3 Reasons Why I Wouldnt Hire Tom Brady

3 Reasons Why I Wouldnt Hire Tom Brady 3 Reasons Why I Wouldnt Hire Tom BradySeptember 19, 2014 By Erik Episcopo Reviewed by fruchtmark Slack, CPRWAlthough hes destined to become a hall of fame quarterback, Tom Brady is no resume expert. Lets review his resume and learn how to avoid some of his mistakes. Make a Resume in MinutesJust yesterday, Tom Brady released his resume via Facebook. After being picked 199th in the 2000 NFL draft, Brady worried about his career as a football player. He admitted that he really thought I was going to need this after the 5th round.Tom Bradys ResumeHis resume received a large amount of attention and is being touted as spectacular. However, when our resume experts got a hold of Tom Bradys resume they noticed his resume was a couple yards short of a touchdown.Even for being from the 90s, when resumes were styled differently, Tom Brady makes some pretty large errors. Luckily for him his football career worked out, because if it hadnt Tom Brady would m ost likely be unemployed.Here are 3 reasons why not to hire Tom Brady3 Reasons leid to Hire Tom BradyReason 1- Miserable Formatting and StylingAt first glance it appears as if Brady slapped together his resume willy-nilly. The format of his resume displays a lack of planning that would reflect a lack of organization to prospective employers.For starters you will notice that he adds two addresses. This is a huge waste of space and time. Your employers only want to know where you currently reside. They dont care to know where your parents live. TipYour name should be the largest piece of information on your resume.In addition, his name is much too small. The name should be the largest piece information on your page so it can be read from arms length and help you stand out. It is most common to binnensee names that are 24pt.The format of the body of his resume makes it hard to easily scan through as most hiring managers do. With regard to the experience section, the company and locati on should be listed first instead of the dates.The dates are also very unspecific. Simply listing Summer 1998 doesnt help the hiring manager understand how long Brady held the position. Was it a week? A month? Who knows? When writing your resume be specific and list a starting and ending date.When our resume experts got a hold of Tom Bradys resume they noticed his resume was a couple yards short of a touchdown.He also aligns all of the information to the center making his education and experience sections feel very crowded. A simple way to help alleviate this would be to right align the location and dates and left align the position and bullet points. It would also help the readability to italicize the job positions instead of bolding them. Doing this would help give some separation between the company and the position held.Making a few easy changes to a resumes format will help employers quickly scan through your resume and find the information they need.Finally, its worth noting t hat in Business Insiders critique of Tom Bradys resume they recommend not to add a GPA below 3.8. We at Resume Genius disagree. Adding your GPA is largely based on the job you are applying for. For example, a GPA of 3.3 may look good for a retail or food service resume. As a general rule we recommend not adding a GPA below 3.0Reason 2- No Career ObjectiveToms resume jumps right into the education section without capturing the hiring managers attention. Using a career objective to begin your resume is a great way to get a prospective employers attention. TipA resume objective should not be a vague description of your career goals and state what you want from the company.Career objectives get a lot of flack because they are often used improperly. A career objective should not be a vague description of your career goals and state what you want from the company. Instead the career objective should display your specific skills that will allow you to successfully fulfill the position and help the company succeed.In Tom Bradys case, he lacks in-depth professional experience, so his career objective should list his personal character traits that would help achieve company goals.Heres are some example of what a career objective looks likeSample 1 Career ObjectiveSample 2 Career ObjectiveSample 3 Career ObjectiveReason 3- No QuantificationCome on Tom. You won three Super Bowls, but you cant add a few numbers to your resume?Come on Tom. You won three Super Bowls, but you cant add a few numbers to your resume?When employers review a resume they are looking for provable or measurable achievements. Using stats on your resume helps to show that you are results-oriented.Some will argue that Brady only worked in entry-level positions and internships, without any real opportunity to get results. This argument is the reason why so many resumes get thrown in the trash. Regardless if you are an accountant, a janitor, or a babysitter there are always ways to quantify your resume.T ake Toms resume for instance. Under his experience at Merrill Lynch he writesResearched stock and mutual fund reports while updating client portfolios.This point could easily be improved by sayingUpdate 10 client portfolios on a daily basis with well organized stock and mutual fund research.By simply adding just how many portfolios were updated, the employer has provable and detailed data of what Brady was able to accomplish. Not every point on a resume needs to be quantified, but its a good idea to add several measurable points throughout your resume.While Tom Brady is a great role model for the game of football and inspires thousands to follow in his footsteps, I wouldnt suggest using his resume as model for your own. If you are in need of touchdown worthy resume advice, take a look at this step-by-step guide on how to write a resume.

