How to shift your mindset to help you update your resume

How to shift your mindset to help you update your resumeHow to shift your mindset to help you update your resumeVery few people enjoy writing or updating their rsum, but it is necessary. The best way to dive into this task is to shift your mindset so you view it as a positive experience.Have you ever stumbled upon an opportunity too great to pass up, only to find out that you need to apply for it as quick as possible? People find themselves in this situation more often that one might expect, and if you dont have your rsum updated and on hand, it could create a big problem. Instead of thinking of updating your rsum as a necessary evil, think of updating your rsum as your opportunity to look back at your accomplishments and pat yourself on the back.Think of it Like ThisIn zu sich new book,Your Twenties No one ever teaches you how to grow up, you know?career coachJessica Smithtells readers to think of updating your rsum as a special time to admire all youve accomplished. Shifting your m indset and taking this perspective when updating or writing your resume helps to create a more positive experience, and also helps you accept credit and acknowledge all that youve accomplished. The biggest challenge people face when writing their rsums, and on the job search in general, isselling themselves shortand underestimating their value. Think about this when you update your resume. Be proud of your accomplishments, take credit where you deserve it, and highlight all that you can bring to the table.Here are some guidelines on how to highlight your accomplishments and write an effective resume.Decide How You Want to Portray YourselfMost people dont think much about it, butyou are a walking billboard, and you have the power to give off whatever perception you want through your rsum. The first step to writing a great rsum is tofigure out what kind of jobs youre interested in applying to, and then figure out how you want to portray yourself for those positions.Perhaps you want to focus on one area of expertise to highlight on your rsum, or maybe you want to present yourself as an expert in the field as a whole. Figure out what you want to your rsum to say about you, and stick to it. If you want to focus on one area of expertise, ensure that it is visible throughout your document. On the other hand, if youre going to present yourself as knowledgeable in different areas, make sure that you touch on each of those specialties in every job description.Make a list of your strengthsA key factor in any resume is a skills matrix at the top. This ensures that someone can look at your document and quickly tell what skills you possess. If you know that you arent great or could use some work in a specific area, dont include it. You want this list to highlight only your strongest areas, so that employer or hiring manager focuses on your strengths and not your weaknesses.By omitting areas that you need to work on, you will only draw attention to what youre good at.Make a list of your accomplishmentsAnyone can claim that they are a great employee, but very few people can actually show it. Your rsum is your opportunity to present the best version of yourself, so show potential employers all of your accomplishments and achievements.Provide evidence to your claims so that they can see what you bring to the table and how you will be beneficial if hired.Have you increased sales?Have you been recognized for your success?Have you implemented process improvements or cost-cutting techniques?Whatever you have done to improve your company and/or department, you want to show it on your rsum. Dont be afraid to calculate numbers from your own data. As long as you can prove your calculations, you can use them on your resume.Want more data to use? Ask your manager. Phrase it in a way which shows that youre trying to improve, not potentially leave the company. A good way to ask is something like thisIm trying to compile some data to measure my progress in this role a nd see how I can continue to improve. Is there anything that you feel Ive been particularly successful with or an area you feel I excel at?This will give your manager an opportunity to give you praise and potentially give you some constructive criticism as well, both of which will be useful when writing a rsum. That being said, phrasing your question like this will provide you with some information without giving away that youre looking at other job opportunities.When it comes to updating your rsum, its important to shift your mindset to position the experience in a positive light. Its your opportunity to pat yourself on the back and acknowledge all the amazing work youve done This is your time to be proud of yourself and articulate all that you have to offer Highlight all of your skills and achievements, do the research, and put forth the best document possible. Your rsum is your opportunity to present the best version of yourself, so take advantage of that and show people what you want them to seeThis article was originally posted on Create Cultivate.

