How to solve your biggest resume problems - TheJobNetwork

How to solve your biggest resume problems - TheJobNetworkDo you think that creating your resume is a one and done process? If so, then think again. The truth is, you should think of your resume as a constantly evolving documentone that changes over time as your background, experience, and skill set expand. It should also be continually tailored and honed to meet the needs of your target company and/or industry, which may change over time. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) But theres another reason why you should never close the door on resume updating, one that might be keeping you from achieving your goal of landing your next great jobyour current resume might have some serious problems that youre either unaware of or have simply ignored. And in todays ultra-competitive job market, resume problemseven the small onesmay mean the difference between getting hired and losing out to another candidate who made a more polished first impression.G et focused and organizedJust as an unkempt appearance can make a bad first impression, an unfocused resume can really reflect poorly on you. Hiring managers and HR personnel are busy people who dont have the time (or the desire) to untangle or decipher a murky, disjointed resume. So, getting things organized and focused before you even think about where youd like to send your resume should be a top priority.Your best bet is a streamlined approachcreate clearly delineated sections for your objective, experience, education, and key skills, and make sure theyre targeted to the standards of the industry you hope to join. Better still, laser focus your resume to attract positive attention from the specific company that youre eager to get hired by and repeat the process every time you decide to send out your resume.Also, before you decide to send out your resume, take a step back from your document and review it again to make sure it tells a cohesive and chronological narrative about who you are as a professional and what potential value you offer a prospective employer. If you can get a trusted colleague, mentor, friend, or family member to review your resume, even bettera fresh set of eyes and a second opinion is always a good idea.Bottom line on the job hunt trail, a well-tailored resume is like a well-tailored outfit, and its your best chance of making a positive and lasting impression on the folks who matterthose who make the hiring decisions.Put your best self forwardYou might be shocked to learn that many people leave out some big and impressive feathers from their resume caps and fail to highlight all their skills, talents, and accomplishmentsthings that can really make a candidate stand out from the candidate crowd. Have you earned any company or industry awards? Did you develop a major revenue-generating product or idea for a previous employer? Did you come up with or implement a significant cost-savings plan or process at a previous job? Do you excel in a ny particular talent or skill thats desired in your industry? Ask yourself these sorts of questions when constructing your resume, and make sure that your resume highlights your very best selfthe version of you that has the best chance of getting hired.Always editThis may sound obvious but ask any hiring manager worth their paycheck and youll undoubtedly hear some real resume horror stories that could have easily been avoided had their creators just took a little extra time to review and edit their work. Isnt the prospect of landing a great new job worth the additional effort? Sweep your resume for errors, inconsistencies, typos, and anything else that might give readers some pause or make them scratch their heads. Trust us, its worth your timenothing sets off alarm bells for hiring managers and HR personnel in quite the same way as a resume riddled with mistakes.If youre on the job hunt and want to ensure that youre giving yourself a real shot at landing a new position, use the str ategies and advice presented here to ensure that your resume problems are solved before sending it out. Take the time to make sure youre putting forth the best document possibleone that will get you hired.