Tell Your Boss You Have Too Much Work Without Complaining

Tell Your Boss You Have Too Much Work Without Complaining How to Tell Your Boss You Have Too Much Work Without ComplainingYoure not a complainer, but you are overworked.Your week, month, or maybe even quarter is already jam-packed with assignments and projects. Each time your manager approaches your desk, you cringe, wondering whatll be dropped into your lap next. Although you desperately want to scream Enough already, you dont want to seem lazy or selfish. You simply need a more reasonable workload.To be fair, many managers wont realize youre overworked until you voice your concerns. After all, theyre (hopefully) not hovering over your computer all day or keeping long lists of your every assignment. That means that if your plate is overflowing, you need to speak up to get things to change. Here are a few steps to take to tactfully address the fact that you simply have too much work.Step 1 Seek adviceBefore approaching your manager, find someone you trust. A second opinion can be e xtremely insightful, whether its from a co-worker, a family member, or a friend.Be honest with them and yourself. Ask questions like Is this timeline realistic? and Am I managing my time correctly? The goal is to challenge yourself and gain an outsiders perspective to determine if youre truly overworked. Sometimes, the unfortunate fact is that youre just going to have to work more than youd like. Its when work starts to disrupt your personal life that this becomes an issue.If at the end of this trusted conversation you find you really are overworked, chat through ways to remedy the issue yourself. If youve already tried every trick in the book (or on Google), youll want to continue to step two.Step 2 Host an honest sit-downIf youve done everything you can to alleviate your excessive workload but are still drowning in assignments, its time to consult with your manager. Schedule a time for the two of you to catch up.To prepare, outline your list of assignments. A quick word of warnin g when doing this Dont be petty. You dont need to include the built-in responsibilities of your day like checking emails or responding to Slack messages everyone has to do that. Simply list your assigned tasks.During this meeting, be honest and seek guidance. Ask your manager to help you prioritize. Are there certain deadlines that are more important than others? Is a client expecting one project before another? This will help you map out a plan of attack and feel more confident moving forward with your workload.Step 3 Re-evaluate your time usageIn that same meeting with your manager, re-evaluate how much time you spend on routine responsibilities.Some obvious time-suckers might emerge, so ask how much time your manager expects you to spend on each of those projects. Should that monthly spreadsheet really take two days to prepare? If so, great. If not, rethink your strategy. Ask What do you suggest I do instead?In the same vein, if your company favors meetings, take some time to co mb through your calendar and address those recurring ones. Do you find these meetings beneficial? Are you contributing? Are you the only one who can represent the team? If not, see if someone else can attend or if your department actually needs to attend at all.Now, if your manager isnt receptive to steps two and three and responds in a suck-it-up fashion, then keep reading.RelatedProductivity Tips That Really WorkStep 4 Prioritize your tasksAt this point, youve already made a list of your assignments. If you havent already, organize it by deadline. Plan to keep this list at your desk and update it on a daily or weekly basis.The next time your manager pops over to deliver you another assignment, pause for a moment. Ask Where should this fit in with my ongoing tasks?Let your manager see whats on your plate. Its a respectful nudge to them that youve already got a lot going on. Sure, youre still taking on another task however, you now can take a practical approach because you know wha t needs to be accomplished first, second, third, and so on.Step 5 Say noIf you simply cannot handle another task and your manager isnt receptive to the above steps, youll need to learn how to say no.If youre the type of person who always says yes, especially in the workplace, this will feel uncomfortable at first. However, there are simple strategies you can use to let your manager down easyStrategy 1 Buy yourself time. When your manager asks you to tackle another project, buy yourself time before making the decision right then and there. Even if you know you cannot possibly handle one more thing, take a few hours to consider it. This seems more thoughtful than immediately saying no. Say something like I really have a lot on my plate right now. I can let you know this afternoon if this is possible.Strategy 