10 Important Steps to Become a Travel Nurse

10 Important Steps to Become a Travel NurseWant to be a nurse, but also want to travel? If you think that shorter term temporary jobs might be the best fit for your lifestyle and career, this might be a good field for youand valuable work experience. googletag.cmd.push(function() googletag.display(div-gpt-ad-1472832388529-0) ) If you think being a travel nurse is for you, here are ten steps to breaking into travel nursing.1. Get the educationStep one is getting the required education for the job. Youll need a high school diploma or GED, plus completion of an accredited nursing program at the college level. In reservierung to pass the required NCLEX exam, youll need at least an Associate Degree in Nursing (ADN) or an ASN, which you can get in 2-3 years. Though you might wish to bump it up to a full on Bachelors degree in Nursing (BSN), which more and more hospitals will abflug to require. If youre short on time or funds, abflug with an Associates and move on if you need a BSN further down your path.2. Take the NCLEXYoull need to pass this exam before you proceed. This is required in order to qualify as an RN or licensed private nurse. The test is administered by the NCSBN.3. Get experienceYoull need hands-on nursing experienceusually a minimum of one year before a hospital will consider you for specialty jobs or assignments. Thats the bare minimum. Most places will ask for 2-3 years experience. Before choosing a specialty or a first job to acquire your much needed experience, consider the following most in demand specialties ICU, ER, MS, MS/TELE, TELE, OR, LD, PACU, CVICU, Cath Lab, PEDS, PICU, NICU, Case Management, SDU, PCU, CVOR, PostPartum, Mother Baby, and Home Health. And if you want to travel, consider moving to one of the 24 states that honor the Nurse Licensure Compact. This will make sure your license is valid in whichever state youre sent to work in. 24 possibilities4. Figure out your tax situationYoull need to qualify for tax-free compensation by ma intaining a legitimate tax home. Here are two valuable resources to help you learn just how to do that Qualifying for Tax Free Stipends and Deductions As a Travel Nurse, andEverything Travel Nurses Need to Know about Taxes, Stipends and Tax-Free Money. Remember, if you dont qualify for tax-free compensation, you will be asked to pay income taxes on that money at the end of every year.5. Figure out what you wantFigure out where you would (and wouldnt) want to travel and which type of hospitals youd most like to work in before you start applying. This will help you figure out which agencies to use to find your jobs.6. Figure out how much you want to makeDifferent agencies offer different packages and perks. Figure out which matter most to you housing, travel stipend, benefits, 401k, rental cars, etc. Also make sure you have a solid understanding of how travel nursing pay packages are structured, as its very different from traditional salaried compensation. Make a strategy for how to c ompare different pay packages before choosing. And make sure to do all this before you start applying.7. Start looking for agenciesOnce you know what you want, youll know which agencies can help you get it. There are services like Highway Hypodermics, or Travel Nursing Central that rate agencies success. You can also try a lead generator, a website that will connect you to top agencies by passing your information on to those agencies. But networking is also a good strategy. Ask your colleagues for referrals. And make sure to sign up for BluePipes, a professional networking site for healthcare pros. When you hear from an agency, make sure to ask the right questions about whether they can get you want you need before signing on.8. Make your profileEvery hospital will require an extensive application submission from you and your agency. Use BluePipes to tailor and control your submission profile and spare yourself some redundant paperwork.9. Get your papers togetherYoull need to make s ure all of your certifications and qualifications are up to date and ready to be delivered to a new employer STAT. Agencies will often help coordinate thisplus medical recordsbut its always a good idea to have your own set ready to go at all times. Never lose out on a job because of paperwork.10. Get hiredFinally its time to start submitting to jobs, preparing for interviews, signing contracts. Make sure to negotiate for what you needand do some research into the peculiarities of travel healthcare compensation negotiation before you attempt this.Once you get your first gig, youre well on your way Congratulations, youre a travel nurse.

