20th Century vs. 21th Century

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How can you use colors on your resume

Color resumes

Using color in your resume can help you to stand out in a job application. But you can stand-out positively and negatively.

NEGATIVE:

  • Bright text highlights
  • Yellow and Red should be used carefully
  • Using colors does not mean to use flowers or any kind of pictures/drawings

POSITIVE:

  • A resume should give a positive vibe to the recruiter and colors can help
  • It gives an impression of a self-confident person
  • Use them in borders, bullet points of in your resume’s design
  • Use colors to highlight specific elements or the structure
  • The colors should fit the industry/company and your personality

 

AS long as the use of color do not interfere with the readability of your resume, color can be a powerful tool in differentiate your resume from others. Don’t turn you resume into a rainbow, try to be consistent and use only one or 2 colors per document. You can also use these colors in your portfolio.

Here are some brief summary of colors and their attributes:

  • RED: express action, passion, power or courage
  • ORANGE: express determination, encouragement, strength or productivity
  • YELLOW: express optimism, positivity, energy or vision
  • GREEN: express the environment, calmness, growth or rebirth
  • BLUE: express trust, reliability, integrity or truth
  • PURPLE: Use purple to express luxury, spirituality, inspiration or dignity

 

http://www.impressiveresumes.net

 

Top 10 mistakes you should avoid on your resume

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1.       Misspellings and grammatical errors
No need to justify this one. It is a stand out and it can certainly influence your personal brand. Avoid them. Ask your friends and family to read your resume.

2.       Not enough or too many keywords
You have to highlight the keywords of your job in a natural way. Don’t try to put adjectives before every skill. Define what the message you want to send with your resume is and make a list of the keywords that reflect and leverage that message.

3.       Personal information
We don’t need to know your race, ethnicity, sexual orientation, marital status and all these details. Even addresses are not that useful to employers. So focus on your value and not your personal and physical characteristics.

4.       Listing every job
Choose your past experience wisely. You don’t want to just state where you have been since you graduated. You want to focus your resume in a unique message. For that you may need to omit some experiences you had. Don’t be afraid to do it.

5.       Outdated layout
Your layout and resume design makes the first impression on recruiters. They need to do 2 things: have a different and creative layout and be really easy to read. So make sure your resume layout is unique and it allows employers to go through it easily.

6.       Too much information
You don’t want to fill your resume with useless information because you know recruiters won’t read it. Avoid more than 2 pages resumes. Your layout is going to be responsible for that first impression about your resume having too much information or not.

7.       Generic summary
Summary is one of the first things recruiters look at. If they start reading it and it sounds like all the other 1001 summaries, your chances on having them reading the rest are close to 1%. Please be specific and be you. You think you know what recruiters want to hear but you have no idea.

8.       Irrelevant and unmeasurable duties

One of the main problems about most of the resumes we receive at Impressive Resumes is about duties-driven descriptions instead of accomplishments-driven descriptions. Focus on what you accomplished and not what you were responsible for. Choose your contributions to each work experience and detail them with measurable achievements.

9.       Providing references
Employers ask if needed. Don’t waste one line to state the obvious.

10.   Including a picture
We have covered this issue before on our blog. It is a dubious question but choose not to have a picture on your resume. It can only work as a benefit.

How can recruiters measure your resume skills?

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We are all used to have this pressure of writing all the skills we think are related to that job and recruiters are dying to read.

You know them:

–          Communication Skills
–          Negotiation Skills
–          Customer service skills
–          Leadership Skills
–          Time Management Skills
And the list can go on…and on…and on…

Let’s look at this from 2 perspectives:

1.       You are the recruiter

You have a position and you need to evaluate all the candidates that can fit in that role. Let’s say you are looking for a “Customer Care Manager”. You are the HR responsible for a house booking website and you need someone to be very customer oriented.

They ask you for these skills:
–          Great Communication skills
–          Interpersonal relationship skills
–          Organization skills
–          Detailed-oriented skills

You have 200 application how are you going to select from those?