2 Provide a proactive solution. Instead of outright shutting your manager down, try to provide a way to get the task done without overworking yourself. It could be that your co-wo rkers workload is a little lighter, so maybe he or she can help out. (You might want to consult with them first, though.) Or perhaps you can take on part of the assignment the other half can go to the co-worker. Even if your proposed solution isnt the answer to the problem, you at least seem proactive and like you want to provide a solution.In summaryThe simple fact is that many of us will feel overworked at some points throughout our careers. Its when work starts digging into your personal life that it becomes an issue.Just remember Before requesting a meeting with your manager, be aya to convene with a trusted cohort. Make sure youre actually overworked not just overwhelmed.If you are overworked, meet with your manager and have an honest conversation. Seek advice. Be open-minded. Is there anything you could be doing differently? If your manager is unreceptive, youll have to tackle the issue yourself and try saying no. Of course, if it gets too bad, know there are more career oppo rtunities out there. Youre never stuck.Click on the following link for more workplace advice.Take something off your to-do list. Let TopResume review your resume for freeRecommended Reading12 Tips for Dealing With Workplace Stress8 Steps to Achieving Work-Life BalanceHow to Stay Motivated at WorkRelated Articles

How a $26 Trip to Walgreens can Improve Your Professional Life

How a $26 Trip to Walgreens can Improve Your Professional Life The 40-hour workweek used to sound like a good deal of work, until it crept up to the 46-hour workweek. Thats the equivalent to working three extra 8-hour days per month. We spend a lot of time at work, and we arent exactly in a bubble. Matters will arise, lunch dates will happen and you need to be prepared. These are the 5 must-have items for any desk, which probably arent in yoursThank You Cards $7The multi-purpose lifesaver Truly, if you get nothing else on this list, get a stack of thank you cards. Nothing shows appreciation more than an unexpected, hand-written thank you note. Your co-workers are far more likely to be there for you in the future when they know that you value their help and input. From assistance with a project, to acknowledging a recommendation, thank you cards are great for fostering strong professional relations hips.Protein $5I dont know about you, but at least once a month Im headed out the door and my lunch options are a can of tuna and some expired oatmeal. Whether you get a lunch break or not, there are going to be those days when you are either too busy to leave work, or your blood sugar feels like its tied to a bowling ball. Have a stash of nuts, jerky or even a jar of peanut butter in your desk for quick pick-me-ups throughout the day. If you see someone dragging, and you know theyre buried in work, offer them a bag of peanuts and watch their eyes light up like you just gave them an iPad mini.Headphones $8Sometimes you just have to go under. Have you ever been on an airplane and put your ear buds in just so that no one would talk to you? Its the universal sign for go away. Every day, every hour at work there are multiple distractions. Were used to it for the most part, but sometimes its crunch time. No distractions, just getting work done They are also great to have on hand for hand s-free calls. And please feel free to send me a thank you note when you win that radio contest, and you and your anfhrer are going to the super bowl.Hygiene Products $6It happens to the best of us, the cleanest of us even the afternoon funk. Three simple things will keep you from being the smelly guy mints or gum, deodorant and wet wipes. Whether you need to freshen up before a client lunch meeting, or your coffee breath is kickin, $6 worth of products can keep you fresh at work. Smelling good and feeling fresh are serious game changers for confidence levels at work. Ever had to give a presentation when you were unsure? Its the absolute worst.A To-Do List $0I prefer to use notes on my Apple devices. That way, my to-do list is refreshed across all of my devices, and it is always with me. Be sure that this list is prioritized and constantly in front of you. If you prefer an old school pen and paper, be sure to have a notebook dedicated specifically to this purpose. Having five sheets of random paper with various tasks written on them doesnt do anyone any good.One trip to Walgreens may not change your life, but it can make the office a far better place to be. We spend a considerable amount of time at work why not make it better for you and those around you with these simple and cheap items? Try being the grateful, good smelling, go-to co-worker. I think youll like it.