3 Questions You Should Really Stop Asking Yourself

3 Questions You Should Really Stop Asking Yourself3 Questions You Should Really Stop Asking YourselfWork is a funny thing when you think about it.You study and train so you can land a job in a building full of strangers. You do tasks all day long that you wouldnt normally do. Frequently it feels like you have to be there, and even if you like your work, theres a strong chance youd rather be elsewhere doing something more fun.Its a pretty weird structure to slot into, and the very act of being parte of someone elses structure, hierarchy, and regime gives rise to questions. Questions that could well lead to struggle.Here are three big ones that you really should stop asking yourself.1. Do They Like Me?Whether youve been in your job for a day, a month, or a year, theres that part of your head that wonders what your co-workers say about you when youre not there.Maybe they roll their eyes and moan about whats its like to work with you, maybe they all snicker because they know youre not li ke them, or maybe theyre all in on some cosmic joke of which youre the punch line.Its perfectly normal to think like this, and its the result of being hardwired to connect with others, having the constraint of not being able to see into other peoples heads, while also needing to ensure your own safety and security. Those three things create some pretty rich ground for second-guessing and self-confidence bashing.Leave those things to zustrom unchecked, and youll be the one running around trying to please everyone to avoid displeasing anyone and becoming a perfectionist in an effort to never get singled out for anything other than praise.But you know what? Nobody thinks about you as much as you think about yourself. Everyone else wonders the same thing. And, surely, its better to be driven by doing your best work rather than making sure Larry from Accounts likes you?Put your efforts into doing great work, and let the liking and not-liking take care of itself.2. When Will This Get Bett er?Sometimes you ask yourself how long you can keep doing what youre doing. Perhaps the volume of work has been crazy for so long that its become the new, unsustainable norm. Maybe the level of work is so dumbed-down that youre slowly losing the will to live. Or perhaps its the lack of support, respect, growth, or recognition thats getting your goat.Its natural to want more. Whether its fun, money, respect, or anything else, you may always have your sights set on something bigger and better. And when that desire butts up against the office walls and the entrenched culture, you wonder one of two things. Either, When will this get better? or How long can I keep this up?Those are the wrong questions to ask, because they keep you powerless. And the more powerless you feel in your job, the more damage youll do to your confidence in the long-term.So instead, ask Whats my next choice? And then, choose something that serves you well.3. What Do I Really Want?Come on, answer the question. Wha t do you really want?Not that easy, huh? Its one of those questions that you might roll around in your whole life and never really get to an answer. Do you want to build your own business? Do you want to do something fundamentally creative? Do you want to do something that gives back somehow? So many questions, so many possibilities. How to know which is right?First of all, forget about the notion of following your passion. Let me raise my hand on behalf of the personal development world and apologize for all the talk, articles, and hyperbole around passion. Its a red herring that has people looking for one single thing that they would happily do forever, and it just doesnt work like that.Were all made of a combination of different things. All kinds of stuff smooshed together into a whole. So there probably wont be one single thing that would tick every single box.Its better to look at the things that matter to you, and then look for ways to honor, express, or demonstrate those thin gs.If creativity matters to you, then you might look at working in design, becoming a copywriter, or simply creating a space to paint and be creative in your home. If connecting with people matters to you, then be sure to forge open and honest connections with your co-workers, maybe work in HR, or find ways to serve your community somehow. Or if you feel like youre firing on all cylinders when youre halfway to solving a thorny and complex problem, perhaps ask the CEO if you can help turn around an ailing service, look into management consultancy, or consider going at it alone as a business troubleshooter.The whole point is to consistently and deliberately honor, express, and demonstrate the things that matter to you. Leverage the things that leave you feeling strengthened. Honor the things that are woven deep down inside you. Celebrate the things that have always exerted a pull for you.In my book, thats just about as wonderful as it gets.Photo of woman sitting at home courtesy of Sh utterstock.