A)  You look over who state those words on their resumes

There’s a big risk involved here because everyone can write they have communication skills even when they don’t. And the concept itself is very biased so we don’t know exactly what each candidate consider to be a “Great Communication Skills”. So what can you do? Look over their resume what did they do that can state support their claim of great communication skills. Are numbers involved? Great! Did they wrote a personalized cover letter or Summary? Perfect!

B)  You look over for past Customer Service Positions

Of course only someone who have held that position before is eligible for that role. Wrong! You can have someone who played that role before but it is not where they belong. There are actually a lot of employees who hold current positions because of their past ones without realizing how they could be investing in their real talent and passion in a different area. Look for opportunities similar to the customer service ones. Look for a people-oriented person who clearly demonstrate their power in leading/managing/motivating others. If someone writes you saying they are looking for a customer service position but they don’t have the experience yet, call them for an interview. That’s what you need, people motivated to passionately work in your company.

C)  You don’t look over nothing and you just follow your gut

Following you gut can be as effective as over-analyzing everything. In fact, it can be more effective. You already know what you are looking for and you know what the company needs. So try to read a resume and imagine if after reading it that person would be perfect for the role or not. Is there something that really excites you about that specific resume? Call that candidate for an interview.

2.       You are the candidate

Imagine you are a recruiter and you arelooking for a person for that position, go through all the topics above and then look at your resume and fix what you need to fix. Another option is to write about why you are the right person for that role. Write it just for you, not like a cover letter. You’re applying to that position because something is dragging you for it. After writing about it, look at your resume and see if it reflects what you just wrote.

There is no science about this. And this why HR subjects are so interesting and generate a lot of discussion and different opinions. The true is that there is no way to measure those skills by looking at a resume. You never know how perfect the person is for a specific job until they start working there. So don’t try to find robots. We are humans and that’s what your resume should reflect and your company should be looking for. Unique individuals that can bring that individuality to your company. Don’t be afraid to try!

www.impressiveresumes.net

The 5 Vs on Recruitment of the future

5 Vs

While we were reading a LinkedIn article today, about the secrets of data, we realized those 5 Vs can actually apply to the recruitment process. Recruitment is changing, especially with the growth in online reputation. This will certainly change how organizations hire their employees. So here are the 5 Vs companies will be looking for in your resume, interview and other hiring processes.

VOLUME

Volume refers to the achievements you brought to former employers. A measurable presentation of your achievement can improve your chances on getting called for an interview. Why? Because you are being precise about your contribution to a particular employer. We can also look at the volume as the skills you have developed. Especially in an IT/technical sector. How many tools are you able to manage?

VELOCITY

There’s a paradigm about replacing humans by machines. What are the main benefits from that? Time and money. Time is crucial to every company and employer. We all want to short up the delivery time, and we are finding ways to manage time in a more effective way. How can you bring both quality and velocity? How fast can you grow your value within a company?

VARIETY

We used to have employees with a specific area of expertise. You would take a degree with a specialization and you would work on that area for all your life. This is changing. Now we see more often people with multi-knowledge in different fields. This interdisciplinarity will be seen as something valuable as most fields have significantly synergies. Variety is a plus, don’t be afraid to show it.

VERACITY

Veracity refers to the quality of your skills and profile. As we know our resumes and even our interviews reflect a fake side of our personality. We overwrite things on our resumes and we surely answer to question in an interview knowing what is it they want to hear from us. Getting to know the veracity of your personality and value within a company will become a primary concern. The challenge here is how to get that veracity? We believe the recruitment process has to become more humanized and less formal.

VALUE

And then the value, which combines a little bit of all the above. It’s an abstract concept. It is something unique we all have. We all have value but we won’t be valuable in every context. Getting conscious of our value as job seekers will increase and organizations will have to find a way to measure that value besides the resume and interview.

www.impressiveresumes.net

Does your resume reflect your personality?

