Customize this Forklift Operator Resume

Customize this Forklift Operator ResumeCustomize this Forklift Operator ResumeCreate this Resume Mark Finkel310 Jarvis StreetBuffalo, NY 14222(888)-121-6103m.finkeltmail.comObjectiveSeeking an opportunity to work as Forklift Operator whereby skills and knowledge can be of quality service to the company to increase productivity.Summary of QualificationsAbility to read and comprehend written instructions, safety warning labels, etcBasic math, writing, and data entry skillsPhysically fit to move, carry, and lift materials and equipmentsAbility to read scalesGood dexterity and peripheral visionProfessional ExperienceForklift Operator, January 2007- PresentCoca Cola Enterprises, Del Rio, TX ResponsibilitiesOperated forklift trucks and other material handling equipment for the loading and unloading of railroad cars and trucks. Delivered and deported the proper materials on time to various areas of the plant or distribution centers according to the instructions given. Prepared and disposed finished goods for transportation to and from the distribution centers. Loaded vans and kept finished and unfinished products in the proper places.Counted and verified by proper item and lot number, all materials during loading.Forklift Operator, May 2004- December 2006Nestle Purina, Fairburn, GA ResponsibilitiesControlled and operated industrial vehicles and equipment. Transported raw materials, full goods and/ or finished goods to designated area.Loaded and unloaded designated trailers and/ or route trucks. Ensured compliance with regulatory and company policies and procedures.Moved and displaced products and materials manually as required. EducationAssociate Degree in Mechanical Technology, 2004Yale UniversityHigh School Diploma, 2002Denver Public High School Customize ResumeMore Sample ResumesForklift Operator Resume Franchise Owner Resume Fraud Analyst ResumeFraud Investigator Resume Front Desk Manager Resume GIS Specialist Resume

Learn how to identify leaders who need to build executive presence

Learn how to identify leaders who need to build executive presenceLearn how to identify leaders who need to build executive presenceWhen seeking out the underutilized members of your organizations leadership, how are you identifying those that need to build a broader, stronger executive presence?Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreIn my talk, Executive Presence Four Ways to Convey Confidence and Command Respect as a Leader, which is popular with companies wanting to tap into the hidden potential of their existing employees, I share the key components of this widely sought after but often mysterious quality. Here are some of the reasons why your greatest resources might be going unnoticed until you help develop their executive presence.Too quietSome of your sharpest minds might be hiding at the back of the room in every meeting, quietly thinking up some of your best ideas, but not li kely to share them, due tohesitation around speaking upand being noticed. You can offer the tools and techniques throughexecutive coachingand corporate training to help your silent individuals learn to prepare, strategize and speak their minds in those group settings.Look forThose deep thinkers who email you with great thoughts after the meeting but say nothing in the moment.Too deferentialSome of your best-untapped resources may have come from an environment where questioning authority is strongly discouraged. Whether this stems from culture, upbringing or early work experience, some of us learned early on that we must always defer to senior members or those with a more forceful opinion.Sometimes, there is alack of confidencein their own decision-making skills or they havent properly taken inventory of the value they truly bring to the organization. Working with these leaders, you can help build their abilities in respectful disagreement, challenging the status quo and presenting n ew ideas with conviction.Look forThose employees who follow the crowd but quietly give up their unique ideas to senior leaders who incorporate them as their own.Too understatedSimilarly, many of us may have raised to bring up our ideas in the least threatening way possible. Often, these team members may be overly concerned with avoiding conflict or ensuring everyone likes them. If you hear the words maybe if we or I feel we could possibly you might have an untapped leader who is trying to quietly share their thoughts without being too aggressive or decisive.Perhaps theyre eventrying to avoid the spotlight. Leadership training can help build trailblazers who know how to speak convincingly and with authority and can help them practice finding a voice that is both powerful and charismatic.Look forGentler members of the team, who tend to have more of a cajoling or coaxing style that could benefit from a stronger voice.Too disorganizedYou may have many untapped potential leaders with p lenty of fantastic ideas, great charisma, and a convincing style, but who lack the ability to follow through, stay on track and meet their obligations consistently or deliver on their promises. unterstellung disorganized leaders may have developed a bit of a reputation for flaky behavior, but you can help them build solid, consistent habits and improve the overall perception of their executive potential. Training can help them identify the problem areas, incorporate personal feedback and set them on a path to a more trustworthy standing.Look forPeople with great ideas, but a messy approach - the disorganized and the multitaskers who are challenged to get things done on time or without error, or the unpolished who have trouble meeting conventional expectations for dress and communication.Dont seek new talent until youve invested in the underutilized members of your existing team. You dont need to find great leaders, you already have them Its a matter of leveraging your overlooked po tential and helping them build the skills tostrengthen their executive presence and make others take notice, too.This article first appeared on Smartbrief.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

How to Make Small Talk Before Your Interview

How to Make Small Talk Before Your Interview How to Make Small Talk Before Your Interview You’ve practiced your answers, prepared questions you want to ask, and feel confident about going into your interview with a sense of direction. The only thing that’s got your nerves a little off balance is anticipating the small talk pre-interview- which interviewers often use to gauge your personality and get a sense of who you are, unrehearsed. In just a few short sentences of small talk, your politeness, positivity, and overall mindset can all be revealed.   If the prospect of small talk before your interview makes you anxious, that’s normal. It can be hard to know what to say and how to make this process smooth and less awkward. The good thing is there are ways to prepare for this initial opening of the interview so that you can walk in feeling ready to meet and greet from a confident, comfortable place.   Below are some tips to help you leverage this opportunity and leave an even stronger impression for your interview.   1. Be creative, not a cliché   Opening with a remark on the weather or traffic is fine but ultimately unmemorable. Small talk can be a way for you to assert your energy and a sense of who you are, and since most people stick to the safety of weather and traffic talk, you won’t stand out. There are so many other interesting ways to chat.   2. Find a connection   Research your interviewer on LinkedIn before your meeting to get an idea of what they’re like and to notice any common interests. You can formulate your own questions or areas to comment on that will seem natural and spark conversation. For example, if they mention running as a hobby on their profile, you could slip in that you started the day with a training run for your upcoming half marathon (if true, of course).   3. Stick to safe topics   Steer clear of politics and religion (unless it’s directly related to your role). Controversial topics don’t help anyone in small talk situations- there’s quite a big risk of saying something offensive. The same goes for negative news and events- keep it lighter.   4. Keep it professional, don’t get personal   Be relatable and friendly, but don’t get too personal. Stay away from topics like salary and marital status, and definitely don’t flirt. 5. Use more than words   Think about HOW you are speaking, not just what you are saying. Your expression, body language, and tone of voice are all ways that you express yourself. Be warm and comfortable- not too formal, but not too relaxed- and speak slowly and at a moderate volume, showing confidence but not arrogance.   6. Don't be afraid to ask, too It makes you seem confident and strong (good traits for any prospective employee)  when you lead with some of your own questions. For example, you could mention what a great location the office is in, and then  ask your interview if they have a favorite nearby café or lunch spot. Or you could comment on the beautiful office space, and then ask how long the company has been there. If you're interested in leaning more, I also have a free gift I’d like to offer you. It’s called 35 QUESTIONS That’ll Help You Get The Job (Other candidates won’t think to ask).