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In addition to the special features listed above, we have posted additional useful information online at www.wiley.com/go/ michelletullier. 1. Getting Organized and Planning Your Action: Information about separating friend from foe as you assemble a job search support team, why you need a financial plan for your search, how to set up job search central, and making the most of your time. 2. Honing Your Communication Skills and Tools: Learn about the power of language in your search, managing your mouth to deliver the right message, presenting your image from the inside out, business etiquette in brief, writing in plain English, and making the most of email communication. 3. More Self-Marketing Tools: Find out about why you need a business card even when you re not employed, making your references work for you in more ways than you thought, biographies and marketing briefs for the executive edge, and making a splash with a job search portfolio. 4. What to Do When Nothing Seems to Work: Learn how to develop a cast-iron stomach for rejection, troubleshoot a job search that s going nowhere, recharge a stalled search even when you think you ve completely run out of fuel, and go to Plan B.

Distinguishing yourself from the competition is often a matter of going the extra mile to tailor your marketing materials to each targeted job or organization. Take the case of Frank, a job seeker with a background as a lawyer, corporate trainer, and human resources manager. Frank was downsized from his position in human resources with a major company. As he began his search, he was open to any position related to any aspects of his background, as long as the work involved managing diversity programs or preventing or fighting employment discrimination, as that was his primary area of expertise and something he believed strongly about. To market himself best, Frank created five versions of his r sum . There was the r sum for legal positions in corporations; one for work as a lawyer in a law firm; one focusing solely on corporate training; one emphasizing human resources; and another with equal emphasis on training and HR. Even beyond those five basic versions, Frank often tailored the content of each slightly to highlight or de-emphasize various aspects of his background as relevant to the job or employer at hand. He consistently received positive feedback about how focused his r sum s were and ended up landing a position with which he was very happy (in human resources, managing diversity programs).

3, Wireless Reality. Begins an examination of the various ways wireless is implemented, through various wireless networking standards, devices, and applications, with sections on:

How you phrase a question is crucial. For example, if a child you are on vacation with asks for a vanilla ice cream and the ice cream stand only has strawberry left by the time you get to the head of the line, do you return-empty-handed, or do you say, Will pink vanilla do

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Dear Hiring Manager, Dear Recruiter, Dear Human Resources, or Dear Search Committee. Avoid at all costs using To Whom It May Concern.

There are trade-offs to consider when making any third-party decision As an IS auditor, you will need to review these trade-offs, looking for risks and ensuring that they are understood by management, have been appropriately considered, and are being accepted or mitigated by additional controls Risks to consider include processes that are now out of the IS organization s direct control Confidentiality, integrity, and availability the three basic principles of information security come to mind first Making sure that the performance levels meet your auditee s needs and that they have recourse should the arrangement not live up to the businesses needs and standards is another key issue to consider.

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