Tips For Writing Driver Resume Objectives

A driver is a professional person who is engaged in the driving activity. He or she drives a motorized vehicle such as a car or a bus for carrying goods or passengers. He or she should have a driving license for driving motorized vehicle.

The typical roles and responsibilities of a driver are listed as under:

1. People at this post are responsible for transporting passengers over some specific routes with provided time table. They also help passengers in carrying their luggage.

2. They have to clean vehicle and participate in routine maintenance. I also ensure that the trucks and equipments are safely and securely stored.

3. They are liable for loading and unloading trailer with the help of equipments, keeping vehicle in good condition and maintaining vehicle by checking oil, air, water level, tire pressures, fluid levels, lights etc.

4. They are responsible for monitoring delivery truck performance, performing routine maintenance, handling accounts, and doing necessary paperwork.

5. They have to inspect the vehicle before and after the trips and report the condition of vehicle to the transport agency or company. They test vehicle for checking oil, fuel, water, air, and radiator fuel.

6. They have to manage yard operations and maintain heavy equipments. They even load and unload merchandise on time, and collect payments from the customers.

7. People at this position are responsible for driving vehicles to various locations to pump and service grease traps. They have to operate vehicles in a safe and effective manner in order to minimize risk of injury.

8. They have to maintain and repair vehicles and prepare reports of passengers and trips. They also check breaks, tires, lights, oil, safety equipments and water for daily trips.

A driver resume objective is the first thing that a potential employer encounters regarding the job applicant. It must demonstrate the technical skills and credentials of the candidate. Writing a good curriculum vitae objective is very important for getting a decent job. In this article, I would like to provide a sample curriculum vitae objective for this post.

I wish to obtain a commercial driving position in the prestigious organization where I can use my excellent driving skills to give better service. I am a detailed and organized worker with clear driving record.

The aim of CV objective is to increase the chance of getting a positive response from the employer. I hope now you will not face any difficulty in writing an objective.

Resume Keywords – Understanding Keywords For Resumes

It was only a few years ago (that is, pre 2005) when companies largely relied on human eyes to scan resumes and serve as screeners. Candidates could wow those humans eyes with action verbs alone, like “Implemented blah blah blah…,” and “Developed this and that…,” and “Conducted yada yada…”.

Those were the days. A simpler time. Porch swings and Andy Griffith come to mind. Jump cut to the present. The internet has changed everything and companies are now awash in resumes. To cut through the clutter and lend some sense of order to the candidate selection process, corporations today have to digitize the resumes of job seekers, warehouse those resumes in databases, and employ specialized software to search those databases to identify prospective candidates for position vacancies. What do those programs search for? Primarily what was implemented and what was developed and what was conducted. While action verbs are still important, the focus has shifted to the nouns. Welcome to the age of keywords – nouns (largely) that relate to the action performed.

Action Verbs, and their associated Resume Keywords – Real World Examples

In the following examples pulled from various professions, the action verbs should be fairly obvious. Their associated keyword nouns are underlined for example purposes.

– Designed and implemented JIT inventory control system.

– Managed successful product launch of a brand generating first-year sales of $5.5 million.

– Developed documentation to ensure compliance of Manufacturing Execution System.

– Designed interactive voice response language system tailoring customer service to clients’ unique needs.

– Developed and delivered diversity training modules.

– Exceeded targeted ROI (return on investment) by 50%.

– Designed and conducted customer needs assessment, increasing account retention rate by 20%.

– Established profitable vendor partnerships.

Keywords, Buzzwords and Jargon

Definitions, please. Keywords are most often industry-specific jargon or buzzwords. A keyword can be a single word, or a phrase. Jargon is technical terminology used by people working in a common profession or industry. A buzzword is jargon that has broken free of it’s industry and has begun to see use in wider society.

As a side note, buzzwords are sometimes appropriated by nonspecialists with the intent to impress listeners without having a real grasp of the terminology. Not good. Don’t be caught using words you have no business using. Be aware of the fact that you will need to be able to back up your use of buzzwords/keywords on your resume. Most likely in an interview – assuming your resume gets you that far.

Resume Keywords – You’re Invisible Without Them

The bottom line: keywords are a necessity on today’s resumes. Without keywords, your resume won’t get picked up by the automated database scanners, and you become the invisible candidate. Learn the relevant keywords for your particular industry and make sure they fit you well. Then plant them strategically in your resume.

Become visible. Become hired.

Federal Resume Writing Services Cuts Through the Red Tape

Writing a federal resume and completing a federal job application packet are not jobs for the inexperienced or faint of heart. Successfully cutting through the red tape that usually surrounds federal job requirements requires skill, determination and experience.

A powerful resume written by federal resume specialists gives you a big advantage over your competitors. Remember, every day literally hundreds of thousands of people apply for only thousands of federal jobs. If your resume and application package are less than stellar, you won’t stand a chance!

A great federal resume cuts through the red tape by emphasizing your academic achievements, education, transferable skills and career-matching qualifications by providing most if not all of the following information about you:

Your Knowledge, Skills and Abilities (KSAs): The federal government frequently requires a supplemental narrative statement that addresses a specific knowledge, skills, and abilities as they pertain to a job series or position. Providing quantitative or qualitative evidence that supports your KSAs is imperative. All KSAs are scored on a point system, and specific examples usually get the highest scores.

KSAs are also known as: Supplemental Narrative Statements, Selective Factors, Selective Placement Factors, Evaluation Criteria, Executive Core Qualifications, and Professional and Technical Qualifications.

See why you need a specialist?

Here are the basic definitions for KSA statements:

Knowledge statements are bodies of organized factual and procedural information that indicate your performance on the job will be adequate.

Skill statements mean how well you manually, verbally or mentally manipulate the data or other things as required by the job for which you are applying, for example typing tests or vehicle-operating skills, or skills in writing and editing and evaluating information.

Ability statements describe your present abilities to perform an observable activity, as opposed to whatever aptitudes you possess. Aptitudes are only the potential for performing the activity.

KSA’s are important because Office of Personnel Management ranks applicants with higher proficiency levels on a quality ranking factor above those with lower proficiency levels With quality ranking factors, the focus is on the level of proficiency the candidate brings to the job.” Simply put, KSAs alone will not disqualify you but they are essential to receiving a high proficiency rating.

KSA’s are only one of many reasons why hiring a professional federal resume service is the smartest move you can make when applying for a federal job. So don’t leave your federal hiring to chance–to increase your chances of being hired for a federal job, put your chances in the hands of professional today.