Serving in the Air Force For 20 Years Was My Best Career Move Heres Why

Serving in the Air Force For 20 Years Was My Best Career Move Heres Why Veterans and those who love them make no shortage of sacrifices on behalf of this country. But one sacrifice thats perhaps not as readily acknowledged is the obstacles both veterans and military spouses can face when building out their careers in the civilian realm. This Veterans Day, Fairygodboss and Getting Hired asked folks in the veteran and military family community to share the ways this identity has aided and at times impeded them professionally, as well as their No. 1 pieces of advice to fellow military community jobseekers.Do you believe veterans and their families should have the right to build civilian careers free of obstacles and biases? Show yur support and Pledge4VetFamilies here.--Who Debbie (DeDe) DexterWhat Long Beach, CAWhere Vice President, Technical Project Manager City National Bank (CNB)--How long have you been in your current role, and what were you doing previously?Ive been in my curren t role one year and for the past 20 years, since I retired from the United States Air Force in 1998, I have been a Project Manager in the civilian sector in many different markets banking, marketing, telecommunications, insurance, health care, retail, and department of defense.What factors were fruchtwein important to you in transitioning from a military to civilian job?To find a job that could utilize my technical skills obtained from many years of training and experience.Are there any challenges associated with that transition that people may not be aware of?My transition welches not easy, as I was very structured in my routine show up to work 15 minutes early and be prepared for duty/work. My uniform was already laid out for me and I didnt have any decisions to make as to what went with what. Transitioning into a corporate position for me was very stressful as I had no idea how to dress professionally. I was taught to hide my emotions when in uniform, and when people asked me ab out my weekend, I was very shy and reluctant to say anything. What did your company do to help ease the transition, and how have you felt supported working here?Not a fair question since I have been retired for 20 years. However my current company, City National Bank, has recently established three subcommittees to assist veterans joining the civilian sector (1) Jobs/Mentoring this subcommittee helps veterans translate their military job training/experience into a job at the bank, especially in the field of IT, and then they mentor them through the transition. (2) Our Community Outreach subcommittee works with local veteran groups in whatever capacity is needed to support our veterans, (3) CNB Veteran Colleague Support helps veterans that are already established at CNB, especially those that are in the reserve and get deployed to active duty. City National Banks Commitment to Military Service Veterans is demonstrated daily. CNBs slogan Youve shown your commitment to serving our cou ntry. Now be part of a team thats dedicated to serving your community.At City National Bank, they value the leadership, teamwork, organizational skills and mission focus that veterans have developed and utilized while protecting our country. CNB provides career opportunities in areas where veterans training, work ethic and integrity can be transferable to the day-to-day operations at CNB. CNBs colleagues take great pride in our strong commitment to serving our clients and our communities, and they are looking for individuals that demonstrate this same P.R.I.D.E. The core values veterans learned through military service can be the foundation for future success at City National Bank.Do you believe your military background has provided you with any unique perspectives or talents that aid your career today?Absolutely. I believe everyone should serve the country for at least 2 years. It will take people out of their hometown and give them a view of the real world, which is a lot bigger t han they might imagine. The military has taught me disciple with work ethic, leadership and organizational skills, integrity, and how to be a team player, which includes all races, religions, nationalities and political viewpoints.Whats the first (and/or last) thing you do at work every day?Greet my co-workers with a smile.What about outside of work how do you fruchtwein enjoy spending your time?I enjoy spending quality time with family and friends. Serving 20 years in the United States Air Force kept me away from my family and friends, especially around the holidays. I am an Ordained Ministerial Counselor with Pathways of Light, a licensed Reiki Master and Energy Alchemist. I also serving on the Board of Directors for Heaven and Earth Oasis, as I am still being in service for my fellow brothers and sister veterans. Heaven Earth Oasis is a California 501(c)(3) nonprofit organization based in Los Angeles, CA. The organization provides a safe and peaceful healing space with an array of professional holistic healing treatments at no cost to active duty U.S. Military Service Personnel and ALL U.S. Military Veterans.Whats the one career move youve made that youre most proud of?Serving my country for 20 years.Whats your 1 piece of advice for women, and especially other women veterans, who are looking for jobs right now?Be yourself. Go after the job that makes you feel that you are making a difference for yourself, your family, your community and your country.