8 TED Talks That Basically Equal an MBA

8 rocknroller Talks That Basically Equal an MBA To earn a Masters degree in Business Administration, you have to take many classes with highly esteemed professors who lecture you on problem solving, management skills, hard work, and more. But thanks to the internet, you can watch highly esteemed professionals lecturing you on those same topics for much, much less money. Sure, its not a real MBA, but its a good place to start.Lean back, open up your laptop, and put on your listening ears weve outline the eight best TED Talks to improve your business skills. But if youre seriously considering getting your MBA, you should probably also do that, too.1. Grit Power of Passion and Perseverance by Angela Lee DuckworthDuckworth coined the term grit, which constitutes a dedication to hard work and a commitment to achieving success with passion and perseverance a quality she believes to be more important than IQ when determining ones future success.2. How Great Leaders Inspire Action by Simon SinekAn expert on leadership, Sinek discusses the Golden Circle and its importance in the approach of great leaders of the past. Sinek discusses Martin Luther King, Jr. (as well as others) and describes what makes one a good leader its not how you do what you do, but why you choose to do it.3. Your Body Language May Shape Who You Are by Amy CuddySocial psychologist Amy Cuddy discusses power posing, or standing in a way that exudes confidence through ones body language. She describes how power posing can make you feel confident even when you were not feeling confident to begin with and how it can increase your chances of professional success.4. Why We Have Too Few Women Leaders by Sheryl SandbergSandberg, the COO of Facebook, discusses gender inequality at the executive level and offers advice on how women can achieve equality in the workplace. Sandberg tells women to treat themselves fairly, to be real partners to their husbands or wives, and to continue to persevere rather than qu it.5. The Puzzle of Motivation by Dan PinkPink is a career analyst who will change your way of thinking when it comes to motivation. Social scientists are telling us that traditional rewards systems in companies are not effective, but managers are not listening. Listen as Pink attempts to end things-based motivation.6. The Happy Secret to Better Work by Shawn AnchorPsychologist Shawn Anchor argues against the belief that we need to work hard in order to be happy. Instead, he suggests we need to first be happy in order to work hard. He argues that happiness allows us to be more productive, and in turn, more successful.7. The Power of Believing that You Can Improve by Carol DweckDweck, an author and professor of psychology, discusses growth mindset the idea that our brains can grow and learn to solve problems. Dweck wants others to focus not on the belief that they may not be smart enough to solve a problem. Instead, they should consider that they just havent found a way to solve it. .. yet.8. 8 Secrets of Success by Richard St. JohnThis short-but-sweet TED Talk by St. John details his research on successful people like Bill Gates and Goldie Hawn. Were they simply smart? Did they just get lucky? St. John says neither. His eight secrets include passion, focus, persistence and more.More on TED Talks

