Top Social Media Sites Among Creatives

Top Social Media Sites Among CreativesTop Social Media Sites Among Creatives TOP SOCIAL MEDIA SITES AMONG CREATIVESFor Business and PleasureAccording to executives The top five social media platforms for advertising and marketing in the coming year will beLead-in paragraph1.facebook inc2.Twitter3.Instagram4.LinkedIn (tie)5.YouTube (tie)The top five social media trends impacting advertising and marketing strategy in the coming year will be33% Social messaging28% Video11% Influencer marketing10% Virtual reality and augmented reality8% Paid content or amplificationFacebook is the preferred social media platform among executives and workers.If you had to limit yourself to one of the following social media platforms for your professional and personal use, which would it be?ExecutivesWorkersFacebook44%58%LinkedIn17%13%Twitter11%6%Instagram9%7%Pinterest7%4%YouTube5%8%Snapchat1%1%Source The Creative Group surveys of more than 400 advertising and marketing executives and more than 1,000 work ers in the United States. *Responses do not total 100 percent due to rounding. 2017 The Creative Group. A Robert Half Company. An Equal Opportunity Employer M/F/Disability/Veterans.

Free Entry Level Medical Sales Representative Resume Template

Free Entry Level Medical Sales Representative Resume TemplateFree Entry Level Medical Sales Representative Resume TemplateTo make it to the interview stage in the hiring process, it is essential to have a first-rate resume. It should demonstrate your skills and illustrate why you are an ideal candidate for the position due to your experience and traits. Even if you have little to no job experience, you can still find ways to emphasize your skills and education to demonstrate your ability to do the job well. Our free entry level medical sales representative resume template and guide will help you to draft a resume that highlights your abilities.Create ResumeCustomize ResumeWhat to Include in an Entry Level Medical Sales Representative ResumeThe most important components of an entry level medical sales representative resume include education, skills and work experience. If this is your first job, there are still ways to draw attention to your skills and other qualifications that make y ou an ideal candidate for the position. Including internships, volunteer work and similar experience that directly relates to the job provides an additional way to illustrate your capabilities.Common Resume Fails Mistakes to AvoidOver-Padding When you first start out, it can be tempting to exaggerate or over-pad your resume to make yourself appear more experienced. Be honest about your skills, and let what experience and talent you do have stand out.Being Apologetic Although it might be tempting to apologize for any lack of experience, this can hurt you. It is better to focus on what you do have and remain positive.Lack of Focus and Format Your resume speaks volumes about you, so be sure that it is organized and focused and uses a format that is reader-friendly.Errors Your resume should be clean, use correct grammar and include no typos, misspellings or other errors. Have someone proofread it to ensure it is completely error-free.Resume Content Monica Krugger 9384 Lakewood Dr, Hous ton, TX 11111 555-559-0293 mckruggeranymail.com Summary Enthusiastic and passionate honors graduate of Rice University. Excellent knowledge of menschlich biology and the effects of pharmaceuticals. Natural leadership abilities and a strong eye for detail. Personable, with superior written and verbal communication skills. Experience as an intern for a national pharmaceutical company. Looking for an opportunity to develop sales techniques and experience at an innovative pharmaceutical company. Highlights Robust communication skillsGraduated summa cum laude Team player Excellent customer service skills Strong work ethic Willingness to learn Passionate about the healthcare industry Extroverted with a friendly personality Proficient in Microsoft Office and PLM systemsOrganized the fundraising drive for local charity and brought in more money than in the history of the event Experience Intern 6/1/2015 ? 8/1/2015 ADDI Pharmaceuticals ? Assisted sales representatives in communicating with clients about the latest products. Answered phone calls and emails. Supported team members with administrative tasks, such as filing and data entry. Shadowed sales representatives on their rounds to local clients. Contributed to the development of a PowerPoint presentation for attracting new clients. Input data into company database, and drafted emails and monthly newsletters for clients and potential clients. Fundraising Officer 9/1/2015 ? 6/1/2016 Healing Hands Charity ? Houston, TX Organized charity fundraisers, including a 5K, raffle and gala dinner.Increased gala ticket sales and donations by 150 percent, the largest amount in the history of the event.Led team members and volunteers in developing relationships with the local businesses to enlist their help with events, including the raffle.Coordinated with local government and law enforcement agencies for determining the route and safety measures for the 5K.Managed database of volunteers and donors, and communicated with inter ested parties at regular intervals to promote events and request additional donations.Education Bachelor of Science in Microbiology Rice University, Houston, TX Honors Summa Cum Laude

