Administrative Job Titles and Descriptions

Administrative Job Titles and DescriptionsAdministrative Job Titles and DescriptionsBecause administration is such a broad category, there are many different administrative job titles. Some of these titles, like administrative assistant and program administrator, refer to jobs with very similar duties. However, some job titles describe very different types of jobs. Administrative work can encompass a wide variety of duties. Administrative workers are those who provide support to a company. This support might include general office management, answering phones, speaking with clients, assisting an employer, clerical work (including maintaining records and entering data), or a variety of other tasks. Read below for an extensive list of administrative job titles, and what each title means. Use this list when searching for a job in administrative work. You might also use this list to encourage your employer to change the title of your position to better fit your responsibilities. Commo n Administrative Job Titles Below is a list of common administrative job titles organized by job type. Read below for a description of each job type. For more information about each job type, check out the Bureau of Labor Statistics Occupational Outlook Handbook. Administrative Assistants and Secretaries Secretaries and administrative assistants perform a variety of administrative and clerical duties. They might answer phones and support customers, organize files, prepare documents, and schedule appointments. Some companies use the terms secretaries and administrative assistants interchangeably. However, administrative assistants often have a higher degree of responsibility. Along with doing the work of a secretary, they might also be involved in organizing meetings and conferences, performing bookkeeping tasks, and even managing the office budget. Administrative AssistantAdministrative CoordinatorAdministrative DirectorAdministrative ManagerAdministrative Services ManagerAdministr ative Services OfficerAdministrative SpecialistAdministrative rckendeckung ManagerAdministrative Support SupervisorAdministratorAssistant DirectorExecutive AssistantExecutive Services AdministratorHuman Resources AdministratorLegal SecretaryMedical SecretaryProgram AdministratorProgram ManagerSecretarySenior Administrative CoordinatorSenior Administrative Services Officer Senior Executive AssistantSenior Special Events CoordinatorSenior Support AssistantSenior Support SpecialistSpecial Events CoordinatorSpecial Programs Coordinator Bill and Account Collectors Bill and account collectors help manage and maintain the finances of a company. They receive payments, record financial information, and arrange for payment of overdue bills. They often help debtors find solutions for paying their overdue bills. They might also perform other related clerical duties. Account CollectorBill CollectorBilling Coordinator Financial Clerks This job type includes bookkeeping, accounting, and auditing c lerks. These clerks produce and maintain financial records for companies. There are also financial clerks who perform less specified duties, such as carrying out financial transactions and helping customers. These clerks typically require a high school diploma, while bookkeepers, accountants, and auditing clerks require some postsecondary education. They often need at least some coursework or experience in accounting. Accounting ClerkAuditing ClerkBookkeeperCredit ClerkFinancial ClerkOffice ManagerOffice Support ManagerOffice Support SupervisorSenior Administrative Analyst General Office Clerks General office clerks perform a variety of administrative tasks. They might answer telephones, file records, type and maintain documents, and assist clients. They might also do some basic bookkeeping and financial transactions. Billing ClerkContract AdministratorFile ClerkGeneral Office ClerkOffice ClerkStaff AssistantTypistWord Processor Information Clerks Information clerks perform a variet y of clerical duties. They often gather information to help the company. This might involve searching databases, retrieving files, or maintaining records. They typically need at least some coursework or experience with spreadsheet computer programs. Data EntryInformation ClerkRecords Management AnalystSupport AssistantSupport Specialist Mail Clerks Postal service clerks receive, sort, and deliver mail. The may also assist customers either on the phone or in person. Mail ClerkMail Clerk Leader werkstoff Recording Clerks Material recording clerks track product information. They ensure proper shipment of items, track shipments, and maintain inventory. They might do some of their data recording in an office but often spend time tracking inventory in the companys warehouse. Facility ManagerMaterial Recording ClerkSenior Coordinator Receptionists Receptionists perform a variety of administrative tasks. They are often the first point of contact for clients and customers. They answer phones , greet customers, and answer questions about the organization. Client Relations ManagerOffice AssistantReceptionistVirtual AssistantVirtual Receptionist

