Jobs for 14-year-olds

Jobs for 14-year-olds by Amber Rolfe Are you 14 years’ old, and not sure whether you can work? Starting your first job can seem like a daunting prospect at any age. But it can seem even tougher when you’re under 16. Firstly, you need to figure out what job you can do, and how you can get the one you want. And then you need to work out how to approach the employer.To help you get into work, here’s everything you need to know about finding work as a 14-year-old:How old do I have to be to start work? Children are allowed to undertake part-time paid work from the age of 13.Exceptions to this rule include roles in child modelling, TV, or theatrical performance. However, children working in these fields will need to obtain a performance license.What hours can I work at 14? The hours you’ll be able to work are restricted to certain times, and vary within term-time and during the school holidays.  During term-time13 and 14-year-olds can work a maximum of 12 hours a week. They must also have a mini mum of 2 weeks off work during the school holidays.  During the school holidays13 and 14-year-olds can work a maximum of 25 hours a week.In both term-time and school holidays, these hours must be made up of:No more than 5 hours on a weekday or a SaturdayNo more than 2 hours on a Sunday13 and 14-year-olds aren’t allowed to work: During school hoursBefore 7am or after 7pmFor over 4 hours without a breakFor over 1 hour before schoolWhat jobs can I do? There are some restrictions on where you can work as a 14-year-old. For example, you won’t be able to work:In factories or industrial sitesIn pubs or betting shopsIn areas prohibited by local bylawsIn a job that could negatively affect your wellbeing, education, or healthHowever, that doesn’t mean you can’t work anywhere.Although some roles may be off limits, there are a number of jobs that are perfect for 14-year-olds, which allow you to work around your school life and adhere to employment law. These include:Dog walking or cat s ittingBabysittingWashing carsVlogging and bloggingSports coachingRetail workWebsite designDelivering newspapersModelling  How much will I get paid as a 14-year-old? There is no minimum wage for 14-year-olds, meaning you’re not yet entitled to the National Minimum Wage.This means what you’re able to earn needs to be agreed upon with your employer, and is based upon the type of work you’re doing.Asking your employer for the minimum wage for 16-17 year olds (which is currently £4.35) is usually the best way to ensure you’re being paid a fair amount.  How can I find work as a 14-year-old? In addition to searching on job boards, it’s also a good idea to look for work within your local community â€" whether it’s through checking newspapers and notice boards in your area, or simply asking around.You may be surprised at how many opportunities you may find â€" whether it’s that a family friend is looking for a dog walker, babysitter, or car washer, or your parent’s work coll eague is in need of help building a website.It’s also a good idea to contact local businesses (e.g. independent shops and cafes) directly to see if they need any part-time workers to help out with general duties.  Top tipsOK, so you know when and where you can work, but how can you land the job you want?Here are a few tips to help you stand out to recruiters:Create a carefully tailored CV and cover letter. Your CV and cover letter shouldn’t just outline your skills and experience â€" they should also be tailored to the job you’re applying for.Focus on your transferable skills. As you’re just starting out in your career, not having much work experience is perfectly understandable. Instead, mention skills you may have gained from extracurricular activities, school, or your hobbies and interests, and think about how they link to the job you want to do.Remember that all experience is good experience. It could be that you helped at a summer camp, led or sports team, or volunteere d at your local community centre or high street charity shop. Whatever it is, mentioning it in your CV will demonstrate a wide range of skills and ultimately help you stand out from the crowd.Prepare for the interview (if there is one). In addition to preparing for questions that may come up (and preparing questions of your own), you’ll also need to plan an outfit, research the company, and practice your interview body language.  *All information was correct at time of writing. Please visit  https://www.gov.uk/child-employment  for more details.    Turning 15 soon? Here’s our advice on finding work as a 15-year-old.    Ready to find your perfect position? View all available jobs nowFind a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to the