How to Figure Out How to Pronounce Someones Name - The Muse

How to Figure Out How to Pronounce Someones Name - The MuseHow to Figure Out How to Pronounce Someones Name At least 75% of the people I meet get my anthroponym wrong. Theyll call me Alyssa even though my first name doesnt have an a at the end, and theyll tell me Wow, thats so cool your first and last name rhyme (They dont).And I know Im notlage the only person who deals with this. I bet youve mispronounced someones name before, realized it, and experienced a long moment of awkwardness- a moment youd like to never relive.While I cant tell you theres some magic formula thatll make it possible to always get it right, there are some tricks that can help. Because even something as simple as butchering a name could cost you a client or a job offer. Heres what I suggest you do1. Look for a Recording or Find a Phonetic SpellingIf you have a scheduled meeting with someone, its always smart to do a bit of stalking beforehand. Use this time to figure out how to pronounce his or her name. The f irst stops always YouTube, in hopes of finding footage from a panel, speech, or interview. But to be honest, thats usually not a success. Next step Scroll through social media to see if he provides a phonetic spelling of his name (youd be surprised how many people do).Another options going to a site like Pronounce Names or How to Pronounce. Theyll both let you search the name and offer recordings and phonetic spellings in various languages, helping you to narrow down your options. 2. Phone a FriendDo you have a connection in common who you know well? Use it. Simply pick up the phone (no really, you cant text this one) and ask how to pronounce the persons name. As long as you keep it respectful and let the person know why youre asking (Id hate to go into the meeting tomorrow and offend our client, or Im a bit nervous for the interview and didnt get a chance to ask), he or shes probably happy to help out.3. Really Listen During the IntroductionThe best time to catch someones name is d uring your first interaction. So, be on full alert when you know the opportunity is coming, rather than focusing on other things, like how you look or what to say next.Then, as soon as you have a chance, jot down the pronunciation in your phone so you dont forget. Just make koranvers to do this casually- and not right in front of the person. 4. Avoid Saying the Name for as Long as PossibleIf youve met and spoken with this person several times already and youre still not sure, you probably dont want to embarrass yourself by getting it wrong.I come across this issue a lot. Im so focused on the conversation- especially when Im nervous in interviews- that Im never focused enough to take in the pronunciation. If youre one-on-one with the person, its pretty easy (and more natural) not to address the person by his or her name. Just make sure the next time he or she says it, you actually listen.5. Just Ask (Politely)While this is the most obvious option, so many people skip it. But heres th e thing Many people with unique names know it. So theyre unlikely to get offended if you straight up ask how to pronounce it.With that said, an uncommon name to you may be very common to someone else, so make sure youre approaching this correctly.That means you dont start with, Ive never seen this name before or Whoa, not even going to try to say your name.Instead be open and honest and try theseI want to make sure I get your name right- how do you say it?Can you tell me how to properly pronounce your name? Would you mind saying your name again? I missed it the first time because I was distracted by interesting thing the person was saying.Sorry, Im the worst, do you mind repeating your name?Its less likely someone will get upset if he or she knows youre trying to get it right, and not trying to be rude.Regardless of which approach you choose, know that the longer you wait to find out, the more uncomfortable the situation becomes. Because at some point, youll reach a certain level po int that not knowing it could damage your relationship and reputation. So if you find yourself getting close to that point, address it. Itll be much easier to recover from the awkwardness of talking about it now than a huge slip-up later on.Photo of two men talking courtesy of Caiaimage/Paul Bradbury/Getty Images.

