By On Dec 01, 2019 Template Free
When Glover Lawrence was searching for his next job in the fall of 2013, he started by dreaming up the ideal position. I asked myself what attributes, roles, and responsibilities I wanted, he explains. He even crafted a job description for that made-up role using snippets of actual postings he would seen, then drafted a resume to fit it. As a senior executive, he doubted he would find work through help-wanted ads or job boards. It was going to happen through my network, he says. So he also created a one-page version of his resume to use in networking meetings and to send to contacts who had offered to help him. It included a one-line summary, five notable accomplishments, a list of the companies where he would worked for and the titles he held at each, one line about his education, and then a brief Career Focus section that described the types of jobs he was seeking. He also developed a longer, more traditional resume to use when he formally applied for a position. I tailored it to the company based on where I was in the process, what I knew about the people there, and the company culture, he says. Having the right resume for each specific opportunity, as tedious as it was, was important to me. For his LinkedIn profile, he created yet another version, presenting the same information but in a more conversational tone. Over his months-long search, Glover sent out over 50 resumes and met with over 100 people. In early 2014, he landed a job very similar to the one he’d dreamed about.
Carrying on with our discussion of the importance of keywords, as an HR professional you have an advantage over most candidates. You have the opportunity to look, under the hood of an applicant tracking system (ATS) to see what happens in a typical keyword-driven resume review. Use that knowledge for your own benefit. Because there are so many ATSs, and because candidate searches are conducted by humans who have their own habits and preferences, you can not guarantee a perfect result from every ATS scan. But you can—and should—follow best practices for formatting your resume, integrating keywords and increasing keyword density. For example, in Lorettas resume you will note that the acronyms after her name are later spelled out fully in the appropriate section of the resume. SHRM-SCP becomes Society for Human Resource Management Senior Certified Professional under the Education & Professional Credentials section. This gives her a greater chance of being found in a computerized keyword scan, regardless of the exact term the hiring manager inputs for a specific search.
For Loretta Danielson, we have used a three-line headline. The first line, Human Resources Director, positions her for the level of job she is targeting: the second line communicates the breadth of her experience, from startups to high-growth organizations: and the third line, Positioning HR as a Business Partner for Excellence, is what we refer to as a branding statement, her unique value proposition. One word of caution about headlines—and, in fact, about everything that you include in your resume. Be certain that what you are highlighting matches not only what you have done in the past but also what you want to do in the future. This is extremely important because you want readers to perceive you as a qualified and experienced candidate for the positions you are currently targeting. If you have extensive experience managing compensation and benefits, for example, but you do not want that to be a major part of your next job, do not highlight it with a headline. You can mention it as appropriate in the experience section, but do not make the mistake of drawing attention to something you do not want readers to focus on. Be selective and be strategic.
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