a few tips to MAKE YOUR RESUME GET NOTICED!

Richard Castellini, VP at CareerBuilder.com said “Hiring Managers often spend less than one minute reviewing a candidate’s resume.” I have heard from some recruiters they spend as little as 6 seconds per resume! So – make your resume GET NOTICED:

Put your job title in ALL-CAPS and BOLD. It’s the job title that’s important; more so than WHERE you worked (company name).

Remove “month” out of your dates; just use the years. Using months can tend to look like “clutter.”  Remove the period (“.”) from the end of bulleted lines; they are not really sentences.

Remove the period (“.”) from the end of bulleted lines; they are not really sentences.

Overall, you want to do much more than just list your job duties. You want to show how you did something SPECIAL, that someone else in that same role, would not, or could not do. Did you SAVE the department money, or time, or personnel, etc.? Did you create a report that provided better information in a timelier manner, etc.? If so, ensure they STAND OUT in your “accomplishments” list.

 

You need a resume that gets results, and I can help you! As a Human Resources professional, and Adjunct Professor, I have helped hundreds of people develop winning resumes. Send me your 1st draft; I will provide a FREE review to help improve your One True Marketing Tool, and make your resume the One That Gets Noticed!

For a free review, email LetMeReviewYourResume@gmail.com

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USE THIS ADVICE TO MAKE YOUR RESUME GET NOTICED:

Use your resume to “MARKET” yourself to hiring managers.

  • Make your statements ACTIVE
  • Show how you STAND OUT
  • Tell the story of YOUR WORTH

As I have said in the past, resumes are marketing documents. They are not a career retrospective of what you have done or a boring list of your work history, education, and professional information. Your resume is a SALES tool; you are selling you. So, tell the reader what you bring to the role that puts you at the top of the pile. Really good resumes convey power and display confidence.

While a strong resume won’t get you a job, it will position you as a highly qualified and competitive candidate and provide a compelling introduction to get you to the next step – The Interview for your #DreamJob!

Remember what recruiters are looking for:

  • 77% look for relevant experience
  • 48% frequently consider a candidate’s ability to demonstrate specific accomplishments
  • 41% consider whether the resume is customized to the open position and to the Company

 

You need a resume that gets results, and I can help you! As a Human Resources professional, and Adjunct Professor, I have helped hundreds of people develop winning resumes. Send me your 1st draft; I will provide a FREE review to help improve your One True Marketing Tool, and make your resume the One That Gets Noticed!

For a free review, email LetMeReviewYourResume@gmail.com

Checklist for Recruiting and Interviewing

Especially if you have an “HR Department of 1” and are perhaps new to HR and Recruiting, I’ve developed this simple checklist to keep you on-track as you start the candidate search process.

Pre-Candidate (Recruiting) Stage

(for Organizations with Internal Recruiters)

  1. Hiring Manager receives approval to fill / backfill position
  2. Hiring Manager and Recruiter partner to ensure Job Description is revised as needed
  3. Recruiter confirms appropriate Salary Range equity (internal and external)
  4. Recruiter posts Job Opening (remember your Employee Referral Program)
    • Perhaps “Post” on Company Bulletin Board?
  5. Recruiter and Hiring Manager both post Job Opening on her/his LinkedIn, Facebook, Twitter, and other posting options (niche sites; University job boards; etc.)
  6. Recruiter posts on various external sites (both Free and Fee-based), per Job- or Industry-specific needs
    • Typically, start with your Company’s site.
    • You can find dozens of free sites available, including each State’s DOL, SimplyHired, Indeed, ResumeBucket, Goggle+, etc.
  7. When Internal and/or Free Recruiting is slow or ineffective, your Recruiter should connect with Job- or Industry-specific Headhunters
    • Also post on “paid” job boards
  8. Recruiting receives and reviews resumes
  9. Recruiting sends “initially-approved” resumes to Hiring Manager for review. S/he gives OK for Initial candidate list
  10. Recruiting starts Initial Phone Screen interviews

Candidate Stage    

  1. Based on results of Phone screen interviews, Recruiting and Hiring Manager develop final slate of Candidates
  2. Recruiting is responsible for setup of on-site Interviews, including ensuring each Interviewer has Interview Guide materials
  3. Hiring Manager, and others interviews in person; if good job fit, candidate continues process
  4. Recapping with all Interviewers, Recruiting leads Discussion and Decision Process
  5. Recruiting to call each Candidate not chosen to move forward in the Interviewing process, thanks them for their interest in Company, and wishes them well (do this within 3 business days)
  6. Note that your Recruiter should be providing Hiring Managers weekly progress reports