Solar fire gold page designer part two you tube
- Solar fire gold page designer part two you tube how to#
- Solar fire gold page designer part two you tube professional#
What you did to solve the problem (conflict).What problem or challenge you faced (premise).Every piece in your portfolio should tell 4 things: Every story has a basic structure: premise, conflict, and resolution.
Solar fire gold page designer part two you tube professional#
Think of your portfolio as a professional storytelling tool: it should showcase you, your capabilities, and your interests. Give the hiring manager a hint of what it would feel like working with you. Your portfolio should be professional but also look and feel like you as a person.
Don’t pretend to be someone else online just to get a job because you might actually get the job. A manager is also concerned about how things get done: team balance, culture, collaboration, etc. It is not just about getting things done. There is another side of the hiring process: personality fit.
Solar fire gold page designer part two you tube how to#
If you need some inspiration from someone who already did it, check out this post on how to create a portfolio in 45 days. Whether you’re inspired to be a freelancer or to land a full-time gig, you can find something in my Flipboard magazine. There are excellent resources on this topic to help you design, host, and maintain a professional portfolio. Your portfolio represents your brand, and it is worth a thousand words on a resume. Whether it is good or bad, everything you do on social media counts. Your online brand is a public calling card. Today, it is expected that you have a digital presence. And so, anyone who stands out based on the search criteria for a specific job is a good start. Industry-specific experience might be one of the differentiators, but entry-level candidates usually don’t have that in-depth knowledge yet. Most Instructional Designers use the same tools, apply the same principles, list similar results, and often use a similar format. When recruiters (and later hiring managers) go through resumes for an ID job, it is like Groundhog Day. If you think your resume is unique, try reading 20 of them in a row. There was a time when I looked through loads of resumes to narrow down contractors to hire. If they don’t have a plan or even the will, they would set you up for failure. They know they need to invest in you to grow your skills. But believe me, you don’t want that job either. If they’re looking for someone to be thrown into the job and perform well, you may not get the job. It’s up to the hiring manager to make a decision. And then, turn it around and state that the ability to learn from experiences through reflection and proactive professional development is where you exceed expectations, not the number of years holding a title.
Let’s do some myth-busting here: The time someone spent having a title is not the same experience hiring managers mean in these job descriptions. Basically, instead of pondering over how you can get experience if you don’t have a job, you look at the same problem from a different perspective by asking the right questions: Why are they asking for that experience? Time With A Title Is Not The Same As Experience Problem-solving starts with reframing the problem.