Customize this Outstanding Distribution Sales Representative Resume Sample

Customize this Outstanding Distribution Sales Representative Resume SampleCustomize this Outstanding Distribution Sales Representative Resume SampleCreate Resume Dennis Hiser100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional SummaryProactive Distribution Sales Representative with the ability to grow revenue utilizing inside or outside sales techniques. Proven track record in establishing ongoing relationships with large clients, developing comprehensive contact profiles and maximizing revenue within each account. Works hard to achieve a feeling of accomplishment and success.Core QualificationsSalesforce Software CertifiedTechnically Certified Sales ProfessionalSpreadsheet DevelopmentReseller NegotiationsHigh Level CommunicationsTrade Show ProficiencyExperienceDistribution Sales Representative, May 2010 May 2015Create Distribution New Cityland, CAMaintained repeat geschftsleben within a large network of existing clients.Worked with hardw are sales management to negotiate special deals with large manufacturers.Collected considerable amounts of leads from trade shows that developed into customers approximately 12 percent of the time.Distribution Sales Representative, June 1994 September 2004Hairline Distributors New Cityland, CATook incoming sales calls from customers in the Western sales region.Part of a small team that did site visits to large clients.Arranged special technology training sessions in conjunction with manufacturer representatives.Education1994 Bachelor of Science, BusinessJewel University New Cityland, CACustomize Resume

How to Improve Your Magazines Brand Identity

How to Improve Your Magazines Brand IdentityHow to Improve Your Magazines Brand IdentityLike puppies in a pet store window, magazines have to fight for attention to be the one that gets taken home. Magazines face unique pressure to stay current in this era of instant information because most publications come out only weekly or monthly. By building your magazines consistent brand identity, youll separate it from your competitors and get readers excited when they spot the latest issue. Start using these 5 ways to improve your magazines brand identity today. Create Compelling Magazine Covers Think about the covers of three well-known magazines Time, Cosmopolitan and Mens Health. You probably know how they look, down to the typeface of their logos. Thats one example of effective branding because those magazines will be among the easiest to see on a crowded rack. But covers are mora than glossy photos and bold fonts. They must communicate the magazines point of view. The April 2010 i ssue of Motor Trend featured a Buick on its cover for the first time since 1982. While the magazine had reviewed Buicks regularly, its covers usually showed cars like Corvettes, Mustangs and Porsches, which highlight the magazines enthusiast perspective. By putting a Buick on the cover, the magazine was able to visually back up its headline Forget the Last 30 Years - Buick is Back and do something unexpected. Come up with a cover layout that can draw the readers eyes from six feet away. Once you have your design, be consistent so readers can find your magazine easily. But dont be afraid to occasionally break out of the mold if you have a good vorwort reason. Focus Your Content to Your Target Audience While a good cover gets readers to pick up your magazine, whats inside must sell your brand. You expect different content from Architectural Digest compared to Better Homes Gardens, even though both feature living spaces. These magazines know their target audienceand there is space for them to successfully co-exist. When content is not focused, the results can be disastrous. In 2001, Rosie ODonnell helped launch Rosie, a renamed and revamped version of the 125-year-old McCalls. But less than two years later, the magazine folded in a dispute over creative control. Though ODonnell was editorial director, The New York Times reported that she clashed with the magazines owner over control, including her desire to feature unorthodox content like convicted rapist Mike Tyson in what was a womens magazine. Your magazine needs a niche. If it strays too far from its purpose, readers are often confused, as are advertisers, and you cant build a foundation. Finding your spot is as simple as comparing your content with your competitors and making a list of the topics, viewpoint and personality you want for your magazine. Then, when faced with a question about content, you can check your list to see if it meets the standards youve set. Choose a Graphic Design That Reflect s Your Magazines Purpose Eye-catching graphic design can tell a reader what your magazine is about in a way that words cannot. It communicates informality vs. tradition, hipness vs. conservatism and exclusivity vs. mass appeal. Stay abreast of changes in magazine design to make sure your look doesnt grow stale. Such was the case with Harvard Business Review, which overhauled its look while keeping its principles. Through the redesign, the magazine became easier to navigate, mora appealing for potential new readers and retained its academic approach. Treat a graphic redesign carefully. Readers first instincts are to be turned off if its hard for them to find their favorite content. A new look needs a short From the Editors Desk explanation about why it makes your magazine better. Respond to Your Changing Audience Even an iconic magazine needs a tweak to reflect changing times. An update of Newsweek included more than just graphics. In a candid explanation to readers, Newsweek sa id it was shifting from chasing news easily found in other media to re-focus on its core strengths of Washington and politics. Its not easy to say youll ignore what could be interesting content because of branding needs. Often, the choice comes when youve looked at fads, decided theyre trends and realize you have to respond. At Newsweek, it meant tightening the focus, but in other cases broadening the brand is the answer. Teen-oriented magazines have definitely suffered as more teenagers choose the Internet and cell phones to stay connected to their world. The casualties Teen (published from 1954-2008), Elle Girl (2001-2006), Teen People (1998-2006) and Jane (1997-2007). For a teen magazine, a wider reach could include articles on new apps for your cell phone, how to avoid online bullying, killer tweets and how to use Facebook or MySpace. That content wouldnt have existed 10 years ago. Review how your magazine fits into todays world. You can have well-written articles with pretty ph otos, but if your target audience has shifted to a new direction, you have to move with them. Brand Beyond the Pages Build your brand in ways that extend beyond the pages of your magazine. Many publications create a branded fest or cause to increase exposure while using the Web to draw people to their printed product. Fortune generates free publicity with its annual Fortune 500 companies. The same is true with the Sexiest Man Alive feature in People. You can find the Good Housekeeping Seal of Approval on thousands of consumer goods, which makes a tiny brand imprint on the brains of millions of shoppers. Look at your own magazine to see if theres a similar opportunity to create buzz. Find creative ways to advertise your brandso that you can stay ahead of your competition. Use your magazines website and social media efforts to build your brand online. Drive people from your magazine to your web content and vice versa. That way, youre interacting with readers in the time between yo ur magazines printed issues. Remember, people still have to have a reason to buy your magazine. The shift to new forms of media doesnt mean the death of magazines. But it takes dedication to branding to make sure you dont get lost in the clutter.