Resume Writing Services in Oregon

Resume Writing Services in OregonYou can hire a resume writing service in Oregon, if you have had problems getting your resume published. Or, you might hire a professional resume writer if you are writing your own resume and you need to get it published. The choice is yours.To begin with, you will need to determine why you need help. Are you still trying to find that one publication that will make your name known? Or are you ready to get your career going? Both scenarios are valid reasons to hire a professional.Now, you will need to decide how much the service will cost. Most of them offer free services, while others charge. You will need to decide whether you need the help now or later.To begin with, you need to think about what type of help you need. Will you be writing a resume for a specific job you are applying for? Or, will you be writing a professional resume to use in another application?If you are writing for a job you are applying for, you need to choose a company that spec ializes in writing resumes for that particular job. Once you have decided what you want, you need to decide if you need a free service or a paid service. Some people do not have the time to write a resume. If this is the case, then you should stick with a paid service.If you are using the services of a company that offers both a free and a paid service, then you will need to be careful about which agency you choose. Many of them offer just one type of service, which is usually their resume writing service. Others specialize in various resume writing services, so you should evaluate them to determine which will best fit your needs.You will also need to do some research to figure out which agency you want to use. The internet is a great place to start. You can read reviews and see testimonials for the various agencies. You can also do your own research by reading various websites that offer reviews on the most reputable agencies. This will give you an idea of what type of work they of fer and their rates.Hiring a professional service to help you with your resume writing will save you a lot of time. They will take the stress off your shoulders and ensure that you get your job, even if you don't know how to write a resume.

Why You Should Never Lie on Your Resume [INFOGRAPHIC]

Why You Should Never Lie on Your Resume [INFOGRAPHIC] We all know the job search landscape can be a difficult and competitive place. Companies are looking to hire the best of the best, and it can often be a daunting  time. Many people are left wondering how they can make their resumes stand out against the competition- and  a whopping  53.3% of resumes and job applications have been embellished with information that isnt true. Resume fraud is becoming a real problem for hiring companies. It estimated that resume fraud is costing employers $600 million a year, so its  increasingly important for recruiters to perform a full background check on all candidates. In the infographic below, BackgroundChecks.org  share with us some shocking figures that illustrate the resume fraud problem. Takeaways: 51% of employers say they would immediately dismiss an employee if they found out they had been lying on their resume. Quite a low number considering! Employers in the financial services are the most likely to catch employees/potential employees out of all industries. IT companies come in a close second. The most frequent resume  lie is the embellishment of an employees skill set. 40% of HR managers have increased the amount of time they spend checking references over the past 3 years. RELATED: What are the Top 5 Resume Fails to Avoid?

Interview Questions Time for a Shake-Up!