Social Recruiting - How to Attract and Connect With Top Candidates

Social Recruiting - How to Attract and Connect With Top CandidatesOne of the best talent acquisition strategies continues to go underutilized social recruiting.The candidate experience is one of the most important parts of talent acquisition. You want candidates to feel wanted and for them to understand how they fit into the prospective role as well as your culture.Social media is perfect for expanding your employer branding and connecting with candidates on a mora human level. Its a great channel to get to know who the best talent is before you even start asking interview questions. Building this authentic relationship helps you find and hire talent who are committed to long-term growth with you.We spoke to Brad Owens to learn how social recruiting can help you find the right talent in a fast, effective manner.As the hiring and retention expert at hrcoaching.com, a resource for culture building at small businesses, Owens shows how the world of social recruiting is changing for the better.The most important and underrated aspect of social recruiting right now is truly making a connection with one person, he says. Instead of trying to reach every candidate, find the people who are perfect for your company and reach out directly.Check out the full transcript of Owens insights on how to create a more effective social recruiting processAll right, hey there this is Brad Owens. I am culture coach at hrcoaching.com. Im also the host of a small business hiring podcast.Make sharable content focused on your cultureSo, I think recruiters can do a lot to make their YouTube videos a bit more engaging and interactive for, you know, their talents.Quite honestly, I think that if you make a YouTube video that people want to share, thats going to be more interactive and engaging, right? So what would you want to make shareable about your video?You want it to show your corporate culture. You want them to say oh my gosh this is a cool place to work. Let me share this and show oth er people that they should be doing this, or let me share this with my boss. Hey Todd, we should be doing this, too. Right?So if you make this cool company culture kind of video heres what we do for fun, heres what our people are all about, we really care about our employees. People want to share that around, and it will show your corporate culture and attract the type of people that you want to attract.So make a video that is more engaging about your culture, about your people, leidlage about the specific job, not about the sales, not about any of the types of things that people typically use in one of these recruitment videos. You want to show your company. You want to show, heres the type of people we are, so you attract those same people. Thats the best thing you can do to make an engaging interactive.Dont forget about your employees networksCompanies can ensure that their content is being viewed by the right type of candidates if they are asking their employees to share it out to their friends, family, people they think might be interested in working there. So, I would use this as a part of your recruitment process, as a part of your referral process. You know if you are trying to find the best employees for your business, time and time again, that comes from referrals. Many, many tests have proven this, many, many studies have shown that the best employees you can have for your business are referrals. Why is that? People who are giving you referrals typically know about you, what works for you, what people would work well with you, what your business is like, what kind of personalities fit well with your organization. So referrals are the authors of the best candidates for your business. If you are using the recruitment video, or whatever youre making as part of your referral process, youre having your people send out something like hey, check out what its like to work here. And then theyre sending it to people who might get excited about working there by seeing the video of your corporate culture, the things youre doing. Right? Make this video a part of your corporate culture, of heres what its like to work here. Here is the kind of people we have here. And then send that out to your kollektiv and say, hey, find us good people to work here that fit in with this. And use this video to show what were all about. Thats how you get in front of the right people to make sure that those employees know the type of people that work well in your organization. They will share it with those other people that will also work well in your organization. So, use your referral network. Thats how youre going to get the best people in.Aim to connect with just one personI think the most important and underrated aspect of social recruiting right now is truly making a connection with one person. I think so much of whats going wrong in social media right now is trying to stand in the middle of a crowd, shout out whatever you have to say, and hope someone hears it and responds. Thats like sitting in the middle of a crowd when someones hurt yelling, someone call 911. No ones going to call. If you point to that person and say you call 911, theyll call. Right? So lets use that in our social recruiting as well. Go out and find the people who were talking about the topics that are relevant to your business and send them direct messages, send them messages send them whatever you can to get on their radar. Dont just post these relevant articles to your industry on your company Twitter or Facebook or whatever it is, call out specific people. Go out and engage truly engage. Do things that dont scale. Everyones hoping that social recruiting will be this, Oh, Im going to attract hundreds of candidates. But in reality youre just using that to get your company message out. If you truly want to attract candidates, go and find them. Have someone on your team who goes out and uses these channels to find people who are, you know, fitting in with y our corporate culture who will be good fits for you for the long term, and engage them in conversation, engage one-on-one. Thats whats missing from social recruiting, this one-on-one engagement. Everyone is trying to use these tools to get in front of the most people to quit as quickly as possible. Thats not going to work. People are getting worn out with that. Make sure that you target that one specific person who you know is going to be a fit for your organization, and put all your power behind getting that person on board. So, thats what I think people are missing today with social recruiting.

Glassdoor Recruit Holdings Deal Closes

Glassdoor Recruit Holdings Deal ClosesGlassdoor Recruit Holdings Deal Closes Last month, Glassdoor announced entering into an agreement to be acquired by Recruit Holdings Co., Ltd. Today, we are pleased to report that the deal has officially closed.I am delighted to officially welcome Glassdoor to the Recruit Group. Glassdoor presents a powerful platform that is changing how people find jobs everywhere, said Hisayuki Idekoba (Deko), Recruit Chief Operating Officer and Head of Recruits HR Technology Segment. Glassdoor is an impressive company with strong leadership, mission, products, customers and employees. We are excited to help them continue to grow and deliver value to the job seekers and employers they serve. Glassdoor co-founder and CEO Robert Hohman shared the below leide with employeesWeve closed As we shared in early May, we announced that we would be joining together with Recruit Holdings. I am pleased to share the deal has officially closed. With thi s acquisition, we will be stronger and better positioned than ever before. There will be a lot of growth to come as we look to help everyone find a job and company they love, while helping employers everywhere hire quality talent at scale. As I shared last month, we will operate as a distinct and separate part of Recruit and its subsidiary, Indeed. Equally important, no ones job is changing or being eliminated as part of this acquisition, nor is anyones reporting structure changing. The Glassdoor brand will grow and thrive as we have even greater flexibility to invest globally. I truly believe this is the best next step for our company, employees, job seekers and employers.We remain as committed as ever to our mission, vision and values. What we aim to do and how we aim to do it is what will make our company viable, valuable and unique for the short and long term ahead.Last but not least, I want to thank the many teams who had a big hand in helping to make this deal happen smoothly. These teams have helped set us up for great success and a bright future thank you. And, I want to congratulate and thank all of you for making Glassdoor the incredible company that it has become in ten years. I hope youre as excited as I am about this next chapter. Lets do this.