Survey The 10 most expensive American cities to get married in

Survey The 10 most expensive American cities to get married inSurvey The 10 most expensive American cities to get married inAnd the most expensive American city to get married in is you guessed it New York, according to the 2018 Newlywed Report by WeddingWire.While the average age of engaged couples is 32 years old, and 56% say buying a home in the following two years is in the cards for them. Online resources areused for 83% planning (on desktop computers, tablets and cell phones), and Pinterest is the most popular social media platform utilized dureif this process at 69%. facebook inc came in second place at 60%, while Instagram came in third at 44%.The data comes from a survey of17,862 people who got married in 2017, drawing data from WeddingWires Newlywed Survey, compiled yearly.Millennials were defined as those born between 1982 and 1996.The top 10 most expensive American cities to get married inHeres how much weddings cost, on average, in the 25 biggest metro area markets.New York surrounding metro area, NY $45K in 2017 ($48K in 2016)Boston, MA $37K in 2017 ($36K in 2016)San Francisco Oakland, CA $36K in 2017 ($40K in 2016)Washington, DC $34K in 2017 ($35K in 2016)Chicago, IL $34K in 2017 ($35K in 2016)Hartford New Haven, CT $34K in 2017 ($27K in 2016)Los Angeles, CA $33K in 2017 ($33K in 2016)Baltimore, MD $33K in 2017 ($31K in 2016)Philadelphia, PA $32K in 2017 ($34K in 2016)Miami Ft. Lauderdale, FL $31K in 2017 ($31K in 2016)The most popular time of the year to get engaged and marriedWhile WeddingWire deemed November to February engagement season, the most popular month was December at 16%. The average cost of a ring is $5,000, 1 in 4 couples throw a party for their engagement, and the average engagement length is 13 months.These were the five most popular engagement days in 2017Christmas DayValentines DayChristmas EveNew Years DayNew Years EveWhile fall is the most popular wedding season at 38%, summer is up next at 30%, then spring at 23% and wi nter at 9%.Lauren Goodson, Director of Insights at WeddingWire, commented on the research in a statement.We are excited to see that while many wedding fundamentals have stayed consistent, there are a number of noteworthy progressions and evolutions, including more prominent celebrations for LGBTQ couples (with an increase in guest size and parents financial contributions) since the Supreme Court ruled in favor of same-sex marriage nationwide, and the increased reliance on technology to pull off a unique and personalized wedding celebration.These parties pay for the weddingThe average price tag for a wedding is $36,000 (including the engagement ring, ceremony and reception and honeymoon). Couples tend to pay for 45% of the wedding, while parents chip in 46% and others contribute to 9% of the cost.Among LGBTQ couples, 61% paid for all or most of their wedding costs in 2017, versus 79% in 2013.The research found that 42% of couples are too conservative when coming up with a wedding bud get, and tend to underestimate how much the event will cost.But, heres where parents who help out with the cost get the money from- like their retirement fundsTook out money from savings account 56%Took out money from a specific account created for their child and/or their wedding 22%Credit cards 20%Dipped into retirement 9%Cashed in stocks and/or liquidated assets 7%Took out a loan 7%Refinanced/home equity 3%But some Millennials have less to think about when it comes to the wedding cost- the research found that 20% in this generation have the total price tag covered by their parents or others.