The Best Thank You Note to Send After a Promotion - The Muse

The Best Thank You Note to Send After a Promotion - The MuseThe Best Thank You Note to Send After a Promotion When Tina Wascovich got a promotion early in her career, she picked out cards and gave handwritten thank you musiknotes to her manager as well as a senior VP, both of whom she felt had been instrumental in helping her take a step up. The high-level executive was so enthusiastic about her note that he wrote her one in return to tell her how pleased hed been to recommend her for the promotion. Everyone felt good about Wascovichs accomplishment and about themselves. Who wouldnt want that?If youve just been promoted, well then first, you deserve a big congratulations, and some celebrations are certainly in order. Go on, do a happy dance, raise a glass, treat yourself to a promotion gift, or all of the above. But while youre basking in the glow of validation that comes with a shiny new title or role, take a moment to consider how you got there, who mightve helped you along the way , and how you can acknowledge that support. Its the perfect time to show appreciation to your boss or your company for a promotion and the recognition of the value your contribution is making to the company, says Wascovich, a Muse career coach. One easy and effective way to do that is with a thank you note.Why You Might Write a Thank You Note for a PromotionWriting a thank you note for a promotion, unlike for an interview, is not a must-do, mora like a really-nice-to-do. In fact, I think that if you do this, it will be remembered by that boss likely for a long time because today people are not writing handwritten notes or much of anything, Wascovich says. To get a note of appreciation from someone on your staff that recognizes that you may have helped them on their career path, that makes an impact on anyone in a supervisory management or leadership role, who will be more likely to go the extra mile for them in the future.Al Dea, a Muse career coach and the founder of CareerSchooled , also emphasizes that its all about gratitude and appreciation. Having been on the receiving end of such thank you notes, he says, I was super thrilled to see they got promoted and it made me feel good knowing that they considered me to have played a small role in that.Who You Should ThankThe most obvious person on your shortlist for a thank you note following a promotion is, not surprisingly, your direct manager. Theyre often the one most closely involved with your success, but theyre not necessarily the only one. Think about whether your boss boss or another senior leader played an active role in your growth as an employee or in advocating for or approving your promotion. Or perhaps you have a formal or informal mentor outside your reporting structure or even outside of your organization. To summarize it, I would thank people who you thought were instrumental in helping you achieve that, says Wascovich. What a Thank You Note After a Promotion Actually Looks Like (With Examples)If the logistics allow, consider a handwritten note. It shows that you took the time, in todays digital age...to walk outside, go to the store, pick out a card, buy the card, write something thoughtful, and give it to someone, says Dea. That shows a genuine kind of sincerity behind it. And while the gesture may be small, I think that another person would appreciate it.That being said, if you dont work in the same office or dont have someones physical address, an email is a perfectly good vehicle for your thank you note as well. Either way, you dont have to write a novel. Your note should be short and sweet. Here are a couple ways to go A Formal Thank You NoteDear Name,Its been a pleasure to learn and grow under your leadership. Thanks again for recognizing my contribution with this promotion. I look forward to continuing to work together.All the best,Your NameA Thank You Note With Specific ExamplesDear Name,Thank you so much for recognizing my hard work and believing I was ready to ta ke on a new role and more responsibility. Im grateful for something specific they did that helped you get to where you are, e.g. your guidance as I took on the X project and learned to lead a cross-functional team how you went to bat for me to make this promotion happen, and excited to thing youll be taking on in your new or more senior role, e.g. lead this new team or take on such an important client.Thank you,Your NameOther Ways to Show Your GratitudeEveryone has their own way of showing gratitude, and you shouldnt be afraid to go with your gut and do whatever feels most natural. If a thank you note doesnt seem quite right, you