Counting Characters in your USAJOBS Federal Resume Work Experience

Counting Characters in your USAJOBS Federal Resume Work ExperienceCounting Characters in your USAJOBS Federal Resume Work ExperienceCounting Characters in your USAJOBS Federal Resume Work ExperienceFederal Hiring Reform, which is to be implemented by Nov. 8, 2011, includes a directive that human capital officers should eliminate all requirements of separate narratives from initial applications. Most federal vacancy announcements are compliant and do elend require separate written narratives for Knowledge, Skills and Abilities (KSA) in initial applications. However, fruchtwein vacancy announcements are still including KSAs for open positions and advising that you include accomplishments in your resume that demonstrate your KSAs. These mini-KSA narratives, or KSA accomplishments, demonstrate that you are best qualified for a certain position.The big challenge of adding KSA accomplishments into your USAJOBS federal resume is space. Each work experience section in the USAJOBS Resume Buil der allows 3,000 characters, including spaces. You have to decide how much space will be dedicated to your keywords, duties and responsibilities, and how much will be dedicated to your KSA accomplishments. How do you describe an impressive KSA accomplishment when you may have been in your position for 5 to 10 years? Last week, during a federal resume writing class I recommended that applicants write 1,500 characters about their job responsibilities and 1,500 characters on their KSA accomplishments, or any combination that will add up to 3,000 characters. But, both duties and KSA accomplishments are critical to get best qualified for a position.Many accomplishments in federal resumes are too short and do not include enough detail to prove you have the knowledge, skill or ability at the level and complexity of the target position. For instance, the following is a single sentence description of an accomplishment I was lead staff to evaluate the districts request to provide $9 million i n funding to electrify 13 diesel rubber tired gantry (RTG) cranes at the Port of Baltimore. Thats interesting, but doesnt include the result of the evaluation of the request.One vorkaufsrecht is to use the old, long KSA style, which included the popular Context-Challenge-Action-Results (CCAR) formula and write a mini CCAR. With the limited space, you cannot include a full page blow-by-blow description, and careful writing and editing must produce a story that engages the HR specialist and the supervisor, and proves your past performance. Include your role or title during this project or activity, a few actions, a short challenge and a result.A State of Maryland Environmental Protection Agency Air Resources Engineer wrote about her KSA accomplishment in support of environmental quality. The KSA required in the announcement stated Ability to direct internal and production control reviews and validity studies. The applicant wrote the following 527-character KSA accomplishment in her US AJOBS federal resumePRODUCTION CONTROL REVIEWS Wrote EPA Program Guidelines to support production control reviews and implement requirements to best prevent fraud and to set up internal controls. I was lead staff to evaluate the Districts request to provide $9 million in funding to electrify 13 diesel rubber tired gantry (RTG) cranes at the Port of Baltimore. I discovered that the current engines in the RTG cranes had not been certified to the standards for new off-road engines. I informed the District the project could not be funded, as Baltimore does not fund projects in which the applicant is not in compliance with current regulations.This writing technique will provide critical information to the human resources specialist and help them determine if you are qualified or best qualified for the position. Additionally, the supervisor receiving your resume, along with many others, may be impressed with your KSA accomplishments, which could lead to an interview for the position.When writing your federal resume in USAJOBS, be aware of the space limitations and make a decision as to how to divide the 3,000 characters between your duties and accomplishments. A total of five to seven KSA accomplishments are recommended for all of your work experience sections. Remember, supervisors will read the accomplishments to determine if they want to interview you for the position.

You Can Improve Exit Interview Participation Rates

You Can Improve Exit Interview Participation RatesYou Can Improve Exit Interview Participation RatesExit vorstellungsgesprchs are one of the best ways to get true and honest feedback from employees. The downside is that it takes some time to build up a significant amount of data from exit interviews. Increasing your participation tarif, however, can help you get greater amounts of actionable ingestaltation faster from your exit interviews. What is Considered a Good Participation Rate for Exit Interviews Research shows that the average response rate for paper and pencil exit interviews is approximately 30-35 percent. This means that a company with 2000 employees and a 15 percentturnover rate would expect to receive about 100 completed exit interviews per year. At this participation level, the organization is getting exit feedback from just 5 percent of the total employee population. With just a little extra effort, you should be able to double that response rate. 65 percent or bet ter is a good goal for exit interview participation. You can accomplish this with paper and pencil exit interviews, web-based online exit interviews and telephone exit interviews. Measuring Your Participation in the Exit Interview To measure your response rate, divide the number of completed exit interviews by the number of employees from whom you requested an exit interview. Ideally, the second number should equal the total number of terminations but for practical reasons, this is generally not the case. As an example, if you have 125 completed exit interviews from 300 people whom you asked to complete an exit interview, your participation rate is 125/300 which equals .416 or 41.6 percent. It is important to make sure that you have a good method in place to track this kind of participation. At a minimum, you want to track the participation rate at the departure of an improvement project and then periodically thereafter. An ideal scenario is to keep a running average that you ca n refer to regularly. This real-time number immediately alerts you to a fall off (or increase) in employee participation in exit interviews. An online exit interview management system should do this for you automatically. Large companies might want to track participation rates separately