Interview Questions Time for a Shake-Up! What motivates you? Where do you see yourself in five years? What’s your biggest strength? What’s your biggest weakness? If you don’t recognise any of these questions, it’s probably because you haven’t been involved in a job interview recently. If, however, you’ve been either a candidate or an interviewer, there’s a good chance you’ll be all too familiar with these frankly clichéd posers. Questions like these â€" and indeed these exact questions â€" have been a staple of interviews for years now. And yet they show no sign of dying off yet. They’re still used across multiple sectors, for a range of roles and specialisms. Strangely, they’re perceived as being suitable for almost any interview, and for any candidate. But why? Failing to rethink your interview questions is a serious oversight that leaves a weak link in your recruitment strategy. Employers put a huge amount of effort into other stages of the recruitment process: employer brand; recruitment marketing; job ads; filtering and selection; all the way through to onboarding. But hidden away in that process is the interview, the content of which hasn’t benefited from an update or a serious rethink for far too long. For example, candidates have been asked the ‘what’s your biggest strength?’ question for decades. Can you imagine an organisation failing to refresh their employer brand for the same length of time? Of course, these questions are often only one part of an interview that encompasses other conversation and measurement, but perhaps it’s time to ditch them altogether, since they’re only taking up space that could be devoted to far better ways of gauging a candidate’s suitability. The easy option: In some ways, standard questions like these are a comfort blanket. It’s an unfortunate truth that some people don’t like interviewing candidates, whether it’s because they’re too busy to do the interviewing, because they don’t feel comfortable doing it, or because deep down they think somebody else should be doing it. Let’s not forget that in many interviews, the person asking the questions might be a line manager or a future colleague of the candidate, but they might not be a professional recruiter or even an HR person at all. That’s why these standard questions, along with templated interview formats, are often seen as a useful resource. They give the interviewer something to lean on. But the repeated use of these old chestnuts means candidates are able to second-guess you. The majority of jobseekers can predict an interview will contain at least one, possibly more, of these questions. That means they can come to the interview armed with pre-prepared answers that offer precious little insight. It’s an interviewer’s job to get a full measure of the person in front of them. This means probing, scratching beneath the surface, to find out what makes the candidate tick and why they would be a useful addition to the workforce. If the candidates know what to expect and are able to rehearse beforehand, it means you’re less likely to get a true representation of them during the interview. It’s like giving a student an advance warning of the questions in a forthcoming exam. Sure, it’ll help them to deal with the pressure and pre-think some of their responses, but it doesn’t mean their answers will be a good reflection of their knowledge or ability. It’s a bit of a cheat. Low value: Besides, even in the unlikely event that a candidate is hearing these questions for the first time, what value would their answers offer? These questions are so generic and so broad that they don’t really allow you to gauge a candidate’s suitability for a specific role. And let’s face it, they also allow the candidate to answer them with a relaxed approach to the truth. When you ask somebody what their biggest weakness is, are they really going to tell you they’re terrible at timekeeping, rarely get on well with colleagues, or that they get bored easily? Of course not. Instead, they’ll say they’re perfectionists, or they’re sometimes guilty of taking on too much work. And if you ask them where they see themselves in five years, will they tell you they’ll probably be working elsewhere because they see this job as a stepping stone? No. They’ll tell you just what they want you to hear. And you’re enabling them to do that because they’ve been able to predict what you’ll ask them. Avoid the wacky interview: We’ve all read about some of the (possibly apocryphal) left-field interview questions posed during interviews at Google, Microsoft, and other blue-chips: Why are manhole covers round? (Because manholes are round, duh.) A man pushed his car to a hotel and lost all his money. Why? (Because he was playing Monopoly.) What is 37 times 37? (Sure, it’s easy to work out while you’re sat reading this, but consider how much harder it would be with a couple of interviewers giving you the beady eye. And I’m not giving you the answer, by the way.) Are you lazy? (Erm) But, while these might be eye-catching and entertaining, this line of questioning is not right for every employer. These are designed to gauge factors like logic skills, problem solving and emotional intelligence, rather than directly measuring aptitude or suitability for a position. Pose questions or tasks that are appropriate for your sector, and for the role and candidate profile of the person you’re interviewing. Ask questions that tap into their experience and skills. There is little value in asking generic, often-used questions if they offer little insight into the suitability of a candidate for the role you’re looking to fill. And finally: After considering all this, there’s one reminder. The most important question to ask? Of course, it’s “Do you have any questions for us?” In one sentence, you give the candidate the opportunity to show how much they know about your company, how well they’ve researched the role, and also demonstrate their ability to work their way around a key piece of dialogue. Sometimes it’s not the questions you ask, but the questions you’re asked that are most valuable. Author:  John Eccleston is a writer and editor who covers recruitment and HR topics for  personneltodayjobs.rbirecruitment.com.

Whats So Special About a Program Manager Resume?

What's So Special About a Program Manager Resume?You have a unique opportunity to create a wonderful Program Manager resume. The most important thing you can do is to make sure you are concise and clear in your writing.Many employers ask for a long description of your experience. Your resume must include a simple resume that summarizes your most relevant experience. The information should be sufficient for the employer to see your qualities, but not enough to overwhelm them.There are many qualities that a program manager must possess. Most of them come from their ability to see things that other people don't. Program managers are often in charge of implementing decisions. They make sure the organization keeps the process moving forward.In addition, a program manager should understand all aspects of the company, their customers, their clients, and the market place. They are an integral part of a corporate team and must be able to communicate effectively with others to make all of the decisions they need to make. While a great deal of your experience may be in helping others achieve their goals, a good program manager should be able to see things in the overall business model that can lead to improvement.There are also a number of qualities that all program managers should have. It is very important to write about these qualities so that they will be represented in your resume.In addition to these qualities, a program manager must be detail oriented. He or she must be able to see things in a larger picture. This person must be able to communicate this vision to the rest of the company and not just focus on his own abilities.In addition, the ability to prioritize is very important in the role. This is important because the entire business environment can change quickly and the program manager must be able to effectively guide those changes.If you want to make a difference as a program manager, then it is vital that you write your resume. Do not allow a lack of exp erience overshadow the other qualities that are important in a successful program manager.