8 Tips For Improved Call Center Recruiting with Video Interviews [Whitepaper] - Spark Hire

8 Tips For Improved Call Center Recruiting with Video Interviews Whitepaper - Spark HireThe biggest issue that the call center industry is currently facing is employee turnover. This is setting back call centers not only in time and effort, but also in money. The obvious solution to this is improving recruitment methods, and video interviewing can help with this tremendously. The recently launched Spark Hire whitepaper entitled, 8 Tips For Improved Call Center Recruiting with Video Interviews emphasizes the various ways call centers can utilize video interviews to find passionate candidates who will become valuable employees who want to stick around.Six out of ten companies are already using video interviews in their recruiting process and more companies are expected to embrace video interviewing in 2014, says Spark Hire CEO, Josh Tolan. This shows the power of this technology and it should not be overlooked by call centers.As discussed in the whitepaper, typical call centers spend a bout $4,000 hiring a new worker and another $4,800 training new employees. Because of the high turnover rate at the average call center, the hiring and training process can be extremely costly. By using video interviews, call center hiring managers can cut down on their time-to-hire, save money, and connect personally with candidates. With video interviews, hiring managers can focus on candidates who fit into the position, the company, and call center life from the start, thus, reducing costly turnover.Furthermore, a positive personality and oben liegend communication skills are imperative in potential call center employees. The whitepaper details how call center hiring managers can focus on candidates who possess these traits earlier in the hiring process by using video interviews, thus, helping to improve retention.Call center hiring managers need to take advantage of these tips, says Tolan. If they want to overcome the problem of high employee turnover in their call centers this whitepaper will be vital to them achieving that.Download the new whitepaper, 8 Tips For Improved Call Center Recruiting with Video Interviews, from Spark Hire to learn about the strategies that will help you bring on rockstar employees at your call center.

Cities with the most employees who would leave for more money

Cities with the most employees who would leave for mora moneyCities with the most employees who would leave for mora moneyNew research from staffing firm OfficeTeam shows that Des Moines is the city with the most workers who would leave their current positions for one with a higher salary, at 54%. Overall, 44% of employees said that they would do this.Independent research firms surveyed more than 2,800 adult office employees in 28 large American cities. They also gathered data from more than 300 HR managers at U.S. companies with 20 or more employees. OfficeTeam came up with the surveys.These cities have the most employees willing to leave their job for more moneyDes Moines 54%Cleveland 52%Philadelphia 51%Salt Lake City 51%San Diego 50%Detroit 50%Brandi Britton, a district president for OfficeTeam, commented on the research in a statement.Employees want to be compensated fairly and feel challenged and fulfilled in their jobs If higher pay is the primary reason for considering anothe r position, professionals should first see if there is an opportunity to discuss a wage increase in their current role. Employers may be open to negotiation if it means keeping a good worker.Why employees would leave the jobs they haveThese are the why respondents would be most likely to leave their current jobs behindFor more money 44%For a company with a higher purpose/stronger mission 12%Dont feel appreciated 12%Bored/unchallenged by work 12%Bad commute/want something closer to home 7%Corporate culture is not a fit 7%Unhappy with boss 6%Clearly, people feel compelled to leave their jobs over more than just money, butwhile 40% of men said they would exit for one offering greater pay, 47% of women said they would do the same.HR managers also weighed in how the nature of someones job resignation impacts future career opportunities, with 56% saying it somewhat affects it. But while 27% said it greatly affects it, 16% said it does not affect it at all.

USN Reservist from London Landed Program Analyst (GS-13) While Overseas

USN Reservist from London Landed Program Analyst (GS-13) While OverseasUSN Reservist from London Landed Program Analyst (GS-13) While OverseasUSN Reservist from London Landed Program Analyst (GS-13) While OverseasLex, it worked. Thanks. Got the verbal offer last night. CheersDate Hired February 2012Jobseeker Type Vet/Reservist to FedPrevious Job Title Consular Assistant, U.S. Embassy London, separated as a Navy Senior Chief Petty OfficerTarget Job Title Program Analyst, GS-0343-13/2, $92,000 per yearResult Hired by Naval Sea Systems Command (NAVSEA)Writer/Coach Lex LevinStrategy/Process Converted sparse, 2-page resume with minimal details and almost no success stories into 8-page Federal resume with detailed job blocks and numerous and highly relevant achievements and accomplishments that directly targeted the KSA language from the target job announcement. The clients final resume clearly and forcefully demonstrated his strong 0343 skills and in-depth knowledge of DOD required for th e target position by detailing the clients past military and civilian work experience in language relevant to the job target.