for subsidiaries, large divisions or geographic regions. Small- to mid-size companies can generally benefit from a total participation rate for the organization. If you decide that your participation rate in exit interviews could stand improvement, the next step is to analyze your current exit interview process. The two most important areas for review are Why are employees choosing not to complete the exit interview?Are there logistical problems preventing menschengerecht resources from getting the information to employees in a timely and effective manner? Employees Not Completing Their Exit Interview Some of the reasons that employees choose not to complete exit interviews are The exit intervie w is too long.The exit interview questions are confusing or personally invasive.The employee doesnt believe that the exit interview will be read or make a difference.The employee is afraid of repercussions.The employee is angry at the company.The employee procrastinates or forgets.The process is difficult or uncomfortable. If you are using an exit interview survey with rated questions, 35-60 questions is about the right survey length. More than 60 questions beginto feel long and uncomfortable for the employee. If you surpass 70 questions, you should be prepared for higher numbers of uncompleted exit interviews. Review your exit interview questions for simplicity. Put yourself in the employees shoes and ask yourself how you would feel answering the questions. Avoid a lot of exit interview questions that ask for feelings and emotions. Many employees are not in tune with their feelings (or if they are they may not want to share them with you). It is a lot easier for an employee to rate the effectiveness of a process rather than how they feel about the process. Exit Interview Feedback Ignored Employees will not complete their exit interviews if they believe that the feedback they provide will not be read or will be promptly ignored. It is important to let employees know that you value their feedback. When you do make improvements based on suggestions from exit interviews, dont be afraid to tell employees where the idea came from. Over time, employees will learn that you do listen. Once this becomes a part of the corporate culture, you can be assured of lots of open and honest ideas, suggestions and critiques. Repercussions From Honest Feedback Also, be clear with employees that honest feedback will not result in repercussions. Statements made in an exit interview should never be used to prevent future eligibility for re-hire. There are many supposed experts that tell employees not to be honest on their exit interview form or not to complete one at all. The y claim that companies use this information against the employees. Human Resource professionals know that this is nonsense, however, they still must battle this unfounded perception. Angry Employee Feedback Employees that are angry with the company may feel that they dont want to help by participating in the exit interview. You can encourage these employees to vent their anger in the exit interview. Many of these angry employees are thrilled with the chance to have their voice heard particularly if they know that it will be heard by senior management. A clean and simplified process is also important. Whether it is web-based or paper and pencil, the exit interview form should be laid out nicely with an intuitive and easy to understand survey form. Logistical problems are the second major area for review in your exit interview process. There are generally weak links in any process and exit interviews are no exception. Your examination should include the whole chain of events that begins when an employee gives notice and ends when the employee submits the exit interview. Audit Your Exit Interview Process You can begin to audit your exit interview process by finding out the following information. How do employees generally give notice of their intent to terminate?Who is the first person notified and how much notice is usually given?Who tells the Human Resource division and how? How soon after the employee gives notice is HR notified? Who in HR is notified first?Who is responsible for initiating the exit interview? When is this person(s) notified of employee terminations?How is the employee notified of the exit interview? By whom? What method? When?Is there clear ownership in Human Resources of the exit interview process? Do those involved in the process understand the importance and urgency of the exit interviews? What is the employee told about the exit interview? In what ways are they encouraged to complete the exit interview? Are employees told more th an one time and in more than one way?Is the exit interview easy to complete?When and where will the employee complete the exit interview? Is there easy access to necessary resources?Does the employee have privacy with which to complete the exit interview if they are completing it at work?Are supervisors and managers supportive of the exit interview process? Are they fearful of receiving negative feedback from employees? Are you relying on fearful supervisors to relay information about the exit interview to employees? Is it easy for employees to submit their exit interviews? Review each of the above audit questions and take a hard look at your exit interview process. Determine what you can do to improve each of these areas. After you finish your review, you can start to make improvements immediately. Re-Measure Your Exit Interview Process Some of the changes that you make will provide a noticeable improvement in participation rates very quickly. Others will require more time to e ffectively pervade the company culture. Re-measure your participation rates at three months, six months, nine months and twelve months. By the twelve month mark, you should expect to see a dramatic improvement in your exit interview participation rates. This means you will have more data that can be used to limit turnover and increase employee retention. Conclusion You can increase the value of your exit interviews significantly by increasing the number of terminating employees who participate in the exit interview process. By reviewing and improving both the content and structure of the exit interview, along with your own internal processes, you can deliver a substantial increase in your participation rates. Finally, consider the possibility that an actual in-person interview with an HR staff member might not only improve your participation rates but provide better information. You cant underestimate the value of follow-up questioning. Beth Carvin is the CEO of Nobscot Corpora tion with a background in business, entrepreneurship, human resources, recruiting, sales and business development.

