Plumbing Apprenticeships Demystified

A plumbing apprentice has to be aware of a number of factors required to be a good plumber.

    Plumbing is a physically challenging job. The apprentice will not be able to sit at a desk all day; the job requires a lot of physical energy in order to successfully complete the given task.
    The apprentice will be required to work in all sorts of environments including at construction sites or at heights in all sorts of weather.

The plumbing apprentice should therefore be ready to handle any challenge that the job holds in store for him or her.

A plumbing apprentice has to realize that plumbing services are required at domestic installations as well as in the construction industry. A qualified plumber is also involved in the laying of underground drainage pipes and in the installation of sanitation systems. Plumbers also have to get actively involved in the promotion of environmentally friendly technologies such as solar heating and rain water harvesting.

A plumbing apprentice learns many things, the first of which is how to install and maintain plumbing systems and their components. They are taught how to repair and test various plumbing fixtures and appliances. The apprentice is also required to enroll in a course on basic plumbing which will ensure that the apprentice is well versed with the fundamental elements of the plumbing trade including hot and cold water systems, safety, central heating and sanitation.

A plumbing apprenticeship imparts an education on all aspects of plumbing services including the skills needed, the expectations and the daily tasks involved as a plumber. The apprentice receives a combination of structured instruction and on-the-job training working with a licensed plumber. Contractors employ plumbing apprentices for a specified term under the supervision of an experienced plumber. The apprentice usually receives wages for work. Some contractors allow the apprentices other benefits too.

Candidates aspiring to begin a plumbing apprenticeship must be at least 18 years of age. He or she should have completed high school or have an equivalent diploma. Successful completion of an aptitude test may be required before apprenticeship selection. The plumbing apprenticeship involves four or five years of study which include more than 100 hours of classroom instruction and hands-on plumbing work.

As a plumbing apprentice advances and gets more experience, he or she will be required to learn more complicated skills such as working with gas.

After completing a plumbing apprenticeship, a newly certified plumber can choose to offer his services to domestic clients or seek employment with construction companies or home renovators. Alternatively, he or she can choose to enhance their skills further by specializing as steam fitters, pipe fitters, pipe layers or sprinkler fitters.

A Winning Interview Process

As a Hiring Authority, is your interview process designed to attract and retain the best candidate?

Quick Assessment:
- Are my questions accurately uncovering a full 360° view of my candidate?

- Am I building momentum with my best candidate by ensuring no more than 2 days between interviews?

- Am I conveying how my open position and career-track are in line with my candidate's career trajectory?

- Do I know my candidate's greatest skills and abilities that will yield the greatest impact to my organization?

- Am I identifying from my candidate's references the specific tasks and projects that I should delegate to my candidate to create the greatest impact for me?

- Does my offer reflect the value my candidate brings to my organization, or is it the very bottom number I think my candidate will accept?

- Am I integrating my new employee with all the key personnel they will be interacting with to help ensure positive and effective transition and communication?

The right Interview process and questions will help uncover the right candidate for you. It's no different than the Prom... you used the right strategy and tactics to ensure you secured the best date possible.

When it comes to Interview questions, I came across these (source unknown) as brilliant questions that uncovers a 360° view of your candidate.

1. HOW DOES YOUR BACKGROUND MAKE YOU A GOOD CANDIDATE FOR THIS POSITION?
Shows fit and preparation by candidate.

2. TELL ME THE TOP THREE THINGS THAT MOTIVATE YOU, AS AN EMPLOYEE, TO DO A GOOD JOB?
Work environment, responsibilities, being informed and motivations.

3. WHAT THINGS DO YOU LOOK FOR IN AN EMPLOYER (MANAGER)?
No wrong answers, only red flags.

4. WHAT SHORTCOMINGS WOULD YOU NEED TO IMPROVE UPON TO BE SUCCESSFUL IN THIS POSITION?
No wrong answers, but no "pat" answers either.

5. WHY DID YOU LEAVE YOUR LAST POSITION?/WHY ARE YOU LEAVING YOUR CURRENT POSITION?
Look for red flags, inconsistencies. No "sour grapes." Promotion opportunity, relocation for family.

6. WHAT ARE YOUR LONG TERM GOALS AND HOW DO YOU PLAN ON ACHIEVING SUCH GOALS?
Look for things that fit our company goals, long term employee.

7. TELL ME ABOUT YOUR PAST SUCCESSES/ACCOMPLISHMENTS. WHAT ARE THEY? WHAT WAS YOUR ROLE?
Look for tangible experience that can benefit our company (i.e. quality improvement, cost reduction).

8. WHAT IS YOUR MANAGEMENT STYLE? TELL ME ABOUT YOUR PERSONALITY, FAVORITE LEISURE ACTIVITIES.
Autocratic vs. Democratic, fit with others on team, hard worker, sound mind and body, proper balance.

9. WHY DO YOU WANT TO WORK FOR OUR COMPANY?
Shows knowledge, to see if they know what they want, and preparation for interview.

10. WHAT CAN (COULD) YOUR EMPLOYER DO (HAVE DONE) DIFFERENTLY TO KEEP YOU?
Level of commitment to make a change, look for red flags.

11. HOW WOULD YOU CHANGE (HAVE CHANGED) YOUR WORK SITUATION AT YOUR PRESENT (LAST) EMPLOYER?
Shows creativity, innovation. Identifies what's important in their work environment.

12. HOW DID YOU GO ABOUT SOLVING PROBLEMS AT WORK? SPECIFICALLY, WHAT KIND OF SUPPORT DID YOU ASK FOR AND WHAT KIND OF HELP DID YOU GET?
Shows initiative, delegation of responsibilities, abilities to troubleshoot or work under pressure.

13. WHO DO YOU WORK WELL WITH AND WHY?
Team player, personality traits, ego.

14. IF I WERE TO CALL YOUR PRESENT (LAST) EMPLOYER, WHAT WOULD THEY SAY ABOUT YOU AND WHY?
Consistency with reference checks, confidence in abilities.

Pre-Employment Testing: Best Way to Assess the Quality of Your Potential Candidate

Every employer has this inner desire to have the best work force in the industry. It is so because an up to mark labour force transcends to a better performance of the company. This necessitates every employer to do everything possible in order to recruit the best employees among the many applicants. In every pool of applicants for any advertised job by any company, many potentials employees have similar qualifications and in skills and it become hard for the employer to sieve for the best. Thanks to pre-employment testing program, this has softened and lifted all this hassle from the employer. The employer can execute the programs available through online or physical means.

Pre-employment testing program is a comprehensive tests performed on potential candidates to assess their quality and whether they meet the job requirements. This program has become very prominent in recruiting agents due to its high screening ability. However, due diligence is imperative in executing the program, for better results. The user should base the ultimate choice of the best employee only on merit and not either ethnicity, racial, religious or regional basis. The tests performed encompasses all the individuals dimensions and may include personality tests, medical examinations, background and credit checks, cognitive tests, talent assessment tests, drug tests and physical exams among others.

Drug tests

These are tests performed on the potential employee to check whether the candidate is in drugs, which can harm his or her health, or affect his or her performance. The test includes alcohol testing, urine test, saliva drug and sweat drug screen tests.

Cognitive tests

Cognitive tests measure the level of reasoning accuracy and speed arithmetic skills, candidates reasoning and memory capacity. This will ensure that the employer settles on the right candidates with high cognitive quality, which means that the candidate can perform well in the organisation.