Avoid family fights about work and money using HR tricks

Avoid family fights about work and money using HR tricksAvoid family fights about work and money using HR tricksMy family is being strategically restructured. No one is getting laid-off (thank goodness), but the organizational chart is definitely changing. You binnensee, my wife, who has been a stay-at-home-mom for the past five years, will be returning to work full-time as ur youngest matriculate into elementary school. The shift is as dramatic for our family as it would be for a company experiencing a shake-up in management. Were all facing new and unfamiliar roles - the kids included. Interdepartmental disagreements are inevitable.Having lived through a restructuring or two in corporate America, I know how rocky things can get when expectations shift and Im hoping to keep ahead of conflicts and bad feelings. To do that we need a plan. What kind of plan? Im notlage sure. But I do know one thing good marriages are predicated on top-notch communication and a fair distribution of lab or. Anything else leads to resentment, pain, and nights spent sleeping on the couch. Families, like businesses, fall into disarray unless someone is doing the hard work of management. Fights are a product of procrastination.The good news for my wife and I is that we can get ahead of the situation and start out on the right foot. Like any good business, we could use someone to help with team-building, conflict resolution, and morale. But Id rather not press my family into trust falls off the playroom couch (the kids arent nearly strong enough to catch me). Instead, I decided to outsource my family human resources to a therapist. Thats why I called up licensed psychotherapist and relationship specialist Terry Klee, who told me the biggest boon to family morale is not to avoid the inevitable conflict, but to boost recognition.You both agreed on a scenario and its going to bring up difficult feelings in each of you and thats the definition of conflict, Klee tells me, before reassuring m e that conflict avoidance is a pretty universal trait. Each of us as people are not comfortable with conflict. That is human nature. Our brains are wired to avoid difficult situations otherwise wed be extinct. Approaching a saber-toothed tiger is a conflict.But my wife is not a saber-toothed tiger. Her feelings are not an actual danger to me despite how her eyes darken when she is feeling pissed. Im not a tiger either, but that doesnt keep my wife from avoiding conflict with me too. In other words, this evolutionary prerogative, while helpful in making us feel normal, does little to help in actual circumstances in conflict, which are imminent. So whats to be done?What we have to do is learn to tolerate when our partner has a bad day, Klee explains. Because when a partner expresses feelings of being overburdened it can trigger feelings of guilt, shame, and inadequacy. That can lead to retorts, quibbling, and fights.The shift is when someone wants the space to say they really dislike something, the other partner has to try really hard not to be defensive, Klee says. They have to agree and accept and validate Yes, I can see how hard this is, thank you. Avoiding a defensive attitude is key to solving conflicts in the business too. Because the fact is there will be times where the problem we face requires mora than validation. It will require action. In those cases, I can look for guidance on how problems are solved in the boardroom. In those circumstances, active listening is key. Its part of focusing on the problem - What I hear you saying is There is also a huge premium for respect and calm, and very little room for accusation and blame. The problem at hand is the focus and nobody can tackle a problem when theyre angry. But fruchtwein importantly, the best business people understand conflict as a potential for growth. That mindset allows for a crucial reframing of the issue. If my wife and I see conflicts as an opportunity to shake something loose and keep gr owing? So much the better.Of course, that wont stop me from thanking her for her hard work. Thats super important too. Any manager knows that. Its not so different than businesses that texas tea into employee of the month or offer shout-outs during a staff meeting. And while I cant give my wife the best parking spot, or a plaque, I can let her know that I appreciate what shes doing to increase the families earning potential.This is particularly important as my wife heads back to work. I am acutely aware that working mothers are regularly saddled with more household duties than men. In fact, according to a 2015 survey from the Pew Research Center, working moms in two-income households are twice as likely to report being responsible for more household chores than fathers. Its not just a perception either. Studies routinely show that when mothers are employed demands at home do not decrease proportionately with the increase in paid labor outside the home. Moms routinely take on more th an dads. Thats just fact.They say that knowing is half the battle and that might be true, but Im not naive enough to think my family will be the exception to the statistical rule. So its my job to think of this like a good coworker and try to shoulder some of the burdens while giving appropriate credit where due.People want to be appreciated, says Klee. Half the time people dont need the regret to be fixed. But they do want space to be witnessed.Still, I understand that we cant just go into this new phase of our family life without some sort of structure. While grateful to Klee for acting as a top-notch family human resources person, I was still unsure about the actual day to day structure of our family? How would we navigate this change?What corporations are doing is making unspoken expectation spoken and clarified, says Klee. She notes that making expectations clear will be tantamount to our success. Still, Klee explains, well need to be a bit more forgiving than hard-nosed a-type bosses.Married couples have unspoken expectations about how well things are done, Klee explains before making a suggestion. There could be a house rule that you dont challenge each other on how things are done. Because thats how you start to micromanage each other. Time is limited as it is. You cannot get into how things are done, unless its really obvious. If youre feeding your kid Schlitz beer for breakfast, that needs to be talked about.Besides the fact that my go-to dad beer is Coors, Im taking Klees point to heart. And I hope my wife does too. But theres still the pesky issue of what the new organizational flow will look like. Thats why after speaking with Klee, my next call is to Certified Professional Organizer and Productivity Consultant Amy Tokos, owner of Freshly Organized.You need to treat the family like a team, Tokos explains. To help with communication, you need to have family meetings.This is a familiar task in my house. Or was, at least, for a few weeks back in Apri l when my wife and I tried to tackle some chaos via a regular meeting. It didnt last long. In fact, I feel continually shamed by a sign I made and hung next to the dinner table. It reads Family Meetings Monday 630 p.m. The shame is particularly sharp on Monday evenings when we specifically avoid our family meeting because were feeling overwhelmed and would rather engage in some screen-based self-care.Tokos helps me understand where things might have gone wrong. It doesnt have to be formal, she explains. If you asked my kids if we had a weekly family meeting they would wonder what you were talking about. They dont even know were having a family meeting. Its just a conversation.Tokos frames the meeting more as a conversation that slots into the natural rhythm of the familys life. It might happen during a walk, over brunch, or over dinner. The point is that the event is an unrushed natural moment where everyone gets on the same page about everything from sports games and practices, tra vel, obligation, transportation, and even needs from the grocery store.Because when everyones working and has school and activities, there has to be a lot of coordination, Tokos says. Its a cohesive, strategic conversation about the week. Because when we become reactive is when we get angry.That said, Tokos notes that there has to be someone making sure the conversation happens. Someone has to be the keeper, she says. It cant be everybodys responsibility or no one will do it.Which brings me to the pesky point of teilen of labor. My first thought is creating an organizational structure like a chore chart. Tokos tells me that shes never seen one that really works. Theyre hard to maintain, she says. Theres a lot on the parent to make sure theyre putting them together and thinking through it each week.Instead, Tokos suggests routine and habit. Her tactic is more akin to giving a person a job description that guides their behavior every day. Even better? Those job descriptions play into a families core values.This whole thing is a family project, Tokos explains This is not mom and dad managing this for everyone. If were going to have company, rooms need to be clean or were not having company. Theres no arguing thats just the way it is.To most important part, Tokos says, is that whatever we decide to do, it needs to be easy to maintain. She says that this is the same advice that works for her corporate clients. If youre creating elaborate systems for grocery lists, or elaborate systems of communication, or elaborate chore charts, someone needs to expend energy to maintain that, she explains. You need to make this lean and efficient, or else its not going to happen.Tokos notes that any good system of management is one based on asking and answering questions. The only real systemic structure she recommends is a list so things arent forgotten.For my part, Im excited about the idea of giving the family new job descriptions. I love the idea of creating core values that w e internalize. More than that Im reminded that our kids must be part of the team too. They are not our clients they are part of what makes the family successful as we move into this new phase of life. So as hard as I will work to ensure that I take on important responsibilities she once oversaw, its just as important to have my kids involved too. And thats really a revolution in the way our family will be run.But as we move forward, Terry Klee does have one word of caution. You guys are living organisms, she says. The plan will change as you guys grow and change, and as the children grow and change. You might not even have the plan right from the beginning where neither of you changes.I am prepared for that. But Im also certain, thanks to my HR person and my organizational consultant, that my family will see strong returns in the coming months and nobody will quit.This article first appeared on Fatherly.

