Some really amazing resume goofs on psuedohr.com that could have been avoided by having a friend look it over. It’s so sad, yet so common, how easy little things go uncorrected. Here is what they list:
Brian Johnston at RecruitingBlogs.com shared a tip when looking for candidates - find people who are recognized. He says to filter out resumes with keywords that who someone has been recognized such as:
“Speaker, Laude, 100%, Scholarship, Whitepaper, Author, Publications, Published, Commission, GPA, Award, Patent, Top, Dean, Eagle, Society, Presentation, Club, Fellow, Promoted, Chair, Volunteer, Charity, etc etc.”
Obviously, any recognition needs to be put in perspective but things brings up a very important point. When you interview make sure to point out when you were recognized for what you did - when you stood out from everyone else. Adding a few keywords in either your resume, cover letter, or application video can grab the employer’s interest and bring you a little closer to getting hired.
Chris Perry, of Career Rocketeer, shares some ways to build your resume:
1. Summer Internships: Summer employment is essential to most Gen Yers. We need the money, and it gives us a little structure to our vacation. However, an internship may be much more valuable to you and your career than a traditional hourly gig. Summer internships often have full-time hours, last multiple weeks and/or months and provide you real accomplishments, professional contacts, references and opportunities for full-time employment. If your financial situation allows it, do consider unpaid internship opportunities, for there may be more of them in this job market than usual. No one will ever ask you if your internship was paid or unpaid, and unpaid internships can offer just as valuable experience and can also lead to full-time paid opportunities.
To find internships of interest to you in this tough economy, I recommend using job aggregators, like Indeed,SimplyHired and LinkUp. Indeed and SimplyHired collect listings from across hundreds of job boards online, including Monsterand CareerBuilder, and LinkUp uniquely collects listings directly from company websites, often revealing opportunities that weren’t externally advertised. Craigslist is also a great place to search local opportunities, so check out the internship listings under each city or area of interest or proximity to where you live or go to school. Lastly, never forget the power of the almighty Google. Try Googling specific companies or types of internships. You might be surprised by how much you find.
2. School-Year Internships: Companies and organizations are always in need of interns even after the end of the summer, so if your academic schedule allows some flexibility, consider using the search tips listed above and also checking with your career center for opportunities. This again gives you some valuable experience, references and contacts — and potentially can count for academic credit if unpaid. Also, an unpaid internship may be more acceptable during the school year for students who wouldn’t have enough time to hold a traditional part-time job otherwise.
3. Volunteer Work & Mission Trips: Community service of all types, including domestic and international service trips through church and school groups, offers you a way to give back. It also provides you leadership opportunities and looks really good to employers, especially as more companies develop their corporate social responsibility (CSR) initiatives and efforts. You find these opportunities by asking friends how they get involved, calling up and volunteering for a local animal shelter, serving as a tutor for local students, or joining service fraternities, charitable organizations and churches in your area. You can also search online. Idealist is the global directory of volunteer opportunities and other resources and is a great place to start.
4. Extracurricular Clubs & Activities: Whether you’re in college, grad school or just launching your career, get involved with as many extracurricular groups, organizations and activities of personal interest or relevance to your career as is manageable for your lifestyle. These are often more fun than work, but also help you build up your resume and provide you valuable leadership experience. Invest yourself in your clubs and activities, and pursue more responsibility and leadership positions when opportunities arise.
5. Entrepreneurial Ventures: If you are creative, entrepreneurially-minded and have launched or will launch a business of any size, don’t forget to play up your efforts and accomplishments on your resume. Employers really value entrepreneurs as employees, for they not only find new innovative ways to grow their businesses, but also tend to have strong general business skills.
6. Social Media & Blogging: As more companies and organizations get more involved in social media channels, employers are increasingly seeking social-media-inclined employees. Become an expert on LinkedIn, Facebook, Twitter and any other social media networks in which you are interested, especially from the business perspective. If you have the interest or the ability to blog on career-relevant topics, this is also a great way to really establish your personal brand and expertise and use it to sell yourself in your career search. Google’s Bloggerand Wordpress are two great platforms to help you get started and launch your own blog.
Here are some great tips from jobmob, an Israeli job blog, when applying to jobs. With funnelthru, we’re trying to put emphasis on the last point. Everyone deserves an answer if they took the time to fill out an application.
1. READ THE AD.
Don’t just send out a resume because you are desperate. No one will hire you for a job you can’t do because you are hungry. Sorry.
