Julee Eliana Resume November 09, 2015 01:10:42
* Red Flag Number 3: Resumes written in an inappropriate format. Never write the resume in complete sentences! There is a format and style to resumes and curriculum vitae (CVs) that is different from other genres of writing. The resume must be written in a way that anyone who picks it up and looks at it will know that it is a resume. This is not to say that you label the document RESUME at the top of the page! Instead, you must utilize effective formats and the common language of your field to indicate your knowledge in a way that is immediately recognizable as a resume. * Red Flag Number 4: Resumes that are not an appropriate length. Employers and recruiters are very busy people and expect to read a certain amount of content depending on the type of job they are hiring for. For example, they do not want to read a four-page resume from a new graduate with no work experience.
Tip 2. Learn How Job Search Technology Works and Use it to Your Advantage. Technology is now in use at most medium and larger employers to help manage job applicants. This technology is much more accessible to a wider range of employers since prices have come down over the past few years. Why is this important to you? Because most of these software applications are used to quickly remove up to 75% of applicants from the review pool, which saves human resources staff a lot of time and work. This technology presents some risks for you as a potential job candidate, so you must understand how they work. Many of these so-called applicant tracking systems do not recognize items in table format, text boxes, or other graphical elements. They are very text based. Therefore, you should avoid embedding anything important into graphical elements such as text boxes or tables to make sure they are not missed by these applicant tracking systems.
I’ve been asked a number of times for a resume overnight or for ”discounts” on quoted services because they have only budgeted X amount of dollars. First of all, the better your resume, the more opportunities you will receive…and there is no way a writer can ”throw something together” without taking the time to learn a great deal about you! If a service promises overnight work, you have to ask yourself why? If they are that readily available, then they aren’t a very busy practice – probably for a reason. Most quality services offer a several day turnaround time and the writer typically spends several hours on each project. A quality, working resume can’t be rushed if it’s done right (and beware of any service who can ”fit you in” in a day. Good writers are busy for a reason). Once you identify your expectations from an executive resume service, you’ll have to invest some time researching the myriad of companies out there. There are several factors you should investigate before selecting the person who is going to compose one of the most important documents of your life, a decision that’s not to be taken lightly in light of today’s competitive market and uncertain economy. Lest you be tempted to hire the first service that comes up in your search for ”resume writer,” realize that you have lots of choices and because of that, need to do your homework. Hint – For even more choices, perform numerous keyword searches including ”resume writing,” ”resume writer,” ”professional resumes,” ”resume samples,” ”executive resumes,” ”professional resume services,” etc. Bear in mind that the FIRST site which pops up has no bearing on the quality of service; it only means that they have good SEO (Search Engine Optimization). In the meantime, here are a few essential qualifiers that should play a key role in your decision.
Next step, create a bulleted list of accomplishments in each position using the C-A-R method. For each bullet, follow the C-A-R formula: indicate a Challenge you faced, followed by the Action you took, and identify the Results of those actions. You must ensure that the achievements you include are relevant and significant so that a reviewer won’t read it and say ”who cares.” This is so important. Those who write resumes for a living are very skilled at wording these achievements to sound very impressive and make them relevant. For example:
In my research, I’ve seen more websites than not who claim to offer outstanding resumes without any proof at all. I’ve even gone as far as contacting these companies to request a sample and have been told that since ”each client is different, a sample won’t help.” I don’t buy that – a good writer is a good writer, period and there should be nothing to hide. If you do see samples, make sure they are legible and not small graphics of what it will ”look like,” as you have to be able to read it! In addition to just looking impressive, the content must be doubly compelling, as it’s the content that drives the employer to pick up the phone, not just a pretty design. Most intelligent professionals, upon taking the time to review both presentation and content, are able to decide what whether or not a resume is compelling. Not seeing a sample is almost a sure sign that this service merely ”types” resumes rather than actually composing marketing documents designed to impress the employer. Conclusion – If you aren’t impressed with the samples or don’t see any at all, it may be best to keep on looking!
Profile Summary – It is helpful to include either a well written Objective Statement or Profile Summary near the top of the page. An Objective Statement should be a concise statement outlining what type of employment an individual is seeking, and is preferable for less experienced candidates. Alternatively, a Profile Summary should be used for experienced individuals and clearly outline what the candidate has to offer. A Profile Summary would generally include a high level statement of key expertise plus a few major strengths and achievements. Expertise – It is helpful to follow the Objective or Profile Summary with a section outlining the individual’s primary ’Areas of Expertise’ (also referred to as Core Competencies, Key Capabilities, etc). These are often depicted in bullet point form, and should be clearly aligned with the stated requirements or selection criteria of the role.