Interaction Designer Job and Salary

Interaction Designer Job and SalaryInteraction Designer Job and SalaryUtilizing words, visuals and user behaviors, it takes someone with a special skill set to foster meaningful exchanges between people and digital products. Thats why interaction entwurfer is one of the fruchtwein in-demand jobs in the creative industry right now.Interaction design is closely related to the broader field of user experience (UX) design. Both work together on the development of websites and apps, but the interaction designer narrows the scope to focus on each individual moment of the customer experience, using logic and relationships between digital elements to help consumers complete actions in the most efficient and pleasant way possible.Its an interaction designers ability to understand a customers mindset that has resulted in creative agencies and other businesses becoming so eager to hire them.According to Amy Mangan, division director of The Creative Group in Atlanta, its a job seekers market for professionals with these skills. There remains an incredibly high demand for these candidates, and the competition among hiring companies is tough, she said. Organizations are moving swiftly and making aggressive offers to secure talent so they dont miss out on the few qualified candidates in the market.Is this the job for you? Read on to discover more about interaction design - including salary benchmarks, job duties and required skills - so you can give yourself a competitive edge.Interaction designer salariesThe high demand may give these professionals an advantage when it comes to compensation. So how much can you expect to earn in todays market? According to The Creative Group 2019 Salary Guide, the midpoint starting salary for interaction designers in the United States is $72,750. Use our Salary Calculator to get a better idea of the going rate for this position in your area.GET THE SALARY GUIDEDuties and expectationsUltimately, the interaction designer is responsible for e nsuring the end product meets the consumers needs in the best way possible. However, the exact responsibilities can vary depending on the size of the company and design team. For example, interaction designers may be called upon to perform customer research and persona development in small or midsize businesses - tasks that typically aufgabe to UX designers at larger organizations.Basic duties of an interaction designer includeAssisting with the development of product design strategyDetermining customer goals and defining the product interactions necessary to achieve themCompiling user, business and technical requirements to create product information architectureCreating wireframes and prototypes that illustrate key product interactionsWorking with the core design team to develop layout and visualsCollaborating with the product development team to ensure an efficient customer journeyConducting product testing to identify problems and areas for improvement within the customer exper iencePresenting concepts to clients, leadership and design peersStaying up to date with industry trends and best practicesAdjusting design concepts as consumer and market needs changeProfessional experience and skillsInteraction designers should have a bachelors degree in a field like product management, business administration, engineering, digital communication, design or information systems. Many employers seek candidates with two to five years of experience in interaction design or related fields, such as graphic design and UX design.Interaction designers are also expected to be proficient in industry-standard design programs like Adobe Creative Suite and Axure, used for wireframing and prototyping. Experience with Microsoft Office applications, particularly Word and PowerPoint, is useful in creating presentations for both internal teams and clients. Additional skills, including an understanding of graphic design principles and technical or coding proficiency, are a plus.Beyond the competencies and experience listed on their resume, a solid interaction designer candidate should have a strong digital portfolio demonstrating their capacity to create work that engages users and showcases a variety of project types and audiences.Because this role relies heavily on cross-team partnerships, soft skills are an absolute must. Interaction designers must create compelling interfaces that seamlessly marry the visual design aspect of a site or app with functionality and usability, Mangan notes. Collaboration is key for interaction designers, as they are not only operating alongside the design and creative teams, but often with key stakeholders as well.Critical soft skills for this role include verbal and written communication, which is crucial for working between departments and with clients or end users. Alex Kreutler, a Columbus, Ohio-based division director with The Creative Group, adds that an outstanding interaction designer should be someone with a logical thoug ht process who isnt afraid of complex problem solving and can anticipate what users want and need. As the roles can be fast paced, interaction designers must also possess outstanding time management and organizational abilities.