2. Get the details right.
Sending resumes to the wrong person, with the wrong details, or calling someone on the phone if they ask for emails will not get you anywhere.
In the US, I would get 3-4 messages a week on my business answering machine from people applying to a placement agency, something that I was not. If I did call them back after a while, most people were actually mean to me, acting as if I had stolen their phone call from the people it should have gone to.
3. Make sure you can actually do the job.
Sounds obvious but it is not.
Just because you think it’s a job anyone can do, don’t insult the person looking to fill the job with that attitude. For example, not all women are maternal so don’t take a daycare job if you are not, and vice-versa with men.
4. Do some research.
Check the company website to be certain you can work in that field, in that location and at the times the job is open i.e. the work hours.
5. Make sure you understand what they want.
For example if you are a religious Jewish chef, don’t apply for a Saturday afternoon dishwashing job at Joe’s Pork Palace.
6. Understand the language requirements.
A PhD from the US or Russia won’t help if the job requires you to speak a language you can’t.
7. Don’t expect them to be flexible for you.
Unless you are the top person in a rare field, no one is going to go out of their way e.g. to rearrange their schedule for you.
If a job requires you to work on Friday mornings, don’t expect them to give you the day off. Or, in many cases I saw, religious Jews who wanted non-Jews to give them Shabbat off. A now-defunct call center tried that and ended up losing the contracts to the company that got the Friday night and Saturday contract.
This also applies to telecommuters. Friday is a work day in the US, and it’s Shabbat here in Israel in the evening when it’s still morning there. If your employer wants you to be available, it may not work out (to be polite). I had a job here where I was on call on Shabbat. Not for something basic like a computer crash, but a few times an alarm went off and I was called. If you are not going to take the call, don’t even apply for the job.
8. Make sure they can read your resume.
If your resume comes in some obscure document format from software that no one has, it will be deleted without being opened. Do not rely on format over content.
In terms of being legible to begin with, someone I met in the technical writing business used to stick a resume up on the wall and see what it looked like from afar. Everyone else I’ve known read the content. If it was difficult to read, it wasn’t read.
9. Don’t expect an answer.
If you had so little consideration to apply for a job for which you were not really a viable candidate, don’t expect anything in return.
If you wasted someone’s time, sent your resume for a job you had no business applying for, then don’t feel bad if they make you spend an entire day traveling to an interview so that they could show you to their boss as a bad example and then hire their cousin.
From FishDogs.com comes a top ten list of things to leave off your resume:
Some of these, like photos, compensation, and religious/political affiliations should be obvious. Others, like the objective and “references available upon request” are too often left on. Back at school our career center demanded that every resume have an objective. This is asinine. Your objective is to land the job, there’s no need to waste space on the page restating the obvious in ambiguous terms.
Where I disagree with the list is #8 - Hobbies. I think you should list a few interests on your resume in one line at the very bottom. It doesn’t take up much room and lets the recruiter see you from a new perspective.
Found at Gradversity.com
Another WSJ article dealing with references.
Most job hunters grasp that basic maxim, yet many still fail to make the most of their references. As unemployment soars and hiring shrivels, you must carefully cultivate your endorsers. Businesses looking to hire are pickier than ever. As for Mr. Levine, he requires 12 references from every finalist, asking each referral, “What is wrong with this candidate?”
Here’s their advice:
Ford R. Myers, author of “Get The Job You Want, Even When No One’s Hiring,” answers the questions of Heather Huhman of Entry Level Career Examiner. They talk about standing out in interview and specifically what entry level/internship job seekers should be doing to focus their job search.
Heather Huhman: What is a major mistake you continually see internship and entry-level job seekers make?
Ford Myers: There are a few major mistakes that internship and entry-level job seekers seem to consistently make. First, they often “take anything they can get” rather than having a clear focus and professional direction. Even at the outset of one’s career, it is vital to have a clear plan and career objective. The internship or entry-level job should be a natural and necessary part of that longer-term career plan.
The second mistake I see internship and entry-level job seekers make is that they usually don’t know the value of their own talents and skills. Young folks can make significant contributions to an organization in their first assignment, and can even negotiate for better positions and higher compensation, based on those tangible contributions.
HH: Contrary to popular belief, you say, the “résumé is your least important tool.” Why is this the case? Has this always been true?