4 ways to finally choose a side hustle you actually love

4 ways to finally choose a side hustle you actually love4 ways to finally choose a side hustle you actually loveFinding a way to earn a little money on the side when you already have a packed scheduleis only half the battle - picking a source of this new income can prove equally challenging.Heres what to do when choosing a side hustle.Keep track of what inspires youWrite down things that spark your interest - dont let them get away.Sometimes, you might get a creative itch, but you dont know where to point your energy, or what to work on. Having a list of things that interest you can help you focus on where to aim your efforts.but dont settle for second bestSome potential pursuits may seem obvious, but theres no reason to play it safe. This means that what you choose to do outside of your day job may not be comfortable or easy.So if you want to do something that truly fulfills you, why not go out on a limb? Just make sure you do it the right way.Dorie Clark, an author, marketing str ategist, professional speaker, and instructor at Duke Universitys Fuqua School of Business, writes in the Harvard Business Review about how when deciding on a side hustle, you should not fall in love with your first idea.She mentions a life sciences executive she wrote about in her book Entrepreneurial You, named Bozi Dar, who worked on an app he came up with that ultimately wasnt successful.He says that it didnt work out because he didnt see if there was a market for the product beforehand.Dont just come up with a clever notion make sure people actually want it before you spend a lot of money developing it, Clark writes.Check out local job postingsTake a look at what people are hiring for in your area. You never know if you might find meaning in part-time work that is close to home.If theres a place that you love to go to in your spare time, it doesnt hurt to ask if theyre hiring.Use your resourcesSusie Moore, life coach, writer, and author of What if it DOES work out?, writes abou t questions you should pose to yourself to make your leisure activities into a source of income on the side in MarketWatch.One of the questions is What business can I start with where I am, and with what I already have?Making your hustle real is all about doing the best you can with what you have. One client of mine started teaching swimming lessons She has a swimming schwimmbecken at her home. Another took advantage of her love of dogs and pet-friendly building to work as a dog sitter. One woman obsessed with natural remedies teaches her friends how to make home-based elixirs using just what is in their pantry, Moore writes.