The Best Career Advice From Successful People Who Made It to the Top

The Best Career Advice From Successful People Who Made It to the Top The Best Career Advice From Successful People Who Made It to the Top Article by Bruce HarphamTo build a successful career, you have todraw on several important disciplines. These time-honored practices, proven to work in every industry, are vital to the achievement of success. Whether you need inspiration to start a new practice or somemotivation to get back on your career track, you canuse these four leaders experiences to bolster your own.1. Self-Knowledge Is the FoundationWithout self-knowledge, the pursuit of success is frustrating. In the ancient world, philosophers encouraged their followers to reflect. Todays leaders use their self-understanding to define and reach success.- At several points, my mentors have served as a mirror for me and helped me to understand myself better, says Kim Ulmer, regional president of Royal Bank of Canada. Ulmers responsibilities include managing more than 170 branches and 3,00 0 staffers.- Dave Kasabian, chief marketing officer at Tagetik, a management software company, says, My philosophy of growth is to look inside myself What do I enjoy? What are my skills and passions? Based on that knowledge, I make decisions on how to develop.-Assessment tools provide helpful insights into understanding our strengths. For exampleauthor and entrepreneur Michael Hyatt, referred to the bookStrengthsFinder 2.0, a personal development favorite, when heexited a corporate career to start a new chapter as an entrepreneur. His strengths, according to the model, included a focus on achievement and the future.Self-knowledge requires reflecting on your experiences, good and bad. Think about last week and take note of when you felt the greatest satisfaction. You might take greater satisfaction from solving thorny business problems, or you might relish the challenge of guiding a new graduate through their first few months at work.2. Curiosity Is PowerfulAn open and curious mind i s vital to making the fruchtwein of learning opportunities. Curiosity means looking for opportunities to learn and to apply new ideas outside of the classroom. Engagement and focus areincrediblypowerfulin leadership roles because your actions and words will quietly influence many around you.- I usually take one or two courses per year at a business school to keep my skills sharp, says Rich Crawford, CEO of Global Integrated Services.- I have a thirst for knowledge and regularly go out to meet with business owners to understand their situation, Ulmer says. Recently, I found David Zingers 10 Principles of Engagementand have found that to be a helpful resource. It has encouraged reflecting on my work several times per day to see if I am truly engaged.- One of the most valuable books Ive read in my career is Peter Druckers The Effective Executive, says Ben Sawa, director of marketing at GEI Consultants Inc., one of the largest engineering firms in the U.S.- Entertainment executive Brian Grazer producer of Apollo 13, The Da Vinci Code, and J. Edgar attributes much of his professional success to curiosity and learning from those around him, all of which he describes in his book, A Curious Mind The Secret to a Bigger Life.3. Mentors Provide New Perspectives and Better QuestionsSuccessful leaders consistently reach out to mentors throughout the course of their careers. The conversations might start with business, but the lessons are often applicable to a sortiment of concerns and issues.- I have had several mentors over my career, including family mentors and those in the business community, Ulmer says. Mentors have helped me to adopt a broader perspective and ask questions such as, Have you taken the time to understand the situation before acting?- Every meaningful mistakeI have ever made has involved poor communication. Thats a lesson I learned from a CFO who mentored me. That was an important insight, Sawa says. I also think it is valuable to seek mentors who are different from you because they can provide a fresh perspective.- My mentors have helped me to get outside of the day-to-day flow of work to ask bigger questions, Kasabian says. In 1994, I was given a powerful commandfrom a mentor Draw where you want to be in five years. That exercise helped me to think about my career and the direction of my life much more deeply. I ended up making a move to another state, among other decisions, as a result. It was a powerful experience.- Im a huge believer in mentors, Crawford says. At present, Im working with two mentors, and Im learning much from both of them. I learn about industry best practices from one and work life matters from another. YPO Young Presidents Organization had an excellent mentorship program that I found valuable.4. Keep the Right Company to Achieve Your GoalsThe company you keep has a major impact on your success and self-concept. Jim Rohns observation that you are the average of the five people you spend the most time with r ings true for many leaders.- My participation in Young Presidents Organization has been tremendously valuable. It is rare to find so many other executives and CEOs who are facing similar challenges, Crawford explains. In plus-rechnen to informal networking, Crawford has benefited from YPOs mentorship program and specialized educational programs that serve the needs of executives.- It is important to choose thoughtfully when it comes to joining organizations, Ulmer says. Im currently involved with Junior Achievement because they operate on a national level and work on major problems. Im also involved with the Manitoba Business Council.Where do you find peers to challenge you and help you grow?A version of this article originally appeared on SUCCESS.com.Bruce Harpham is a career expert who contributes to Profit Guide, SUCCESS.com, and a variety of business publications. He runs the ProjectManagementHacks.com website where readers gain practical insights to grow their careers. He lives in Toronto, Canada.