Personality tests

Personality tests assess the conduct of a candidate given certain circumstances and his or her behavioral aspects in different situations. In addition, it assesses a person's disposition or degree of certain traits. This gives the employer an idea about the best management or leadership style to use for different employees.

Medical examinations and background tests

Medical examination gives an overview of the candidate's health. It includes blood screening for various diseases and the metabolic functionality. This enable the employer in planning the medical schemes and in assessing the candidate's likely performance once placed. On the other hand, the background test gives the historical background of the candidate. It may include criminal record checks and conviction account.

Credit checks

It's a check performed to establish the candidates present financial position and his or her past financial record. It shows how well or badly the candidate can manage his finances and hence the company's finances.

Talent assessment tests

Also known as career tests, helps the employer to show how suitable a certain candidate is for certain job in offer. This helps to match the candidate with the jobs description and predict the candidate's retainability and performance.

kills Upgrade: How to Stay Employable

I will let you in on a little secret.

Like many bloggers, when I go to compose a new article that I intend to syndicate and share across the web in article directories, on forums, and through various social media outlets, I start first with a Google Keyword search. I want to know what job-seekers are after on the web.

My intentions in writing this article are to talk about ways to boost your employable skills and marketability to potential employers even before you need to find a job. In other words, a "skills upgrade." But here is the scary part.

According to Google Keywords, there are just over 22,000 global monthly Google searches for the phrase "employable skills." That is compared to 1,500,000 global monthly Google searches for the phrase "find a job." To put that into perspective with two examples, the unemployment rate in the United States is just over 8%. In Canada, it is just over 7%. That means that in both markets, there is an employment rate greater than 90%. Yet people looking for a job outnumber those looking to stay employable by roughly 68:1.

I know these numbers are approximate at best, but they serve to illustrate a scary reality - most people who have a job do not stop to think about staying employable. And why should they? It is human nature to be lulled into a false sense of security while we are working. That is why so many people live pay check to pay check, never stopping to consider what would happen if they were to suddenly lose their job. According to the last statistic I heard, less than 5% of Canadians (I live in Canada) will save any money whatsoever this year. That is an alarming statistic.

We all know of a middle-aged person who has suddenly lost his or her job, found him or herself unemployable in their particular industry, and forced to restart a career from the ground up. I watched this happen to my father as I was growing up. After working in the same position for more than 20 years, he suddenly found himself out of work one day and needing to restart his career well into his forties. Needless to say, it wasn't easy. As the expression goes, an ounce of prevention is worth a pound of cure.

Regardless of how confident you may be in your current position, I am going to outline three important and simple ideas to help you remain marketable.

    Keep your skills up-to-date.

I personally know a woman who was laid off from her position in graphic design. Although she was devastated, it did not come as a big surprise to me. She completed her education in graphic design in the 1970′s, and I think it goes without saying that a lot has changed in that industry over the past 40 years. Perhaps the more obvious concern was despite a nice salary and decades to do it, she did not engage in any external upgrading or re-certification aside from what her employer was prepared to pay for.

One thing I would like to make clear, as I have in other posts, is that an employer gives you a job - but is it up to you to build a career. Do not wait for your employer to pay for you to get more technical training behind you, or to advance your skills. Take an evening course at a community college. Take a course through correspondence. Learn a new skill through an apprenticeship, a mentor program, etc. Volunteer to do an internship part-time elsewhere to acquire new skills. Heck, even read a book on your own. It is better than nothing! Constantly keep learning. The last thing you want to do is find yourself out of work one day with your most recent set of skills acquired decades ago. If this happens, despite your vast levels of experience, you will find yourself competing with new graduates for entry level positions.

    Constantly keep up-to-date on the job market.

Do you have your resume up-to-date? I should hope so. Be prepared.

Even if you are content in your current position and you have no intention of leaving, always be aware of what jobs are in high demand and who is hiring. Check out classifieds, both print and online services like Craigslist. When a friend tells you about what he or she is doing for work, ask if their company is hiring. Attend local career fairs. See what programs are filling up at colleges and universities in your area.

Two of the easiest ways to stay job-market-ready are by creating profiles on LinkedIn and Monster. Keeping a copy of your resume online and publicly searchable is an easy way to acquire contacts and learn who is after the skills that you have. There is nothing wrong with doing this. Some people seem to feel that if their current employer found out, it could somehow compromise their well-being in their current position. Not at all. It is in fact quite the opposite. It indicates to your current employer that you are in fact marketable, have options, and that you are a commodity to them.

I am not trying to encourage you to job hop, but I do not think it is in poor taste to attend an interview or two while currently employed. Always keep your options open. Plus, imagine the confidence you would have going into an interview for a job you really don't need! This leads to my third point.

    Networking.

Have you ever heard that it's not what you know but who you know?

This isn't true in all cases, but it certainly can be with job-hunting. I have been hired by more companies because someone I knew was aware of my skills than by submitting a resume. After all, why would a hiring manager sift through 1000 resumes when they could just pick up the phone and call you in for an interview?

There are a variety of ways to make contacts in your particular industry. It can be as simple as going out for drinks with friends who work with a competitor, attending a local Chamber of Commerce meeting to mingle, or making connections through online forums or job sites pertaining to your industry.

Another great place to start is by staying in constant communication with references from your past jobs or other endeavors. Having been a reference for others numerous times, I can't tell you how often I would hear from a past employee asking for a reference and at no other time. This doesn't foster a very personal relationship. Pick up the phone and call your references at least once every three months. Ask them how they are doing, how business is going, what new information they have heard in your industry, who is hiring, etc. These former employers can be a vast wealth of information for you.

The more important thing to take away from this article can be summed up with a quote from Jim Collins who says, "Good is the enemy of great." It is not good enough to simply be employed right now. You need to be ready for anything. Maybe it is time you ask yourself if you are due for a skills upgrade.

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Brent Jones lives in Toronto, Canada and spent the majority of his professional career in recruiting and sales. He currently offers job-seekers advice through his blog.

Three Reasons Why Professionalism Is Campaigned By Employment Agencies

he increasing preference for what you know and what you can do, over whom you know, created a renewed sphere of trust among applicants all over the globe. Employment agencies' campaign of strengthening professionalism and craftsmanship generated positive waves of response from the external stakeholders.

Way back in the old days, people get jobs and are elevated into higher positions because of the people they know inside the organization. In government offices, although a prohibition on office nepotism has been made into law, there were way too many incidences of political accommodations committed by those put in positions. As a result, those who were not accommodated or hired, but have the skills and were qualified for the positions, lost their trust and confidence in the impartiality of the screening and selection process. Until recently, employment agencies, along with idealistic employers and vigilant stakeholders, acted to renew the working populations' trust and confidence in the employment process and in the merit system, both in the private and civil services. These individuals and entities believed that merits should still be the sole basis of employment and promotion. This is actually the first step towards a larger goal of improving the quality of human resource of any organization. Below are top three reasons for this active campaign.

1. Profitability of an organization can only be maximized if the right people are put into positions.

Employment agencies work hand in hand with employers to increase the latter's business profitability. They acknowledge the crucial fact that a particular sales target or a particular revenue can only be achieved if the people working within the team are equipped with the right skills and craftsmanship to get the job done right and excellently. When you hire base on political accommodations and in debt of gratitude, you are not doing your organization a favor. You are actually sabotaging its success by putting in unqualified people.