FM: Without a doubt, the résumé is a critical component in the “Job Seeker’s Tool Kit” – and it has to be great! However, the résumé has always had only one specific purpose—to apply for actual job openings. Everyone knows that networking is the most effective means of seeking employment, and up to 85 percent of the job seeker’s time and effort should be directed toward networking. The main purpose of a networking meeting is not to get a job offer, but to gather important information, feedback and referrals.
It follows, therefore, that a résumé is not the appropriate tool to bring to a networking meeting. Instead, the candidate should show-up with two primary documents: the “Professional Biography” and the “Target Company List.” There are many other critical tools to be developed for one’s “Job Seeker’s Tool Kit,” so that the candidate can use the right tool, for the right purpose, with the right person, at the right time. Since a very small percentage of the job seeker’s time will actually be spent in interviews or applying for open positions, the résumé should be seen as the “least important tool.”
HH: What are three steps students and recent graduates can take to identify their ideal jobs?
FM: First, do an “internal career inventory.” Take time to really take stock of your talents, goals and desires. Get clear on how you want to apply your gifts to make your unique contribution in the world. Do it now, not in the future, when it may be too late. Take career assessments, and get a full interpretation of the results from a qualified career consultant.
Second, get help and support. The best time to seek career counseling support is at the start of your career. Take advantage of career coaching, and use other support systems like college career placement offices, job search clubs and groups, online career resources, non-profit employment initiatives, and government or community career programs.
Finally, see your first job as part of a long-term career plan. Your first few jobs will largely shape the direction and success of your long-term career experience. So, don’t take your first few job choices lightly. It’s never too early to begin designing your career future. Every career decision you make and every position you accept should be viewed as a stepping stone toward your ultimate career objectives.
HH: In your opinion, what is the most important question internship and entry-level job candidates can ask during an interview?
FM: As mentioned earlier, every career decision you make and every position you accept should be viewed as a stepping stone toward your ultimate career objectives. Therefore, the most important question internship and entry-level job candidates must address is, “How will this opportunity support and facilitate my long-term career goals?”
HH: In your book, you discuss the “number-one way to get hired when no one’s hiring.” Can you please explain this technique?
FM: The number-one way to get hired when no one’s hiring is known as the “Proposal for Service.” It’s a great strategy for differentiating yourself from all the other job seekers, and identifying yourself as the only candidate for a new opportunity!
Here’s how it works: Once in a while, when your networking efforts have led to a meeting where you and the hiring manager truly click, the idea will occur to him or her to ask if you’d be interested in coming to work for their company. At that point, there may not even be a specific job opening at that company, but you’ve piqued the interviewer’s interest enough to start the hiring conversation.
In this case, you should preparing a “Proposal for Service.” This is a document in which you itemize your qualifications, skills and accomplishments, and show how they align directly to the challenges, problems and needs that the hiring manager has discussed with you. The “Proposal for Service” is usually a one- or two-page document that outlines all of the different things you could do for the company and how you would generate results for them, based on the specific needs you uncovered during the networking meeting.
Because the “Proposal for Service” usually grows out of a networking meeting, the letter takes a soft-sell approach. Rather than pushing for another meeting (as you would with other sorts of follow-up letters), you’ll leave it in their hands. If the individual calls or writes you back in response to your proposal, you’ll know you’ve “got something.” The company may even create a position for you. If you don’t get a response to the “Proposal for Service,” this indicates that the company wasn’t interested enough in you to engage in a serious dialogue.
Here’s some good advice from campuscareercenter.com on references. It’s important to remember that having a reference doesn’t limit you to people that have hired you. References share information about your character that other employers will want to know.
You’ve graduated! You are ready to take on the world. But you’ve lined up some job interviews, and the first recruiter you meet wants references. For the past several years school WAS your job! What now?
This is common among recent college graduates. Although many college students work in the summer or part-time during the school year, many others don’t. Or if they worked, their jobs may have not related to their fields of study. So what’s a newly degreed job seeker with little real work experience supposed to do when asked for references?
First, it’s important to understand what recruiters are looking for when recruiting for entry-level positions. Potential! What have you accomplished that demonstrates your potential? Whatever the industry, most entry-level jobs require many of the same qualities and skill sets, including interpersonal skills, problem-solving skills, leadership skills and the ability to work effectively with others.