Construction Resume Writing Services for Project Managers of All Levels of Experience

Whether you are a new or experienced project manager in the construction, engineering, or real estate field, this article is for you. Sure, the job market is not as strong as it used to be, and career prospects are lean, but there are still thousands of construction projects happening each day, on a global scale, and every single one of them requires one or several project managers.

A project manager has lots of different definitions and responsibilities depending on several factors, including: what your experience level is, are you a General or Specific Project Manager? Are you PMP certified, etc. Nevertheless, almost all project management positions have one tie that binds – you MUST be able to simultaneously manage several projects in various stages of completion, as well as various employees of ranging experience levels and proficiencies. Depending on your level of experience and focus, you may lean more toward one or the other, but both skills are required to be successful.

With that said, all you have to do is drive 20 miles in any direction of your house and chances are you will find new homes being built, older buildings being renovated, streets being repaved, and/or shopping centers receiving a badly needed facelift or touch-up. Unlike days past when all you needed was a friend or connection at a construction company and a pretty good reputation, today’s construction job market is different. You need an effective construction resume to help get you through the door and into the position you want.

So what is the best strategy for success? Here it is – be proactive. What does this mean for you? Try this strategy on for size: Take a drive and find 3 different projects that interest you. Once you have these 3 projects, find as much information as you can about the position. This includes the owner of Construction Company, the general contractor, the sub contractor, engineering firm, etc. and write the information down in a pad you designate solely for this task.

Then when you get home take a look at your resume. I mean a good look at this document and ask yourself, “Does this resume reflect me?” Is the resume updated, have you reviewed the information carefully, does it bolster and highlight your achievements, has it been spell-checked and grammar-checked? In other words, is this the one document you want someone to look at as the first representation of you, for the position?

If the answer is yes, then do your best to locate the company’s fax or email, be sure you are sending your resume and cover letter from a professional email address (not: Beerbongparty@ partydude. com ) and send the resume and cover letter attention HR or Ladies and Gentlemen. If your resume is not in a good shape, do NOT waste the opportunity, rather secure the services of a certified professional construction resume writer or writing service to assist you in getting your resume into fighting shape!

Good Luck!

Resume Tips For Military Spouses

My friends came over for the weekend and brought two small gifts for my kids. One gift was a small stuffed animal and a book, the other a small puzzle; but what stood out was the presentation! Clear cellophane wrap around the book and beautifully tied rawhide ribbons tied in a bow that was so beautiful I didn’t even want to open it, or at least I wanted to somehow save it for re-gifting purposes. Presentation does make a difference! So I keep this in mind when I am looking at clients resumes. I like a resume printed on a good quality printer with no smudging, thick ecru paper, and if you are delivering it via email no italics and I like a little white space. If you are delivering the resume in person to a company or passing it along at a networking event, make sure you have a fresh manicure and a good haircut to boot. Clients often want to know a savvy way of combining their chaotic work history and how to package the gifts they have obtained throughout their military lifestyle. Should they go for “spouse-friendly employers” or hide the fact that they are a spouse on the run; they remember the hiring managers making comments on why they should or should not hire a candidate. Consider these tips as you go after the job of your dreams and remember that the law of attraction also applies to resumes, so regardless of my tips, if you love your resume others may love it as well!

1. Looks matter.

First impressions count so make your resume pretty! Consider limiting any bold or italic font as it often looks messy if the resume is scanned; better yet, try creating a clean PDF version of your resume as well so that it can be submitted to jobs electronically and not lose its professional appearance. Hiring managers are turned off by hard to pronounce names so if you have a difficult name put a nickname in parenthesis next to it for the job hunt-they can learn how to pronounce Vandana after you are hired. If you have an equally exquisite email address, consider changing that too. While friends may enjoying sending email to lovemymilitaryman@aol.com consider revamping the email listed on your resume to your initials or your first and last name and the internet provider; it will appear much more professional. You never know if a hiring manager is spying on MySpace or judging your personal address. In addition, make sure your home and cell phone voice mails are short, professional, and clear while you are job hunting.

2. Don’t play hard to get:

You don’t want a potential employer to call your house and be scared off by your sarcastic recording. Bottom line, make sure that you include a correct name, email, and mobile phone number that you can access at all times. Try to send resumes when you will have time to interview as well. If you are working full time, taking night classes, and about to have a baby you may not be free for potential interviews, and if a company calls you to come in and you postpone the date, another candidate may be hired on the spot just because they show up first. Perhaps postponing sending the resume until your summer holiday or three months postpartum will up your chances of being picked.

3. Making up for lost time:

Spouses often struggle with the proverbial gaps in their resume. Stop worrying about it so much and just think of what you did during that time that would still be worth listing. When you have a career gap it is OK to include those part-time extra jobs you took just to earn some money, and remember to word them as professionally as you can and include transferable skills such as customer relations or multitasking so your future employer sees some benefit to the work. You can also fill a gap with any volunteer work or schooling that may have been completed, especially if it is relevant to the job you are after. If you do have a lengthy gap in your resume try filling the gap with a few bullets rather than a lengthy explanation in a cover letter that should be focused solely on your strengths. If the gap is so big that you can’t even fill half a page, then go take an intro to computer class and volunteer at organizations associated with the type of work you want to do, join some professional organizations or attend a conference so you have something current to brag about.

4. Boldly define benefits:

Job selection experts are not mind readers so don’t assume they will understand military-spouse jargon; make sure your resume is clear and to the point. Write the resume with the company’s needs in the forefront of your mind rather than highlighting what you are seeking. Resumes are not job descriptions of what you did, but rather a personal press release that displays accomplishments in clear succinct bullets highlighting your strengths, your transferable skills, and past contributions that will cause you to stand out and pique their interest rather than a recap your entire employment history. Companies should be able to quickly see your credentials and spot highlights that make you a good match for their company.

5. Size doesn’t matter:

While one really good page is better than two so-so pages, don’t cut back or start shrinking text to comply. Remember that short and sweet is all you need; and I say go for the trendier “profile” instead of a generic objective (description of the job you are after). The company knows the objective if you are applying for a job and a profile summarizes your selling points. One page resumes are back in style so consider moving some of those accomplishments to the cover letter and pairing down the resume content to look more like a sales brochure than a dissertation. In addition to choosing a clean simple typeface, have your resume professionally edited, and avoid any jargon. Keep in mind that a positive tone and active first-person tense reads more attractively.