Answering an age-old question What should I do with my life

Answering an age-old question What should I do with my lifeAnswering an age-old question What should I do with my lifeTheres got to be more to life than this, you think.You grow up and get a job after college, but find yourself constantly searching for your true purpose. As the years go by at top speed, going through the motions whileliving on autopilotjust isnt enough for you.But all is not lost If you havent figured out what you really want to do with your life yet, this ones for you.Define meaningful with your own termsTheres no right answer, but everyone has their own definition.Millie Tran,the global growth editor for theThe New York Times, writes that you - and only you - can define what meaningful means to you.One framework Ive found useful is thinking about it in four categories legacy, mastery, freedom and alignment. Legacy and mastery are about the body of work and what you want to achieve and the skills you want to cultivate and strengthen. Freedom is about the condition s you need to have the lifestyle you want, like salary, benefits, flexibility. Finally, alignment is about belonging, in terms of the culture and values of whatever organization you may be working with. You can read more about eachhere, she writes.Create your very own career manifestoSum up what means the most to you.Kendra Davies, founder of the Orlando-based life coaching firm Stellar Life Coaching, told Monster about what should be in it.A career manifesto is a combination of your personal mission, purpose, vocation, and passion. It is an intentional and clear vision about your career goals, what matters most to you, what you want your life to look like, and how you want to feel, Davies told the site.Write down what moves you - and what doesntRyan Kahn, a career coach, founder of The Hired Group, and creator of the video course How to Get Hired told Business Insider that you should write down aspects of jobs that you do and dont like.The article continues, Certain careers are be tter suited to different personality types. For example, do you like talking to people, thinking in the abstract, working independently, and using your brain more than your feelings? Maybe you should consider a career as a reporter. Next, write what is the most important part of a job to you. Do you care most about salary, status, or the job tasks? Also, are you more attached to the job description or the industry? When looking for jobs, refer back to this list to filter through the positions you should and shouldnt apply for.Try everythingOliver Emberton, founder of the UK-based software company Silktide, writes on Quora about how you should get reckless in the spirit of childhood.If you really dont know what you want to do, youre going to have to try things you havent done yet. And youre going to fail a lot trying many different things, most of which wont work. Kids find this a lot easier because they dont worry about consequences. I encourage you to do the same. If it helps, ma ke it a proud part of your identity youre making a point out of fearlessly trying as many things as possible, you sexy roguish daredevil you, he writes.Talk to those who know you bestThe people we care about the most tend to have a knack for reminding us of who we are, where we come from, and whats always been important to us. As you find yourself searching for meaning, dont forget to have conversations with them about your time together, and get their take on what they always thought youd do.Even if theyre wildly off-base with their prediction about you, youll gain perspective.

Cant kick a bad habit Youre probably doing it wrong

Cant kick a bad habit Youre probably doing it wrongCant kick a bad habit Youre probably doing it wrongI had just finished giving a speech on building habits when a woman in the audience exclaimed, You teach how to create habits, but thats not my problem. Im fat The frustration in her voice echoed throughout the room. My problem is stopping bad habits. Thats why Im fat. Where does that leave me?

The Secret to Answering Behavioral Interview Questions

The Secret to Answering Behavioral Interview QuestionsBehavioral Interview QuestionsThe Secret to Answering Behavioral Interview QuestionsSome of my favorite jokes begin as stories you know, the ones that start with So, this guy walks into a bar, or These two frogs are sharing a big lily pad, when all of a sudden Stories can be effective ways of telling a joke or describing an event. They can also make a difference in the job bewerbungsgesprch as you try to convince a hiring manager that youre the right person for the job. Theyre the best way to answer behavioral interview questions. Hiring managers ask these questions to get a feel for how you acted in particular work situations to see how you might act in similar situations in the future.Here are three examples of behavioral questions a job seeker might face in an interviewYou say on your resume that you closed three major projects in the same month. How did you organize your workload?Tell me about a time when you had to make a dec ision that didnt please everyone?Your background tells me youre an idea person. What was your best idea and how did you come up with it?You can make your answers strong and convincing by preparing them in a three-part story format. Learn all about it in this new article ins Learning Center, How to Answer Behavioral Interview Questions. It includes a downloadable worksheet that you can use to prepare stories that are based on accomplishments you cite in your resume. You can also use it for other behavioral interview questions, such as how you dealt with a stressful situation or how you put in extra time to get a particular job done right.In the end, you want to make sure your answers support the skills and personal attributes that are critical to the job and the employer. Do that thoroughly and confidently and you just might get the offer.