could platzdeckchen aside some time at your next one-on-one- or in a separate meeting- to express your appreciation in person. If you got a huge promotion and theres someone who played a major role in that, Dea says, you might even consider getting them a small gift or taking them out to lunch. The bottom line is that you want to genuinely and authentically thank someone. How you choose to do that is up to you and certainly it needs to jive with what you feel comfortable doing, Dea says. Im less concerned about the mechanism of how you do it and more about the spirit of deciding to go and do it.What to AvoidOne time in high school, I profusely thanked a teacher for a high grade on a research essay I wrote, says Muse writer and career coach Abby Wolfe. He looked at me and said, Why are you thanking me? Youre the one who did the hard work. And he was right.She learned that theres a balance to strike between recognizing someones contribution to your success and owning your accomplishments. After all, she says, youre the one who worked hard to get the promotion. Youre the one who earned it.Even worse than letting your thanks cross the line into too much in such a sincere way is to write a note you dont really mean simply to check a box, Dea says. If you dont feel an honest desire to thank someone and do so out of obligation, it could come across as inauthentic and frage flat. If you, like me, are now convinced that writing a genuine thank you note for a promotion is a meaningful gesture, remember too that its never too late to show appreciation, says Wascovich. Even if it comes a few weeks or months later, we can brighten someones day. Now, excuse me while I make a run to the stationery store.

4 Reasons Complaining to Your Coworker About Another Coworker Is a Bad Idea

4 Reasons Complaining to Your Coworker About Another Coworker Is a Bad Idea 4 Reasons Complaining to Your Coworker About Another Coworker Is a Bad Idea Jack drives you crazy at work.He is on your project team, and his laziness and lax standards are pushing you to the edge yet again. So you pop into Susans (another coworker) office to vent your frustrations.You have just inadvertently started a firestorm that has the potential to further erode yourrelationshipwith Jack, compromise your relationship with Susan, and sabotage the trust and cohesion that exists within the entire team. Of course, you didnt mean to cause problems you simply wanted to vent your annoyance.Here are four reasons whycomplainingabout a coworker to another coworker is never a good idea (and four things you can do instead that will help)1. Venting might feel good at the time, but when it comes to talking trash about another person, it always has a bite.Its one thing to vent outside of work to someone not associat ed with the team.This expression may release steam, and trusted friends canhelp you craft a plan for movingforward with the object of your frustration.But at work, on a team, it will feel at best like gossip and at worst like total and complete betrayal to the person in question.Missing the opportunity to get directpeer feedbackincreases the likelihood that the person in question will feel caught off guard, slandered, and treated poorly. Broken trust is hard, if not impossible, to rebuild.What to do insteadVent with friends at home, seek empathy on your challenges, and then take your issue straight to the source. The brde step is the most important because it eliminates the dangerous triangle that gossip creates.2. The innocent coworker you speak with cant help but be affected by your perspective.Susan, in the scenario above, may have previously really liked and trusted Jack. But now that you have sharedyour complaints, her view of Jack is forever tainted. She no longer sees him in a positive light, and she may go on toseek confirmation of the problems you mentioned, whereas she used to open-heartedly interacted with him in true partnership. Plus, she now has to try to keep a secret, since you asked her not to share anything, so she has to suppress what she knows you feel about Jack every time she sees him.What to do insteadIf you need it, ask the non-involved colleague for feedback onyourapproach toaddressing the situation. This makes it about you, not the coworker who is upsetting you. Make sure you let the non-involved coworker know that your intention is to work it out with the other person and that you know you have contributed to the problem.3. Trust is the primary currency of healthy partnerships, and talking behind someones back erodes trust.To trust, we must be vulnerable. At work, that often means admittingmistakes,being honest aboutwhat we dont know, and/orasking