6. Don’t fake it:

Some spouses hire a fancy resume writer that rewords what they have done in old jobs to percentages and dollar signs of what they have accomplished, but then get stumped during interviews when they are quizzed on their own resume. Don’t list that you are an expert at databases if you have never worked with one. And instead of scattering resume buzz words and clichés throughout, make the resume authentic. First think of your top strengths and then use a strong verb that describes where you really excel rather than what looks good on paper. Not only will your confidence shine through, but once you are hired for the job it will end up being a much better match than if you exaggerate in your resume and end up being placed in a job that requires the “attention to detail” work you abhor.

7. Peeking isn’t cheating:

Go have a coffee at the library or local bookstore and peek at the resume book section. Do an online search, or better yet ask friends who are in good jobs if you can use their resume as an idea template. I am not saying to plagiarize a resume manual word for word, but as you read others’ resumes it may “remind you” that you also were awarded something that slipped your mind. It can even be useful to go back to your old employee handbook that describes your past job description to help jog your memory about your skills and successes. As long as your ideas come from enough different sources and really resonate with who you are, it isn’t cheating.

8. Tell your friends to brag:

As with everything else in military life, it never hurts to be over prepared. When you go to an interview bring a few extra copies of your resume in case you need to pass it along for a second interview-you never know. If you wrote “references available upon request” make sure that you actually have references and have a pre-typed one pager of these references and their contact information ready and on hand. Don’t forget to let folks know you have used them as a reference so they don’t blow your cover and say “Sara who” when a future employer actually calls.

9. Don’t assume:

Don’t assume the hiring manager knows how you are connected. If you know someone in the organization well, include your “contact” in the cover letter’s first paragraph. Some spouses assume that an employer knows they are proficient at the computer or that they have references available upon request. It never hurts to include all relevant job skills. Another assumption people make is that the human resource professional reviewing your resume knows all the jargon associated with each job. You want to stay away from abbreviations and jargon no matter how common you think the word is.

10. Show off your stuff:

A beautiful resume that stays on your computer isn’t going to get you that job. Contact all the military-spouse job resources and post your polished resume. In addition, print some extra copies and bring them with you so as you network you can pass them out. Try traditional job-search sites as well and don’t be afraid to put yourself out there. You have to kiss a lot of frogs before you find your prince, and the same goes for job hunting. Buy some nice folders and place a few resumes in them to drop off at your idea organizations. If an organization isn’t hiring, ask them if they can keep your resume on file just in case something opens up.

Now let’s get started!

o Write down everything you have done in the past about your work history from your first job until now. Include relevant volunteer work, seminars, and training you have received, and next to each item list the skills you acquired, such as answered a 5-line phone, presented to a group of 50, brought in X number of dollars in revenue, etc.

o Create a skeleton resume with the main content you want to share with potential employers, and then save this as “resume skeleton” on your computer; and then you may want to create two different resumes for the two directions you are headed. For example, one resume may include all your military volunteer work and be terrific for applying for that perfect position with a spouse-friendly employer, and the other resume may look more corporate and include only your work history, a P.O. box, and that “great” corporate contact in the cover letter.

o Have mentors (outside the military) review your resume and give you honest feedback. Consider the resources available to you on base or e-mail me at Krista@militaryspousecoach.com to schedule a resume consultation, which includes editing, discussing your resume, and lots of support, coaching you to take the next step in your career!

If you would like to work with me as your coach or have any questions about the profession, please feel free to write: Krista@militaryspousecoach.com and please sign up for The Military Spouse Coach ezine that offers low cost, high quality coaching products that you can take advantage of!

Resume Tips – 5 Ways to Circulate Your Resume For Job Search Success

Too many people are out of work now, and many are giving up on the chance of finding a job. Sometimes, having a different mindset of how to market yourself can open the possibilities for job search success. There are a number of ways to use your resume, and trying one of these methods might make the difference in finding your next job. If your job search plan is diversified, you will have a better chance of obtaining an interview because your resume will have been circulated to a larger audience of people.

Networking

Networking is one of the best ways to distribute your resume. Networking is getting someone you know to introduce you to somebody that you haven’t met before. While there may not be an obvious job opening, networking could prove valuable at introducing you to that position before it becomes public. This might give you the leverage needed in today’s job market. It certainly can improve your chances at securing an interview.

You don’t need to know a million people to network. Start with the obvious – friends, immediate and extended family members, club or association members, service professionals you’ve hired, and even your hair stylist might know someone who knows about a position that you fit.

As you speak to these individuals, or communicate with the contacts that they provide you, make sure they have a copy of your resume. It’s natural for people to help each other; however, it’s not always natural for us to be comfortable asking for help. Practice asking, “Would you hold onto my resume in case you hear of someone who needs my skills?” Chances are, you will get a friendly yes more often than not.

Advertisements

It is expected that, when answering a classified ad, you will need to submit a resume. Make sure that your resume and cover letter are tailored for the specific requirements of the advertisement. And, read the entire classified section. Sometimes, a job posting appears under a different title than what you might think as normal.

Understand the requirements posted in the advertisement, and be sure your resume fits those requirements. Adjust keywords and critical elements to make sure your resume sells you for that specific position. After all, you wouldn’t try submitting a resume for short-order cook when answering an advertisement for catering and event planner! Although there are similar functions in both positions, the level of your qualifications should fit the position you are competing for.

Employment Agencies

Employment agencies are another place to circulate your resume. If you’ve been out of work for a while and need to start finding something for income, try a temporary agency. Their positions can sometimes develop into permanent placement, and you have a chance to prove your loyalty by working through an agency.

Other employment agencies utilize a fee structure approach to placement. Check the fee arrangements and distribute your resume if their business practices would be beneficial to your job search. Many of these agencies work under a fee structure where the employer pays a finder’s fee for the position opening; and these are often for jobs requiring specialized skills or hard-to-fill positions.

Recruiters

Executive recruiters typically work with companies to find qualified candidates for senior-level positions, and work with the company on either a fee or a retainer contract. Submitting your resume to an executive recruiter may not see immediate results, but it is a chance to get exposure to some of the higher-level positions that wouldn’t be advertised in the classified sections.

Make sure you have a top-class resume for the recruiter to use, and that it is specific for your professional position. Recruiters have a better chance of matching you to a company when you are very clear about your accomplishments and the expertise that you can bring to the next company.

Bold and Direct

The direct approach is still a popular way of circulating your resume. Perhaps you have identified a company or industry for which you’d like to work. Although they haven’t posted any job openings, you can drop off your resume with a good cover letter. Sometimes, this will result in a request to complete an application, or even an immediate interview! At the very least, they will keep it in their candidate file for a short while, and an opening may come up that you are qualified for.