The Lost Secret of Job Resume Format

The Lost Secret of Job Resume Format The Basic Facts of Job Resume Format Theres no specific length for a resume, and theres no standard to it. Have a peek at these examples to select which format is right for you. An entire small small business format with appropriate professional terms must be correctly utilized in the particular letter or appeal. The most frequently encountered sort of resume. Its essential to spread your possibility over a few projects to make certain you receive enough work. Second it shows the Project Manager exactly how much work is truly involved. Creating a resume which will help you get your very first job may feel to be an overwhelming challenge. At the bottom place any questions you have concerning the project as well as your bid and the opportunity to completion. The area of information technology grows more important each and every day. You will receive such ready formats for every single font of job that you wish to apply. You have to fin d out what the requirements are. A crucial requirement needed in applying for employment is a resume. If you would like to add your own section, whether for Certifications or Projects or another category thats pertinent to the work description, dont hesitate to pop it in. Below, you will discover a list of resume examples that may assist you with your work search. From the opinion of the Project Manager every one has the same resume unless youre getting interviewed for work. A more personalized sort of resume where the details are customized to coincide with the organizations job requirements. The Birth of Job Resume Format Most freelance work is found on freelance marketplaces around the world wide web. Resume creators permit jobseekers to make and download their finished resumes right from the net to get started applying immediately. Many freelance sites let you post your work online. To find some formatting tips for your resume, take a look at our samples. Job Resume Format No Longer a Mystery So when the hiring company hasnt provided a salary for work, we look at salary data from related businesses and locations to produce a fair estimate for what it is possible to count on. Sales is much like customer service as salespeople can be effective in a wide selection of industries. Your resume will function as a marketing tool which will somehow construct your career as an employee through mutual efforts and gains with the business and your employer also. Various kinds of work in the food service industry require resumes with lots of the very same skills. The ideal thing you can do to improve your odds of getting your bid selected is to put in depth info in your profile. Theres no doubt that a resume which is both cohesive and professional will have a much better probability of standing from the crowd even supposing its made utilizing a template. Getting the most of a resource that wont only help save you time, but is shown to elevate your od ds of scoring a work simply is reasonable. Your objective shouldnt be something that could be utilized in a plumbers resume. The Advantages of Job Resume Format Resume examples and templates are incredibly helpful, especially when youre writing one of your very first resumes. They are available online and they are freely downloadable. Our creative templates make it possible for you to stick out from the crowd. Employing a resume template has turned into an acceptable and smart practice for several explanations. Choosing Good Job Resume Format Identify the organizations youre a member of and the voluntary work youve completed that are associated with the work opening. Also in case you have been in more orless the identical field, in bestellung for your career has been a logical progression towardsthe job youre applying for now. Its possible to consist of volunteer work together with work youve done with organizations or clubs which you are involved in. Fortunately, even wh en you have not held an official job, youve got education, experience, activities and abilities that may be highlighted on a resume. New Questions About Job Resume Format A student locating a job for the very first time might acquire anxious for the simple fact which he has no related work experience yet. Functional template will surely hide your job hopping or employment gaps and offers you the chance to grab your fantasy job. Do not write what you would like in work. If youre attempting to acquire work in accounting or finance you require averystrong resume. Instead, the task wont be a chore and instead it can really be enjoyable. You may consult the work advertisement to learn about which specific skills are needed by the prospective employer. Make sure that the skills are related to the job that you desire. The War Against Job Resume Format You dont need to discuss in detail. When youve reviewed resumes in your field, peruse resumes across fields to learn how to vary u sing action verbs and receive a feel for what makes an effective accomplishment statement. Each one of our creative style templates offer you a perfectly balanced mixture of personality, professionalism and a little style. The Advantages of Job Resume Format Generally, appeal information is inside the decision letter you received. Professionally, our resumes are often the very first impression a prospective employer gets of us. Appeal letter could possibly be utilized in scenarios where youre seeking some change or rectification or in case youre hunting for some sort of assistance. Making the correct appeal letter will give you a far increased probability of getting your case approved