Financial Executives Reveal How to Attract the Best

Financial Executives Reveal How to Attract the BestFinancial Executives Reveal How to Attract the BestFor Keith Randall, the best tip for how to attract skilled accounting and finance professionals to work for you boils down to this Pique their interest in your company.You need to be able to make sure, number one, you have a good story to tell about your company so you attract talent who are willing to leave where they are, said Randall, CFO of Playtime, a manufacturing company in Colorado. Number two, you have to be able to offer an opportunity for people thats going to be different than what other companies are offering.Randall was one of more than 1,700 financial leaders at private and public companies in the US and Canada who tackled questions of how to attract, hire, train and retain accounting and finance professionals in a survey by Robert Half and the Financial Executives Research Foundation.Read this years report, Benchmarking the Accounting Finance Function.The challenge o f how to attract top talent and stand out as an employer in todays job market brought a variety of responses from the senior-level executives polled.In addition to the suggestion to promote what makes your company unique, here are some of the recruiting tips these leaders gave as their best bets for hiring and retaining the best peopleOffer professional development and mentorshipIf accounting and finance applicants know theres a good chance theyll raise their skill level at your company, youll more likely grab their attention. Offering mentoring and professional development opportunities will also help you build a positive reputation as an employer that cares about its workforce.Robert Laverdure, director of finance and operations for a private school in Boston, said its not easy for a not-for-profit company to compete for top accounting talent. Thats why, for him, programs that prepare employees for future roles is key.I do a lot of mentoring and guiding in helping people grow in w ays that are not necessarily tied to more money, he said. If I have opportunities to expose them to different work, I try to do that.Coaching is key, said a corporate controller at a private manufacturing company in Canada. Were trying to invest in the right people through training, as well as lots of coaching. Weve had to focus on helping people build their skills .Articulate your workplace cultureDave Sackett, a corporate controller for ULVAC Technologies Inc., said an answer to the question of how to attract and retain people is in creating an appealing work environment.I try to keep everybody motivated and enthused through teamwork and an open-door policy if they have questions, he said, adding that, Its all-hands-on-deck if theres any deadline we have to get out. ... (Its) really a making it a department challenge versus an individual challenge.Carl Gauvreau, CFO of Knowlton Development Corporation, which makes health and beauty care products, said he insists on a hard-working workforce.We need to have people who have a roll-up-their-sleeves attitude and have both the strategy and capability to work in the trenches, when necessary.During the hiring process, you should be able to describe your company culture, or what its like to work at your firmSpend more money on top talentCompanies report that theyre spending more money than before to recruit and hire professionals with sought-after skills. Many candidates are receiving multiple job offers, which adds to recruiting challenges and requires companies to up the ante to attract top talent.As a CFO of a food bank in Boston said in the survey, Maintaining compensation at a fair level without it being excessive is an ongoing challenge, especially in a high-cost-of-living area and with high-quality competitors.Another corporate controller said her manufacturing company is working to improve pay levels.One of the things were doing to try to attract the right talent is raising not just the profile of the positio n, but increasing the compensation plan for it, she said. Were realizing that we need that specialized person. Salary ranges for in-demand accounting and finance professionals are on the rise, according to the Salary Guide from Robert Half.Get creative with perksHealth and dental coverage are important benefits, but they arent the only perks employees appreciate. Todays candidates are also interested in work-from-home arrangements, vacation days, paid time off and 401(k) packages.One CFO said he offers a top-shelf benefit program, which gives him a better shot of sealing the hiring deal.We have to work hard at differentiating ourselves in the market, he said. Weve taken our 401(k) from being a backwater benefit to a front-and-center benefit, and we make a lot of noise about it. People really love it, and as a CFO, its heart-warming to see that.Not all perks come with a price tag, he said, adding, Weve done some simple things, like permitting people to war jeans to work, as long as i ts situation-appropriate.Streamline the hiring processWith demand for talent outpacing supply, its important for hiring managers to know that a key to the question of how to attract accounting and finance professionals is to act fast. One of the ways to identify and recruit candidates within a short timeline is to work with a professional recruiter.By partnering with an employment agency, CFOs can save time and effort while gaining access to a larger pool of candidates. The best recruiters are knowledgeable about the latest trends, have solid business alliances, and reduce the time and costs of recruiting so managers can remain focused on other business priorities. The key to a successful hiring process involves timing and solid organization, as well as attractive offers and opportunities. In this candidate-driven market, you cant be passive, because you dont have time to wait for good people to discover you.The Canadian corporate controller seemed to say it all with this One of the things were trying to do is to invest in the right people, whether that is through training and education, a little bit better compensation plan or lots of coaching.That may be a challenge, but like all of the recruiting tips, it has the befhigung to bring your company its most valuable assets.View the SlideShare below to learn more about recruiting the best accounting and finance professionals How to Recruit the Best People from Robert Half