2. Empowered people help create synergy within the organization.

Once an employer practices professionalism in dealing with its human resource, the natural tendency is for its human resource to look at him with high regard and with utmost respect. That respect will soon translate into trust, the kind of trust which moves people to be honest and proactive with their efforts in contributing to the goal of the entire organization.

3. Professionalism is contagious.

A single positive act can move others to do the same. If the employer and the employment agencies are practicing professionalism in their dealings with their employees and their applicants, it is consequential that the latter group will emulate. Soon, everybody will be spreading goodwill all over the place.

More Women the Answer to Industry Skills Shortage

It's no secret the Australian resources industry is suffering a severe shortage of skilled workers. Staff turnover rates for some roles in mining, energy and oil and gas jobs are among the highest in the country. While employers compete with Canada, South Africa and the USA for professional and skilled workers, one segment of the current workforce is underutilized.

Women represent 45% of the total Australian workforce, but female participation in the resources industry is 16%. According to AWRA, the Australian Women in Resources Alliance, that needs to change. Research has proven companies with women directors perform better than companies without any women on their boards. From a national perspective, closing the female-male gap would increase the Australian GDP by 11%.

Attracting more women

All sectors of the resources industry have evolved from the days of grimy male-dominated roles. Advances in technology mean brute strength is no longer a prerequisite for holding down a job in mining. The jobs in highest demand and hardest to fill - engineers, geologists, and metallurgists - are perfectly suited to women. But with more women currently graduate from university than men, why aren't they heading towards high-paying jobs with oil companies or planning careers in the mining industry?

Unfortunately, there's no single answer. Perceptions of both men and women need to change concerning the viability of a long-term career path. While many women enter the industry out of school, having a family can have a significant impact on a person's ability and desire to work a demanding job. Add a fly-in, fly-out (FIFO) roster to the mix, and many women believe it's too hard to balance career and personal life for a resources job.

Industry support

Australia enjoys one of the healthiest economies in the world owed, in part, to the massive contribution from the resources industry. Unemployment is at an all-time low. Industry leaders believe attracting more women is a key strategy for solving the skills shortage.

AWRA's goal to increase the number of of women in the resources, allied services and construction sectors provides employers with two major competitive advantages - a larger pool of talent to draw upon and strength through workforce diversity. AMMA is spearheading the AWRA initiative but it's a true collaboration of key stakeholders including industry associations, academia, training, government and industry employers.

It's not an easy task to affect cultural change but perceptions are shifting. Salaries for Australian engineers are the highest in the world. A female engineer can easily support a family on a single income allowing her partner to take on childcare duties. Industry is focusing on family-oriented solutions to help women remain in the workforce.

Executive Search Firms on Employee Morale

Companies spend large, myriad sums in the hiring of new employees every year. The tally for these expenses will range across everything from the small investments that can be required in the executive search and candidate sourcing stage of the process, to the long hours spent pouring over resumes, screening potential candidates, interviewing, and finally training once an individual has been selected an brought on board. However, as good as it can be to bring new blood into the organization sometimes, more often than not employers are forced to conduct their hiring practices because an individual has left them for one reason or another. Given just a little bit of help though, companies can begin working to drastically cut their employee turnaround by applying a few simple techniques to help drive employee morale by keeping them involved in the company and making them feel inspired to strive for success.

Here, executive search firms have outlined three simple strategies for doing just that, with the ultimate goal being that by boosting morale companies can improve employee retention.

First, companies will need to work on building and sharing their own story. Most employers have little idea how much it can mean to their employees that they understand what it is that they are a part of and how they are helping to move that story forward. This has long been a strategy used by various organizations and movements to enhance the morale of their followers and members, to make them feel like they are becoming part of the story and have the desire to do their best to keep that story growing. However, now is the time for companies to begin adopting this technique as well? This can be done simply enough by weaving the company's story into their corporate culture and by feeding the story to new hires early on. Make that every employee knows the background of the company so they know who it is they are working for and why they want to help their company meet with success. Through this, you can improve executive search firms employee morale

Second, employers need to begin outlining their goals and defining their company's mission and this begins by asking what problem is it that the company needs to solve and how other might have addressed the same matters before. In order to really feel that their work is accomplishing something and that it serves a purpose in moving the company forward, first they need to be able to understand what it is the company is headed for. Understand, this is not a profits goal; say, we want to reach $X by this time next year. No, in order to motivate employees a company's goal needs to be something a bit larger and meaningful.

Finally, while we are all familiar with entrepreneurs, far too few have heard and understand the meaning of the term entrepreneur. Entrepreneurs are those special few whose vision and works can help to begin changing a company from the inside, pushing for progress and driving the company forward. Such individuals can be few and far between so it is the duty of the employer to ensure that their company's environment is conducive to allowing these employees to flourish and do what they do best in order to help uplift the whole organization through their enthusiasm and dedication.

5 Common Hiring Process Errors Identified by Executive Search Firms

You wonder what you are doing wrong but just can't seem to figure it out. The chances are that you are so desperate for work that you have become a robot and quickly zap your CV off to every job that you see adding no personality to your application. See it from the point of view of the recruiter. They post a job and receive a substantial amount of applicants. A lot of those applicants are going to have a great CV, application letter and their online resume is completely filled out and up to date. Now imagine receiving an application from someone who doesn't send their CV, a one lined sentence as their application or from what I have received before, simply -"job" - in the email body (No CV attached!). Would you hire that guy?

Job seeker competition has risen substantially over the last few years and at the same time there are still a lot of jobs out there. If you want to stay ahead of the pack and really want that job you will need to put in a lot more effort.

Due to social networking a new trend is starting where job seekers will reply to a wall post by submitting their email address or saying -"I'm interested"- in reply to a recruiter sharing a job post onto their group. Many times you will notice that these wall posts go uncommented by the original poster. If the job seeker can't click though on the job link how computer literate can they be?

When you submit your CV to a job board always ensure that you fill out as much as possible. The less you fill out the less likely you are to be found. Most job boards use some type of search functionality and the more you fill out, the bigger the chance you have of coming up in search results. Most job boards will require that you upload your CV and just because you are given this option it should not deter you from filling out your online application. Your CV attachment will be there for when a recruiter is satisfied with your online profile and they want to take it to the next step.

Having everything filled out beforehand saves a lot of time and frustration from emails being sent back and forth. Recruiters don't want and a lot of the times don't have time to be requesting CV's, requesting that you give more information on yourself etc. Remember that if you are one of 400 people that have applied to a job and even if qualified you will be dropped from the short list. You also stand a chance of not even receiving a confirmation that your application is being processed.

If you are specialised in your field or have picked up certain skills due to your job it will be worth mentioning them rather than giving them your general bullet list. If you have gained experience on certain machinery mention it in full and mention the make. You might be familiar with what you did but the person who screens your CV won't be. Recruiters won't have all the knowledge of your field and during screening your CV will be searched for particular mentions of skills. If you don't mention it in full, you will be skipped.

Specialized job board's can often have greater results than a big general one. For example, if you are specialized in oil and gas engineering your job search will bring you across a number of oil and gas job boards. Select a few and fill out your CV details as much as possible. Always have a look at the employers who are advertising on the website and especially which recruiters are posting adverts. Always read the job vacancy description. If a degree is required, no amount of desperation will get you the job. If you don't have a degree you won't get the position and probably not even a response to tell you that you don't have a degree.

