Add a Profile Section to Your Resume

We love sharing job search tips and tricks. At the same time, we’re often amazed at how some of the simplest tactics seem to have the greatest impact on our success in finding new opportunities.

Over on US News, HR expert Alison Green shared six small resume changes that have a big impact. Some of the them are familiar, like getting rid of irrelevant jobs and focusing on accomplishments instead of duties. However, one stood out to us that we’re seeing more and more on resumes: a professional profile instead of an objective. Alison explains:

Add a profile section to the top of your résumé. Profile sections or summaries have replaced objectives at the top of current-day résumés. A profile is just a quick list of the highlights of your strengths and experience, summing up in just a few sentences or bullet points who you are as a candidate and what you have to offer. A well-written profile or summary can provide an overall framing of your candidacy, preparing the hiring manager for the rest of your résumé through that lens.

Read the rest of her advice on US News.

Why Online Is The Future of Job Interviewing

Job interviews are daunting enough, but now more and more are moving online and using video. This infographic by iMeet explains why online is the future of job interviewing.

Takeaways:

• Since 2011, the use of video interviews has risen by 49%. 

• 66% of candidates prefer to use video during the interview process. 

• Communication is conveyed by the human face (55%), tone of voice (33%) and words (7%).

Source: The Undercover Recruiter

LinkedIn Profile Must-Haves

So you’ve got a LinkedIn profile, and you want it to be perfect – so what do you add? This infographic by our friend Neal Schaffer at Maximize Social Business lists 17 things your profile must have.

Takeaways:

• A serious profile picture is necessary on LinkedIn – you don’t want one that will turn people off you.
• Be active – update your status regularly and share relevant content.
• Make yourself contactable – add an email address, and links to Facebook/Twitter to the description.

Source

7 Secrets to Making Recruiters Find You

3 Ways to Spot a Fantastic Creative Candidate

By: infocux Technologies

No matter what field or position a candidate is applying for, they have to supply a resume that covers their background and expertise, however all recruiters know that intuition plays a key factor in selecting the right person for a role. When it comes to filling design jobs and other traditionally creative ones, there’s even more importance placed on identifying the right person to fit the role and within the existing team. They will often offer a portfolio of their work with their application, however that can only go so far to tell you how they think, and how they work.

Number one on my list when I’m applying for a job is to go in with tremendous amounts of enthusiasm. I’ve found that to be the greatest asset I can bring to the time I’m visiting with recruiters and hiring managers. With rare exception, they will choose to work with friendly and pleasant people. Enthusiasm and energy can be a game changer, especially when you might be an underqualified or fringe candidate and you’re looking to separate yourself from the pack. I recall several times being faced with questions during interviews I couldn’t quite answer, but rather than duck and evade them or highlight other positive qualities unrelated to the inquiry at hand, I turned them into chances to talk about how much I’ve learned and how quickly I can get up to speed.

Nobody will get hired on enthusiasm alone, of course, but it can be a characteristic that helps you leave an impression on someone. Here are three other things to look for in a candidate during the interview that will demonstrate whether they will be a good fit within the creative department at your organization: 

1. Collaborative:

Freelancers and consultants can work well alone, but the majority of us feel relief in being a part of a bigger company. There’s no end to the benefits that come with participating in conversations with colleagues that will ultimately highlight everyone’s strengths and make your final product better. During the interview, you can get a sense of how the candidate will function within the team they are looking to join. Give them a chance to show how they problem-solve with a situation that requires multiple people and lots of attention. How they envision their role in getting everything in order will illustrate what they might be like to work with on a day-to-day basis. It’s not just a role they’re filling; it’s a spot within a cohesive unit. 

2. Assertive:

They’ll need to get along with others, but also know when to hold their own and to speak for themselves. It’s important that workers take ownership over their projects whenever possible, and having someone who is meek or standoffish could jeopardize your enterprise. Find someone who will make sure that the assignment not only gets done but also in its best form. They should take pride in what they do, and also in the brand they represent with their work. Make it clear to them from the start that your company will reward them however possible as they show their prowess for motivating others and keeping up the positivity. Be sure to bring up incentives and what they see as top motivating factors. 

3. Humble:

Even if they are masters at their particular field, they should know how to keep any unflattering arrogance in check. They should be able to seamlessly join a team and find their place. During the interview, especially on a follow-up one, you can learn more about them by asking them to describe times they failed and what they learned from the experiences. How they respond will reveal a lot. Listen carefully to what they choose, but also pay heed to how they say they grew from it. Even at high-levels of a company, errors take place, many of them unexpected. Overcoming adversity is key to a successful group. If you have the right people in place, when those issues arise, they’ll be able to navigate around them together.

A word of advice: sometimes it’s the job descriptions that get things off on the wrong foot – if the list of responsibilities and qualifications reads flat, you’re likely going to get a set of candidates to match. When it comes to recruiting creative professionals, you’ll want to give them a glimpse up front of what you and your culture are like. Find ways to spice up the job listing to help yourself get in front of the right candidates. Don’t forget that interviews and application processes are two-way streets and you should make sure you are also at your best. Some of the techniques that go into hiring tech or business people might not work for creatives. You, too, will have to do your homework and adapt to the clientele and audience whom you wish to reach.