Think about the many different ways to circulate your resume. Don’t wait for opportunity to knock at your door; you need to get your resume out there to find the best opportunities! Follow guidelines when preparing your resume that ensure you end up with a quality, professional document. Once you have polished and perfected it, try some diversified ways of circulating your resume for job search success.

How to Tailor Your Resume for the Job You Are Applying For

Today’s seasoned professional possess a variety of skills and abilities that benefit the work environment. Corporate employees are expected to keep up with trends within their field of expertise. If you are fortunate your employer will pay for your education and training. As a result of increased duties and cross-training many job seekers realize they can fill jobs outside of the title and industry they have been working with for years.

Recently I coached an individual that was having difficulty returning to the workforce after being laid off 8 months ago from her job where she worked as a District Store Manager for a retail employer. Karen was 49 years old and had worked for over 20 years within the retail industry in some form of management capacity. She posted her resume on Monster and searched for jobs on Indeed but she only had one phone interview in the past 8 months. Her resume looked OK but when I asked her to provide more details in her job duty section it was revealed that she had performed many job duties that a corporate human resource generalist, recruiter and trainer does. She conducted interviews, provided training, negotiated and extended offers. She prepared and distributed payroll. She enjoyed these H.R. related duties so we prepared a 2nd resume that highlighted all of her H.R. related duties. The best place to highlight your specific skills related to the job that you are applying for is in your summary which should always be listed right beneath your name and contact information. Your summary of qualifications is a very critical component of your resume, without it your odds of being recognized are diminished significantly. It was in the summary that Karen listed how many years she had with preparing payroll, interviewing and training. She mentioned what kind of payroll software she worked with, what type of interviewing techniques she used and the size of her audience that she trained. In the summary specifics sell. Karen reposted her revised resume on Monster, created a LinkedIn account and applied to human resource related jobs via Indeed.com, within one week she had three interviews for human resource jobs! Within two weeks of posting her new resume she accepted an offer with a major retailer to work within their human resources department. The offer paid more than she ever earned as a District Manager and an added bonus her exhausting road travel requirements were eliminated. In Karen’s case she enhanced her human resources duties but applied to H.R. jobs within the retail field where she had many years experience.

One of the keys to tailoring your resume for a specific job is know which skills you have that are of value to the position/client. One of my human resource friends, Cindy, has a general version of her resume and a resume that she uses when she applies for jobs that require a recruiter that has experience finding Information Technology professionals. As a corporate recruiter consultant she has interviewed and on-boarded professionals for Sales and Marketing, Healthcare, Wireless and Information Technology positions of employment. When she applies for an information technology recruiter position Cindy minimizes her background that involves recruiting Sales, Marketing, Healthcare and Wireless professionals and expands on her I.T. recruiter experience. For her latest I.T. Recruiter resume she wrote a list of what are the most common questions she is asked in an interview setting when applying to an I.T. Recruiter position. Upon reviewing her list she was able to answer many of the interview questions in listing those skills first and foremost in her resume summary section. Cindy put in bold the areas she wanted the recruiter or hiring manager to be drawn to when reviewing her resume. If there is something that is very important for the reader to see she will print it in bold red lettering. She also looked carefully at the key words listed within the job descriptions that appeal to her and incorporated as many key words as possible in her resume summary and job description. To identify key words look for the specifics in the job description.

Below you will see Cindy’s general Recruiter resume followed by her Information Technology Recruiter resume:

Cindy Examplelcandidate

Cindy’s contact information listed here…

*successfully traveled to work on-site for duration of contracts as well as worked remotely

Summary: 5+ years agency experience, 10+years Corporate Contract Recruitment experience within a matrixed environment. Sr. Talent Acquisition Specialist with over fifteen years of full-life-cycle internal/external recruitment experience including developing and maintaining relationships with hiring managers to determining the best recruitment strategies. Serve as candidate advocate working to ensure a world-class experience for all potential candidates. Able to thrive in a high-pressured, ambiguous environment. Experienced with UltiPro, Vurv, Recruitmax, BrassRing, Prohire, Raycats, Peopleclick, PeopleSoft, SharePoint, Behavorial interviewing, Web 2.0 recruitment processes, Outlook & Lotus Notes. Managed vendor relationships. Articles published on corporate recruitment – Western International Media & e-zines.

Experienced sourcing and screening for the following: I.T., Sales, Marketing, Retail, Wireless, Healthcare, Government and Business professionals.

Work History **All assignments were completed successfully, on-time, within budget.

1999 – Present EXCELLENT Incorporation Company

Principal – Corporate Contract Recruiter

Aka: Talent Acquisition Consultant

CLIENTS:

IBM

As Recruitment Program Manager am responsible for managing exempt-level I.T. high-volume candidate activity. Serve as front end to hiring partners. Qualify candidates, facilitate the interview process, work closely with hiring executives to evaluate candidates and prepare offers. Also provide direction to dedicated sourcers for fulfillment of opening requisitions.

September, 2010 – present

Press Ganey/South Bend, IN

Responsible for staffing I.T., Legal, Sales & Marketing departments for this leader for Patient Satisfaction Surveys. Source and Screen legal, sales, marketing and I.T. professionals for positions located across the U.S.A. Coach managers on selection of hires. Prepare offers. Write and post job descriptions. Cold calling as well as utilizing major and niche job boards. Assist with the implementation of company ATS, Ultipro. 5/10/10 – 10/27/2010 and 9/14/09- 12/17/09

IMS -( I.T. Staffing Agency)/Huntington Beach, CA

Assist this agency with staffing for: Architect, Management, Project Leader, Programmer Analyst, DBA, Developer, Systems Analyst, Software Engineer, Business Analyst, and other I.T. related roles. Skills recruiter for: Citrix, SharePoint, SQL, LAN/WAN, DHCP, Lotus Notes Administrator, helpdesk, C#,.NET, IBM, Intel, migration, VB, Oracle DBA, MCSE, CCIE, PowerBuilder, XAML, WinForm, TCP/IP, C+, HIPAA, Scrum, Agile, Q.A. Analyst/Tester, MCP, J2EE, JDE and others. Extensive Cold- calling

Clients: Entertainment, Commercial, Automotive, Healthcare 1992 – (on/off support)

T-Mobile USA/Cerritos, CA & Novi, MI

Source and screen for retail division. Roles responsible for filling include: Sales Engineer, Account Development Representative, Event Rep., and Technical Sales Support. Positions are spread across the country. Partner with hiring managers to council on selection of candidates as well as construction of offers. ATS: Vurv 3/5/07 – 8/26/07 and 8/8/08 – 1/5/09

AT&T Mobility/Los Angeles, CA

Source and screen wireless sales professionals for the government division. Interact with H.R. Hiring Managers and Applicants across the country. ATS: Peopleclick Offer process: Peoplesoft Corporate community site for sharing information: Sharepoint

Assist hiring managers with newly developed recruitment process due to AT&T acquisition of Cingular Wireless. Create and conduct phone screens. Review resumes in ATS and make recommendations to hiring managers. Prepare and extend offers to candidates. Company was in M&A mode with U.S. Cellular

“It is evident that Kelly has a passion for recruiting, and a confidence in her skills. This shows in the way that she approaches the recruiting challenges that are presented to her.

