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Oil Rigs Employment The Truth About Interviews For Oil Rig Jobs

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Do you feel stressed when looking for oil rigs employment? It’s natural. No matter how experienced you may be, everyone feels anxious when they have to look for a new job. For many people, the most frightening part of finding a job is the interview itself. And yet, by rights, this should be the least worrying part of your job hunt. This article discusses some facts about the oil rig job interview which should help to remove your interview anxieties.

Once you get your interview, you are well on your way to getting a job. Depending on the state of the economy, for every 5 interviews you attend, you could get up to 3 or even 4 job offers. The simple fact is that conducting interviews is expensive. Employers don’t like it because it takes away productive working time from their senior staff. That’s why most HR departments aggressively examine job applicants prior to shortlisting them for interviews.

In a booming economy, experienced oil rig workers can get job offers from their very first interview. But even in a weak economy, even the most inexperienced candidate for offshore oil rig jobs should receive at least 1 or 2 offers from for every 10 interviews he attends. If you are being rejected for every interview, you may need to consider whether or not you are suffering from self-sabotaging behavior. It is probably a good idea to take time out from your job hunt to seek professional counseling to fix this problem.

Sometimes you can see many advertisements for oil rig roustabout jobs and other offshore drilling jobs, especially in the free-to-use job boards like Monster. So you think you should have a good chance of getting an interview. But when you don’t get any calls, you start to lose confidence in yourself and your resume. Before giving up on working in the oil industry, you should know that many employers sometimes put out fake advertisements of vacancies to find out how easily they can hire new workers. If they find many unemployed workers, they will take the opportunity to pressure their existing workers to accept pay cuts or risk losing their jobs to someone who will work cheaper.

Clearing your interview is the last step to getting hired. So make sure you show the right attitude to your interviewer. You need to that you are tough, independent, have initiative, and are a team-worker. You also need to show the interviewer that you have at least some of the skills needed to work on an oil rig. Even though you have already stated your relevant skills in your resume, the interview is where you convince your future boss that you have some of the needed skills and are able to pick up more of what’s needed.

Interviews for oil rigs employment are stressful. But if you keep the facts above in mind, you should find some of your worries melting away. It is all a numbers game – attend enough interviews and you will definitely get a job.

Maid Agency in Manila – Bisoir Employment Agency

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Does the task of looking for a reliable house employee bring you so much stress? If yes, then you are not alone. Try flipping the classified ads section of a newspaper or searching the Internet and you’ll be faced with a hundred hits. It is true that there are endless choices when it comes to agencies that claim to provide professional workers but how will you know if what you’ll pay for is not an agency that’s only good in making promises?

Bisoir Employment Services is a government-recognized agency that takes pride in its stain-free reputation when it comes to supplying dutiful maids, babysitters, gardeners, guards, nurses, cooks, and a lot more. Their employees are known for displaying excellent working skills that are paired with likeable character. r.

Your security and safety is also the utmost priority of Bisoir Employment Agency that is why they conduct meticulous background check before accepting an aspiring applicant. Moreover, they ensure that their employees are trained to become flexible in handling stressful situations that may arise if ever you are not present.

The handlers of the agency understand that your need is urgent so they will provide an employee that meets your standards as soon as possible. If ever you are not happy and satisfied with his or her work, don’t worry for you’re not doomed forever. Before signing a contract with the agency, they will give you a trial period in which you can assess the employee.

Bisoir Employment Agency only charge a small and flexible amount for your need. Since they have lots of competitors, they aim to stand out by collecting constructive feedbacks from pleased customers. They will be more than welcome to respond to your queries so don’t hesitate to ring them at 4386680 and 4372213. For a more comprehensive list of their services, you may also visit their website at http://bisoiremploymentagency.blogspot.com/.

Are you tired and sick of doing your household chores while taking good care of your baby? If you have just gave birth then you might as well need someone to help you take good care of your baby while and to do some of the household tasks. The problem however is finding someone to do these jobs for you. It is true that it is very hard to find someone who is not only skilled but professional maid as well. You just call their landline number and you can get what you want. What is good about getting household help is that you can be able to do your regular job which means that you can earn more and be able to support your family. The salary of house helpers provided by this company is within your budget. So if you badly need the service of this company you just visit their site or call their office.

No one can argue that in this day and age, seeking skilled and reliable employees can be a daunting and tiring task. Some prospects may meet your skills but do not display the entailed honesty and dedication. In some cases, you might also feel scared and traumatized because of some bad things which former employees gave you. Fortunately, there’s no need to freak out because service provider agencies exist to help you.

Bisoir Employment Company only charge a tiny and flexible sum for your will need. Given that they have plenty of competition, they purpose to stand out by gathering constructive feedbacks from happy customers. They will be more than welcome to reply to your queries so really don’t hesitate to ring them at 4386680 and 4372213. For a far more thorough listing of their providers, you might also pay a visit to their site at http://bisoiremploymentagency.blogspot.com/.

bisoir employement

Fighting Breach of Employment Contract by Employer

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Does a contract outline the terms and conditions of your employment? An employment contract is a good way to avoid legal disputes between the employer and the employee. Whether it is a verbal or a written one, there is no guarantee that there would be no breach. If this happens, you need a consultation with an employment lawyer.