Recruiters also look for involvement in campus activities. I’ve been told countless times that, all other things being equal, a recruiter will always offer the job to the student who has been involved in a variety of campus activities over the student who just went back and forth to class for four years. Why? Because being involved suggests the ability to manage one’s time more effectively. Holding a position in a club or organization also suggests leadership ability and communication skills. What if you have graduated and never participated in school activities? Find anything! Were you involved with church? Community? Anything positive is helpful! Although keeping your grades up is great, it’s not the most important thing to include in your interview. A nice reference from your pastor stating you’ve lead children’s choir, headed up mission trips, or started the church’s first softball team says a lot more than a professor saying that you had straight A’s.
If you’ve been a full-time student, what types of references can you give to prospective employers? Professors can be positive. Don’t select more than two, and be sure you have a good relationship with them both. As a third reference, pick a faculty advisor or sponsor you’ve worked with on a campus project, someone who can talk about your organizational and leadership skills, ability to work with others and dependability.
Use someone from the community with whom you worked as a reference. The point is, if you were involved at all — in class, on campus or in the community — the basic qualities most employers are looking for will show through. If you’ve had a summer job or worked during the school year, ask someone you worked closely with to be a reference for you. And it doesn’t matter whether or not the job had anything to do with your field of study, because those same basic qualities already mentioned will be the focus of most recruiters’ inquiries. While it would be unfair to say recruiters never try to match the degree to the job, it is far from being a hard and fast rule.
Providing references to recruiters can easily be done, even if you’ve never had a “real” job. Locate the people who can help to demonstrate the qualities that represent your potential, and go for it!
Found at CollegeRecruiter.com
It goes without saying that today’s job market is more challenging than it has been for many years. That means you have to work even harder to uncover opportunities and distinguish yourself among a crowded field of applicants. Here are 10 strategies to help you gain an edge in a tough employment market:
#1: Leave your comfort zone. Don’t limit your search to your current industry or field. Expand your horizons by focusing on your transferable skills. When writing your resume and cover letter, note the qualifications you possess that are valuable in any number of jobs, such as leadership and communication skills, and showcase how those abilities would apply to the open position.#2: Minimize work history gaps. Hiring managers look for applicants who have remained professionally engaged and kept their skills current during periods of unemployment. If you are unable to find a position right away, consider temporary assignments, internships, and volunteer opportunities to stay active professionally. You also might consider taking a class to increase your knowledge in a specific area.
#3: Be flexible. Remaining open to all possibilities is essential in a challenging economy. Don’t overlook a position even if the job title, salary, or benefits may not be exactly what you hoped for. Once you get your foot in the door and prove yourself, you may be able to renegotiate aspects of the position.
#4: Manage your digital footprint. Think your friends are the only people who viewed those wild vacation photos you posted online? With a few mouse clicks, potential employers can dig up information about you, too, on blogs, personal websites and networking sites. As you look for employment, keep tabs on your online reputation to make sure there is no information about you on the Web that could affect your professional reputation.
#5: Find jobs before they’re advertised. Read local newspapers and business publications to identify companies that may be expanding, and send them your resume, even if they have no advertised openings. These firms may be searching for good talent anyway.
#6: Cast a wide net. While the major job boards can be extremely useful, don’t forget to investigate industry sites specific to your industry or professional discipline. These venues may list more targeted career opportunities.
#7: Network online and off. Tell everyone you know that you are looking for a job, including those you’ve met through networking websites such as LinkedIn and Facebook. Just keep mind that, while online networking is effective, it’s still important to arrange face-to-face meetings. Ask an online contact to a lunch meeting to build rapport.
#8: Customize your materials. Sending out a generic resume isn’t likely to catch a potential employer’s attention. Tailor your application materials to showcase your relevant skills for each opportunity, based on the job description. Employers want to see why you are the best fit for a particular position.
#9: Enhance your marketability. Find out what skills are most in-demand in your field and take steps — such as enrolling a class at a community college or a weekend seminar — to give yourself an edge in these areas. Attending events hosted by a local professional association and reading relevant trade publications are good ways to determine which abilities employers in your field value most.
#10: Meet with a recruiter. Staffing professionals often have access to open positions that aren’t advertised and can effectively double your job search efforts. They also can provide useful feedback on your resume, cover letter and interview skills, helping you improve your job-hunting techniques — and chances at landing a position.
-By Clea Badion, Guest Blogger and Robert Half International Recruiter
Robert Half International is the world’s first and largest specialized staffing firm with a global network of more than 360 offices worldwide. For more information about our professional services, please visit rhi.com. For additional workplace articles and podcasts, visit workvine.com.