The Ultimate Guide on How to Write a Resume and Get Your Dream Job

The Ultimate Guide on How to Write a Resume and Get Your Dream JobThe Ultimate Guide on How to Write a Resume and Get Your Dream JobAre you looking for your dream job but still havent had any luck on your side? Maybe your resume needs a little boost After all, in the hands of a recruiter, your resume is what speaks for you. Do you know how to write a resume and get your dream job?You have to imagine yourself as a product that you wish the recruiter to buy and your resume as an advertisement. Try and put yourself in their shoes. If you were the employer, what would the best candidates resume be like?Read on and find out how to write a perfect resume to land a perfect jobThe Ultimate Guide on How to Write a Resume and Get Your Dream JobFirst, ask yourself the important questions. And answer them, of course. The most important questions are What are my strengths? What are my weaknesses? And how do these fit (or dont fit) the job I am planning to apply for? Write these down and stick to them. You should have it cleared up what type of job you are applying for. In other words, what sort of an impression do you want to, or should make on the recruiter? Is it a ort where you can go a little crazy and send a creative resume? Or is it a corporate, white collar kind of job where is best to stay firmly on the ground?Know everything about the jobCollecting as much info about the company and the position as possible is important for you to understand who they are looking for and whether you might be the right candidate for the job. This will also help you to imagine how to write a resume that fits company culture.Carefully review the job offer and find the keywords. Whats this good for? Many companies get dozens of resumes daily and in order to save time they run all the resumes they get through a keyword identifying system. If a resume doesnt contain the words the company is looking for, your resume is likely to end up in a trash immediately. Say youre applying for a posit ion that requires leading a team. Except the obvious keywords TEAM and LEADER, other words associating with this kind of job might be communication, management, supervise, or people. You have to foresee what skills and experience are relevant and appealing to the person who wants to hire you.In your resume, you have to show that you have the very skills the right man for the job is supposed to have. You can either use the same words as were used in the job offer or find out what are the most common traits desired in the candidate for the position youre applying for. Dont use synonyms If the job requires a particular skill, say, attention to detail, let the recruiter know you are attentive to detail (of course, only in the case you truly are). After all, you want to be the guy they are looking for. Choose a resume format and stylePicking the right format and style for your resume depends on two things what job position you are applying for and what amount of experience you have. This will also help you imagine how to write a resume that fits your needs. There are three basic resume formatsReverse-Chronological formatYou can apply this resume format for almost all job positions. In this format, you list your work experience from the most recent ones to the oldest.The reverse-chronological format is great if youre looking for a job in the same field or industry as your previous jobs. This type of resume clearly shows your employment path.This format is also suitable for students or fresh graduates because its perfect for listing your education info.Functional formatThis resume format works best if youre applying for senior positions. In a functional resume, you list the most relevant skills and knowledge at the beginning, regardless of time frame. Use this format if the job youre applying for requires specific experience, set of skills or if its necessary to write a detailed list of your achievements in your previous job.Also, we recommend using this format if yo u had several gaps in your employment history or if you were changing jobs too frequently.Combination/Custom formatYou can also choose to use the combination of the previous two formats. Typically, you would start with listing your specific skills and knowledge (functional format) which will then be followed by a reverse-chronological list of your work experience or education. This format is great for highly experienced job seekers who have loads of knowledge and skills to showcase in one resume.For creative jobs, feel free to use any custom format you like. There are no rules for crazy, creative resumes.Still not koranvers how to write a resume? Here is a little cheat sheet with 10 quick resume tipsYour resume is not a confessional. Stick to the most relevant and marketable info about you. You can find great resume templates here.6 seconds rule. On average, your resume will get read (or, rather, run through) in about 6 seconds. Keep this in mind and make koranvers you can convey th e most important info about yourself in this time.Be honest. It isallowed to embellish a bit but dont lie because the truth will out If your only PhotoShop skill is retouching wrinkles or yellow teeth on your holiday photos, youre not exactly a Photoshop master. Dont play at something you arent.Scrap the useless stuff. If you hada French class in high school 7 years ago and the only thing you remember is je mappelleNick, you dont really speak French. And including any language at level A1 on your resume is pretty pointless.Dont describe your previous jobs too eagerly. Dontturn your work experience into a list of all the things you did there. Rather, state only two or three major duties. Write your achievements andtasks you were particularly excellent atShow yourself in the best light. Andwe mean literally. If youre attaching your photograph with your resume, be sure its one that does you justice. Pick a photo thats appropriate to the position youre applying for. No overjoyed faces, but no criminal stock style photos either And no selfiesMultiple resumes. Whenyoure searching for a job, youd better create several different resumes, fit to respective job offers or positions. Or if youre applying for similar positions, you can have just one, but we advise you to customize it for each company and for each position.Keep it simple. Being creative definitely pays off sometimes, but dont overdo it. You dont have to use ten different fonts and fifteen different colors. Online resume builder can help.Dont be a clich.Phrases like Im creative, flexible, communicative, proactive with a can-do attitude are getting a bit old. Dont get too vague. Tell who you really are.Volunteering rocks. If youve ever been a volunteer for a cause you care about, definitely state it on your resume. Recruiters love volunteers It says youre willing to give your time for no reward which makes you look diligent and a diligent employee means a good employee.+ Bonus tip This ones pretty obvious but we simply cant emphasize it enoughDouble check your grammar and spelling. An error-free resume is a must+ Resume samplesStill not sure how to write a resume? Check our resume samples helped more than 300K people to get their dream job. Now its your turn Perfect resume and cover letter are just a click away.Share Your Feedback or Ideas in the Comments