ASME Launches New Energy Award

ASME Launches New Energy Award ASME Launches New Energy Award ASME Launches New Energy AwardASME has established a new medal, the Richard J. Goldstein Energy Lecture Award, to recognize pioneering contributions to the frontiers of energy engineering science and technology including energy policy and environmental impact. The deadline to submit a nomination for the inaugural award, which is named after the Societys 115th President Richard J. Goldstein, is March 20.The recipient of the award will receive a $10,000 honorarium, a bronze medal, a certificate and a modest travel allowance. He or she is expected to deliver a public lecture, of his or her choice, to encourage thinking on energy among engineers. Lecture topics could include one or more of the following an overview of the global and regional energy scene, availability of energy resources, solar energy, wind and alternative energy systems, geothermal energy systems, energy policy, heat transfer in energy systems, nuclear power plants, energy conversion, energy storage, and basic engineering thermal science related to energy conversion and energy use in applications.The administrative units responsible for the new award are the Energy Conversion and Storage Segment, the Energy Sources and Processing Segment, the International Gas Turbine Institute and the Heat Transfer Division.Dr. Goldstein served as president of the Society from 1996 to 1997. Having formally retired in May 2018, he is currently Regents Professor and James J. Ryan Professor emeritierter hochschulprofessor of Mechanical Engineering in the College of Science and Engineering at the University of Minnesota, Twin Cities, where he has been a faculty member since 1961.The initial Richard J. Goldstein Energy Lecture Award will be presented at the ASME 2019 International Mechanical Engineering Congress and Exposition (IMECE 2019) in Salt Lake City. Nominations should be emailed by March 20 to Raj Manglik, chair of the Richard J. Goldstein Energy L ecture Award Committee, at Raj.Manglikuc.edu.For more information on the Richard J. Goldstein Energy Lecture Award, visit https//www.asme.org/about-asme/honors-awards/achievement-awards/richard-j-goldstein-lecture-award or contact Leila Persaud, Honors and Fellows, (212) 591-7071, email persaudlasme.org.

The Definitive Approach for San Diego Resume Service

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6 New Talent Sourcing Tips You Need