Estimator - Construction Job Description Sample

Estimator - Construction Job Description SampleEstimator - Construction Job Description SampleEstimator Construction Job Description SampleThisestimator-construction sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Estimator Construction Job ResponsibilitiesProjects and controls construction costs by collecting and studying information controlling construction costs.Estimator Construction Job DutiesPrepares work to be accomplished by gathering information and requirements setting priorities.Prepares construction budget by studying home plans updating specifications identifying and projecting costs for each elevation.Evaluates offers to purchase by costing changes, additions, and site requirements.Obtains bids from vendors and subcontractors by specifying materials identifying qualified subcontractors negoti ating price.Maintains cost keys and price masters by updating information.Resolves cost discrepancies by collecting and analyzing information.Prepares special reports by collecting, analyzing, and summarizing information and trends.Maintains quality service by following organization standards.Maintains continuity among corporate, division, and local work teams by documenting and communicating actions, irregularities, and continuing needs.Maintains professional and technical knowledge by attending educational workshops reviewing professional publications establishing personal networks participating in professional societies.Contributes to team effort by accomplishing related results as needed.Estimator Construction Skills and QualificationsAnalyzing Information , Developing Budgets, Vendor Relationships, Reporting Skills, Estimating, Decision Making, Teamwork, Documentation Skills, Quality Focus Employers Post a job in minutes to reach candidates everywhere. Job Seekers Search Estima tor Construction Jobs and apply on now. Learn more abouthow to hireResume Search Spotting Exceptional TalentEvaluate a Job Candidates Social SkillsSample Interview Questions How to Interview