Servers Resume Example - What Is It?

Servers Resume Example - What Is It? Curriculum vitae is yur task application when ever attempting to receive any job in the business enterprise. Resumes are crucial to individuals who have to construct their professions. They can set the tone for your future career. They can be used for a variety of reasons but most often they are used to secure new employment. The End of Servers Resume Example There are multiple resume templates youll be able to select from to customize your application and produce your resume your own. For some positions, you will apply by completing an on-line program, or you might be asked to apply in-person. You will discover respective templates out which to select from. They have a specific format as they must be reframed depending upon your projects experience or educational abilities and the work profile youre applying for. In plus-rechnen the entire CV shows up using the precise colour pallette. Many resumes are in fact an assortment of fashi ons. Coordinate with kitchen staff to guarantee timely and accurate purchase preparation. These folks are sometimes an effective resource in regards to searching for a new job. When working on a resume, make certain to prevent clerical errors which can make a possible employer to weed yours out speedily. It may be especially hard to find a reliable telecommuting job, on account of the way theyre in high demand, with hundreds if certainly not a big number of individuals contending to find an individual position. You will find three forms of resumes, each using its specific advantages and pitfalls. Most employers wish to observe facts. To make a productive objective for the server resume is to understand what the employer is searching for in the most suitable person for the position. An outstanding Server resume, like this example, will incorporate quite a few impressive skills your employer is searching for in a candidate. In some instances, you can contain things aside fro m direct work experience on a server resume. A restaurant server might be a guy or a woman, as its a gender-neutral term. Employed as a waiter or server is a fantastic way to bring in money, and a resume is a significant tool to assist you get such a job. Employed as a server (waiter or waitress) may be a great way to create some additional money on the side. Is the exact first step for you to find work. Its a fast and effortless approach to distributions-mix the cherry in addition to your resume. However, what it contains will find out whether the door is going to be opened for you completely. The path to getting your ideal wish job is achievable and definitely possible especially whenever you have a great resume readily offered. The perfect candidate is friendly, and willing and ready to supply customers with hospitable service in any way times. Your manager wont always be around to assist you cope with upset clients. A hiring manager trying to find a Server is searching for a hardworking individual with some experience in the food market. The work experience section is just one of the most significant sections of your resume. Paying attention to the specifics of orders is a significant part of your work and one which matters to the general caliber of your work. A couple of really prefer to begin together with the trendiest job or employment experience so that you work your way back. Your employment could depend on how youre ready to convince the individual reading your resume that youre among the people they should consider. The Key to Successful Servers Resume Example Servers will need to create amazing resumes to win against the competition. They play a crucial role in the dining experience of a customer. The Benefits of Servers Resume Example Thus, its understandable to have an extensive work experience for a Server. Servers also finish a selection of other job duties also. Our Server resume sample has all of the ingredients to create your application stick out from the rest. Use this expert Servers resume sample to make your own powerful job application very quickly. If this Restaurant Server resume example was not sufficient for you, youre absolutely free to review several other samples and templates from our website. Restaurant server job description may also consist of many unique duties, which might depend on type of restaurant in which theyre employed. There are a lot of jobs offered for restaurant servers. If you wish to apply as a restaurant server, you might utilize ourA Sample ResumesA and utilize it like a guide in making your own.