I highly recommend Cindy for any recruiting position she will pursue in the future. She has been a very valuable resource on my team.” Charlotte P – Associate Director Mobility Staffing 10/07 – 7/08

Humana /Louisville, KY

Using ATS, RecruitMax (Vurv), job boards, internet, and referrals sourced a variety of healthcare insurance professionals for exempt and non-exempt level positions of employment. Consult with hiring managers to determine specifications for role. Develop phone screens to determine interview eligibility. Interview applicants face-to-face. Consult with hiring managers for selection of candidates to extend offers to. Negotiate salaries for and with candidates.

Extend offers verbally and in writing. Assist with mass hiring campaigns for various Humana locations throughout the United States. Utilize basic HTML coding.

Was key contributor for two week hiring initiative of 20+ Frontline Leaders (Supervisors). This initiative required the sourcing of 200+ resumes, phone screening 40+ candidates, coordinating with hiring managers to interview and on-board new employees within two weeks all at the same time providing candidates and extending offers for other hiring departments.

“Cindy is an expert in the Staffing/Recruiting Industry. She has a wealth of knowledge and is an out-of -the-box thinker. She delivered results in a challenging and tough environment, while carrying a heavy workload of requisitions. I received numerous compliments from hiring managers on the quality of candidates presented and responsiveness.” Larry M – Staffing Manager at Humana 10/05 – 2/07

HRFirst/American Express/Troy, MI

Using BrassRing, job boards and the internet was responsible for sourcing & screening various marketing professionals for sites across the United States. 8/05 – 10/05

Berbee Information Networks/Southfield, MI

Hired to develop talent pipeline and place networking and sales professionals for Berbee’s enterprise software industry clients. Berbee provides end-to-end sales and services for IBM, Cisco & Microsoft business products. Utilize ATS: Prohire, job boards, employee referrals and networking to hire systems engineers, system architects, account managers, Network Voice

Engineers, and other I.T. professionals. Developed phone screens from questions asked of hiring managers and top level I.T. professionals within industry. Negotiate offers, consult on recommended starting sign-on bonuses, relocation and vacation packages. Check professional references. Sell candidates on the value proposition of joining the Berbee team. 2/05 – 6/05

Raytheon/Troy, MI

Hired for ten-week contract recruitment assignment for this Fortune 100 company. Raytheon Professional Services, LLC designs and executes integrated learning solutions for commercial, military and government organizations worldwide. Responsible for sourcing, screening and hiring web instructors, as well as hard-to-fill hybrid I.T. positions. Provide strategic recruitment methods. Create and conduct phone screens. Using Lotus Notes, set up interviews for multiple hiring managers. Utilized company ATS: RayCats. 11/04 – 2/05

Kaiser Permanente/San Jose, CA

As project manager for community-wide nurse hiring event was responsible for contacting college instructors, cold-calling potential attendees, keeping administration and recruitment staff abreast of activities, maintaining spreadsheets for activity updates, and delegating responsibilities to various personnel. Overall duties involved hiring of nurses from start to finish, i.e., sourcing, screening, interviewing, set up interview with management, follow up with applicant and management, salary negotiations, offer letter preparation. Utilized internet effectively for recruitment purposes. As part of recruitment team was able to bring on board over 60 nurses, thus cutting nurse hiring needs in half. “I am continually amazed at your dedication and work ethic.” Sherry B, nurse management candidate, Kaiser email message. 8/04 – 11/04

Port Huron Hospital/Port Huron, MI

For this six-month contract assignment was responsible for full-life-cycle recruitment of allied healthcare professionals for 1200 employee hospital. On average filled four positions per week. Utilized behavorial interviewing techniques. Developed recruitment strategies and advertisement campaigns to attract candidates for difficult to fill positions of employment, i.e.: respiratory therapists, pharmacists, MRI technicians, ultra sonographers and phlebotomists. Prepare offer letters, prepare and give presentations to management on how to recruit effectively, gave presentations regarding H.R. procedures at staff orientations, negotiate with vendors and prepare a host of H.R. related paperwork. Track Affirmative Action using Peopleclick software. “She has covered every aspect of what I need to know to keep the process (recruitment) moving. I truly appreciate all she did to fill our open positions” Marlene Z/Housekeeping Supervisor, email sent to H.R. department head at Port Huron Hospital.

12/03 – 7/04

Additional Clients

Clients: Deloitte & Touche, Hewlett-Packard (HP), Accenture, Carlson Marketing, Paramount Pictures, Giorgio’s, Universal Studios, Staffed senior level I.T. professionals.

EDUCATION

B.A. with distinction in Speech Communication San Jose State University, San Jose, CA

MEMBERSHIPS

SHRM – Society for Human Resource Management

SMA – Staffing Management Association

ERE – Electronic Recruiters Exchange

Volunteer

Provide job-search workshops to various classes/groups/associations/government sponsored events

Published articles on job search in newspapers, e-zines and magazines

**Following is Cindy’s I.T. Recruiter resume. You will notice that in addition to highlighting her I.T. recruiting activity in the first page of her resume she continues to highlight her I.T. related skills throughout the job duty descriptions and right up until the end of her resume where she list the additional clients that she has worked for. **

Cindy Examplecandidate

Cindy’s contact information listed here…

*successfully traveled to work on-site for duration of contracts as well as worked remotely

Summary:

15+years Corporate Contract Recruitment experience within a matrixed environment.

15 years full-life-cycle internal/external recruitment experience including developing and maintaining relationships with hiring managers to determining best recruitment strategies. Serve as candidate advocate working to ensure a world-class experience for all potential candidates.

Able to thrive in a high-pressured, ambiguous environment.