Vital Pieces of Does a Resume Have to Be One Page

Vital Pieces of Does a Resume Have to Be One Page Follow that up with your education, training certifications or anything pertinent to prove youve got the compulsory level of knowledge and schooling to be thought about. If you have sufficient relevant experience, training, and credentials of interest to the place to showcase on more than 1 page of your resume, then do it. A resume thats sometimes regarded as a curriculum vitae is important whenever youre looking for employment. When you look thorough lots of college resume examples, it is going to become obvious your achievements in education are an incredibly strong foundation for a hiring decision. Does a Resume Have to Be One Page for Dummies There are lots of formatting strategies and techniques you may use to minimize resume length, and you ought to use all the tools at your disposal to be certain you create a resume that is inviting and simple to read together with thorough and persuasive. Rather, it is a strategic too l for marketing your personal brand. If you would like to give employers access to more info about you, supplement your application with an on-line document. Well, templates are the absolute most neat and organized structure for virtually any document. When trying out various fonts and spacing choices, make certain its still simple for a reader to rapidly scan the resume and establish the main selling points. A functional resume format might be better for you. The resumes layout is going to be dependent on the sitzordnung and fashion of its sections and headers. Its not so difficult to master 2-page resume format. Once an employer is searching for someone with extensive experience its vital to compose amore-than-one-page resume. The same is true for jobs that arent associated with the new position. Just stick to whats pertinent to the job which youre applying for. When deciding whether to use an addendum, its important to concentrate on the particular job which youre apply ing for. Many resumes incorporate a career goal listed at the very top or a bland overview of what a work seeker is searching for in a position. The individual who is evaluating your resume wants to learn whether youre the perfect person for the job. Naturally, you just will need to check at your job history and the work description to find an idea on the length of time your resume should be. Does a Resume Have to Be One Page Secrets Employing a one-page resume template is a great place to get started. Determining resume length is simpler than it would appear. The duration of your resume depends upon the kind of candidate you are and your degree of experience. Theres no specific length for a resume, and theres no standard to it. You must be very detailed about your experience in order to trigger more questions for you and boost your odds of getting hired. A two page resume is sometimes an issue of choice and at times an issue of dignity. The manner in which you organize the info on your resume is nearly as crucial as the resume itself. The very first thing you ought to do with your resume is to eliminate irrelevant and unnecessary details. What You Must Know About Does a Resume Have to Be One Page So, the majority of the moment, a short resume is the ideal choice. If you are in possession of a lengthy work history, know that the majority of people dont read what you did 10 years back, she explains. If youve got under 10 decades of experience, limit your resume to a single page. Usually, whenever you have approximately seven decades of experience, youre prepared for another page. 1 page resumes are the ideal method to achieve that. A two page resume isnt simple to read Within the next section, find out just when you will require a multiple page resume, and the best way to do it right. A single page is simple for employers to look over quickly as it is not overwhelming, and it may contain much details. Page count isnt as crucial as the sor timent of words on the webpage, Bollinger states. Page numbers arent required. Including your name near the page number is extremely desirable in case resume pages become separated from one another. One of the absolute most critical mistakes made on resumes is using passive, vague wording. If youve got many abilities, the previous skill paragraph may be called Additional Skills. Two-page resumes simply took quite a lot of time to scan and so its simple to understand why the focus on one-page resumes began. Today, the most effective one-page resumes must be concise and eye-grabbing enough to stand out when an individual shuffles through a pile of those. Key Pieces of Does a Resume Have to Be One Page Only send a lengthier document if its requested in the work description (such as a C.V. for academic jobs). Work Experience Try to fit your latest work experience so that it starts on the very first page. Every work application should have a cover letter. Nearly all resumes al so incorporate a concise work history section.

