Graphic Design

1. Graphic Design for E-Learning Diane Elkins Alcorn, Ward, & Partners, Inc. (Yes, this is a non-example)

2. RJM Employee Orientation: Hiring Lesson Overview • The idea of looking for the best person to do a job is sometimes scary. Supervisors have to think about what can and should be said in interviews, listen to the answers the interviewee gives to questions, and evaluate the answers -- and then be able to choose between the candidates. • In this module you will learn what types of information are appropriate for interviews and how to use that information. • At the end of this module, you will be able to: • Identify what information cannot be used for hiring decisions. • Recognize strategies to avoid inappropriate questions and focus on job-related issues. • Distinguish between appropriate and inappropriate questions. • This module will take approximately 5 minutes to learn. Click Next to begin. Introduction Recruiting Interviewing Hiring Paperwork Summary Back Next

5. RJM Employee Orientation: Hiring Lesson Overview • The idea of looking for the best person to do a job is sometimes scary. Supervisors have to think about what can and should be said in interviews, listen to the answers the interviewee gives to questions, and evaluate the answers -- and then be able to choose between the candidates. • In this module you will learn what types of information are appropriate for interviews and how to use that information. • At the end of this module, you will be able to: • Identify what information cannot be used for hiring decisions. • Recognize strategies to avoid inappropriate questions and focus on job-related issues. • Distinguish between appropriate and inappropriate questions. • This module will take approximately 5 minutes to learn. Click Next to begin. Back Next

9. Roll your mouse over each underlined phrase to find out why the situation just got worse.

12. “ Focus on your underlining concern, rather than personal information. “

13. You have every right to determine if someone is capable of performing the duties of the job. And sometimes asking about personal information seems like a good way to find out. However, when preparing for an interview, you'll want to focus on your underlying, job-related concerns, rather than personal information. For example, the last person that worked for you was constantly late or missed work because of her three children. Rather than ask the new candidate about children, address the underlying concern. With the previous worker, was it the children that were the problem or the unreliability of the worker? Inappropriate question: Who will take care of your children if they get sick during the workday? Question addressing the underlying concern: Because you will be the only person at the front counter, we have a strict attendance policy. Is there anything that would keep you from coming to work on time and staying for your full work hours? Click Next to continue. You have every right to determine if someone is capable of performing the duties of the job. And sometimes asking about personal information seems like a good way to find out. However, when preparing for an interview, you'll want to focus on your underlying, job-related concerns, rather than personal information.

15. Resolving Customer Conflict

23. Three Font Rule Heading Text Accent

24. Quick Design Tips When to use WordArt: • Garage Sales • Lemonade Stands • Church Picnics WordArt!

25. Three Color Rule Light Dark Accent

27. Usability: • Make the most important “stuff” easy to find • Help them know where they are • Stick with standard web conventions • Use common sense • Test with typical users