A Look at Health Care Support Careers

A Look at Health Care Support CareersA Look at Health Care Support CareersWithout the women and men who work in health care support, the health care industry would be unable to function. Sure we need doctors, dentists, physical and occupational therapists and other health professionals, but without those who provide administrative and clinical support they would elend be able to do their jobs. Here are several health care support careers. Dental Assistant Dental assistants provide different types of patient care and perform office duties and laboratory duties. Although some people receive training from dental assisting programs at community colleges and trade and technical schools, most who want to enter this field receive on-the-job training. Some states license dental assistants. In 2009 dental assistants earned a zentralwert annual salary of $33,230 and zentralwert hourly wages of $15.98. Health Services Manager Health services managers plan, direct, coordinate and supervi se the delivery of healthcare in facilities including hospitals and nursing homes. To work in this field one must earn a masters degree in health services administration, long-term care administration, health sciences, public health, public administration or business administration. Every state in the US requires nursing care facility administrators to pass a licensing exam. Health services managers earned a median annual salary of $81,850 in 2009. Home Health Aide Home health aides provide basic care for people with disabilities, chronic illnesses, cognitive impairments or who have age-related problems. Home health aides receive on-the-job training from registered nurses, licensed practical nurses or experienced aides. They must be certified if the agency for which they work receives reimbursement from Medicare or Medicaid. Home health aides earned a median annual salary of $20,480 and median hourly wages of $9.85 in 2009. Medical Assistant Medical assistants perform administra tive and clinical tasks in the offices of physicians or other medical practitioners. Although medical assistants need only a high school diploma and on-the-job training, some complete a one to two-year formal training program. Medical assistants earned a median annual salary of $28,650 and median hourly wages of $13.77 in 2009. Medical Secretary Medical secretaries perform clerical duties in medical offices. To work as a medical secretary one must have a high school diploma and basic office skills. Formal training to learn medical terminology is also necessary. Medical secretaries earned a median annual salary of $30,190 and median hourly wages of $14.51 in 2009. Medical Transcriptionist Medical transcriptionists translate doctors and other medical professionals dictated recordings into written reports, correspondence and other documents. Though they arent required to have post-secondary training in medical transcription, many employers prefer to hire those who do. Medical t ranscriptionists earned a median annual salary of $32,600 and median hourly wages of $15.68 in 2009. Occupational Therapist Assistant and Aide Occupational therapist assistants help clients with activities and exercises specified in a treatment plan developed with an occupational therapist. Occupational therapy aides prepare materials and equipment used during treatment. They also perform clerical duties. Occupational therapist assistants are required to have an associate degree or a certificate from an accredited community college or technical school, while occupational therapy aides usually receive most of their training on the job. In over 40 states occupational therapist assistants are required to be licensed, registered or certified. Occupational therapy aides do not have this requirement. Occupational therapist assistants earned a median annual salary of $50,250 and median hourly wages of $24.16 in 2009 while Occupational therapy aides earned $25,730 per year and $12.37 per hour. Physical Therapist Assistant and Aide Physical therapist assistants perform a variety of tasks under physical therapists direction. Physical therapy aides help make therapy sessions productive by performing tasks including keeping treatment rooms clean and organized. Physical therapists or physical therapist assistants supervise physical therapy aides. To work as a physical therapy assistant in many states one must earn an associate degree by completing an accredited physical therapist assistant program. Physical therapy aides usually need only a high school diploma and on-the-job training. Physical therapist assistants earned a median annual salary of $48,290 and median hourly wages of $22.22 in 2009. Physical therapy aides earned a median annual salary of $23,890 and median hourly wages of $11.49. Veterinary Assistant Veterinary assistants care for animals in laboratories, animal hospitals and clinics. Only on-the-job training is needed for this job. Veterinary assistants earned a median annual salary of $21,700 and median hourly wages of $10.43 in 2009. SourcesBureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2010-11 EditionEmployment and Training Administration, U.S. Department of Labor, O*NET Online. Explore mora Careers By Field or Industry Comparing Health Care Support CareersMinimum EducationLicenseMedian SalaryDental AssistantOn-the-Job TrainingLicense or registration req. in some states$33,230/yr. $15.98/hr.Health Services ManagerMasters degreeLicense req. to work in a nursing care facility$81,850/yr.Home Health AideOn-the-Job TrainingLicense req. if employed by an agency receiving Medicare or Medicaid reimbursement$20,480/yr. $9.85/hr.Medical AssistantOn-the-Job trainingNone$28,650/yr. $13.77/hr.Medical SecretaryOn-the-Job Training and coursework in medical terminologyNone$30,190/yr. $14.51Medical TranscriptionistPost-secondary training in medical transcription not required but perferred.None$32, 600/yr. $15.68/hr.Occupational Therapist AssistantAssociate or certificateLicense, certification or registration req. by most states$50,250/yr. $24.16/hr.Occupational Therapy AideOn-the-Job TrainingNone$25,730/hr. $12.37/hr.Physical Therapist AssistantAssociateLicense or registration req. in most states$48,290Physical Therapy AideAssociateLicense or registration req. in most states$23,890/yr. $11.49/hr.Veterinary AssistantOn-the-Job TrainingNone$21,700/yr. $10.43/hr.