To sum it up when applying to work remember the golden rule, "It's not about quantity it's about quality." You will then find you are called for more interviews and reduce your time spent on job hunting.

This article was written by David Kimberley who manages an online oil and gas job board. The advice mentioned is so job seekers can be better informed about applying for work online.


xecutive search firms the five most common complaints made against companies and simple solutions to each matter, to help companies improve their internal branding efforts as they relate to the hiring process.

1. All too often, when posting a job description, some companies will focus on listing the skill set and education required for the position rather than listing the actual description of the job. This can be annoying to candidates when they are trying to figure out the scope and parameters of the position.

Solution: There is a simple correction for this issue that employers can use to bypass any ambiguity that can be related to the candidate. Write out a description of the position, all the requirements and duties and once you are down to a couple of potential employees, arrange for them to shadow and study to get a more in-depth understanding.

2. Another issue that needs to be dealt with in the interview process that is especially annoying to candidates is when they are flying through the interview process and suddenly it comes to a screeching halt and the employer then tells the candidate everything is fine, hold on and be patient. This is usually the result of an understandable internal error, but this does not excuse the situation.

Solution: While it may seem like the right thing to hide any sort of internal errors from your potential candidate, this is not the right idea. Instead provide them with an accurate time table that they can expect results and be open and honest about anything that happens during the interview process. It's it is important o know the five most common errors identified by executive search firms.

3. Some employers believe it is alright to treat candidates frivolously and arrive late, or not return phone calls. If a potential employee were to do the same, they would be dismissed immediately.

Solution: It is not hard to treat an applicant as if there time matters. Simply notify them if you are going to be late for any appointments and return any phone calls you may receive in a timely manner.

4. Another double standard that often shows up between applicant and employer is the fact that the applicant needs to be fully prepared for the interview. It is expected of the candidate to have done the research of the position and to be fully equipped for the interview while the employer may show up ill prepared to conduct the interview.

Solution: All an employer needs to do is set aside about fifteen minutes before an interview in order for them to get familiar with an interviewee's resume. They should then demonstrate this knowledge in interview.

5. When the interview is over the employer should follow up with a time period in which they will get in contact with the candidate. This may be a half-hearted promise on the employer's part but the applicant is relying on this call back. It makes it ten times worse when the employer does not follow through.

Solution: It only takes a small amount of effort to let an applicant know if they are still in the running or not, it is as simple as a phone call or an email.

Hiring Managers: Is Your Recruiting Process a Turn-Off?

Pop quiz: Are you more likely to hire the best candidate with a two-step interview process, or a five-step interview process?

Answer: It depends on the steps!

These days, few employers are actively recruiting new talent. While the job market continues to strengthen, companies are still hesitant to add to their payroll, leaving many highly qualified job seekers in the lurch. Even worse, the companies committed to hiring, rely on outdated, unorganized and ineffective recruiting techniques, overlooking or scaring away potential new hires. Either way, without a well thought out strategy, both sides will suffer.

Fortunately, it only takes a little extra effort to ensure your recruiting process is part of the solution, rather than the problem.

Watch your Step!

Years ago, I worked with a client with very compelling story to tell. The company was founder-run, had consistent sales, and offered an innovative product. They engaged us to manage the search for a CFO and described their interviewing process like this, "We believe in building consensus when bringing in new talent," the CEO explained, "The first step in our process is a phone interview with one of our HR Associates, followed by another phone interview with our VP of HR. Assuming those calls go well, we send a personality assessment to the candidate because we believe our culture is quite unique and we don't want to make any hiring mistakes."

Keep in mind this company was on a rapid growth path and their existing employees had been working 60-hour workweeks for the past six months.

The CEO continued, "Once they complete the personality assessment, we bring them in to meet our VP of HR in person. She is an outstanding judge of character and knows a good hire when she sees it."

At this point, I realized there were a number of problems with this client's recruiting approach but this was the biggest red flag. A hiring manager who says they "know a good hire when they see one "or "I hire based on gut," often makes poor hiring decisions. If you find yourself saying anything similar, it may be time for a new process! Back to the CEO...

"Once the VP of HR gives her blessing, the candidate meets with four of our Executive Team members before sitting down with me so I can make a final assessment of their fit in the organization. This is a very important hire for us and we hope to make this hire within the next four to five weeks."

Are you serious?

One Step at a Time

While this scenario may sound outrageous, it's fairly common. The point of sharing this story is not to dismiss the importance of a comprehensive hiring process. Generally speaking, panel interviews, personality assessments and phone screens are not bad ideas. The justification for each step makes perfect sense when considered individually. But, collectively it's a lot of hoops for a candidate to jump, and you have to ask yourself: Is every step necessary and does it provide meaningful value in my hiring decision? Always consider the level of the position, the time commitment from the candidate, and most importantly, the relevant takeaways from each step.

For example, what is the value of subjecting the candidate to two phone interviews with HR, in addition to a personality assessment and an in person meeting with same group? A simpler approach is to conduct one phone interview to screen the candidate, and then immediately follow it with the personality assessment and an in-person meeting. Even simpler, eliminate the phone interview altogether, making the in-person meeting with HR and personality assessment a more effective "first step."

Also, considering this position will be part of the executive team, reporting to the CEO directly - and given the importance of the cultural fit between the candidate and the CEO - does it make sense to wait until the very end of the recruiting process for the first face to face interaction between the CEO and the candidate? I realize the CEO may not have the time to meet every prospect, but the candidate should have the opportunity to meet the CEO on more than one occasion, and much earlier in the process.

The bottom line is this, it is important that you evaluate your recruiting process to ensure each phase adds incremental value, and then customize the process based on the significance of the role. Also be mindful of the candidate's time and perspective.

Here is a simple litmus test to determine the effectiveness of your hiring process:

1. Does each step in your process add incremental value - e.g. will you learn something new and relevant about the candidate at each step?

2. Did you consider the level of the position and its contribution to the business - e.g. will this position own a complete P&L or will it focus on processing reports?

3. Do the participants in the process understand their role? Are they being held accountable to gather specific information? Have they been trained on how to conduct an effective interview?

4. Are you communicating with the candidate about the process and setting clear expectations from the beginning?

5. Are you tracking the success of current and previous hires to determine the effectiveness of your process - e.g. how accurate is our personality and/or technical assessment as a predictor of fit and tenure?

As the war for talent continues to heat up in certain sectors, and our economy slowly emerges from its five-year downturn, deploying the right hiring process could mean the difference between attracting the best talent, and settling for the available talent.

Remember, hiring "best in class" talent requires a "best in class" process.

Flat Free Recruitment Adds Efficiency To Placement

Businesses owners realize that one of the biggest challenges they face is finding and keeping good employees. They also know that finding good employee is not a cheap proposition. Corporation are going to great lengths to retain the most talented people the y can find. One of the newer twists to help reduce the costs involved in finding good works is to use a flat fee recruitment agency.

The flat fee recruitment differs from others forms of recruiting, in that a fixed nominal fee is set for finding the right candidates. Usual arrangements with traditional recruiters consist of the placement agencies being paid a percentage of the employees' first year salary. The flat fee can supersede this arrangement and may be more economical. The fee charged may still be based on the salary, with no additional charges, or it may be a flat fee that is applied all across the board, regardless of employment levels.