6 New Talent Sourcing Tips You NeedBefore the Internet and social media dominated nearly every facet of life, hiring was fairly simple youd hang a sign in the front window of your geschftliches miteinander that read HELP WANTED in big bold letters. Then perhaps youd post a short description of the job you were hiring for in your local newspaper. A day or two later, youd be flooded with resumes.The hiring game has changed drastically though, and now it requires recruiters and hiring managers to become mora proactive than ever before. Instead of blasting a job description out into the ether and waiting for an influx of responses, those in charge of talent acquisition need to dialogue with potential new employees. You need to focus on branding your business so that when its time to add to your team, people know why they should want to work for your company. Your businesss Internet presence is also an essential part of your hiring success. Now your company needs an authentic and engaging voice both on and offline. So how should you go about recruiting in an era thats mora unique and complex than ever before? Here are some tips1. Social media savvy counts in 2016We all know that social media is a fun way to stay connected with friends. Its a great strategy for building business connections, too. But beyond that, its probably one of your most powerful hiring assets. The2015 Recruiter Nation Survey found that 92 percent of recruiters are now relying on social media to find their next key hire. The study also revealed that 87 percent use LinkedIn, 55 percent use Facebook, and 47 percent use Twitter. These professionals arent shying away from newer platforms either, so they also turn to Vimeo, Tumblr, and Periscope to see what potential hires are up to. As an added bonus, those who use social media to recruit found a 49 percent improvement in candidate quality.If you want to join unterstellung individuals in using social media to recruit but are unsure where to abflug, begin by simply using it as a conversation tool. If you sign up for Twitter and immediately abflug spamming everyone you follow with messages about your companys job openings, dont be surprised when you end up on a lot of block lists.If you only use Twitter to send outjob openings, dont be surprised when youreblockedClick To TweetPeople join Twitter to discover interesting and relevant information, not to get harassed by those hoping to hire them. Be aware of this and choose your messaging carefully. To effectively recruit via social media, focus on finding key talent and then having a low-pressure dialogue with them. Once you establish real relationships, you can begin to recruit more effectively.You should also make it a point to become part of a larger community on social media. One-on-one relationships are great, but when you belong to something larger than yourself and your business, youre able to leverage your relationships more effectively. Twitter chats are an effective way to do this. Take some time and research Twitter chats that pertain to your industry. Nearly every field has at least a few that would be worth your time. Not only will you get to illustrate your expertise and build your database of connections, but you might also learn something highly valuable during ansicht conversations. When people see you as someone who wants to share information and learn from others, theyre much more open to chatting with you.Facebook groups are another powerful way to use social media to recruit. Are there industry-specific groups that you can join? What about more generalized networking groups in your city? Use these forums as a way to connect with people you might not have met otherwise, both online or in person.2. Dont discount the power of job search sitesPlaces like Indeed, Monster, Craigslist, and Simply Hired can put you in touch with qualified candidates who are looking for new opportunities, so dont shy away from them when your business is ready to hire. Its important to put plans in place so that you can streamline the process when resumes and cover letters start coming in. This is especially important, as you will likely get dozens of resumes that simply arent applicable to what youre looking for. Youll need to quickly sort through these to find the individuals who truly are qualified. However, how you treat applicants matters today, regardless of whether theyre an appropriate fit. Letting applications sit for months without at least acknowledging them can do serious damage to your brand. CareerBuilders Candidate Behavior Study found that only 29 percent of applicants got an explanation when they didnt receive a job offer after interviewing. This group also said that only 14 percent of companies have been responsive to them. While you might not think that failing to let applicants know when youve selected your final hire is important, you can set your company apart from the rest of the pack. At least send a courtesy e-mail t o those who were not selected letting them know so that they may move on in their job search process. You never know when you might want to extend an offer to someone in the future, so keeping a positive relationship is essential.3. Check the health of your companys websiteNearly every day theres an article written about the importance of company culture. People dont just want to clock in, collect a paycheck, and go home anymore. They want to work somewhere their time matters. Ideally theyll enjoy heading into the amtsstube each day and feel as if theyre a part of a team. For recruiters and hiring managers, this means that there needs to be a focus on telling your businesss story. Instead of hammering home which jobs are open, spend more time telling why your company is a wonderful place to work, and where your businesss values lie. Your companys website is an effective (and often underrated) way to do this.Instead of hammering home open jobs, use your website to share the company c ulture and valuesClick To TweetWhen you see your businesss website as a PR tool, youll be able to take full advantage of it. Interested applicants can visit your site anytime day or night, even when youre not there to take a phone call and answer their questions. By visiting the site, they can also find out mountains of information about your business, including what projects youre working on, what kinds of people work there, and what values are most important to the brand. However, if your businesss site is bland, outdated, or non-functioning, this PR tool fails to do its job.If youre ready to up your hiring efforts, start by taking an analytical look at your companys site. Does the content really express what your brand is all about? Is it written in a personal and engaging tone? Do you highlight employees and current projects? Do you showcase past accolades in a tasteful way? Most importantly, do you post current job openings and make it easy for individuals to submit their appli cation? Creating an easy portal that requires only one or two steps for an individual to submit their materials is essential. From there, you should funnel all the resumes you receive into a place thats easy to go back to later should you decide that youd like to contact these applicants again when new positions become available.4. Tap your employees resourcesIf youve built a dependable team of employees who help power your business, it only makes sense to use these individuals when youre on the hund for new talent. Employee referral programs are an effective way to find and keep your next great hire. In fact,one study shows that businesses with active employee referral rates have average retention rates of 46 percent. Dont be afraid to ask your current team members if theyve got former co-workers, friends, or other connections who might be interested in joining your organization. Instead of blindly leafing through resume after resume, working through referrals allows you to go into the interview process knowing more about the individual, and with the assurance that an employee you already know and trust believes they might be a good fit.One way to make employee referral programs more effective is to incentivize your team members. Offer a bonus if you hire their referral and this individual stays on with your company for a certain amount of time. A key point to the success of an employee referral program never pressure your current staff to participate or else youll end up getting flooded with resumes from candidates who are a poor fit, just so your employees can say they tried. Let it be an optional thing so you truly are getting the best of the best.5. Break out of your comfort zoneMany professionals inadvertently end up running in small circles, having the saatkorn conversations with the same people without fully realizing it. This can become dangerous when youre looking to hire, as your network is much more limited. You may end up extending offers to the s ame type of person over and over, or eventually youll run out of new talent to choose from.To prevent this from happening, make it a point to shake up your normal routine. Going to the same networking events every week is fine, but if you want to see different results with your recruiting, venture decidedly out of your comfort zone. Join organizations you wouldnt normally think to become a part of, and when you go to events force yourself to talk to people you wouldnt normally chat up. If youve never talked to a software developer before, seek out a professional who does just that. This is an easy way to ensure that youre not inadvertently homogenizing your workplace. Additionally, you never know who your new connections might know, which can become highly beneficial when its time to hire.6. Dont pigeonhole your current employeesSometimes well-meaning managers get shortsighted. Perhaps you hired someone as an assistant to the assistant when they were 22, and now theyre 30 and its ha rd for you to fully fathom how much professional development theyve accomplished in those years. Dont forget that promoting internally can be a powerful tool when used properly. To do this, you need to look at your current staff members with an open mind. Dont allow yourself to pigeonhole them based on who they were when you hired them years ago.Dont allow yourself to pigeonhole employees based on who they were when you hired them years agoClick To TweetWhen youre ready to expand your team, take a close look at who youve already got on-staff. Could any of these individuals be promoted to fill the open role? Just because someone is currently holding one position, doesnt mean that this is the only way in which they can serve your business. Take a look at skills, past experience, and your employees passions to see if you might be able to find a way to use their talents in a different way than before. Not only is promoting from within a good morale boost for both the individual and the rest of the team, but it also cuts down on transition time since theres no need to get this person up to speed on company policies and protocol.When it comes to finding your next great hire in 2016, its all about taking a proactive approach and building real relationships with professionals. You want to go after both active and passive candidates in order to increase your chances of finding someone who fits the role perfectly.However, beyond that, you want to engage in meaningful conversations with these individuals in order to build lasting connections. This way, even if the person isnt right for that particular job opening, you can keep the door open for opportunities down the road.What do you think?How are you finding the best new talent?