5-Day Crash Course to Video Interviewing - Spark Hire

5-Day Crash Course to Video Interviewing - Spark HireToday, its quite common for adults to continue their education in order to further their careers or their professional lives. Whether its taking an online class for a local community college or undergoing a popular certification in your industry, the desire for advancement is unmistakably there.As the changing recruiting landscape gives rise to new technologies that can improve upon traditional methods of hiring, how can employers and recruiters continue their education regarding these trends and avoid the risk of getting left behind? When it comes to video interviewing, arguably the hottest recruiting trend this year, look no further than Spark Hires new e-course 5-Day Crash Course to Video Interviewing.We created this e-course to educate hiring professionals on a recruiting technology that is becoming mora and more mainstream, says Josh Tolan, CEO of Spark Hire. We wanted to give these professionals the tools they need to have we ll-informed conversations about video interviewing with their peers.Participants in the free 5-day crash course can expect one lesson delivered to their inbox each day, giving them plenty of time to digest the information before the next email arrives. The first lesson introduces students to video interviewing and goes through the two common types of video interviews and how they are being used, as well as why more and more companies are implementing the technology into their hiring process for greater efficiency. Other lessons include video interviewing versus Skype and discrimination laws and video interviewing compliance. The former lesson sets the record straight on how the two video platforms differ the latter discusses the legality of video interviews and what the EEOC has said on the subject of video interviewing in the hiring process. Those with even a proficient understanding of the technology will uncover something new.The crash course also serves as an excellent stepping stone for anyone interested in implementing video interviews into their companys hiring strategies.Since video interviewing is a topic that sometimes gets misconstrued, this e-course gave us an opportunity to clear the air and offer what we think is an accurate impression of the technology, says Tolan.Sign up for Spark Hires free 5-Day Crash Course to Video Interviewing today and become an expert in no time

Careers in Sales

Careers in SalesCareers in Sales

Public Relations Resources

Public Relations ResourcesPublic Relations Resources

Large Minority of Employers Expect Job Hopping, Finds CareerBuilder

Large Minority of Employers Expect Job Hopping, Finds CareerBuilder Large Minority of Employers Expect Job Hopping, Finds CareerBuilder More workers are pursuing opportunities with various companies to expose themselves to a wider range of experiences, build their skill sets, or take a step up the ladder in pay or title, said Rosemary Haefner, vice president of Human Resources at CareerBuilder. While building up a wealth of experience is a good thing, make sure that youre staying with a company long enough to make an impact and provide a return on the investment theyve made in you. Employers may be more understanding of job-hopping today, but most employers are still more likely to hire the candidate who has a pattern of longer tenure with organizations.The survey found that, by the age of 35, one-quarter of workers have held at least five jobs, while 20 percent of workers aged 55 and older have held at least 10 jobs. Employers are showing more acceptance of job hoppers but still h ave stellvertreter expectations based on the age of a given candidate. More than 40 percent of employers said that job-hopping is less acceptable after the mid-30s and 28 percent found is less acceptable after the age of 40.There is a higher expectation of job hopping among younger workers trying to settle into their long-term career. Nearly half of employers expect new college graduates to stay with their organization for no more than two years. Just over one-quarter of employers expect new college grads to stay for at least five years. The information technology industry has the largest percentage of employers (42 percent) expecting workers to job hop. The remainder of the top five industries in this category includes leisure hospitality (41 percent), transportation (37 percent), retail (36 percent), and manufacturing (32 percent).