Objectives on a Resume Options

Objectives on a Resume Options Objectives on a Resume Explained You need your resume to get an effect on the hiring manager reviewing it, so make certain your objective states a clearly defined goal. The very first thing recruiters see is whats up-front and center. As someone in the retail industry, you may not be sure whether to incorporate a resume objective. My purpose is to find the job. Applicants should also know about the spellings utilized in the nation in which hes applying for employment. Resume objectives can be somewhat controversial. If your Objective says youre searching for a full-time job and youre asking for a part-time internship, you will probably be disqualified immediately. In various ways, an objective replaces a lot of the detail you would platzset in your professional experience section. Ultimately, stating it is optional, but it can help convince employers that you know what you want and are familiar with the industry. Just like the cover letter, it should be specifically tailored for a specific job application. Entry-level objectives can be particularly hard to write since you likely dont have loads of work experience, but you do want to solidify how you know the sort of career youre searching for. A premium quality sample marketing resume will contain a lot of the keyword phrases and phrases employers want to get, a couple times throughout their application. An objective is a brief statement that clarifies your goals about the kind of employment desired and the way in which your skills make you a nice fit. An excellent career objective must tell the employer what you can provide them if youre hired rather than that which you expect from them. Your resume was made to sell 1 productyou. Consider your resume objective as a brief commercial of what you provide a prospective employer. As soon as its essential for your resume to incorporate a very clear career goal, you dont need to convey it through an Objective section. When there are times an Objective in a resume is critical, even critical, there are frequently times when it can work against the work seeker.

Full Time Work-at-Home Jobs at AccountingDepartment.com

Full Time Work-at-Home Jobs at AccountingDepartment.comFull Time Work-at-Home Jobs at AccountingDepartment.comBased in Pompton Plains, NJ and founded in 2004, AccountingDepartment.com is a business process outsourcing (BPO) firm that provides virtual accounting and bookkeeping services for small to medium-size businesses. The company hires bookkeepers, certified public accountants and account managers to work from home. The opportunities provided are top notch full-time work with full benefits. Its important to note, however, that AccountingDepartment.com is looking for experienced, credentialed financial professionals who can jump in and work with clients right away. If you have the right skills, however, its well worth looking into the available options. Types of Opportunities Available AccountingDepartment.com is always on the lookout for individuals with strong skills and the ability to work with clients independently and at a distance. They have three types of available oppo rtunities while unterstellung listings describe most of the requirement, you will want to contact the company regarding any changes or updates. Virtual Full Charge Bookkeeper Responsibilities for these employees include A/P, A/R, payroll and month-end closing services. Bookkeepers must also be able to prioritize and manage multiple client needs, be decisive and have excellent written and verbal communication skills. Requirements for this position include 3 or mora years in full charge bookkeeping and 2 or more years of experience with QuickBooks. To be a full charge bookkeeper with the governmental background, employees must have 3 or more years of government experience as well as an understanding of DCAA and usage of Deltek software. Virtual Account Manager Account managers lead a team of bookkeepers assigned to various clients. Must be able to work with multiple clients, oversee all financial reports, facilitate team meetings and mentor/provide feedback and performance reviews of all staff members. Potential employees must have a minimum of 7 years of professional accounting experience and 3-5 years of management experience. Minimum education requirements include a Bachelors degree in Accounting, QuickBooks experience, and two or more years of public accounting experience. Hours are full time, Monday-Friday 8 AM-5P M in employees time zone. Virtual CPA/Controller In this position, CPAs are expected to perform phone consultations with clients, support and train bookkeeping staff, start up new clients, plan and prepare tax information for clients, and develop policies and procedures. This position requires 7-10 years of public accounting experience, 5-7 years supervisory experience, the ability to multitask and set priorities, and well-developed written and oral communication skills. Quickbooks and some additional computer literacy are required. Requirements to Be Considered for Employment This company only hires employees with US citizenship and residenc y. Employees are expected to assist clients with all bookkeeping functions contained in the QuickBooks software. Possible employees must undergo QuickBooks and bookkeeping tests. Of those who took the test only 25% were offered employment. This is a privately held company with 51-200 employees. Much of the work with clients is on the phone so a quiet home office with landline phone and computer with high-speed Internet must be provided by the employee. Benefits The positions offered are full-time W-2 jobs. Benefits include vacation, paid holidays and a 401 (k) plan as well as group medical, dental, life, vision, and accident insurance. How to Apply In order to apply for one of these positions, go to AccountingDepartment.com and select the job in which you are applying to. Click the Apply button beneath the job title and fill out the information. After the questionnaire is filled out, be sure to include either you resume or your LinkedIn account and submit the application.