Experienced with UltiPro, Vurv, Recruitmax, BrassRing, Prohire, Raycats, Peopleclick, PeopleSoft, SharePoint

Experienced sourcing and screening for the following:

20 yrs full-life-cycle recruitment for I.T. professionals for the following environments: Manufacturing, Wireless, Healthcare, Consulting, Retail

On & Off 10 yrs engineer staffing: software, sales, network, VOIP, systems

20yrs recruitment for exempt, non-exempt, enterprise software (ERP), SQL,.NET, Cisco, IBM, Microsoft infrastructure, engineer, architect, process improvement, business analyst, Business Intelligence, outsource operations, Six-Sigma Black-belts, Project Managers, others…

Tools and Sources used to locate quality I.T. professionals:

• Company ATS

• Linkedin (messages, invites, announcements via groups and associations)

• Job boards: DICE, Monster, TheLadders, SixFigures, Executnet

• Niche internet sites: Free-for-Recruiters, scguild.com, findadeveloper.com, ishunter.com

• Web 2.0 sites: Twitter, Facebook, Zoominfo, Spoke

• Utilize own income to join and participate in associations and conferences

• Referrals, heavy networking, meet others when I give job search presentations in the community

• Passionate about cold-calling

Work arrangement: Lifestyle flexible to where have travelled to work on-site for duration of contract as well as have worked successfully from home office as telecommuter.

Work History **All assignments were completed successfully, on-time, within budget.

1999 – Present EXCELLENT Incorporation Company

Principal – Corporate Contract Recruiter

Aka: Talent Acquisition Consultant

CLIENTS:

IBM

As Recruitment Program Manager am responsible for managing exempt-level I.T. high-volume candidate activity. Serve as front end to hiring partners. Qualify candidates, facilitate the interview process, work closely with hiring executives to evaluate candidates and prepare offers. Also provide direction to dedicated sourcers for fulfillment of opening requisitions. Positions processed: Oracle developer, Oracle DBA, SAP Basis, SAP Architect, COBOL developer, Siebel developer

September 16, 2010 – present

IMS -( I.T. Staffing Agency)/Huntington Beach, CA

Assist this agency with staffing for: Architect, Management, Project Leader, Programmer Analyst, DBA, Developer, Systems Analyst, Software Engineer, Business Analyst, and other I.T. related roles. Skills recruiter for: Citrix, SharePoint, SQL, LAN/WAN, DHCP, Lotus Notes Administrator, helpdesk, C#,.NET, IBM, Intel, migration, VB, Oracle DBA, MCSE, CCIE, PowerBuilder, XAML, WinForm, TCP/IP, C+, HIPAA, Scrum, Agile, Q.A. Analyst/Tester, MCP, J2EE, Java, CISSP, JDE and others. Extensive Cold- calling

Clients: Entertainment, Commercial, Automotive, Healthcare 1992 – (on/off support)

Press Ganey/South Bend, IN

Responsible for staffing I.T., Legal, Sales & Marketing departments for this leader for Patient Satisfaction Surveys and performance improvement. Source and Screen legal, sales, marketing and I.T. professionals for positions located across the U.S.A. Coach managers on selection of hires. Prepare offers. Write and post job descriptions. Cold calling as well as utilizing major and niche job boards. Assist with the implementation of company ATS, Ultipro. 5/10/10 – 8/27/10 & 9/14/09- 12/17/09

T-Mobile USA/Cerritos, CA & Novi, MI

Source and screen for retail division. Roles responsible for filling include: Sales Engineer, Account Development Representative, Event Rep., and Technical Sales Support. Positions are spread across the country. Partner with hiring managers to council on selection of candidates as well as construction of offers. ATS: Vurv 3/5/07 – 8/26/07 & 8/8/08 – 1/5/09

AT&T Mobility/Los Angeles, CA

Source and screen wireless sales and technical sales professionals for the government division. Interact with H.R. Hiring Managers and Applicants across the country. ATS: Peopleclick Offer process: Peoplesoft Corporate community site for sharing information: Sharepoint

Assist hiring managers with newly developed recruitment process due to AT&T acquisition of Cingular Wireless. Create and conduct phone screens. Review resumes in ATS and make recommendations to hiring managers. Prepare and extend offers to candidates. Company was in M&A mode with U.S. Cellular

“It is evident that Kelly has a passion for recruiting, and a confidence in her skills. This shows in the way that she approaches the recruiting challenges that are presented to her.

I highly recommend Cindy for any recruiting position she will pursue in the future. She has been a very valuable resource on my team.” Charlotte P – Associate Director Mobility Staffing 10/07 – 7/08

Humana Inc/Louisville, KY

Using ATS, RecruitMax (Vurv), job boards, internet, and referrals sourced a variety of healthcare insurance professionals for exempt and non-exempt level positions of employment. Consult with hiring managers to determine specifications for role. Develop phone screens to determine interview eligibility. Interview applicants face-to-face. Consult with hiring managers for selection of candidates to extend offers to. Negotiate salaries for and with candidates.

Extend offers verbally and in writing. Assist with mass hiring campaigns for various Humana locations throughout the United States. Utilize basic HTML coding.

Was key contributor for two week hiring initiative of 20+ Frontline Leaders (Supervisors). This initiative required the sourcing of 200+ resumes, phone screening 40+ candidates, coordinating with hiring managers to interview and on-board new employees within two weeks all at the same time providing candidates and extending offers for other hiring departments.

“Cindy is an expert in the Staffing/Recruiting Industry. She has a wealth of knowledge and is an out-of -the-box thinker. She delivered results in a challenging and tough environment, while carrying a heavy workload of requisitions. I received numerous compliments from hiring managers on the quality of candidates presented and responsiveness.” Larry M – Staffing Manager at Humana 10/05 – 2/07

HRFirst/American Express/Troy, MI

Using BrassRing, job boards and the internet was responsible for sourcing & screening various marketing and I.T. professionals for sites across the United States. 8/05 – 10/05

Berbee Information Networks/Southfield, MI

For this high-tech consulting company that provided end-to-end services for IBM, Cisco & Microsoft business products utilize ATS: Prohire, job boards, employee referrals and networking to hire systems engineers, system architects, account managers, Network Voice Engineers, and other I.T. professionals. Negotiate offers including sign-on bonuses, relocation and vacation packages. Sell candidates on the value proposition of joining the Berbee team. 2/05 – 6/05

Additional Clients that I served on a contract basis

• Deloitte & Touche – I.T. professional placements – Greater Nashville area

• Hewlett-Packard (HP) – I.T. professional placements – Metro Detroit area

• Accenture – I.T. professional placements – Michigan

• Raytheon – Marketing professionals – Michigan

• Paramount Pictures – I.T. professional placements – Southern California

• Universal Studios – I.T. professional placements – Southern California

• Carlson Marketing – I.T. and Marketing professionals – Michigan

• Girogio’s – I.T. professional placements – Southern California

• Kaiser Permanente – RN’s for their hospitals in Bay area, CA

EDUCATION

B.A. with distinction in Speech Communication San Jose State University, San Jose, CA

MEMBERSHIPS

• SHRM – Society for Human Resource Management

• SMA – Staffing Management Association

• ERE – Electronic Recruiters Exchange

• AHIMA – American Health Information Management Association

• HIMSS – Healthcare Information and Management Systems Society

Volunteer

Provide job-search workshops to various classes/groups/associations/government sponsored events

Have been a guest on Cable TV show relating to the Job Search process

Online video speaker for Newspaper web site

Published articles on job search in newspapers, e-zines and magazines

Author of book, The Recruiter’s Hiring Secrets

Create several versions of your resume and save them on your computer so you can easily upload the appropriate resume for the job you are applying for. Also remember to constantly be updating and refining your resume. Happy Job Hunting!