10 Things Motivated Employees Do

10 Things Motivated Employees Do Motivated employees dont let bureaucracy get in the way. They dont cast blame. And they dont wait for someone to grant them permission! Be that employee! Have you found theres a  mismatch between what you expect and what your employer or manager can actually deliver? Dont let this hamper your career development or job satisfaction. Motivated employees don’t allow budget restrictions, company policy or a  manager’s priorities to determine their success. According to The Global Workforce Leadership Survey released this week by Saba and WorkplaceTrends.com, employees say they are  not  getting the training or feedback they  want. But this doesn’t mean you have to take it lying down. Here are the two data points I want to address: 61% of U.S. employees want company-provided training. These same employees say training would make them more effective, more engaged in work and more satisfied with the company. 56% of employees receive an annual performance review, almost half (47 %) of employees surveyed really want weekly or quarterly feedback. Heres how to take initiative to get what you want. 1. Get More From Your Performance Review During your review, you are evaluated on your skills and competencies, productivity and even how your contributions impact the organization â€" but is that enough? Don’t you really want your manager’s support for your career and development goals? If so, be ready at your next review to share your goals and ask for ideas on how you might accomplish them. If you don’t have specific goals, ask for your manager’s help in identifying options. 2. Ask Better Questions to Get Better Feedback Waiting 12 months for a review on your performance seems like a long time. If you want more frequent feedback, make it easier for your manager to provide it. Ask for a monthly check-in meeting with your manager. Be sure that you are prepared with specific data and questions to get the most from this meeting. For example, if you want to understand how the project you are working on impacts the company, you will probably need to ask a series of questions to see the bigger picture. 3. Learn by Doing The top-ranked method for acquiring new skills is through on-the-job experience, according to the study. We learn by doing. So how can you learn new skills without actually stepping into a new job? Suggest cross-training with other departments or groups. When you know how to do more than one job, this also increases your value to the organization. 4. Teach Each Other If your teammates are reluctant to cross-train, you could propose employee-driven lunch-and-learns as an alternative. This gives each person the opportunity to speak on a topic he or she knows best and doesn’t require management’s involvement. 5. Get More Training Rather than expecting the company to provide training, you can get it yourself. There are so many reasons why your company isn’t providing the training you want. Turn this around today by seeking out training. Check out the low-cost or free training available on sites such as Udemy, Coursera, edX, Khan Academy, Udacity, Skillshare, Lynda.com and General Assembly. You can also ask for mentoring or tutoring from someone who has skills you want. 6. Ban Together Collaborate with employees to develop resources and tools to do your jobs better. This removes the burden from management and empowers you. 7. Present Group Ideas for Development Poll your team for the type of training desired, and share the results with your manager. Sometimes there is power in numbers. Your manager may find it more difficult to put off or ignore training and development when employees collectively suggest ideas. 8. Send a Representative Tight budgets mean your company may not have the financial resources to send an entire team to training. That shouldn’t mean you all lose out. Identify a relevant training program or event and offer to bring the information back and train the team. 9. Ask For Peer Feedback Who knows your work best? The people who sit beside you or interact with you regularly. You can ask your peers to provide feedback in specific areas you want to improve upon. Not only is this a chance to personally improve, but it may also help you work together better. 10. Make It Easy to Get Feedback Not everyone is comfortable providing feedback. You may want to create a checklist of skills you would like feedback on. For example, if you are interested in improving your leadership competencies, define the specific skills you want evaluated, such as communicating project updates, managing budgets and timelines or developing others. It is also important for you to receive the feedback without getting defensive. Remember: You asked for it. The common theme to all these tips is to demand less and initiate more. Instead of expecting your manager or your company to fulfill all your professional development needs, look for new ways to accomplish the same goals. This post originally appeared on US News World Report