for help. Receivingcritical feedbackis the ultimate vulnerability, and strong partnersh ips allow us togrowthrough this critical feedback.But if we get feedback from athird-partyinstead of the person who should be delivering it, thaterodes the faith and confidence that are essential for team health.What to do insteadSpend time thinking about and preparing to deliverfeedback forthe colleague who annoys you in a caring, concise, and clear way. Delivering this to them willbuild trustand confidence, resulting in an increased ability to talk honestly with each other, solvehard problems, and work together oninnovations and ideas. The coworkermay not stop the annoying behavior altogether, but at least they can now begin working on it. What really matters is that you are clear, direct, caring, and compassionate. Your goal should belearningto work better with your coworkers, not drawinga line in the sand.4. Most of us want to know the truth and strive to improve once we get it.Despite the fact that most of us want to run screaming to the hills when we hear those dreaded words, May I give you some feedback? we also secretly crave it.The impression we make on others is our impact at work, and when delivered with care, most of us want to embrace and learn from the observations of others.Jack, in this scenario, is not consciously trying to annoy you. Bringing his behavioral impact on you to his attention guarantees that at least the two of you now have a basis for co-learning and sharing as you work together.What to do insteadOffer feedback in the spirit of learning and with an intention to remain in partnership, rather than exit stage left. In addition togiving feedback, ask for it, so that you can walk your talk with this colleague. Most problems between people are contributed to by both parties, so what do you have to learn?A version of this article originally appeared on SUCCESS.com.Moe Carrick is the founder ofMoementum Inc.and haswoven a cohesive and provocative tapestry of personal leadership experiences,Fortune100 consulting, academic and institutiona l learning, keynote addresses, authorship, strategic partnering, and masterful facilitation. Moe grounds her approach in a unifying and undeniable truth Successful work is dependent upon human relationships. Shefeels privileged to work with clients likePrudential Financial, REI, Nike, TechSoft3D, and many others.

1T0X1 - SERE Instructor - Air Force Enlisted Job

1T0X1 - SERE Instructor - Air Force Enlisted Job1T0X1 - SERE Instructor - Air Force Enlisted JobSERE Instructor develops, manages, and conducts Air Force survival, evasion, resistance, and escape (SERE) programs. Develops, conducts, manages, and evaluates SERE Code of Conduct training (CoCT) and Code of Conduct Continuation training (CoCCT), and personnel recovery (PR) operational support programs. Conducts operational testing on and instructs the use of SERE-related equipment. Performs and instructs basic, advanced, and emergency military parachuting. Coordinates SERE activities and conducts observer and controller duties during PR exercises. Related DoD Occupational Subgroup 012. Duties and Responsibilities Plans, organizes, directs, and conducts SERE training activities. Designs and develops curriculum, functional structure, and procedures for SERE CoCT and CoCCT courses and programs. Determines training schedules according to course control documents, directives, policies, a nd instructional principles. Ensures student safety. Conducts classroom, laboratory, and operational training. Uses lecture, demonstration and performance, guided discussion, and time and circumstance instructional methodology. Conducts training under conditions closely approximating actual SERE episodes. Training environments and scenarios include, but are not limited to, global environmental conditions, combat situations, and captivity. Develops SERE joint tactics, techniques, and procedures (JTTP). Supports operational tasking for theater and Joint Forces Commanders. Functions as in-theater SERE and PR subject matter expert (SME). Manages development and coordination of SERE and PR operational support programs. Manages SERE programs including isolated personnel reports, evasion plans of action, blood chits, evasion charts, and PR aids. Augments Joint Search and Rescue Center (JSRC) and Rescue Coordination Center (RCC) as SERE and PR SME. Assists in developing theater combat sea rch and rescue (CSAR) policies and special instructions. Instructs and performs static line, military free fall, and emergency parachuting techniques. Conducts test parachuting operations including SERE-related survival and life support