4 Things to Do to Revive a Stalled Job Search

4 Things to Do to Revive a Stalled Job Search4 Things to Do to Revive a Stalled Job SearchHoping Santa will bring you a new career for Christmas? Wishing for a professional change is easy but taking action to land a new job is grueling work. Often, job seekers start off with a bang, but what can you do when your efforts fail to get results? Here are four things you can do today to revive a stalled search.First, do you have a thesis (and is it realistic)? Most job seekers stagnate because they dont have a clear idea about how their background makes them an ideal employee. In high school and college, the papers that get an A are the ones with a clear thesis and ample evidence that supports the point of view. The same is true in job searching. If you cannot communicate (through your resume, profile and interview) why you are a good hire trust me, employers wont be able to figure it out either. Clarity of purpose and value are key to a successful search.Also, your goal or goals should be realistic. For example, if you are returning to work and your skills require some updating, targeting a role at the most in-demand, cutting-edge tech firm is not highly probable. It might happen, but you have many mora barriers than you might with more reasonable expectations. A great way to test your expectations is to look at job descriptions online for desired roles. If your background is a 70 to 80 percent match, the role is on target. If you are less than 60 percent qualified, convincing a manager that you are a fit will require savvy networking and ample preparation. If you arent up for that challenge or are finding the results lacking, time to adjust your targets.See 10 Things New Grads Can Do Right Now to Get a Job.Next, are you using the best tools? Your resume and your LinkedIn profile are the first things almost every kompetenz employer reviews before deciding to request an interview. If you arent getting any requests for interviews, there is a strong possibility that your resume and online presence are lacking. A common pitfall is displaying a lack of attention to detail, with typos, misspellings, not capitalizing proper nouns, inconsistent formatting, poor word choices and an overall disorganized layout. Using a variety of font types or point sizes and having no strategy regarding spacing can be very distracting to the reader.Online, the same care and proofreading is also essential. Often, people throw together a LinkedIn profile quickly. With over 467 million users on LinkedIn, a carelessly created profile can scare off hiring managers even if you have a well-crafted resume. Having an outdated or nonexistent presence online can deter recruiters who are looking for more savvy job seekers. Avoiding or dismissing online job searching is a mistake no job seeker should make. Take the time to make sure you have an impressive presence on the web.See 8 Things That Are More Productive Than Staring at a Job Board.Third, do you have ample prospects? Look ing for a job should mirror being in a sales role. In the technology industry, for example, sales reps are expected to reach out to 50 or more prospects every day to create a productive funnel of business. While it is unlikely that you may have 250 positions to apply to every week, the average job seeker feels disappointed after applying to three to five positions without getting hired. That is only 1 percent of the activity expected of many sales professionals.To increase your prospects, make a list of people who think highly of you and would be willing to help you. You should have at least 20 people (and ideally many more). Contact your network and describe your career goal, such as, I am looking for an accounting assistant role near San Jose, California. Ask if they have any advice regarding companies that are hiring or additional people with whom you should network. Write down everything they suggest. Resist the urge to argue about the validity of the advice or to tell them a sa d story of all the things you have tried. Be positive, attentive and thankful. Conduct these meeting in person or over the phone if you can. This is not a mass email. Now, add all of their suggestions to your list of contacts.See How to Follow Up on a Job Application Without Being Annoying.Fourth, and most importantly, take action. Every day, great prospective employees stall because they wont act. Apply to jobs, follow up on your applications, ask for advice, take the advice, proactively reach out to companies that align with your goals. Do more. Relying on only the most obvious job-search path means you must compete with the greatest amount of applicants. Less than 50 percent of positions are ever posted on a job board or company website. Proactively networking for your next role makes a significant difference and can help you stand out from other applicants. Furthermore, your willingness to act tells an employer that you are a problem-solver. Managers want someone who will get th ings done on their team.Looking for a new position can take a toll on even the most confident persons self-esteem. Instead of letting the lack of success get to you, think of your search just like a sales professional builds his pipeline. Know how to articulate your value, have the best marketing materials ready to go (your resume, online profile), build a diverse prospect list and then take action. In summary, polite persistence pays off. Having an action-oriented plan in place can renew your confidence and reignite a stalled search.10 Ways to Perfect Your Personal Brand