U.S. Army Multichannel Transmission Systems Operator

U.S. Army Multichannel Transmission Systems OperatorU.S. Army Multichannel Transmission Systems OperatorA U.S. Army Multichannel Transmission Systems Operator-Maintainer works directly on communication devices and equipment that communicate through more than one channel. They are responsible for installation, repair, operation, and maintenance check of these devices, antennae and associated equipment, according to the U.S. Army. Jobs Duties Duties performed by Soldiers in this Military Occupational Specialty (MOS) include Installs, operates, and performs unit level maintenance on multichannel line-of-site and tropospheric scatter communications systems, antennas, and associated equipment.Analyzes BIT/BITE diagnostics to isolate faults to the Line Replaceable Unit.Installs, operates, performs strapping, restrapping, preventive maintenance checks and services, and unit level maintenance on communication security devices.Operates and performs Preventive Maintenance Checks and Servic es on assigned vehicles. Installs, operates, and performs preventive maintenance checks and services on assigned power generators. Supervises operations and assists team members in the installation and operation of multichannel line-of-site and tropospheric scatter communications systems.Supervises, performs and assists team members in the performance of unit level maintenance on assigned communications equipment.Requests logistical support.Prepares input for statistical and other operational reports. Training Information Job training for a multichannel transmission systems operator-maintainer requires 10 weeks of Basic Combat Training and 15 weeks of Advanced Individual Training with on-the-job instruction. Part of this time is spent in the classroom and in the field. Some of the skills youll learn are Operating multi-channel transmission equipment and diagnostic equipment.Performing maintenance on associated transmission vehicles.As your career continues, you will take more cl asses and training. Helpful Skills Having already mastered the following skills will be seen as an advantage Ability to apply electronic principles and concepts.Enjoys working on electronics and fiber optics.Good at problem-solving.Interest in working with radios and transmissions. Requirements ASVAB Score Required 98 in aptitude area EL and 98 in aptitude area SCSecurity Clearance SecretStrength Requirement heavyPhysical Profile Requirement 111221 Other Requirements Normal color vision required.Must be a U.S. Citizen.Ability to read, comprehend, and clearly enunciate English.Ability to work for extended periods in a confined area. Similar Civilian Occupations Radio Mechanics.Telecommunications Equipment Installers and Repairers, Except Line Installers.First-Line Supervisors/Managers of Mechanics, Installers, and Repairers. Compensation Educational Benefits Compensation for this MOS includes housing, medical, food, special pay, as well as paid vacation. In the U .S. Army, qualified students can earn full-tuition, merit-based scholarships, allowances for books and fees, plus an annual stipend for living expenses. Army PaYS Program Those interested in this job may be eligible for civilian employment, after the Army, by enrolling in the Army PaYS program, which is a recruitment option that guarantees a job interview with military friendly employers. unterstellung company executives are looking for experience and trained Veterans to join their organizations.

