In this article I outline exactly what happens to your resume once you upload it on to the job boards, and how to create a keyword rich resume that ensures that your resume does not get overlooked for positions you are highly qualified for.
Everyone seems to have their opinion on what should, or shouldn’t be included in a résumé, and in today’s article, I debunk some of the prevailing myths about résumés that could be potentially hurting your prospect of securing an interview and in turn your dream job.
Myth One -A résumé is about YOU
If you think your résumé is about YOU, you need to start thinking about this document in a whole new light. NO a résumé is not about YOU, it is about what YOU can offer THEM! , that is the employer, recruiter, agency and selection panel members, if applying for a government position.
Welcome to the New Year!
In this weeks article I decided to focus on goal setting, as so often the beginning of the year is a time to reflect on the past and set new goals for 2011. So many of us start with great new year resolutions, such as loosing weight, giving up smoking, finding a new job, but within a few weeks nothing has changed and life continues as normal. [Read more…]
This article was published to guide professional career consultants/resume writers, but as a lawyer, you will find the tips and strategies contained in this article equally useful.
Writing a résumé for a lawyer is like any other career marketing document. It is vital to create an employer-focussed résumé that looks at the process from the employer’s point of view, with a focus on accomplishments, a large splattering of key industry words, combined with relevant formatting for the sector.
This article is not a definitive essay on how to write a résumé for lawyers, but is more just a general guideline for those professionals writing a Curriculum Vitae, or résumé for the legal profession (solicitors and barristers) in Australia, United Kingdom and New Zealand.
As a job seeker, you can use referees to really sell yourself to prospective employers. But before you just throw referees into your resume and selection criteria, it is important to understand the key principles relating to the use of referees, as referees, can really make or break your application
The most important thing to keep in mind, is that employing people is an expensive exercise for employer’s, so it is important that they hire people that already have what people call ‘social proof”, namely evidence that you are good and can deliver the results, before they hire you.
The reason a referee can make or break your application, is that whether consciously, or subconsciously, seeing or hearing glowing references, can make the employer feel safe about hiring you, and could potentially secure you the role. Likewise, if you have lousy or indifferent references, then it is unlikely that you will be hired. Yet in spite of this, most job seekers forget to strategically use referees to their advantage.
The employer’s planet is receiving on a frequency called WIFM, or what’s in it for me? The job seekers planet is broadcasting on the frequency called WID what I do. Now the problem is that the broadcaster, namely YOU, is not really getting through to the receiver. You are doing your best, but your efforts are resulting in more rejection letters than interviews and you seem to be missing out on roles that you are well and truly qualified for.
Why is this? It’s simply because you are not broadcasting on the WIFM frequency, as potential employers simply don’t understand what’s in it for them. What you need is a signal decoder and that decoder is called your personal marketing message, which is clear, focussed, and speaks to the needs of your prospective employer.
I have literally viewed thousands of applications over the years and in this article I quickly outline the top 8 mistakes that the overwhelming majority of job seekers make, which usually results in them not getting through to interview.
By ensuring you don’t make these common mistakes, you will enhance your overall application, as it will ensure that you structure your selection criteria in a way that meets the needs of the role and the needs of selection panel members.