Knowing exactly what the costs are for finding new employees, can help any business departments with budgeting and planning. The fee encompasses the entire process of finding the right candidates, and it may even be more economical to hire a flat fee recruitment agency that to have your own in house recruiters.

The flat fee recruitment process is not very much different from other recruitment processes, although the agencies may operate differently. The agencies offer a comprehensive solution can help to solve employment requirements. Although it appears not to matter to the job-seeker the process consists of the employer describing his needs, and creating a job specification.

Recruitment agencies will likely have an extensive network of contacts in specific industries. They may be able to easily reach out to potential candidates, who can fill your requirements. The broad network of contacts includes professional networks t where they are kept aware of industry news, and specifically the movement of people. The knowledge gives them opportunity to find prospective candidates at a much quicker pace.

The recruitment agency is responsible for gathering contacts from applicants, after broadcasting the vacancy in relevant places, such as job boards, and appropriate industry publications. The employer can choose to receive all resumes, or the recruitment agency can filter them for the most suitable candidates. With available technology, Resumes can be sorted and ranked online, and even interviews can be arranged online. The suitable candidate, or if multiple candidates are needed, can be selected for one flat fee.

The employer saves both time and money in the process, as resources can be directed to areas where they are needed. Vacancies are filled faster, with a better control of fixed expenses in a more streamlined process. Hiring manager are now unencumbered of the task of having to sort through hundreds or perhaps thousands of resumes.

There may be variations in the process, and not all the agencies under the flat free umbrella operate in the same manner. When considering whether to use a flat fee service, employer should compare all the fees and services offered by several agencies, to ensure that there are in-line with their own objectives.

Advice for Job Seekers Applying for Work Online

You wonder what you are doing wrong but just can't seem to figure it out. The chances are that you are so desperate for work that you have become a robot and quickly zap your CV off to every job that you see adding no personality to your application. See it from the point of view of the recruiter. They post a job and receive a substantial amount of applicants. A lot of those applicants are going to have a great CV, application letter and their online resume is completely filled out and up to date. Now imagine receiving an application from someone who doesn't send their CV, a one lined sentence as their application or from what I have received before, simply -"job" - in the email body (No CV attached!). Would you hire that guy?

Job seeker competition has risen substantially over the last few years and at the same time there are still a lot of jobs out there. If you want to stay ahead of the pack and really want that job you will need to put in a lot more effort.

Due to social networking a new trend is starting where job seekers will reply to a wall post by submitting their email address or saying -"I'm interested"- in reply to a recruiter sharing a job post onto their group. Many times you will notice that these wall posts go uncommented by the original poster. If the job seeker can't click though on the job link how computer literate can they be?

When you submit your CV to a job board always ensure that you fill out as much as possible. The less you fill out the less likely you are to be found. Most job boards use some type of search functionality and the more you fill out, the bigger the chance you have of coming up in search results. Most job boards will require that you upload your CV and just because you are given this option it should not deter you from filling out your online application. Your CV attachment will be there for when a recruiter is satisfied with your online profile and they want to take it to the next step.

Having everything filled out beforehand saves a lot of time and frustration from emails being sent back and forth. Recruiters don't want and a lot of the times don't have time to be requesting CV's, requesting that you give more information on yourself etc. Remember that if you are one of 400 people that have applied to a job and even if qualified you will be dropped from the short list. You also stand a chance of not even receiving a confirmation that your application is being processed.

If you are specialised in your field or have picked up certain skills due to your job it will be worth mentioning them rather than giving them your general bullet list. If you have gained experience on certain machinery mention it in full and mention the make. You might be familiar with what you did but the person who screens your CV won't be. Recruiters won't have all the knowledge of your field and during screening your CV will be searched for particular mentions of skills. If you don't mention it in full, you will be skipped.

Specialized job board's can often have greater results than a big general one. For example, if you are specialized in oil and gas engineering your job search will bring you across a number of oil and gas job boards. Select a few and fill out your CV details as much as possible. Always have a look at the employers who are advertising on the website and especially which recruiters are posting adverts. Always read the job vacancy description. If a degree is required, no amount of desperation will get you the job. If you don't have a degree you won't get the position and probably not even a response to tell you that you don't have a degree.

To sum it up when applying to work remember the golden rule, "It's not about quantity it's about quality." You will then find you are called for more interviews and reduce your time spent on job hunting.

This article was written by David Kimberley who manages an online oil and gas job board. The advice mentioned is so job seekers can be better informed about applying for work online.

Electrician Courses - The Truth About Online Electrician Training Programs

ven though there might be many internet based schools that state otherwise, the truth is that you can't simply become an electrician by undertaking an online electrician course. As opposed to numerous other vocations, you're going to need to undertake both the mandatory theory-based classroom instruction and hands on training before you'll be able to sit for the electrician accreditation examination.

Right now, every state in the U.S. requires anyone who wants to sit for the electrician licensing test to possess at least 8,000 hours of working experience, as well as the in-class training criteria. That means that whether or not you have finished an electrician training program on the internet, you are going to still have to obtain 4 years of working experience being an apprentice electrician to qualify.

What Online Electrician Courses Aren't Good For

There is simply no getting around this on-the-job experience condition to become a registered electrician, so if you are still evaluating your options I would strongly suggest that you undertake a proper apprenticeship with one of the National Joint Apprenticeship Training Committee, a locally sponsored training program or the military. All of these apprenticeships satisfy the accreditation conditions so that you can become a certified electrician after four years, while almost all internet based electrical programs are not going to.

If you're in the middle of going through an internet based electrician training program or have just completed one, the great news is that most apprenticeships will give you credit for the electrician training that you've already gone through on the internet. Having said that, it will still require you no less than 4 years to gather the essential work experience to qualify to sit for the electrical accreditation exam.

When Online Electrical Training Programs Prove To Be Useful

Where web based electrician training courses are useful is when you want to improve your electrician competencies and fulfil your continuing development criteria to retain your journeyman permit. For example, there are on the internet electrical training programs created to bring you up to speed on the most current changes to the National Electric Code and local or state specified regulations. When you do a program online, you are able to read through the subject matter at your own pace with no need of giving up your prized billable hours.

Naturally, you should always make sure that the online electrician training program is approved by the relevant electrician board for the objective of professional development, so it is important to consult with the organization before forking out cash for any one of these training courses.

The Tough and Varied Jobs of Attorneys

An attorney or attorney-at-law is a person with a degree in legal studies and who is a member of the legal profession. He is qualified and licensed to represent clients in court. He acts on the client's behalf to plead or defend a case in legal proceedings. In short, the attorney is a person acting for another as an agent or deputy.

Jobs of divorce attorneys
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Divorce is always a sad end, but sometimes a necessity. In such a case it is important to have a divorce attorney. The jobs of attorneys dealing with divorce are many. Only a judge or a legal authority can dissolve a marriage and grant a divorce. Whether dealing with a warring couple or a couple who want to amicably end their marriage, the attorney has to take care of different issues like property settlements, alimony and child custody. These are things that need to be discussed in detail. Often shared custody rights of children are given by the court, keeping the best interests of the child in mind.