Your Resume Shouldnt Play Games

Your Resume Shouldnt Play GamesYour Resume Shouldnt Play GamesWhy unconventional resumes drive hiring managers and recruiters nuts.Steve Silberberg is into a lot of things certified Wilderness First Responder published in scientific journals and, according to his database-driven, configurable, searchable online resume, maintains a collection of over 2,100 air sickness bags.Everybody hates this resume. Only about five hiring managers over the years have refrained from requesting a standard Word resume, even though I wrote an RTF generator that allows you to create one right from the site, Silberberg said.We talked to resume professionals about precisely what is so unacceptable about an unconventional resume such as Silberbergs.Their rogues gallery of goofy resumes welches astonishing scented parchment, anyone? But before you dismiss these warnings as irrelevant to your own, tamer resume, read on. Resume tricks employers reject can be as subtle as tinkering with your text size. Recruit ers, resume pros and hiring managers pretty much loathe them all.They dont want to work to figure you outKevin Labick is the CEO of Empathy Lab, an e-commerce and broadband solutions provider. For Labick, as a hiring manager, Silberbergs online resume doesnt work for two reasons, neither of which is aesthetics.First, the resume has poor usability It simply made Labick work too hard. In fact, he wouldnt have bothered to click on the resume link had we not asked him to do us the favor. Silberberg has chopped up various aspects of his CV into so many niches, it becomes overwhelming, Labick said.Silberberg doesnt know which of his given skills an employer might be interested in, so he made his resume configurable and searchable. Hes making employers search to find what they need, and thats an easy way to get your resume rejected, hiring professionals said.Second, Silberbergs unconventional approach breaks the hiring managers process. Instead of the typical portable document format or Wo rd document, this is a site you have to go through, Labick said. Just to access it and look at it, they have to put some energy into it. Many people will just dismiss it out of hand. Theyll say, I dont have time to go to a URL. The old hide-the-work-gap trickThe most common trick seen by Bruce Hurwitz, president and CEO of Hurwitz Strategic Staffing Ltd., is when job seekers try to cover up work-history gaps by omitting years of employment or by submitting a functional resume that leaves out a chronological job list.It never works, Hurwitz said, because someone always asks about the timeline.Tricks dont make up for lack of experienceTerry Hanrahan, the owner of TD3 Products LLC, recalled looking for a a lower-level software/firmware programmer. One resume that stood out was printed on thick, beige, textured parchment with brown ink, three pages long and sent in a 9-by-12-inch envelope instead of being folded. Hanrahans staff noticed that one stack of resumes had a particular odor. T he parchment was the culprit. Im not sure what cologne or perfume was used, but it did get our attention - though not in a positive way, he said.Still, smelly-resume guy seemed to have the requisiteur experience and keywords, so TD3 brought him in for an interview. During the interview, they realized he must have used a resume service but not studied his own document, since the candidate had almost no working knowledge of any of the buzzwords on his resume and likely someone else had composed most of it for him, Hanrahan said. He perhaps knew that his meager qualifications would not warrant any further attention without some sort of trick.Since then, Hanrahan has been wary of any resumes that arent on plain white copy paper, with black ink, non-scented, he said.Hiring managers are on to the big-fonts trickSome job seekers who dont have much to say try to mask it with fonts, according to Hurwitz. They use a 14- or 16-point font, he said, a trick that only highlights the lack of cont ent on the page and the inability of the candidate to market herself.If you really, really have to be unconventionalHiring managers want something clear, concise and compelling. But if you insist on ditching the conventional, bear this in mind Youd better make it spectacular. Its got to be great, Labick said. Its got to be easy to process. Youve increased the hurdle for yourself by going outside the norm. It better hit your target.