How does an employment contract benefit an employee? This agreement provides in specific terms what the employer expects from an employee. This helps you to understand the way things work, and the way you need to conduct yourself.

How does the contract benefit an employer? The employer may use this as a tool to safeguard company information, especially the confidential things the employee learns during their job tenure.

Why is it better to get this in writing? Most Florida workers are at will’ and there are no written contracts outlining the terms and conditions of employment. Getting a contract in place is good for employers as well as employees.

Moreover, if these provide alterative dispute resolution tactics, it may also lessen the chances of litigation. If the agreement lists the possible circumstances under which you may face termination, and your termination does fall in these classifications, you may not be eligible for filing a wrongful termination complaint.

What should you do if you suspect a breach of contract? The first thing to do is find a competent Fort Myers employment lawyer. Why is this so important? Just a suspicion of this breach is not enough, you need a legal practitioner to analyze the terms in the contract and ascertain whether the employer’s conduct is a breach or not.

Suppose you face a termination from job. If your employment contract prohibits termination before a certain period, this may be a breach. However, only a lawyer can analyze your contract and assess whether it is so.

If you do have adequate evidence to establish this breach, you may file a case at a court of law. Your employment lawyer can handle the necessary filing and the ensuing court proceedings.

What are the possible remedies available? It depends on the exact circumstances of your case. However, there are two possible solutions:

*The court may order performance as per the contract clauses *The court may order monetary damages including legal costs

The most important thing to do is find a good lawyer to know for sure whether there was a breach before you decide to file a case against your employer.

Getting Through The Screening Process With Your Lawyer Resume

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When employers are reviewing lawyer resumes, they tend to focus first on items that will immediately eliminate them from the yes or maybe pile, and turn them into the rejection pile. Why? When you consider that employers can receive hundreds of resumes per position per week, a quick form of triage is often the most time-efficient way to get through a lot of resumes. In other words, looking for screen-out factors in lawyer resumes provides an easy way for employers to narrow down the list of candidates to contact for an interview. How can you get your lawyer resume through this screening process? This article will identify some of the most common screen-out factors, and describe how to address them so that your lawyer resume can make the first cut.

Numerous Short Transitions

Employers universally favor hiring lawyers that have had few transitions in the course of their practice. Therefore, to the extent that you can avoid changing jobs every couple of years or so, you should. That being said, with current economic times, and depending on ones circumstance, thats not always achievable. Why are numerous short transitions a potential problem? When your lawyer resume shows numerous short-term stints with various employers that can send a signal to an employer that you are not likely to stay long enough to justify the expense of hiring, training, or relocating. Worse, it may place doubt into the employers mind as to the quality of your job performance, as well as your level of commitment.

Some lawyers who are aware of this potential screen-out factor, opt to omit their dates of employment altogether. You should never remove the dates of employment on your lawyer resume. Rather than help your case, your omission will now raise a red flag. It will only bring more attention to the fact that you have made a lot of transitions in a short time period. This is something you do not want to highlight any more than necessary. Therefore, rather than omitting the dates, use years, rather than months and years, to help soften the transitions. You may also want to use a functional rather than a chronological resume to highlight your skills rather than your work history.

Gaps On Your Resume

If you have a gap in your work history, you are not alone. However, gaps can be viewed as red flags by employers who are evaluating your performance, commitment, and marketability. While some hiring managers will give some weight to economic circumstances, gaps can quickly become screen-out factors if they are long, numerous, or unexplained.

If the gap is created in ones last position, providing the end date of employment and sending out the resume without any explanation is a mistake. Whether the gap is created when a lawyer is no longer employed, or because of unaccounted time between jobs, these gaps need to be addressed. Whenever possible, you should aim to fill a gap with professional experience or other practice-related activities. If your gap is going to last more than six months, consider pursuing and LL.M., doing contract work, joining a non-profit organization, or setting up your own solo practice. If it is not possible for you to fill the gap with professional or educational activities, be sure to explain it.

Whenever possible, you should address the gap directly onto your lawyer resume. For example, if you were part of a practice group recruited from one firm to another, and there is a six-week gap between firms, explain the reason for the gap in one line of text under the firm you eventually joined. If the gap is longer than a few weeks and you were unemployed for any length of time, you may want to include this in a special section of your lawyer resume, assuming you were engaged in some form of professional activity. If you have a long resume gap that is due to family, personal, or other circumstances, you should describe this gap in your cover letter. You should provide a couple of lines to describe the reason behind the gap. Again, there is no need to provide an expansive explanation; a short and to the point explanation is best.

