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By On Dec 01, 2019 Template Free

Executive recruiters and hiring managers are all too familiar with the look of resume templates and resume-template services, said Barbara Safani, the owner of Career Solvers a New York career-management firm. They are easy to spot by hiring managers, and it is pretty easy to figure out you took a shortcut, she said. That is not exactly the image you want to convey to hiring managers. The last place you want to look like everyone else, she said, is in a job search where you are trying to stand out from the crowd. Templates are easy to spot because many use outdated formats, styles and hackneyed and cliched phrases that convey personal attributes without proving impact, Safani said. They are also readily identifiable because so many people use them. Google, for example, has many different resume templates. But if you are a hiring professional who looks at resumes frequently, you will quickly begin to see that many submitted resumes have the same format, with the same positioning of content, the same graphical embellishments and the same fonts. For example, two career management professionals interviewed for this article pointed to the same Microsoft Word template that displays the persons name in large type, then switches to a tiny, barely legible 8-point type size for the contact information. The persons name will be 36 or 72 points, and their phone number will be microscopically small, which is stupid because most people in (Human Resources) are 40 years old or older and won not be able to read it without glasses, said Shel Horowitz, the author of books on do-it-yourself marketing. People were using it because it was a template Microsoft had, Safani said of the same example. It was obviously a template because you received 40 resumes that looked the same. Even if you are only somebody who filled a job once every 10 years, they could still tell the person was using a template if 40 resumes looked the same.

This is perhaps the most critical strategy in creating a powerful and memorable resume. Without specific achievements, your resume will sound much like that of any other HR professional who has similar experience. While your knowledge and expertise are important, hiring managers want to know more. They want to know what you have done—how you have contributed to business objectives, how you have made a difference, what measurable results you have produced, how you have strengthened the HR organization, what you have done to improve company culture and more. In the accompanying sample resumes, you will see both quantified and unquantified achievement bullets. It is important to realize that both add value to the resume, so do not feel that you must have a number or hard result for every bullet point. In fact, HR professionals sometimes find it difficult to quantify achievements. After all, HR is not sales. But we encourage you to dig deep to find results wherever possible. Often if you ask yourself about the problem you solved—not just the activity, but why that activity was important to the business—you can find positive and perhaps measurable outcomes.

If you are switching industries, do not launch into job experience that the hiring manager may not think is relevant. Heifetz suggests adding an accomplishments section right after your opener that makes the bridge between your experience and the job requirements. These are main points you want to get across, the powerful stories you want to tell, she says. It makes the reader sit up straight and say Holy cow, I want to talk to her. Not because of who she is but because of what is she is done. Here is a sample mid-career resume that does this well (source: John Lees, Knockout CV). After the accomplishments section (if you add it), list your employment history and related experience. See below for exactly what to include. Then add any relevant education. Some people want to put their education up top. That might be appropriate in academia but for a business resume, you should highlight your work experience first and save your degrees and certifications for the end. And that ever-popular skills section? Heifetz recommends skipping it all together. If you have not convinced me that you have those skills by the end of the resume, Iam not going to believe it now, she explains. If you have expertise with a specific type of software, for example, include it in the experience section. And if it is a drop-dead requirement for the job, also include it in the summary at the very top.

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