Criminal offense attorneys

Criminal offences come in various forms or degrees. Some are lesser criminal acts while some could be grave acts. The jobs of attorneys dealing with criminal offences include drug related offences, sexual offences, frauds, computer crimes and white collar crimes and offences that result in loss of life. Possession, sale and distribution of drugs are drug related offences, while sexual offences are solicitation, rape and assault. Homicide, murder and manslaughter are acts that result in death. Grave acts of criminal offences are called felonies. Robbery, burglary, murder, arson, rape and aggravated assault are categorized as felony.

Civil law cases

Jobs of attorneys dealing with civil cases relate to private individuals or business, unlike the criminal cases where the government is involved. Civil cases involve the rights of individuals. Attorneys dealing with civil law should be well versed in the Tort Law or Contract Law to deal with litigation and financial compensation. Breach of contract, gross negligence, invasion of privacy and medical malpractices are some of the many civil law cases.

The above are some of the jobs of attorneys. There are several other different classes and types of attorneys such as Family Law Attorney, DUI and DWI Attorney, Immigration Attorney, Bankruptcy Attorney, Injury and Personal Injury Attorney. As a career, the law offers wide and interesting opportunities for those who are looking for specializing in any particular field of law.

The Executive Search and the Job Description

he past decade has seen a dramatic change in the way companies must begin handling their hiring practices. Where once candidate sourcing and hiring procedures may have been a simpler matter, now, given the extreme value that has been placed on company time and resources, it has become prudent that these efforts be carried out as frugally as possible, and to this end any number of new strategies and solutions have been put forward designed to enhance the employers' chances of getting the process right the first time, and to do so as quickly and efficiently as possible. Gone are the days of employers winging the candidate search and interview processes because they believe they already know what they are looking for in a new employee? Now, given this new array of techniques for success, executive search firms are taking things back to the basics to help employers discover that in order to achieve success in these processes and avoid wasting precious resources along the way, they will need to start by focusing on and honing those most traditional hiring techniques.

For starters, rather than just diving straight into these procedures without forethought and attempting to ad lib their way through the hiring process, employers will need to stop and take a moment to think ahead in these proceedings. In order to assure that the person who is ultimately hired will be successful within the organization in the long run, the employer must begin by viewing this individual not as an independent factor, but by attempting to envision where they want the company to be in X number of years and then asking how this candidate can help them to achieve these goals over time. As all successful hiring strategies do, this begins with the job description. However, rather than focusing solely on attempting to meet the needs of the present, such a job description should seek to grasp the bigger picture and how the role in question may change over time. Once such a job description has been outlined, not only will it help the employers to find the best possible candidate, but can then also be used down the line to help ensure that the individual hired stays on track.

Many fail to realize the true value of this early stage in the executive search process. However, what these individuals fail to recognize is that in the creation of a thorough job description, not only are they telling potential candidates what is expected of them, but they are also helping themselves to realize what exactly it is they are looking for in the perfect hire. At its most basic a thorough job description should include the title and summary of the position with a list of the duties entailed. Taken a step further, employers can include a list of those positions with which the new employee would be working, as well as compiling a list of minimum qualifications necessary to the role, all of which can be found easily enough by talking to those individuals who work in proximity to the position in question. Ultimately what employers need to remember though, is not to over complicate this process from the start, instead focusing on taking these issues one step at a time and addressing them as simply as possible.

Pros and Cons of Recruitment Agencies to Businesses

When you're desperate to find the suitable job for you, recruitment agencies can be a great help. Each decision you make for your career has its own set of pros and cons. With several years of experience working with staffing agencies, I have encountered first hand of pros and cons with these agencies and I am certain that this will help you handle any concern that you might have when looking for temporary jobs. Here is a description of the pros and cons to consider when seeking the help of these agencies:
The Pros of Temporary Employment:
The very first benefit of these temporary jobs offered by recruitment agencies is that they provide full range of networking abilities. Every company you will work for offers an excellent chance for you to meet new people, clients or even make new connections. You can meet various people from different sectors in the duration of your work compared to permanent jobs. The second benefit is that you can never find your work boring. The first months of working at a new company can be very exciting because everything is new. The working environment and the scope of your work change frequently and does not become mundane. The third advantage of working as a temporary staff is that you are allowed a shot to work for various companies without long term commitment. If you're not satisfied with a particular temporary job, you can ask a staffing agent to transfer you to another job. IT is easy to change jobs as a temp employee and you are allowed to work where you want to. This is a big factor because you can get to discover which company and the type of job you enjoy for you to find a permanent position in a specific industry. The fourth benefit is that you get to acquire new skills which increases your worth as an employee. There is a dramatic increase in your skills if you get to work several jobs in a short span of time and this can be great for your resume.
The Cons of Temporary Jobs:
The first disadvantage of temporary jobs is that they don't last and there is no real guarantee that you will keep your job for long as a temporary staff. This can be stressful to most people because once your job is done, you don't have any work again. This can be avoided if you ask your staffing agency to find you "temporary to permanent" jobs that will increase your chance of being a part of the company permanently. The second disadvantage is lower pay or compensation. This is the reason why several companies employ temporary staffs because it's less expensive on their bottom line. There are staffing agencies that take a cut of your salary as payment for the services they are providing you. Do not forget to ask the agency about this matter when you use a staffing agency. However, not all recruitment agencies do this. In fact, they offer high compensation based on the type of temp work you're providing. The third disadvantage is the treatment that temporary employees would receive from permanent employees. There are permanent employees who treat temporary staff as unimportant or lower in status. This ostracism can be prevented if you talk to your staffing agent as soon as possible to resolve this conflict. Being a temporary employee does not mean that you deserve to be negatively treated by your permanent co-workers. The last downside of having temporary jobs is the company's reluctance to hire temporary employees permanently. There is the opportunity for you to get hired permanently if you perform your job very well; however, employers are hesitant to hire a temp staff because you are already providing the work needed at a lower cost and they find it expensive if they pay insurance or provide temp benefits. On the other hand, companies who offer temp to permanent employment do not do this.
After reading this, I hope you'll be able to make an informed choice regarding recruitment agencies and ascertain if they can help you with your employment.

Advantages of Choosing a Career in Law

Choosing a career in law has several advantages. Law is an intellectual stimulus. The lawyer develops the capacity to analyze cases far better than most people can imagine. This requires the individual to have the ability to develop sound arguments and to articulate them in a persuasive and practical manner. A career in law can be exciting and challenging.

Exciting opportunities

Law career offers a wide range of opportunities in different areas of law and in various types of practices. A lawyer or attorney should have a sound knowledge of the law and its legal process. It gives an opportunity to earn handsomely, as well as to start one's own business. But this won't happen at the initial stages. He has to first work with a senior lawyer or firm to get practical experience of working with the system. Practicing law gives an opportunity, to effect important changes in the system and in the client's life. The hours of work put in by members in the legal profession is much more than members of any other profession. Private lawyers work at all hours. Many of them meet clients out of working hours as their clients may be employed. In a law firm, promotions are competitive and based on merit. Associates in law firms bill about 80 to 100 hours per week. It is not a 9 to 5 job, bosses don't ask them to work out of office hours; they are required to do so.

Existing businesses are growing and expanding and new businesses come up each year, opening avenues for making a career in law very possible. Corporate law defines the rules for business corporations. Businesses require corporate lawyers. Corporate lawyers have a strong role to play in a business establishment. Their duty is to advise their corporate clients, draw up business contracts and argue cases in court especially when parties are involved in foul play.