Evaluate a Job Candidates Social Skills

Evaluate a Job Candidates Social SkillsEvaluate a Job Candidates Social SkillsEvaluate a Job Candidates Social SkillsWhen it comes to recruiting strategies, hiring decisions often focus largely on candidates technical skills and expertise, with relatively little attention given to soft skills. This can result in hiring employees who have the cognitive firepower to succeed but lack the social skills required to effectively use what they know. These employees tend to either rapidly leave due to interpersonal conflict and frustration, stall out in lower-level positions due to their inability to handle the social demands of leadership or bulldoze through the organization, leaving a trail of poor morale and increased turnover.Hiring the right candidate based on technical knowledge without looking at social skills is like designing a race car with a powerful engine and substandard steering and braking systems. Your car is likely to go somewhere fast, but not necessarily in the direction yo u want it may even hurt a lot of innocent bystanders along the way. Fortunately, there are relatively easy and inexpensive ways to decrease the risk of hiring the cognitively skilled but socially inept.Social skills reflect a persons ability to work with others in a way that accomplishes near-term business objectives while strengthening longer-term working relationships. The concept of social skills has been around a long time, although it is periodically repackaged under titles such as emotional intelligence, tacit knowledge and interpersonal savvy. Social skills depend primarily on four fundamental characteristicsSelf-awareness Monitoring how our actions affect the behavior of those around us.Sensitivity to others Showing concern toward the needs and feelings of others.Social intelligence Understanding methods for influencing others behaviors and perceptions.Self-control Being able to control our actions and emotions, particularly when under stress.One need not be highly adept at all of unterstellung to be socially skilled. However, a serious deficit in any one area can result in major interpersonalissues with problem employees.There are several methods for assessing job candidates social skills, and an interview is the least complex. A candidates lack of social intelligence may show up during the interview process as social errors. Carefully observe how the candidate interacts informally with others. Create social settings such as group discussions or luncheons that require candidates to display social skills. Moderately low levels of social intelligence wont be a problem unless the job requires the ability to quickly develop rapport with others.Sensitivity to others can also be assessed during an interview, but it is a bit more difficult. During the interview, ask candidates to describe influences on their careers or interpersonal conflicts they have experienced at work. Pay attention to how they describe others in their answers. Answers that are highly ju dgmental or give little credit to the contributions and interests of others could be associated with low sensitivity to others. References can also be a good source of information. Ask people to describe what the person was like to work with. If they say things like highly independent or difficult to manage, you may want to probe a bit more.Self-control and self-awareness are perhaps the most difficult social skills to assess. One of the best ways to assess these social skills is to use a role-play exercise. This involves having candidates interact with trained assessors in a simulated work scenario (e.g., having the candidate give feedback to a fictional underperforming employee). If properly structured and conducted, role-playing can be one of the most valid predictors of social skill.Social skills can also be assessed using standardized questionnaires such as personality tests and social style measures. These tests measure underlying beliefs, preferences and attitudes that affect interpersonal behavior. Many of these measures are relatively straightforward to use, fairly inexpensive and can be highly valid. There are a wide variety of well-designed measures to choose from, but its often difficult to tell the difference between a good measure and one that looks good but does little. Consequently, its a good idea to consult with an independent assessment expert when choosing this sort of measure.Once you rate a candidates social skills, its important to decide how much weight to give that information, depending on the position youre filling. The right decision will help ensure a smooth ride inside your organization.