equipment, personnel parachutes, and aircraft jump platform certification. Demonstrates emergency egress procedures for SERE CoCT and CoCCT students. Coordinates SERE activities to support PR related exercises. Performs observer and controller duties for high-risk-of-capture personnel. abroll-container-transport-system as operational risk management (ORM) advisor for SERE activities. Inspects and evaluates SERE training and PR operational support activities. Evaluates SERE CoCT and CoCCT courses and programs. Determines readiness and efficacy of equipment, supplies, and training aids. Ensures standardization and compliance with policies, directives, course control documents, ORM procedures, operational guidance, and instructional methodology. Spec ialty Qualifications KnowledgeKnowledge is mandatory of global SERE and PR principles and JTTP procedures for CoCT and MAJCOM CoCCT requirements procedures for PR program management JSRC/RCC roles and missions intentional and emergency parachuting procedures providing for personal protection and sustenance communication and signaling techniques methods of vectoring recovery assets evasion movement nuclear, chemical, and biological survival skills physiology and psychology of survival avoidance of hazardous terrain, rough land travel, and emergency evacuation procedures for injured personnel survival medicine and first aid land and water navigation and travel proper conduct when dealing with special operations recovery teams and assisted recovery mechanisms caring for and using post-egress, recovery, and life support survival equipment improvising and manufacturing clothing and equipment needed by a survivor or Prisoner Of War (POW), courseware development lecture, demonstration and performance, guided discussion, time and circumstance, and role-play instructional methods and techniques impact of Geneva Conventionson evaders, POWs and escapees conduct after capture concepts for war, governmental detention, and terrorist hostage environments including, but not limited to, resistance to ausplnderung, organization and communication, maintenance of psychological and physical health, and escape. EducationCompletion of high school with courses in speech, education, physical education, biology, botany, anthropology, geology, and geography are desirable for entry into this specialty. For specific selection qualification procedures, see AETCI 36-2102. TrainingThe following training is mandatory for award of the AFSC indicated1T031. Completion of the following courses 1. SERE Indoctrination Course. 2. Basic Combat Survival Course. 3. Water Survival, Nonparachuting Course.4. SERE Training Instructor Course. 1T051. Completion of the following courses Arctic Survival Trai ning Course. Water Survival, Parachuting Course.Resistance Training Orientation. 1T071. Completion of the advanced SERE Training Instructor Course. Also,seeAir Force SERE Instructor Selection and Training.ExperienceThe following experience is mandatory for award of the AFSC indicated (Note SeeExplanation of Air Force Specialty Codes). 1T051. Qualification in and possession of AFSC 1T031. Also, experience in the application of global combat survival principles, procedures, techniques, and equipment, including emergency parachuting land and water navigation and travel combat, tactical communication and signaling CSAR operations, survival in nuclear, chemical, and biological contamination conditions prisoner of war conduct after capture, organization and communication, and resistance to exploitation improvising and manufacturing clothing and equipment needed by a survivor recovery procedures survival medicine rough land travel and recovery living under primitive conditions escape and e vasion techniques use of post-egress survival and life support equipment. 1T071. Qualification in and possession of AFSC 1T051. Also, experience in performing or supervising SERE functions and training activities.1T091. Qualification in and possession of AFSC 1T071. Also, experience in managing and directing SERE operations and training programs. Other. The following are mandatory as indicatedFor award and retention of AFSC 1T031/51/71/91.Eligibility for a Secretsecurity clearance, according toAFI 31-501,Personnel Security Program Management.Physical qualification forSERE Specialistduty according toAFI 48-123,Medical Examination, and Standards. Strength Req N Physical Profile 111121 Citizenship Yes Required Appitude Score G-53 (Changed to G-55, effective 1 Jul 04). Technical Training Course SV-81-B Location L Length (Days) 9 Course SV-80-A Location Fc Length (Days) 17 Course SV-90-A Location Fc Length (Days) 2 Course SV-81-A Location Fc Length (Days) 121 mora Information- (SERE Instructor Web Page)