Social aspects

Lawyers are treated with respect and deference after all they know the laws of the country and they deserve it. Dressed elegantly and smart, they ooze confidence. However, there is another side to the social aspect of a career in law. The legal system requires very intricate and highly specialized skills. But the one sad aspect in choosing a lawyer job, especially criminal law, is losing faith in mankind. You will experience real life situations on a daily basis and encounter disheartening examples of human depravity. Betrayal, fraud, back-stabbing and callousness make people hate lawyers and can be extremely difficult to cope with.

For a Successful Career in Law

A career in law has become one of the most desirable jobs. It is one of the most prestigious as well as lucrative jobs available these days. This has attracted a number of people to take up a career in law. But the fact is that those who come forward to begin a career in this field often turns out to be ignorant about a lot of facts related to the job. Most of the people realize their faults after they start attending the law school or once they start building up a career. So, it is mandatory to know about this field before you prepare to attend the law school.

It is necessary to have a strong educational background that leads you to taking up a career in this field. It's not just about attending a law school. To begin with you should pursue an undergraduate degree in a field that helps you better while at a law school. Accounting, engineering, business as well as health care are good options but those subjects that might help you better would be psychology, social work and social sciences. Along with this you will have to develop your communication skills as well. Your speaking, listening, writing skills as well as vocabulary should be above average. Only a person who can express the thoughts concisely, articulately as well as effectively can draw success in this field.

Anyway to help you with these many institutions take up pre-law courses. Here you will get trained to develop your skills. They will also help you in choosing the related field in which you may like to pursue the law degree. There are many branches in which you can pursue your degree at a law college. These include civil law, criminal law, corporate law, family law, labor or employment law, international law etc. Most of the people find it difficult to make the right choice. A pre-law course will definitely groom you into this field and will direct you towards the right degree considering your interests and demands.

Once you are sure that you have done the right thing by choosing a career in law, then you can go forward and look for different law schools. Law school catalogues as well as reference books will help you through the decision making process. It would be really difficult to get into top rated law schools. It involves a lot of preparation. But once you get into an excellent school you will be able to build up a successful career in the field with ease.

Electrical Apprenticeship - Succeeding In Your Electrician Apprenticeship Interview

The electrical apprenticeship interview can be scary, yet the good news is that you have pretty much gotten over the biggest obstacle, which is to have gotten picked for an interview to start with! By following a handful of easy preparatory steps, you will be all set to ace your interview before you know it.

Generally, your interview will be done by a committee of representatives from the International Brotherhood of Electrical Workers and also the National Electrical Contractors Association. They will be extremely seasoned electricians, and their function is to look for the top candidates for the electrician apprenticeships you're interviewing for. Interviews normally last 10-15 minutes, so do not be anxious in case the entire thing seems to end really quickly.

Forming A Great First Impression

Almost all of the time, electrical apprenticeship candidates destroy their odds of getting it even prior to opening their mouth in their interview. To make sure that you make a solid first impression, it's essential to look presentable and wear appropriate clothes for the interview.

It's a good idea to depart the house ahead of time so that you are going to have enough time to navigate traffic and cope with any unplanned situations. You do not want to be late for the interview, as this is going to essentially ruin your chances of getting the apprenticeship. Most importantly, smile at the interviewers as you go into the room.

Popular Electrical Apprenticeship Interview Queries

The specific electrician apprenticeship interview queries are a closely preserved secret, but below are some likely questions from individuals who have been subject to the procedure on their own:

1. Describe yourself
2. Why do you intend to become an electrician?
3. What kind of employment experience do you have?
4. Why should we choose you as opposed to another prospect?
5. What are your hobbies?

As you prepare your responses for the queries, remember that your goal is to prove that you will be a great electrician. For that reason, if you are questioned with regards to you and your previous work, point out your characteristics and experiences that are linked to problem solving skills, creative reasoning skills, communication skills and fine motor skills.

Above all, be optimistic and have faith in yourself. Don't worry if you don't know a lot with regards to electric principles or the many trade best practices, since it is not something you are expected to understand at any rate! The crucial characteristics that the panel members would like to observe are that you're focused on becoming an electrician, that you have the critical capabilities to succeed and that you will be willing to get your head down and be trained. When you demonstrate these qualities to the board, then the placement is pretty much yours.

Effective Communication Is Essential for a Project Management Professional

A certified project management professional, or PMP, is trained in all aspects of completing a task on-time, and on-budget. Sometimes, a manager is charged with overseeing multiple projects, and becomes a manger of managers. The same skills are still needed, but there is an elevated need for communication, both incoming and outgoing, to stay successful at this level.

Incoming communication can best be summed up as reporting. The lead manager must be able to gather information from each job to stay aware of their progress. Further, the professional overseeing all the projects must know the capabilities of each of the other managers, because each will have their own strengths and weaknesses.

Reports are a summary of feedback. The feedback can be technical data, or it can involve interaction with personnel. Technical data is sometimes easier to set up and track. This is usually accomplished with machinery or software. The desired data can be gathered and reported on in a variety of different forms. Usually some kind of visual data is preferred, which is backed up with actual numeric data.

Getting feedback from people can be very valuable, but somewhat more difficult to obtain. Regular meetings are one means of getting this type of feedback.
Electronic devices can also assist in getting communication. Although the feedback is immediate, it can be difficult to capture this type of data and record it. It is only as useful as the person's memory, at that point. Written communication should therefore be preferred, and a plan be put in place for correspondence to be done in this manner. Emails, text messaging, and instant messaging are examples of immediate, written forms of communication.

Outgoing communication originates from the lead manager, and is used as a management tool to achieve the on-time and on-budget goal. Effective outgoing communication should be written whenever possible for the same reasons as the incoming communications. A record of communication can be crucial when problems arise. They can serve as a means of solving the problem, and as a means of preventing future issues from occurring.

Setting benchmarks and measuring achievement toward those standards are important pieces of content to include in outgoing communication. Problem solving and conflict resolution are other important tasks the lead person must be good at. Each project starts off with a certain amount of identifiable unknown events. During the course of each project, an unknown amount of unknown events will also occur. The latter fact is treated as known quantity, and can be planned for by an experienced professional.

One of the most important tasks of a project management professional is communication.

Electrical License Requirements - AL Electrician Certification Prerequisites

To acquire your Alabama electrician permit and become a journeyman electrician in the state, you must satisfy a number of requirements:
1. Have four years of work experience
2. Send in the electrical accreditation form
3. Take and successfully pass the electrical certification examination
Obtaining the mandatory experience is not a challenge, and may be carried out with any number of apprenticeship programs. It is important to be aware that the AECB will offer you credit for the electrical certifications that you have from any trade college or tertiary level training course.
For one year of instruction you've gotten from an electrician program, you can attain credit for one thousand hours of work experience up to a maximum of 2,000 hours. Simply put, it is possible to do away with one year off the on-the-job experience criteria in the event that you've finished an electrician training course which lasted two years or more.
Doing The Alabama Electrician Certificate Assessment
If you want to undergo the journeyman accreditation examination, you need to complete the electrical certification application which can be found on the Alabama Electrical Contractors Board site. You are going to be required to include a Work Affidavit together with your application as confirmation of your on-the-job experience. Needless to say, you cannot sign your own Work Affidavit.
Here are the individuals who are able to fill in your Work Affidavit:
- HR Department
- CEO
- Qualified Electrician Contractor
- Electrical Engineer
The moment you've done the application and also the Work Affidavit, you can mail them in along with a check or money order for $115.00 to the Alabama Electrical Contractors Board (AECB). You will need to submit the application prior to the due date in the quarter which you will be wanting to take the examination in. Once your application is okayed, you are going to be sent an authorization letter informing you the instructions to set up the certification test.
You will have just ninety days from the day you acquire the notification to schedule your exam, which is why it is really vital for you to be all set for the examination before you submit the application. In the event that you fail to schedule your test during the 90 day interval, then you are going to be required to fill out a "re-take form" and pay out a further fee to receive a new authorization notice.
The Alabama electrical certification test is based around the 2011 NEC and also the relevant local and state codes. The examination has 110 questions and it's five hours long, and you'll need to achieve no less than 75% on your exam to pass.