Article 2 of the Uniform Code of Military Justice

Article 2 of the Uniform Code of Military JusticeArticle 2 of the Uniform Code of Military JusticeWho is subject to the Uniform Code of Military Justice? Article Two of the UCMJ explains fully who fall under the laws / rules of military legal system. Here is the quick reference list 1 - Active Duty Military (including newly sworn in trainees)2 - Cadets and Midshipmen in officer training programs (OCS, ROTC, Service Academies)3 - Military Reservist and National Guard4 - Retirees5 - Members of Fleet Reserve / USMC Fleet Reserves6 - Persons in military jail serving a sentence from Court Martial7 - Members of the National Oceanic and Atmospheric Administration, Public Health Service8 - Prisoners of War in US Custody9 - Persons accompanying military (contractors / DOD civilian personnel) overseas outside of the United States and Territories. For more specific details, read the section below for Article 2 of the Uniform Code of Military Justice. Details of Those Who Fall Under the M ilitary Legal System (1) Members of a regular component of the armed forces, including those awaiting discharge after expiration of their terms of enlistment volunteers from the time of their dessin or acceptance into the armed forces inductees from the time of their actual induction into the armed forces and other persons lawfully called or ordered into, or to duty in or for training in the armed forces, from the dates when they are required by the terms of the call or order to obey it. (2) Cadets, aviation cadets, and midshipman. (3) Members of a reserve component while on inactive-duty training, but in the case of members of the Army National Guard of the United States or the Air National Guard of the United States only when in Federal Service. (4) Retired members of a regular component of the armed forces who are entitled to pay. (5) Retired members of a reserve component who are receiving hospitalization from an armed force. (6) Members of the Fleet Reserve and Fleet Marine Co rps Reserve. (7) Persons in custody of the armed forces serving a sentence imposed by a court-martial. (8) Members of the National Oceanic and Atmospheric Administration, Public Health Service, and other organizations, when assigned to and serving with the armed forces. (9) Prisoners of war in custody of the armed forces. (10) In time of declared war or a contingency operation, persons serving with or accompanying an armed force in the field (11) Subject to any treaty or agreement which the United States is or may be a festivitt to any accepted rule of international law, persons serving with, employed by, or accompanying the armed forces outside the United States and outside the Canal Zone, the Commonwealth of Puerto Rico, Guam, and the Virgin Islands. (12) Subject to any treaty or agreement which the United States is or may be a party to any accepted rule of international law, persons within an area leased by or otherwise reserved or acquired for use of the United States which is u nder the control of the Secretary concerned and which is outside the United States and outside the Canal Zone, the Commonwealth of Puerto Rico, Guam, and the Virgin Islands. What is Serving With Military Personnel? The voluntary enlistment of any person who has the capacity to understand the significance of enlisting in the armed forces shall be valid for purposes of jurisdiction under subsection (a) and change of status from civilian to member of the armed forces shall be effective upon the taking of the oath of enlistment. Notwithstanding any other provision of law, a person serving with an armed force who (1) Submitted voluntarily to military authority (2) met the mental competence and minimum age qualifications of sections 504 and 505 of this title at the time of voluntary submissions to military authority (3) received military pay or allowances and (4) performed military duties is subject to this chapter until such persons active service has been terminated in accordance wi th law or regulations promulgated by the Secretary concerned. Reservist Details (1) A member of a reserve component who is not on active duty and who is made the subject of proceedings under section 815 ( article 15) or section 830 ( article 30) with respect to an offense against this chapter may be ordered to active duty involuntary for the purpose of (2) A member of a reserve component may not be ordered to active duty under paragraph (1) except with respect to an offense committed while the member welches (3) Authority to order a member to active duty under paragraph (1) shall be exercised under regulations prescribed by the President. (4) A member may be ordered to active duty under paragraph (1) only by a person empowered to convene general courts-martial in a regular component of the armed forces. (5) A member ordered to active duty under paragraph (1), unless the order to active duty was approved by the Secretary concerned, may not (A) investigation under section 832 of t his title ( article 32)(B) trial by court-martial or(C) non judicial punishment under section 815 of this title ( article 15).(A) on active duty or(B) on inactive-duty training, but in the case of members of the Army National Guard of the United States or the Air National Guard of the United States only when in Federal service.(A) be sentenced to confinement or(B) be required to serve a punishment of any restriction on liberty during a period other than a period of inactive-duty training or active duty (other than active duty ordered under paragraph (1)).