Non-Legal and Irrelevant Experience

Many lawyers like to include all of their experience on the resume, including non-legal positions and activities, in a misguided attempt to highlight a diverse background. Unfortunately, not being selective as far as the experience that is included on a lawyer resume will make it appear unfocused. While you should include all of your legal positions, non-legal positions should be excluded from your lawyer resume, unless you are a junior-level lawyer with little professional experience, or the non-legal position is related to your practice or current job search. For example, if you are an intellectual property lawyer and youve worked as an engineer, that type of experience should definitely be included in your resume. If you are an energy lawyer, and you worked as a plant manager for an energy company, that type of non-legal position should also be included as it is relevant to your job search.

Typically the best way to identify what non-legal experience to include is to ask yourself whether it is relevant to your current practice or job search. The same rule applies to activities and hobbies. Your lawyer resume is not a biography. It is a marketing tool designed to land you an interview. Therefore, it’s best to keep personal interests, hobbies, and other non-essential materials for the interview. If you are keen on listing organizations, affiliations, volunteer work, or extracurricular activities on your lawyer resume, only list those that are relevant to your practice as a legal professional, or that are directly related to your targeted job. Again, if its not related to your practice or the position you are applying to, do not include it.

Typos, Misspellings, and Grammatical Errors

As a lawyer, your resume is considered a writing sample and work product. Therefore, you cannot afford to have any typographical errors, misspellings, or grammatical mistakes, as these errors will immediately raise concerns about the quality of your work and attention to detail. In other words, your lawyer resume must be flawless. This is definitely a time where you should be sweating the small stuff.

Lawyer resumes containing typos and spelling errors almost never make it passed the initial screening stage. While resumes do not have to adhere to the strict rules of grammar, cover letters do. To address problems related to typos and misspelling, make sure to use a spell-check using your word processing software. You can also run a grammar-check, but beware that some of these are not always accurate. Whatever you do, dont stop there. Some errors cannot be detected by spell-check or grammar-check software alone, which is where most of the errors on your lawyer resume, will arise. Therefore, be sure to follow up with a thorough proofreading, and review the resume several times before you submit it. The last thing you want is a typo getting between you and the job of your dreams.

Philippine Airlines Go Ahead With Outsourcing

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Philippine Airlines (PAL) will reportedly go ahead with plans to outsource its contact center, despite a labour dispute that threatens to escalate into strike action. After running a 40-year old IT system, the countrys flag carrier Philippine Airlines is outsourcing this function in what is seen a major move of the beleaguered legacy airline to bring its operation more cost efficient and globally competitive.

Employees in the airlines’ three departments – contact center operations, airport services and inflight catering – are expected to be absorbed by PAL’s partner service providers. By trimming its workforce to just over 4,000 from its current 7,000, the company expects to make major savings in monthly salary costs.

Three hundred contact center workers – who handle reservations and bookings via phone, email, fax transmissions for all PAL flights will be outsourced. In a June 15 decision, the Department of Labour and Employment said that the intended closure of Philippine Airlines airport services, in-flight catering, and call center reservation operations, the employment severance of its workers, and the contracting out of these operations to the named service providers are based on lawful ground.

Philippine Airlines (PAL) has asked government to rule on an appeal filed by workers who are contesting the companys plan to outsource 2,600 jobs. This was announced by PAL president Jaime Bautista early evening of Thursday, four hours after it met with government mediators and representatives of the PAL Employees Association (PALEA) at the National Mediation and Conciliation Board (NCMB) office in Manila. PAL have asked the [Department of Labor and Employment] to decide on the merits of the case. And they are requesting that they make a decision based on submitted documents. Managementshall await the resolution of the Motion for Reconsideration, without prejudice to further consultation should any significant development arises or an offer from the union is communicated to management.

Rank and file employees in airport services are estimated at 2,000 while those working in inflight catering and call center operations are around 300 each. The decision was later appealed by PALEA members, saying, among others, that outsourcing runs contrary to the 1995-2000 collective bargaining agreement (CBA) between PAL and PALEA. The matter is pending at the DOLE, for its part, PALEA is mystified as to why PAL intends to rush the Labor Department into making a decision. The union prefers that conciliation meetings be held further on the matter and the decision to issue be held in abeyance pending talks between PAL and PALEA. The union further said that it further manifests that PAL is in the better position to offer by scrapping the termination of the +/- 2,600 employees. Philippine Airlines (PAL) has no plan to rehire its retrenched workers, PAL President Jaime Bautista said in an interview, Thursday after its conciliation meeting organized by the Department of Labor and Employment (DOLE). Bautista made the statement amid the accusations of the Philippine Airline Employees Association (PALEA) that it is merely changing the status of its regular employees to contractual to avoid giving their due benefits. Bautista said that they are in a crisis, and need to retrench some of our workers in order for PAL to survive.

Strict passenger safety standards will remain in place at Philippine Airlines (PAL) even if a number of its non-core functions have been outsourced. This was the assurance given by PAL spokesperson Cielo Villaluna after union members hinted on Tuesday that outsourcing may compromise passenger safety. Controls will be in place,” she told GMANews.TV in a phone interview. Workers will still undergo training and will be required to comply with standards.”