How to Answer the Most Terrifying Job Interview Questions - CareerAlley

How to Answer the Most Terrifying Job Interview Questions - CareerAlley We may receive compensation when you click on links to products from our partners. When youre going to a job interview there are a number of interview questions you can naturally expect. What are your strengths? is simply a chance to recite the best parts of your resume. Why do you want this job? is just a way of checking youve actually read the job description. With these questions you just need to project a confident, relaxed exterior, maintain eye contact and remember to keep your answers specific. Of course, in amongst those questions, there is the occasional blindside or questions that, even if youre expecting them, youre also secretly dreading. These questions arent included just to terrify you, however, and there are ways to answer them without being reduced to a gibbering wreck. Here are a few of the more intimidating interview questions and answers that will help you through them. Suggested Reading: Job Interview Questions What are your salary requirements? This seems like a pretty innocuous question, but it does put you in an awkward position. You dont want to price yourself out of the market, but you dont want to sell yourself too cheap either. Here, ideally, you want to let your interview show their hand. The best way forward is to simply tell the interviewer what you are earning right now, or in your last job, while explaining that youre less focused on salary than finding a job where you can directly impact your employers bottom line. Ideally, you dont want to discuss salary any more than that until you get to the offer stage, when youll be in a better position to negotiate. 6 Job Search Resources to Focus Your Job Hunt Salaries I notice theres quite a gap in your CV. Could you tell me about what you were doing during that period? The job market has been tough for a while now, and plenty of us have had to spend at least a couple of months between jobs at some point. Having this come up at interview can really knock you for six. Its tempting to become defensive at a time like, but resist that urge. Its fine to acknowledge that its been tough finding a job- anybody whos seen the news in the last three years will know that is true. The trick is to be able to say what youve been doing while looking for a job. If youve done any voluntary work while unemployed, now is a great time to bring it up. Likewise, if youve been learned or improving any skills, whether theyre related to the job youre applying for or not. So long as you can demonstrate that you have been using your time, rather than spending it on the sofa watching daytime TV in your pyjamas, you can turn this question into a plus for you. Significance of honesty and originality in the globe of resumes Why did you leave your last employer? The golden rule here is never slag off your previous employer. It can be tempting- Lord knows it can be tempting, but the interviewer is going to hear every bad word about your last boss as future-you talking about them. If youre unemployed, it should be enough to say that your employer was making cuts to the workforce due the economic situation. If youre in a job that youre looking to leave, its enough to say that youre looking for new challenges. 30 Common Interview Questions You Need to Ace Arent you overqualified for this position? This can be a particularly tricky question at a time when graduate jobs are thin on the ground and many applicants are just looking to get whatever form of income they can. An interviewer looking at your CV may be concerned that youre only taking this job until a better opportunity comes along (possibly because its true). What you need to do here is come up with specific, convincing sounding reasons why you want to work for this company, and give the impression that you will be there for the long haul and open to promotions. What would you say is your biggest weakness? This question always feels just a little bit like cheating, doesnt it? Surely they cant just up and ask why they shouldnt give you the job? Unfortunately, yeah they are. When it comes to the your biggest weakness question, there are two popular schools of thought. The first is the false-weakness, or bragplaining. This would be, for instance: Im just too much of a perfectionist or Often people say I work far too hard. Be warned, your interviewer will see right through this with no trouble whatsoever. The other school of thought is to pick a genuine, carefully judged weakness somewhere in the middle ground between My professionalism is just too exemplary and I often forget to come to work on account of how much I drink. A good one might be I have trouble being assertive in group situations (assuming of course, that being assertive in group situations isnt at the top of your job description). However, at the same time you tell the interviewer this weakness, also tell them what you are doing to overcome that weakness- for instance, taking part in more group activities to overcome your shyness. This approach will have you come across as honest, while at the same time showing that youre dedicated to self improvement. Even for the very hardest interview questions, its not too hard to figure out which ones are going to come up in interview ahead of time. So long as you practice your answers with a friend, and research the employer thoroughly in advance, you should be confident enough to take n the interview with ease. Book Corner [easyazon_link asin=159863853X locale=US new_window=default nofollow=default tag=caree07-20 add_to_cart=default cloaking=default localization=default popups=default]101 Great Answers to the Toughest Interview Questions[/easyazon_link] Career Tip of the Day:9 Reasons Why I Wont Hire You We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Google+ what where job title, keywords or company city, state or zip jobs by What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to nail the interview and get hired. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search