7 questions that make you more likable

7 questions that make you mora likable7 questions that make you more likableTo many, networking events sound as appealing as getting teeth pulled, but that doesnt mean they have to be so dreadful. Instead, great networking is all about having questions ready that start actual conversations, elend mundane small talk.After asking dozens of professionals their go-to networking questions, I found two important patterns. First, the best questions are open-ended and cant be answered with a simple yes or no think essay questions instead of multiple choice. Second, the key to good networking may surprise you dont talk just about work. If youve ever worked in London, or in Europe, youll be familiar with the belief that people represent more than their job titles and salaries. Get to know the person in front of you.I asked some of the most successful people I know how they sharpened their networking skills.Here were the top seven responses that came up over and over again.1) What are your hobb ies?Ive found out that colleagues non-work projects include woodworking, gardening, marathon training, volunteer firefighting, baking pastries and vocal lessons, explains Brittany Meyers, a writer and editor. I like the enthusiasm I see in people for something besides their work.Plus, Brittany says that knowing peoples hobbies makes it easier to remember everyone since getting faces and name tags straight is a challenge.2) What are you reading these days?Asking whats on someones nightstand or e-reader tells you more about the person youre meeting than a LinkedIn profile or business card ever could, notes Felicia Sullivan,marketing consultant and founder of Phoebe Kate.This one not only leads to more meaningful conversations, but it also makes it easier to follow up with people afterwards. We met at that networking event isnt as memorable as so glad we got to talk about our mutual love of House of Cards.3) Any good travel plans coming up?I was born and raised in Texas, lived for alm ost 15 years in California, lived in Boston and Mexico and traveled to Australia and Europe before landing back in Texas, says Kat Clemons, director of community development at nonprofit Hope Village. I love finding out that people have awesome traveling stories or are from somewhere totally different.You can also ask people where they grew up, but note that the question can be misinterpreted as a loaded one for minorities or immigrants since it can have an implication of youre not from around here. If they volunteer it, however, feel free to dive into a conversation about it.Everyone has an origin story, or theyre planning a trip soon, so theres bound to be an interesting conversation without having to drop the so, what do you do? question right off the bat.4) I love that scarf Where did you get it?I find that genuinely complimenting someone on a statement piece that they are wearing immediately breaks the ice, as it makes the other person feel good and they are more open during th e conversation, explains Chanele McFarlane,founder and editor-in-chief of Do Well Dress Well.Additionally, McFarlane notes that wearing something interesting (like an bold necklace or bright blazer) to a networking event is a great way to use appearance as a conversation-starter.5. Do you have a wow project youre involved with?If you want to elevate the typical what do you do? question, add a little nuance by letting people brag. It assumes people do have a significant project in the works and allows them to talk about whatever is at the top of their mind, explains David Burrows, a tech entrepreneur. Who doesnt like to show off the things theyre most proud of?6) What are you passionate about?People are used to be asked what they do and where they work, so Ive seen them be pleasantly startled by this question, says Tammy Tibbetts, founder and CEO of nonprofit Shes The First. Its a way of showing you care about them more than who they work for.Asking this doesnt have to sound like a s tiff job interview question, either working it into the conversation can be as easy as, So if you werent doing job, what would you do instead?7) Have you been to city or event space before? Whats it like? Bonding over your physical surroundings or the general event environment makes for a much more natural conversation starter than asking what someone does. Ive learned a lot about people because of this approach, says Melissa Jones,recruitment and HR specialist at the United Technologies Research Center. It breaks up the monotony of where you work, which youll eventually get around to anyway.