More great information from JobRadio.fm on cover letters. A listener wrote in with some more advice:
My name is Janet Ruck. I am the co-author of the recently published book – “Guide to America’s Federal Jobs”. I am a career coach with experience in the private and federal sectors.
What is the best way to craft a cover letter? The most important thing to remember about a cover letter is that it markets your resume, which markets you. A cover letter gets your resume read – a resume gets you an interview – an interview gets you a job.
There are no generic cover letters: You need to spend time targeting your cover letter to the job that you are applying for.
A cover letter is divided into 3 main sections:
- Introduction – the first paragraph tells the reader how you learned about the position.
- Body – provides some specifics about your skills and qualifications for the job
- Closing – what action you are seeking, usually this is where you request an interview
Always remember who your reader is: the person who will be interviewing you for a job. Write for this reader – what does he or she need to know about you to interest him/her to read your resume?
Remember the “WIIFM: What’s In It for Me?” from the perspective of the reader and ultimately the interviewer. What do you have to offer that will benefit the employer?
If you remember to market yourself from the point of view of the reader, your cover letter will get your resume read which, in turn, will get you the interview, which is how you get the job!
If you’re lucky enough to have an internship right now you’re probably asking yourself how you can parlay that into a job offer. IMDiversity.com posted some pretty good information on the subject. These “are skills that every employer looks for in a college graduate.”
Hope you find these useful:
An excellent resume is a must. It’s the first meeting between you and a prospective employer. The resume is you on paper; therefore, it must be perfect. That means, of course, free of grammatical and spelling errors, but equally important, your resume has to tell potential employers why they should hire you. INROADS Interns work one-on-one with INROADS staff members to perfect their resumes and they attend resume writing workshops as part of their year-round training.
Excellent communication skills. Regardless of your major, or industry, you will interact with co-workers, management, executives, and vendors. It is critical that you know how to write effectively, speak articulately, and how to give presentations. INROADS Interns do this everyday in their jobs. INROADS Interns work closely with a team of mid-level and senior managers. Additionally, they work on company projects that include executives and managers from cross functional areas.
Becoming a team member. Teamwork has become an essential element for the success and survival of a business, and for employees. More and more, corporations form teams to solve real work issues and improve real work processes. Therefore, it is imperative that all new hires be able to learn the corporate culture quickly and be able to add to the productivity of their assigned team(s). INROADS Interns participate in community service projects that require them to give respect, provide support, and to stay focused on the team goal, recognizing there is no ‘I’ in team.
Forming a strategic outlook. Employers look for professionals who think strategically. They want employees who know how to set personal and departmental goals that are in accord with the corporation’s overall goals. INROADS staff members work closely with the Interns and our Corporate Clients to set aggressive goals for their internship that are aligned with the company’s strategic goals.
Training is essential to performance. It is not enough to just show up for work. You must show up armed with the knowledge and skill set to make positive, lasting impressions. Each summer all INROADS Interns attend Leadership Development Institute sessions that provide exciting, interactive and challenging leadership simulations to prepare them to handle even the most challenging situations with professionalism and grace.
Problem solving and critical thinking. Successful corporations hire employees who, when in a position to make decisions that can cost or make the company millions of dollars, will exercise critical thinking and problem solving skills. INROADS Interns spend time in training sessions, where they learn how to apply the critical thinking process and solve problems in real business simulations.
Community service is as important as the work. Most companies have made giving back to the communities in which they live and work a priority. It is important for them to make the world a better place and they want employees who feel the same way. Community service is part of the INROADS mission, and each Intern looks forward to participating in both group and individual community service projects and roles.
Confidence is key. Confidence cannot be confused with arrogance. When one is confident, he or she has a quiet self assurance and poise that is perceived by co-workers and makes others feel at ease. INROADS Interns receive a solid foundation of education, industry specific training, and practical hands-on experience. This cornerstone gives them confidence in their abilities and themselves, and it shows.
Corporate etiquette is crucial. Your people skills play a huge role in helping you reach your professional goals, determine if you will be hired or not, retained or not, passed over or promoted. Beginning with your first contact with a potential employer, you are being judged on how you handle yourself and others. These are called soft skills, but they are just as important as knowing the fundamentals of your industry. INROADS Interns receive both one-on-one and group training, so they know how to effectively carry themselves the moment they meet their potential employer. In addition, their experience in real life corporate situations provide unprecedented training.
