task regardless of how complex, there are basic aspects which will be responsible for the majority of your success. Quite simply this is the "80/20 rule" which states that approximately 80% of your success will come from about 20% of your activities. Within the area of investigative interviews and criminal interrogations we can break that down into three main ingredients, if you will, which if present within your interviews and interrogations will greatly enhance your ability of a successful outcome by obtaining as much truthful information the subjects has within his or her memory.

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1) Do your background: One of the fundamentals of effective interviewing is knowing the facts of your case and the strength of any available evidence. Have you ever been asked at the last minute to fill in on an interview or interrogation for a detective who may have been tied up on another task, and you get the "5-second briefing" before walking into the interview room? How effective can you be in that situation? The reality is, not very. You will just be the scribe and learn as you go along during the interview process. As investigators, we can be much more effective individually and as a team when we plan and prepare for the interview or interrogation well in advance of walking into the room by conducting a thorough case review and developing an interrogative strategy.

Back to Basics - 3 Steps to Success in Conducting Interviews and Interrogations

Planning and preparation while developing background information also includes knowing as much as possible about the individual you will be talking with. What is this individuals background? Prior arrests? Married? Children? Pets, Hobbies? Social circles? Religious beliefs? Gang affiliations? and on, and on. The more you know about the individual, the better your chances are of developing rapport and gaining the individuals trust and cooperation.

2) Ask open questions: By open questions I am referring to questions such as, "tell me everything that happened yesterday from the time you woke up until you ended your day", or "describe in detail everything that happened regarding the assault", or "tell me about your relationship with Mr. Johnson." Questions like these are open-ended, allowing for the individual to provide a free narrative response without any influence from the interviewer. Part of the importance of this type of question is that we obtain information rather than give information away, and there is limited contamination from the question itself. Asking a question such as "were you at Bob's Burger Barn yesterday at 2:00?" instantly tells the subject important facts about your investigation such as 'time' and 'location'. Now the individual can easily construct an alibi covering where he was yesterday at 2:00, if he hasn't planned it out already, and sometimes it may be unverifiable making it difficult to dispute it. However, if the individual responds to an open question such as "tell me everything that happened yesterday from the time you woke up until you ended your day" and they interject the time of the crime on their own, that may be significant. Why did they choose to put that specific time in their statement? After obtaining the initial response from an open question, whether in a written statement or an oral interview, you then review and ask clarifying questions to expand upon what they stated, again, using an open-question style such as "tell me more about...", or "you stated you arrived at the party at 7:30, describe in detail everything that happened upon your arrival." Continue to ask clarifying, memory-probing questions to develop the information that the individual provided.

3) Listen to what they say: This by far is one of the most important aspects of conducting effective investigative interviews or criminal interrogations. It seems rather obvious, but in practice, many investigators do not really listen to what the individual said. Often times the investigator is working down a list of questions and while the individual is responding to one question, they are already thinking about the next question they plan on asking. Also, sometimes the investigator is so caught up in looking at the non-verbal behavior, eye movements, hand and foot movements, 'lint-picking' or other grooming gestures and trying to assess what that all means, but the verbal cues are being missed.

The importance of this cannot be understated because much of the recent research on deception has indicated that verbal cues are more diagnostic of deception than non-verbal cues. Researchers have recommended that police focus on what people say rather than what they do during interviews since it has been shown that truthful accounts differ from fabricated accounts in various ways which can be identified by really listening to their account. Also, by understanding principles of investigative statement analysis and by really listening to the words the individual uses, you will be able to discern subtle differences in the content of their language and word choices leading to a better assessment of their veracity. Sometimes what appears to be a denial may not be, but it can be easily missed if you do not pay attention to the individuals language.

In summary, there are certainly no short-cuts to conducting effective interviews or interrogations, and it is my opinion that the more training you have and the more experience you gather from the application of the techniques and information, the more effective you can be. I strongly suggest attending all the training classes and seminars you can to enhance your interview and interrogation skills. However, by applying the basic principles above such as obtaining as much background information on the case and the individual as possible, and developing rapport and trust with them, and ask open-ended questions geared towards information gathering, and really listen to their responses, you will be 80% there.

Back to Basics - 3 Steps to Success in Conducting Interviews and Interrogations

Wesley Clark is the owner of LIES Linguistic Interrogation Expert Services, as well as the administrator of the Interview and Interrogation Group, and a 23 year veteran of law enforcement.
http://www.truthsleuth.com
http://www.lies.igroops.com

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