Are Employment Agencies Helpful?

Employment agencies are organizations that match job seekers with employers. They can be both public and private. The public agencies are usually funded by some level of the government, while private employment agencies are owned by individuals or corporations.

Formation of public employment agencies dates as far back as 1650, when an "Office of Addresses and Encounters" that would link employers to workers was proposed by British Parliamentarian, Henry Robinson. He actually went on to form his own company when his proposal was rejected.

In 1902 after the establishment of Labour Act, the government oversaw the formation of the first agency in London. The program was then expanded across the nation, with the Labour Exchanges Act, enacted by the Liberals in 1909. Public agencies now exist in all developed countries to assist people in finding employment.

Employment agencies can be temporary as well as permanent. The nomenclature can be semantic, and can lead to be misleading. The agencies themselves may not be temporary, but the jobs that they provide may be temporary, where employers need workers for short term work, such as in contract employment for secretarial, bookkeeping or accounting work, or even in technical areas such as Information Technology. This is also common in many short-lived projects.

Agencies may also focus in specific areas, and provide specific services. The decision to use an employment agency in your job search is a wise one, but with the variety that exists, it is even more important to choose the right one. Important questions are should you use a public or a private agency, or should you pay for assistance in your job search. The answers depend on the type and level of service that you need.

If you are using all free or unpaid services, it may be to your advantage, to have as many agencies as possible working for you, but the process should be carefully handled to avoid conflicts. There appears to be mutual benefits to all involved in the agency area.

Employers constantly complain of the difficulties involved in finding suitable employee. Depending on the level of employment, the process can be exhaustive and at times expensive, especially for companies that may be strapped for cash. Job-seekers, may also realize that finding a job, can even be a full-time job that does not yet offer any reward, until your are employed. The employment agency is intermediary that can bring both together, to alleviate much of the pain involved in the search process.

If your business does not have a human resources department, as is the case with smaller businesses, the job of effectively filling a vacant position, can be handled by the agency. It is estimated that filling a vacant position can take up to 45 days, and cost up to 25% of the salary of the position. So paying for the assistance can be seen as money well-spent.

Electrician Training - The Road To Becoming An Electrician

People frequently enquire to me about how to become an electrician, and based on my experience the easiest way to become an electrician would be to undertake an apprenticeship. By getting an apprenticeship, you will obtain thorough instruction from an expert electrician and have numerous opportunities to get real practical experience as well. What's even better is that rather than coughing up thousands of dollars to pay your study bills, you will be making money while you study!

Before you decide to rush straight in to your electrician apprenticeship though, it is best to take the opportunity to think about what type of electrical work you want to become skilled in. Budding electricians have the option to choose between three key sections of specialization, namely commercial, industrial and maintenance. The majority of electricians have the ability to do general installation and maintenance projects, but specialists have the ability to perform higher end tasks and be compensated more as a consequence.

How To Become An Apprentice Electrician

There are many requirements you're going to need to fulfill to become an electrician apprentice. For starters, you will need to have a high school diploma or General Education Development qualifications and be a minimum of 18 years old to be eligible for an electrician apprenticeship. You're also going to have to be in top physical condition, have excellent fine motor skills and you shouldn't be color-blind as well. Preferably, you would have finished a year or more of algebra in school too, because you are going to have to have reasonable maths abilities to excel in this business.

To become an apprentice electrician, you're going to have to get involved with a licensed apprenticeship program. They are generally provided by your relevant Joint Training Committee or Electrical Contractors Association. An apprenticeship typically takes up to 4 years to do, including 144 hours of class time and 2,000 hours of practical hands-on training annually. During this time, you're going to be studying electrical concepts, code requirements and essential safety techniques in addition to receiving important on the job instruction.

After you've done your electrical apprenticeship, you are going to have to get a license to get accepted as a proper electrician. The certification examination will verify your comprehension of electric theory, the pertinent national and local electric requirements, and the prevalent fitting and OHS routines. When you acquire your certification, you are going to be finally be legally recognized as an electrician!

One More Word On Becoming An Electrician

Clearly, the easiest way to become an electrician is to get started in your early twenties by becoming an electrician apprentice and build up your expertise and experience as you go along. That's what I would recommend to anyone who is keen on becoming an electrician.

To find out more about a career as an electrician and how much does an electrician make, head over to ElectricianTrainingPro.com. It's the ultimate resource for all things electrician training related, and you can find out everything you need to know about becoming an electrician just by clicking the links.

Which Job Agency Is Right For You

When a business needs someone to fill-in for a staff member who is on vacation, or someone for a temporary basis on a short term project, they often turn to a job agency. The agency is able to provide workers with the needed skills, who may be willing and able to work for short periods on contracts. Employers may also use the job agency when the future of projects or plans have not been determined, and workers are hired as ``temp to perm". The positions may initially be temporary, but may turn into full-time positions, if conditions are met. The conditions can include crystallization of plans, and the worker filling specified obligations.

Many job seekers see the job agency as being invaluable in the job search. It can be the ticket to landing that full-time position. The public service is free and offers various resources. Recruiters may have contacts available to assist in opening doors that may be closed or difficult to find. Another big advantage of using a job agency is that you can try work in different industries and companies and industries, and they're also very suitable for people who may be looking for part-time or contract work for shorter periods.

While there is no guarantee that you will find a job, they can be very useful for many other reasons. To make effective use of the resources provided by the job agency, there are a number of tasks that should be completed.

• It`s best to locate and register with multiple agencies that work in your favour
• A current resume must be provided
• Complete all applications
• In some instances, pre-qualifying test is necessary
• Interview with as many agencies as possible
• Training may also be required.

The agency must suit your needs. It will be to your advantage to choose an agency that specializes in your area of work. To find the right agency, you may need to do some research. Look for reviews online and ask for recommendations from those who may have used the agency before. To increase the odds of being placed, you can register with multiple agencies, but it may take some time before you are assigned to a suitable placement. A lot will depend on what you are looking for how well it is matched to your competencies.

To be hired by the agency, you will be required to complete an application, and your current resume will be retained on file. You may also be required to successfully pass an appropriate test or pre-screening that determines your suitability for certain jobs.

When a temporary position is found, you will be notified of the job, and the assignment arranged. Positions may not be readily available, but it would be in your best interest to communicate regularly to demonstrate your interest.

Private job agencies may charge fees, which are usually paid by the hiring company, for their services, but it is also not uncommon for job hunters to pay locaters for finding jobs.