3 Key Resume Changes You Need to Make Now if You’re Changing Careers

10 Jul

Article Title: 3 Key Resume Changes You Need to Make Now if You’re Changing Careers
Author Byline: An exceptional resume authority, Jessica Hernandez and her team of credentialed writers partner with professional- and executive-level candidates to open doors to jobs at prestigious corporations, achieving over a 99% interview-winning success rate.
Author Website: http://www.greatresumesfast.com

Going through a career change and wondering what you need to do to make your resume right? Here are three key areas of your resume that you need to make adjustments to when switching careers:

1. Your Job Target/Job Title: Make sure you’re not falling into the trap of listing multiple job targets or titles at the top of your resume. I know it can be tempting when you’re qualified for more than one type of role—or you’re seeking something … anything … different from what you’re doing now. Instead, focus on one position at a time, and put this at the top of your resume:

JOB TARGET: Information Technology Manager

1. Your personal branding statement: Think about what unique attributes and experience you can bring to this new role, then combine those into a one-line statement that speaks to the position for which you’re applying. Sure, you may not have 5 years of experience in the field, but you have some other GREAT experiences that will transfer well into your new career path.

2. Your work history bullet points: Reorder the bullet points underneath each position on your resume so that the most applicable experience and accomplishments are listed first. Always list bullet points from each position in the order of relevancy from most relevant to least relevant. This shows the hiring manager that although you may not have operated within that exact role in your past career, you still have the related skills and experiences necessary to do the job.

Keep these three pointers in mind when making adjustments to your resume as you seek out a different career path. Remember to rebrand your resume and customize it for each different position you apply for as well. For tips on how to brand your resume, check out my recent article: 5 Key Areas to Target When Branding Your Resume.

For additional job search and resume-related advice, follow us on Twitter @GreatResume.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

The Anatomy of a Job Description, and Other Pointersa

10 Apr

Article Title: The Anatomy of a Job Description, and Other Pointersa
Author Byline: By Ryan Thomson, Executive Recruiter, Clean Tech Talent Division
Author Website: http://www.redfishtech.com/about_us/ryan_thomson.php

The Anatomy of a Job Description, and Other Pointers
By Ryan Thomson, Executive Recruiter, Clean Tech Talent Division

What is the purpose of a job description? It is of course an administrative document. It does serve to establish a description of an employment work contract. But in terms of recruitment, it is a marketing tool that should attract the attention of the talent you are seeking.

The Job description as an Administrative and Legal Document

As an administrative document, job descriptions serve to set out the parameters and expectations internally to current staff and management, as well as to prospective new hires. Each job description should address the title of the position, the department, the supervisor, the essential functions, duties/responsibilities, qualifications, and results expected.

The titles used should generally be consistent across the department at least, if not the organization. A title is an indicator of the level of authority and responsibility as well as remuneration. In some cases according a grander title may be a way to entice in the talent you need despite paying a less competitive salary for that person. Keep in mind that others in the organization will be mindful of the titles assigned, and inflation thereof could lead to challenges by a disgruntled employee.

Job descriptions should clearly identify the department to which the position reports, and ideally the supervisor. Always identify other job titles, and never names, for example, the position reports to the Vice President of Sales, as opposed to naming David Jones.

The essential functions or responsibilities of the position are the heart of the job description. The convention is to use an itemized list that lays out the duties and responsibilities of the position; however a paragraph can achieve the same goal. This is where you should identify each “essential” job function that is expected and critical to successful job performance.

This essential functions or responsibilities part of the job description becomes or should substantially match the framework used for performance reviews. It is appropriate to discussed the expected results here. Set out the interplay between this position and other employees, departments and customers. Describe the responsibilities for deadlines, customer service, project milestones, sales projections, and other company goals so that it is clear how this position fits into the strategic mix.

Job descriptions will be examined in any legal disputes. For example, an Americans with Disabilities Act (ADA) lawsuit, the courts will review what the organization has described as the job’s “essential functions” in examining the merits of the charge. If the essential functions are not included in the written job description, the court may decide for itself.

Non-essential and intermittent job duties and requirements should also be included. Take into consideration any physical requirements such as lifting or bending, standing or walking; as well as learned skills such as equipment proficiency, code language knowledge, industry know-how. Address job duties such as travel requirements and hours. Include behavioral skills such as leadership and teamwork requirements, communications and time management skills.

Additionally, the job description should detail the qualifications, education, certifications, or experience sought in the prospective hire for this position. Salary and benefits are an optional part of the job description.

Keep it Clear and Timely

Job descriptions, like resumes, shouldn’t be overly long; effectively and compellingly state what needs to be communicated. Use action verbs, in the present tense. Use clear language and be precise. Rather than make a general statement, detail the skill you are seeking, for example instead of saying “make sales calls”, specify that the person will be required to “prospect and communicate with various functions from engineering to C-Level positions, address sales concerns and opportunities, and close business”.

Review job descriptions periodically to make sure they accurately describe the employee’s responsibilities and the organization’s goals. Job descriptions can be amended when the employee’s duties change, review any change in expectations and duties with the employee. Be certain to avoid any references to age, race, gender, religion, disability or any other “protected” characteristic to be in compliance with Equal Employment Opportunity law.

The Job Description as a Marketing Document

The job description will be widely distributed in the search for the employee that you hope to hire. The portrayal of the company, culture, and opportunity should all be considered as if this were a professional piece on the organization. Take the time to write a paragraph that touches on the company’s industry and position therein, mentions recent financial performance or press-worthy news. Briefly describe the size, location, and culture, and unique attributes offered by working for your company.

Typically the company and opportunity description are the introduction to the job opportunity. Reel your prospect in. Tell them why your company is exciting. Everyone wants to be proud of the work they do and the organization they work for. Many an employee has taken a lesser-paid job in order to be a part of an exciting company that is doing great things for the environment, or is on the cutting edge of technology, or is addressing social injustices. Let people know through the job description what makes your company unique and the opportunity distinctive and impactful.

Excerpt:
Your job description is an administrative and legal document, serving to establish a description of an employment work contract. In terms of recruitment, it is a valuable marketing tool that you should use to get the word out about your company and attract the attention of the talent you are seeking.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

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