5 Simple Ways to Write a Summary of Qualifications

5 Simple Ways to Write a Summary of Qualifications5 Simple Ways to Write a Summary of Qualifications5If youre still including an objective statement on your resume, youre doing it wrong. Here are some simple tips to write a summary of qualifications instead.Much like our climate, gas prices, and technology, resumes are constantly changing and its important to keep abreast of advancements in resume style, structure, and content to earn your spot at the top of an employers callback list.So how can you be sure your resume makes an immediate, positive impression? Start by cutting out and burying that long-dead objective statement and replacing it with a well-strategized summary of qualifications- commonly referred to as a value statement.Today, your value statement is what gets you in the door. Its the toughest section of your resume to write and is meant to tell a brief narrative of your overall professional experience. To make things even more complicated, your value statement should a lways be altered to reflect relevant qualifications from a specific job posting.Overwhelmed? Here are five simple rules to follow when writing an impactful summary of qualifications, or value statement.1. The Three-Adjective OpenerIf youre having trouble starting your summary of qualifications, the easiest and most effective route is to choose three adjectives that best describe you and your professional image. If youre an oil and gas contract worker, open by stating that you are a detail-oriented, pragmatic, and team-oriented oil and gas professional. Job descriptions will commonly feature a qualifications section seeking candidates with certain attributes, so look for those specifically to indicate that youre a direct match for the position. If youre having trouble thinking of three personal qualities, ask a friend or family member to describe you in three or more words.2. Years of Experience Continue the first phrase of your summary of qualifications by highlighting your years of experience within a certain industry or your time spent fulfilling one or two similar duties from the job posting. Refrain from boasting about experience spanning longer than 20 years. Alternatively, you can say you are offering career-long history of success in roles relevant to the position. However, if youre an entry-level candidate or seeking a career change, try discussing your academic background or relevant certifications and training.3. Demonstrated HistoryHeres your chance to briefly expand on your most hochgestellt abilities as they relate directly to the job advertisement. Try to veer away from using soft skills (e.g., excellent interpersonal skills, multitasking abilities, and the ill-fated written and oral communication techniques), and focus mainly on important tasks like team leadership, process improvement, and budget management. Include numbers and figures where applicable if you really want to pack a memorable punch.4. Hard-Hitting Closer An employer is most likel y to remember you if you close your summary of qualifications or value statement with a significant achievement or contribution. Are you proud of that time you helped increase sales by 30 percent within one year as a sales associate? Did you receive a promotion for resolving an ongoing internal issue? Be sure to include at least one accomplishment, even if its as simple as saying you have been characterized by your colleagues and superiors as a subject matter expert in a particular line of work, software, or skill.5. Languages Finally, languages can almost always be found as a valued asset within a job posting. If you are fluent in more than one language, list them as a final statement.Below is a sample of an ideal value statement, or summary of qualifications, in terms of length, content, and qualityOf course, the length of your value statement is dependent on the amount of experience you possess. Its best to keep it down to two paragraphs and eight lines maximum however, an execut ive-level candidate may be hard-pressed to limit his or her summary of qualifications to this standard. If youre an entry-level applicant, you may only need one paragraph of four lines to briefly outline your areas of expertise.Remember to justify all text to both the left and right margins using the alignment tool in your word processor to enhance readability and overall appeal.The concept of a value statement may seem overwhelming at first, but with these simple tips and a little practice, youll be able to leave a lasting impression on any potential hiring manager.Readers, have you written an awesome summary of qualifications for your resume? Share it with us in the commentsResumeTarget.com provides professional resume writing services for clients of all career levels across North America. We are the only resume writing company that offers a professionally written resume coupled with the guidance of recruiters, to guarantee that your resume will get results. Tweet us with any resu me questions you have at www.twitter.com/ResumeTarget, were here to help