The Ultimate Staffing Guide to Candidate Sourcing on Social Media

The Ultimate Staffing Guide to Candidate Sourcing on Social MediaOver the past decade, social media has permeated all aspects of our lives. And as a staffing professional, you know that candidate sourcing is no different. As soon as you have a candidates name, you head to the internet to find out more. You look for red flags that could end up reflecting poorly on your clients. You might even check out the candidates connections to binnenlandbinnensee if they already know someone in your network.But do you go further than that?Social media can be your fruchtwein useful candidate sourcing tool if you understand how to use it effectively. You must identifyWho youre looking forWhat platforms youre going to useWhat job seekers are talking aboutHow and when to connect with candidatesWhere to go to keep up on HR tips and trendsKnowing how to optimally find, research, and engage with candidates on social media will make your job (and life) easier.Here is what you need to do to find the best talent on social media Decide who to look forWhen you first start using social media as a staffing professional, your focus is on vetting candidates. You already have a name in mind, so you just look the person up on LinkedIn or Facebook and make sure theyre a good fit. The next level is being able to find new top candidates youve never met on these platforms.Since Facebook alone has 1.94 billion monthly active users, according their latest report, it can be overwhelming to know where to start. Heres how you effectively narrow your searchLook for people already connected to the companyChances are, most of your clients have a social media presence. Their list of followers provides you with people who are already interested in and support the organization. If a professional opportunity becomes available, it wont be hard to transition enthusiastic followers from consumer to employee.Research shows people who actively engage with a companys posts are more likely to accept a job offer. I n fact, 2017 Engage2Excel report found a companys social media activity influences 63 percent of job seekers decision to work for the organization.You should also look at your clients current employees and see who theyre connected to. They might already know the perfect candidate for the job. You just need to reach out with the opportunity. Target passive candidatesIts not easy to find passive candidates on social media. People dont just change their Facebook status to Im willing to leave my job. If you want to find these elusive candidates, youre going to have to dig deeper. abflug by joining industry-related groups. Every platform has a way to bring people together. Even Twitter has themed lists you can follow. By monitoring these groups, you can see who regularly contributes. Based on what they say, youll be able to judge their true interest and enthusiasm about their field.These groups are also a good place for you to share information about positions youre looking to fill. If t he job strikes someones interest, they can reach out and begin the interview process.Professional socialmedia groups are a great place to find talent.Click To TweetDiversify the platforms you useIf youre only focusing your candidate sourcing efforts on LinkedIn or Facebook, you are missing out on some great talent. Branch out and take a look at some of these other platforms and what they have to offer.Quora and RedditWhile there are more people on the popular social media sites, candidate sourcing is about quality, not just quantity. Forums like Quora and Reddit allow users to communicate on a deeper level.For example, on Quora, you can follow professional topics or create your own and see how people respond. Consider an interview question you would ask to assess industry knowledge or start up a conversation to get genuine responses to your own questions. You might ask questions likeHow do you see the market evolving with current mobile technology advancements?Whats the best way t o retain top talent in todays competitive business climate?What trending new business technology are you eager to try out?The discussion will show you how a person thinks and communicates an opinion or industry knowledge. This offers more useful information about their skills than would be expressed in a tweet or Facebook post.Similarly, Reddit allows you to track what people are talking about in their industry. Seeing comments on relevant content will reveal how knowledgeable and up-to-date members are on industry trends. Instagram As a visual-based platform, Instagram gives you a glimpse into candidates personalities and interests. People post photos of what is important to them and what their lives are like. This often reveals if theyd be a good cultural fit for your client.Use hashtags to find out about candidates values. For instance, if your client