Is Your Resume Objective Fishy?

Creating a cover letter or resume objective for the purpose of getting a job is like going fishing with a knife and fork tied to the end of your fishing line. You might be hungry and wanting to catch a fish for dinner, and will need the fork and knife when you land a fish, but trying to use these utensils as bait is going to leave you hungry.

Have you heard the old adage of putting the cart before the horse? The mindset you need to get a job is not quite the same thinking that will get you interviews. When you are thinking about getting a job while you are cover letter and resume writing you are skipping a step. You are trying to convince an employer to hire you rather than interview you.

Expounding all about yourself and work experience helps you get hired in an interview, just like a knife and fork helps you eat. But you need fish bait to catch fish and you need employer bait to catch employers. Focusing on copy writing sales tactics to get interviews is the bait you need to hook an employer. Great copy writing uses the word “you” far more than the words “I’ or “me.”

Also the bait you need to catch fish might not be the same food you would eat. Fish bait is often crickets, worms, or some strange mixture of foods. Usually fish bait is not what we want for dinner and that is why we are fishing. The same is true of your resume objective. Your goal is to land your dream job and make a paycheck. This is not the employer’s objective. Your resume objective needs to be the bait the employer will bite not necessarily what you like to eat.

Design your resume writing and cover letters to get an interview not a job. While you want to align yourself as the perfect solution for the employer, rarely is anyone hired without a job interview. You need the interview to get the job and you need resumes and cover letters to get interviews. Your writing needs to create enough interest to keep the employer reading and enough desire to make them want to interview you.

The resume objective is the headline on most resumes. You need to attract the employer. If the employer does not see something there that sparks their interest they might not keep reading. Just like a fish swimming by your bait. Lead with your most relevant skills. These are the skills the employer is seeking. Incorporate these into your objective. If you have a relevant and recent certification in a skill the employer is seeking work that into your writing. For example let them know you are waiting with bated breath (pun intended!) to perform your new skills.

Using Pro Bait for Your Resume Objective

Professional copy writers often make the best resume objective and cover letter creators. They understand how to bait the hook. Most Fortune 500 companies hire marketing employees or advertising firms that know how to see the qualities of a product and create the interest and desire that will attract prospects and consumers and get them to buy. Check out advertising titles and subtitles and the features and benefits listed about products. Incorporate your best features and benefits into your resume objective. When you have the right bait the fish will bite. When you have the right words forming the right sentences the employers will call.

What Are You Looking For in a Resume?

Recruiters and hiring managers are busy people, especially when trying to select candidates for many jobs or many candidates for one job opening. Often, there is a rush and a sense of immediacy to find and select the right candidate for a critical position.

Even if there is no rush, it can be a daunting effort to work through a pile of resumes to select those that offer any correlation between skills owned by the candidate versus skills needed by the company. Most leaders wish for an easy way to quickly identify the most promising resumes, and easily identify those to disregard. But, how do you do that? How do you recognize when a resume indicates promise and justifies interviewing the candidate and probing deeper into the candidate’s personality, knowledge, and abilities. Likewise, how do you decide that a resume does not warrant any further investigation and consideration?

Here are some guidelines that are used to decide “yea” or “nay” about a resume. Additionally, many of the items may not immediately disqualify a resume, but they should raise questions for you to ask candidates if they are invited to an interview.

Look First for Gatekeepers

Gatekeepers are those criteria that a candidate must have to be considered for a position. For example, if one of the requirements for the job in question states that the candidate must have a college degree in a particular field, examine the education portion of the resume to see whether or not that qualification exists. Another example is the eligibility to work in the United States. By the way, I hope you listed these requirements in the job posting you created and published!

Evaluate Career Progression

Regardless if the applicants are from the same firm or have experience in many different firms, look for a progression in job responsibilities and skills. In addition, assess the level of responsibilities and how the candidate contributed to the organization meeting its goals. The candidates you want to interview are those that have demonstrated growth and increasing levels of responsibility. Note: In today’s turbulent economy, some candidates that have demonstrated growth may have taken a step back to stay employed. Don’t overlook these candidates because they demonstrate the ability to adapt and the courage to keep going, as well as the ethical perspective to not rely on the government for handouts.

Caveat: Many job seekers submit resumes that are functional in nature and not chronological. Since the functional resumes do not list current and previous jobs in chronological order, look for the same clues on the job application.

Examine Resume Construction

The resume tells a lot about a person beyond the information listed. Resumes give insight into levels of professionalism, quality orientation, and thoroughness.

How well is the resume constructed? Are there spelling errors? Is the resume neat and clean? Is it easy to read and understand? How well does the candidate express ideas or portray information? Is the resume formatted in a way that appears professional? Do the sentences make sense? How well does the candidate use grammar and vocabulary? Is the use of tense consistent? Does the candidate jump between first and third person? Often these errors are grounds for quick rejection.

Since many candidates use professional resume services, you may not see such errors, but many candidates still create their own resumes and these errors can appear. Whether professionally prepared or not, poor spelling and grammar are no excuse especially with the capabilities of text processors and publishing software available today.

These same principles apply to cover letters. Evaluate cover letters with the same standards as the content of the resume.

The resume should be easy to read and easy to find names of companies, positions held (or better yet, responsibilities), and dates employed. Hiring managers spend only a maximum of 20 seconds to determine whether they want to interview the candidate or put their resume in the “Not Considered” pile.

Assess Relevant Skills and Experience

Does the candidate have the relevant skills and experience? Basically, can the candidate solve the problems that will be encountered in the job? Identify the most qualified candidates based on skills and quantified positive results. Look for recent experience that reflects skills being sought. Does the candidate have experience in the same industry as the job? Are measurable accomplishments listed? Can training quickly provide any missing skills?