Impressive Resumes with your Personality Stamp

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According to BusinessNewsDaily, there are 10 personality types most likely to get hired. As we established before, recruiters are looking for attitude over skills, and attitude is a reflection of your personality. So how can you impress with your resume according to those 10 types of personalities?

10. The opposite of you

As small business owners have the tendency to recruit people with the same profile as theirs, most companies are looking for diversity. In your resume or cover letter, meet the company main values and goals, but state what you can bring something different from what they already have. Don’t try to predict what the company wants from you, bring the best you have and let them decide. After all we are looking for a win-win situation.

9. The promoter

If you relate to this profile, then you have an easy task in terms of how to work on the resume. Usually the promoter type is very communicative, assertive, with a sense of urgency and willingness to take risks. You have the perfect combination to make an impressive cover letter and an impressive resume. Highlight those communication skills with a storytelling type of cover letter, be as enthusiastic as you are in real life, while writing your resume and your cover letter. Don’t be afraid to write some of your ideas to improve the company’s business. If you do it the right way, recruiters are going to love you.

8. The Multitasker

This is one of the main characteristics almost every employer is looking for, especially if we’re talking about small business. If you had previous experience in this kind of environment, don’t be afraid to state the variety of responsibilities you held in that company. If you don’t have that experience yet, I’m certain that as a multitasker you are able to manage things in your life, such as volunteering experiences, associations’ participation, hobbies, etc.

7. The decider

Someone able to work and take decisions without depending on others is always a great value to any company. So if you are a decider, make that clear on your marketing tools. Especially in the cover letter, you have an opportunity to state how convinced you are about being the best candidate for that position. State your future goals with that certainty and you will win recruiters over.

6. Strategist

It’s easy to write on your resume that you have a strategy thinking, but how can you really show that? If you have had experiences before where you delivered high results in long-term position, highlight them the best you can. You can also show how strategic you are by talking about how that position you’re applying for is going to help you improve your skills to achieve your future goals. Writing that win the cover letter will tell recruiters you are thinking in the long-term of your career.

5. The organizer

This one is just as important as the strategist. Working in a team environment you are going to need as many different profiles as possible. Because if you’re having someone to bring the ideas, you’re going to have to have someone who is going to organize them. Your resume format and design can tell how organize you are. Regarding your cover letter, it should keep a certain flow and must be very clear with no grammar or spelling errors.

4. The cautious personality

You have the risk takers and the crazy brainstorming employees but someone’s got to play the devil’s advocate. That person is the caution one, always bringing the team to question about decision and business strategies. Usually this person has a more low-profile which can be a risk reflecting that on your resume. The cover letter is the best way for you to explain, based on past experiences, how you take the role of the person who bring the attention to details and bring future problems on the table causing the team to be solutions focused.

3. The service-oriented personality

Customer service and CRM are certainly crucial as part of every business. And let’s be honest only a few can deliver outstanding customer service. It’s all about the personality and how are you able to connect with the companies’ stakeholders. Highlight that from past experiences, talk about feedback you received from your former customers or awards you may have received as someone willing to help others at any time under any circumstance. A valuable social media network will also highlight your online reputation.

2. The analyzer

The analyzer can be compared to the cautious one. But the analyzer usually has a great focus on number and really evaluates risks of every action. Charts and numbers lovers can be helpful depending on the company and the sector. How to show you’re an analyzer in your resume? Sell yourself by analyzing yourself. Be creative and really evaluate your experience, use number and percentages to show your performance ability and hope for them to perceive the analyzer in you.

1.     The Accommodator

Someone able to deliver without constantly demanding from others. Proactive, self-motivated, organized and autonomous, the accommodator is a valued talent especially when talking about small business. It’s easy to put that in your resume if you already had some professional experience. By the variety of fields you have worked in and the high-standard delivering on results you will be showing you can manage to be successful when you have a specific task delegated.

So which types of personality do you have and how is your resume reflecting them?