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Resume Writing Do and Don’t

Resume Writing Do’s and Don’ts | ideas

  • Don’t use colored textual content or completely different font sizes. Additionally, italics, underlines, shadows, graphics, traces, or vertical/horizontal squares are the finest prevented. Decrease your resume size. A number of pages of Verdana, Arial, Calibri, and Occasions are excellent. | Suggestions
  • Please don’t embody private info reminiscent of date of delivery, marital standing, pictures, and so on. (besides when making use of for associated jobs).
    You probably have a web site (and are related to what you are promoting), embody a hyperlink to your web site. Whether or not it is a website, weblog, Twitter, LinkedIn, or Instagram account, on-line can actually enhance your picture and make you extra critical, particularly within the media, inventive trade, and IT sector.
  • Please don’t make obscure statements. We help information by offering real-world examples. For instance, do not simply say, “I’ve good communication abilities.” Moderately, it says, “My good communication abilities have been honed … and … at all times proved to be invaluable …”. | Resume Writing Do and Do not

 Resume Writing Do and Do not | tips

  • Sure, please do as a lot as you’ll be able to. For instance, as a substitute for giving an extra basic clarification, when you say “enhance gross sales by $ 50,000,” “lower gross sales by 34%,” or “enhance website entry by 125%,” the load and readability of the info. To extend. diploma.
  • Don’t use PDF format for your resume, particularly in info technology-independent industries, as it isn’t simply readable by some packages. Most firms use Phrase files (.doc / .docx) at any time when doable.
    Use a letter of advice from your earlier employer. Contemplate including them as hyperlinks to your resume and linking them to your LinkedIn profile or the employer’s testimony in your web site (if any).
  • Do not forget to adapt your resume to every job software. The extra precisely you meet every criterion for a specific job, whereas proving that you’re acceptable and certified, the extra probably you’re to be a finalist.
  • Sure, run a spell verify and verify once more. Current research performed by CareerBuilder discovered that 58% of resumptions contained typos. Be sure you should not one in every one of them! Frequent return to edit or replace your resume can result in typos, misspellings, and formatting points. Doing this may end up in topic and verb mismatches and misalignment of sentences. Learn the complete resume as you revise it. | Resume Writing Do and Do not
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Tips For Interviewer

3 Common Hiring Mistakes & How To Avoid Them

Have you ever hired someone who did not live up to your expectations? Have you ever hired someone who greatly exceeded your expectations? How different were your hiring processes in each case? If you’re like most employers – the process used in each case was the same! (You just got lucky – or unlucky!)

What would it mean to your business (and your sanity!) if your company was chock full of great employees? Does this sound like an impossible dream? It’s not! So how can we increase the odds of hiring great people – every time?

We can start by avoiding the three most common hiring mistakes:

Mistake #1: The Company lacks a systematic, fundamentally sound approach to hiring that is used consistently.

Through the years companies have upgraded and modernised many of their business processes – such as inventory management, project management, technical design – but their hiring processes have remained static – run an ad, do some (unstructured) interviews, hire. The odds of getting the right person this way are about 14% – you could flip a coin and get better results!

Mistake #2: Hiring based on emotion rather than objective criteria.

Sometimes a hiring decision is based on the warm body approach – we need somebody right away – you breathe, you’re hired! Hiring decisions are often based simply on whether or not the interviewer likes the person – I like you, you’re hired! And sometimes the decision to hire is made because the candidate was outstanding in the interview – wow! – You’re hired!

The problem with these emotional approaches is that the chances of hiring a great employee are very low. You may desperately need to fill a position right away in order to get the work done, but if you hire the wrong person, the time you saved in hiring that person immediately will end up costing you a lot more in time and money. Develop a process

Mistake #3: The position is not clearly defined and the job description is not compelling.

In order to attract superior people, superior performance must first be defined and built into the job description. This is done through a performance profile, which emphasizes what a person must do to be successful in the job. This differs from the traditional job description which is based on experience, skills, and education. Average performers have the right skills and qualifications – superior performers can do the job at a superior level! Basing your job description on specific performance objectives improves the quality of the applicants for your position, and improves the objectivity of your screening and interviewing processes.