The skills that most hiring managers look for include:

Management/leadership

  • Effective communications
  • Intermediate level user skills with computers and common software
  • Analysis, problem-solving, decision-making, and implementation experience
  • Strong work ethic and tenacity
  • Relationship, interpersonal, teamwork, and collaboration skills

Most Recent Role

What is the current status of the candidate?

  • Is the candidate employed or unemployed and why?
  • Laid off or terminated? Why?
  • How long has the candidate been in the current role? Sufficient time to gain the skills needed for the open position?
  • Is his/her most recent experience relevant to the open position?

Self-Promotion

How well does the candidate’s resume and cover letter “sell him or herself to you? Has the candidate indicated a higher level of understanding about job searching by supplying sufficiently interesting information to get your attention, or has the candidate just listed job titles and dates? Look for resumes that answer these questions:

  • What is our return on investment if we hire you?
  • How can you make our company and results better?
  • How can you make the company more profitable?
  • How will you fit into the company’s culture?
  • Are you familiar with industry-specific language?
  • What well-known companies did you work for?
  • What educational credentials do you have?
  • What training are you bringing with you to the job?

Assess Keywords

Look for specific words, technologies, or company associations that are pertinent to the position or that are contrary to what the company is looking for. For example “was an Executive at Enron” or only knows the technology that your company doesn’t use, or has no mention of software knowledge required to perform the work. Keywords can be technical in nature, educational, or actually, anything you can think of. Examples include MBA, networks, foreign languages, software name like Visual Basic or Java, or.NET to mention a few.

Stability and Tenure

Examine the work history to quantify the candidate’s length of service at the companies listed. Are there any gaps? Does the work history indicate frequent change of jobs/companies? I had one candidate explain in his cover letter that I should, “… not label my 9 jobs in three years as job-hopping. I have never quit a job!” So, you’ve been fired from each job?

There may be valid reasons for frequent job changes in small numbers like 2 or 3 in a row, but a large number should send up a red flag.

Irritations

Here are few things that may or may not cause a resume to be rejected, but I personally find them to be irritating:

  • The use of “cutie” resume templates – I hope that people would be more focused on presenting and selling capabilities rather than using a cute method of gaining attention.
  • Resumes written in the “First Person.”
  • Including “Career Objectives” at the top of the resume. It’s nice, but it doesn’t really tell me anything other than, “I want the job!”
  • Exaggeration of titles, experience, and skills. Like my kids already know, I get to the bottom of things, usually through properly designed interview questions to bring out the facts. If I discover any exaggerations, misinformation, or outright lies, the candidate is written off. By the way, if I find out the truth after I’ve hired someone, I immediately have grounds to fire that person for dishonesty on the application or resume, or lying during the interview.
  • Using colored paper or odd-sized paper to make a resume stand out from the others, or anything other than “normal” type fonts like Arial, Helvetica, and Times New Roman do not impress me. They strike me as being more manipulative than adding to the candidate’s abilities.
  • Listing personal/private interests and activities if they have nothing to do with the job. I don’t care if you take in stray cats.

Extra Credit

I’ve taken the liberty to include some items that frequently make a positive impression, at least to me. You may have some other preferences or find fault with some of mine – use whatever works best for you and gives you good results.

  • E-mailing resumes rather than faxing, mailing, or personally delivering more paper. Also, I prefer resumes in pdf file format, because I don’t have to deal with differences in software versions, and they are easier to pass on to others. However, many companies today want resumes in MS Word or text so their software can scan, store, score, and prioritize resumes.
  • Well-organized and professional appearance – I don’t include correct spelling and proper use of grammar here, because if the candidate did not use them, I probably already bypassed his/her resume.
  • Short and concise cover letter – less is more. Again, many companies require cover letters now to evaluate communication and writing skills.
  • Specific skills that match the job posting – It shows that the candidate read the posting carefully and matched his/her skills to what is being sought.
  • Skills listed in the same order as the posting listed them, in priority order – You did list desired skills in priority order on the job posting, right?
  • Complete and correct web addresses if used and applicable – they make research easier.

Bottom Line

You and I spend enough time in completing the hiring processes. There are criteria that help us screen resumes quickly, and isolate the better candidates more effectively. Failure by a candidate to properly represent him/herself helps to determine that the candidate isn’t worthy of an interview. Resumes are actually “sales literature” for candidates. If they did not take proper care in building their resumes, they do not reflect expected work ethics, habits, and processes.

The Resume Skills Tier Method

Because so much is riding on your resume writing such as your career, future, and income, you need all the power you can get into your statements. Often one statement on a resume cannot sufficiently depict or cover your skill, experience, or knowledge. A project, task, or accomplishment is often too complex for one sentence to justify your involvement and contribution.

The ‘Resume Skills Tier Method’ for resume writing is a solution of skill building with multiple statements that support a primary statement. This can greatly enhance the descriptions of your achievements and create a resume that is more illustrative, interesting, and readable.

Using this method you create related statements presenting your skills and accomplishments in primary, secondary, and even tertiary statements and skills. The secondary and tertiary statements support, relate to, or are a result of the primary event or action.

You can use a bullet point format with this presentation that can cause an employer to pause and read your resume instead of hurriedly scanning. This can give you an advantage for generating employer interest and getting an interview.

Here’s how this works:

1. Take one of your resume skill statements or write one just as you normally would. (Select a skill and create an accomplishment statement showing a time you used that skill to do good for your employer preferably with measurable results such as time or money saved.)

2. Now choose a second and possibly third skill that you used at the same time that relates to or is a result of the primary event or action in your first statement.

The following example leads to statements that show a secondary and tertiary skill stemming from the original accomplishment statement:

Example:

Primary Skill: Analytical Skills

Primary Skill Statement: Analyzed 24 months of accounting data and determined in what areas the company could be reducing expenses.

Secondary Skill: Creative Skills

Secondary Skill Statement: Wrote new policy and procedures for purchasing for our department that decreased bid review times by over 35 per cent saving an estimated $341,000 in costs during the next year.

Tertiary Skill: Communication Skills

Tertiary Skill Statement: Conducted training sessions on my methods for satellite offices around the world.

How this would look on a resume:

Analyzed 24 months of accounting data and determined in what areas the company could be reducing expenses.

  • Wrote new policy and procedures for purchasing for our department that decreased bid review times by over 35 per cent saving an estimated $341,000 in costs during the next year.
  • Conducted training sessions on my methods for satellite offices around the world.
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