Networking makes you more attractive. Networking is more than collecting and passing out business cards. When done effectively, you can build relationships for personal, professional, and corporate success and growth. INROADS Interns consistently and routinely have the opportunity to network with corporate executives, industry leaders, and other INROADS Alumni.
Found at CollegeRecruiter.com
EmployeeScreenIQ recently released a list of 10 top background screening trends for 2010. A few of these stand out for entry level candidates. The first, and probably most obvious one for college grads, is the use of social networking:
Greater hiring controversies due to social networking. Social networking has exploded in popularity and changed America’s culture. A recent CareerBuilder study found one in five employers used social networks such as Twitter and Facebook to influence hiring decisions. However, many sites have no verification process and several can be edited by anyone with access to the Internet. Sites such as YouTube and MySpace have few content requirements, and nearly all sites allow users to make up a profile in someone else’s name. At risk are FCRA (Fair Credit Reporting Act) regulations and EEOC (Equal Employment Opportunity Commission) guidelines.
With tough economic times there comes increased competition for the remaining jobs. EmployeeScreenIQ sees a rise in resume falsification as well:
As job seekers become more desperate to regain employment, resume falsification and diploma mills will increase in use. As the recession triggers an increase in overall crime, employers will see sharp increases in false information from job applicants as well as applicants with criminal records. EmployeeScreenIQ’s newest verification study finds that approximately 50 percent of resumes have some kind of inconsistency. The study also found that approximately 17 percent of background checks conducted by the company identify some kind of criminal activity.
The key is to remain honest. Although EmployeeScreenIQ thinks less companies will be able to run complete background checks due to budget cuts, but false information always has a way of getting out. Lying doesn’t help anything. Also covered at the site is use of credit reports and discrimination.
Originally posted on Cheezhead
Are looking to get a very early head-start on your internship search? Entry Level Careers Examiner posted a list (with tips) on how to get started. The problem? Most companies have NO IDEA how many (or any) interns they’ll need. Traditionally internship hiring, for college students, starts in January or February so you may come off as annoying. Regardless, you can find the full details after the jump but here’s the list:
I guess it’s never to early to start…
Some more insights into what recruiters are looking for in a resume:
From: Amit Puri is the Managing Consultant at Sandbox Advisors. He has over 10 years of business and HR related experience, with companies such as Bain & Co, Morgan Stanley and Citigroup. Sandbox Advisors is based in Singapore and provides career management and HR consulting services in Asia.
We asked a few recruiters what they like and what their pet peeves are, when it comes to resumes. Here’s what they had to say.
What they look for in a resume:
What their pet peeves are:
With global unemployment rates at their highest levels in decades, I thought this might be an appropriate time to revisit the topic of resumes. I am frequently asked for advice on how to improve a resume. Without a doubt, the most common question I receive is: Should I limit my resume to one page?
I understand why job seekers eagerly pose this question. Ask any recruiter, human resources professional, or hiring manager, and you’ll likely get different answers from each. In fact, Karen wrote a post last year discussing her thoughts on resumes for entry-level job seekers. She follows the rule of thumb that resumes should be kept to one page until you reach about five years of experience, at which point the resume can expand.
I think the answer to this age-old question depends. Variables such as the candidate’s breadth of experience, their level ( entry level or more senior?), and the employer’s application requirements should dictate how much detail should be included. Now, would I ever recommend a junior-level candidate send out a resume that is five pages in length? No. However, I do think there are some “entry-level” candidates who can break the one-page rule. Many college students complete a number of internships before landing their first “real job,” and if that is relevant experience, it should be included. Everything on a resume should add value, and candidates should be wary of repetition. If a candidate follows that rule, the meaningful content will dictate the appropriate length of the resume. It’s a judgment call, but if an applicant has done research on a potential employer and examined the job description, it should be pretty evident what information is vital to include.
Here is a great post from the Fistful of Talent blog that discusses the topic of one-page resumes and offers the opinions of a number of talented human resources professionals. Below, I have included a short video that the Fistful of Talent blog contributors put together on this topic. Enjoy!
-By Guest Blogger Andrea of Fleishman-Hillard Human Resources
The blog for funnelthru.com - a job board dedicated to honest entry level jobs. We discuss interview tips, hiring trends, videos we love, and anything else we think you might find useful or fun.