is a pet-friendly company that works with organizations like the ASCPA, you can search dogs, petlove, or other relevant phrases to see animal loving talent that would mesh well with the company culture.deutsche bundespost about trending topicsThanks to social media, we have the phrase going viral for when a topic becomes incredibly popular. Stay on top of whats trending in relevant industries. Then use those trends to your advantage when candidate sourcing.Spark communicationTo be successful as a staffing professional, you need to build and maintain relationships. This allows you to turn to your network to find leads on candidates. When you follow trending topics, you can enter the discussion and meet new people en masse. For example, say a new law is passed that affects an industry many of your clients work in. By posting information about the coming changes, you will start a conversation with others who are impacted. After that introduction, continue to develop the relationship.Make sure you know which hashtags people are using. Including the correct hashtags ensures your posts show up when people search the topic. You can use hashtags that clearly state there is an opportunity or even list out job descriptions and requirements.Just be sure to research hashtags carefully. Writing a post that uses hashtag incorrectly will embarrass both you and your clients.Make sure youre using hashtags correctly when trying to find candidates on socialmedia.Click To TweetFollow industry eventsIndustry events, like conferences, are a great way to find new talent. However, its not possible to attend every one.Fortunately, many of the biggest events now spread news and updates on social media by using a custom hashtag. Search for information about the event using the hashtag to see who is attending. Then research whether or not theyd make a good employee. From there, reach out to potential candidates. This will introduce you to talent all over the country without ever having to travel yourself.Know how and when to connect Social media has changed the way that people communicate. What you would say to som eone in a tweet is not the same as something youd relay in an email. To reach potential candidates effectively, you need understand these differences.Be aware of high-traffic timesTheres an immediacy when posting on social media. Unlike a voicemail or an email, posts on social media easily get lost on news feeds. If you want talent to see and engage with you, post during peak usage times.First, determine when your target audience is on each platform. For example, many offices monitor the personal use of social media during business hours. This means your shares may not reach passive candidates during work hours. Plan your posting schedule logically. Share industry-related articles when people are likely to be on social media. During a morning commute or at lunch, for example. From there, monitor how people engage with your posts. This will reveal if you should adjust to earlier or later in the day. You should use tools like Google Analytics or Buffer to effectively gather and assess your engagement in these areasNew follower rateLikes per postShares per postClicks per postComments per postAlso, keep in mind time zone differences. You might be located on the east coast, but if your client is looking for a candidate to work in ran an die buletten Angeles, post jobs at the opportune time for the west coast.Make the most of technologySocial media platforms are constantly adding new communication features. Since the release of Facebook Live, video has become particularly popular. Take advantage of this trend.Post videos of yourself giving advice on how to stand out in the job search. This will bring more job seekers to your profile. You can also send personalized video messages to candidates. This will catch their attention and be more impressive than sending out a generic text message.Also, integrate other forms of candidate sourcing technology in your communications. For instance, include the link to your interview scheduling tool on social media. Put it in your bio and in every message you send. This will allow job seekers to schedule and record interviews whenever theyd like. And youll build up a library of candidates to draw from.Use all of your resources Things in the staffing industry change quickly. They change even faster with social media. Stay up-to-date on the best ways to find candidates. Have various resources you can turn to for trends and information.There are plenty of blogs that are dedicated to candidate sourcing with social media. Subscribe to these sites newsletters and get the latest articles in your inbox. Some good blogs to follow includeSocial TalentSourceConUndercover RecruiterIt also helpful to create Google alerts for relevant topics. This way, whenever a new website or article is created about candidate sourcing with social media, youll know about it.Do you subscribe to the Socialtalent blog? It can make candidatesourcing so much easier.Click To Tweet Finding great talent on social media is about more than looking up a candidates profile. When you dive deeper into the platforms and how they work, you can make your entire process more effective. You just need to know what next steps to take.