Author: Danny Groner is the manager of blogger partnerships and outreach for Shutterstock.

3 Rules for Creating a Beautiful Online Portfolio

If you're a creative professional — e.g. a designer, photographer, writer or advertising exec — you'll likely need to show an online portfolio as part of the application process for any job.

But no matter what field you're in, having a permanent link where people can access your work has other benefits, too. It's standard practice these days for recruiters to Google candidates' names to see what they can dig up. And when they do, having a website that shows off the articles you've written, campaigns you've been a part of or other past work you're particularly proud of can be a huge asset.

In addition, an online portfolio allows you to easily collect all of your clips or work samples in one spot. When you need to pull together materials to showcase in an interview, you'll be happy that everything is available and up-to-date. I've found my collection of clips that I keep on Tumblr to be a great way for others to see my latest articles all in one place and for me to assess the trends and topics that I cover best.

Of course, before you start throwing things up on a website, you'll want to make sure that this micro-homepage is visually attractive and dynamic. There are plenty of platforms you can use (Carbo, DripBook, Krop and Carbonmade are some of the best), but regardless of which one you choose, these tips will help you convey the right message in your portfolio. 

1. Get to the Point

Recruiters will usually make their hiring decision within the first minute of meeting you, and that same rule should apply when a potential employer views your online portfolio. From the second someone arrives on your page, you have to make sure he or she gets the best, most effective impression of you.

Besides having a clean and professional design, one of the easiest ways to do this is to have a single, compelling image to greet visitors at the top of your page. Even if you're not adept at shooting a camera yourself, you can use a stock photo that will represent you well. Just make sure that your selection matches the industry in which you're competing. For instance, if you're a PR professional, you'll want an image that shows activity and connectivity; if you're a writer, something that uses words, letters or writing tools.

No matter the industry, check out Curalate's infographic for guidelines on which types of images work best: Images that are reddish-orange, for example, perform better than images that are blue, and photos without people in them are shown to be more compelling. 

2. Keep it Simple

During the interview process, you will have plenty of time to talk about your best projects and greatest achievements. On your online portfolio, though, you just want to whet people's appetites. Think of it like an auction — you get to see the item in a catalog and fall in love with it beforehand. Then, during the live portion of the event, the auctioneer will give you more info about the object up for sale.

Sell yourself in this same way by telling the story with less on your portfolio. For example, include the front page of the brochure that you designed and created — -not all 16 pages — or links to your top 10 articles, not top 100. Wait for a prospective employer to request the rest. It's a good sign. And once someone is interested in your work, you will have plenty of time to give him or her more information. 

3. Give Your Interviewers What They Want to See

Found the perfect job to apply to? Great. Don't be afraid to adapt and adjust your portfolio from time to time, especially if you're interviewing for a specific position.

Pay particular attention to the skills advertised in the job description, then use that information to help guide you on what to put front and center on your portfolio. For instance, if you're interviewing with a healthcare company, make sure the work you've done for other healthcare clients is easily accessible — more so than say, your fashion, sports, and media work. It'll be comforting for the interviewers to see your relevant experience in action, and it could even help them carve out their vision for what they want for theirs.

Like your resume, your cover letter or anything else a potential employer might see, your online portfolio should showcase what you have to offer in a concise, compelling and interesting way. Keep these rules in mind, and you'll already be one step ahead of the competition.

Image by glassdoor.com
This article originally published at The Daily Muse here

Should I Lie on My Résume?

As a professional resume writer, HR manager and career coach for over 10 years, I have come across this controversial issue more times than I can count. Let’s say you have been actively pursuing employment for over a year and keep being told you’re over qualified by recruiters, so you start thinking to yourself, “maybe I should remove some of my older jobs or change the job titles to something less managerial.” For example, if you wanted to effectively lie on your resume, you’d want to remove the job title of your previous employer from District Sales Manager to Sales Representative and remove any verbiage related to leading teams or managing daily operations. Obviously this might make you appear less “over qualified” and in return prompt the reader of your resume to consider you for the job. While this may actually happen, you must use caution and think about the long-term repercussions of such an action.

Can a job seeker be jailed for lying on their resume? The short answer is no, but there may be other serious consequences which I will explain below:
 
Scenario #1 – Lying on Your Resume:

You have been unemployed for quite some time and decide to lie on the resume by exaggerating your experiences, altering your actual job titles to read differently, removing dates from older jobs, leaving the dates of your most recent employer as (still presently working) even though you were laid off, eliminating jobs altogether, or even worse – including degrees from colleges that you never earned. Keep in mind that employers try to verify EVERYTHING before hiring you and it is very likely they will find out one way or the other. Not only are some of these tactics unethical and could get you fired down the road, but it is considered fraudulent and could hold some legal ramifications in certain situations. While it is unlikely someone could get jail time for lying on a resume, civil damages could arise if something happens at the job that causes harm to the business or a client of the business and they later find out you lied about your credentials on the resume. To put this into a more simple perspective, just don’t do it!
 
Scenario #2 – Being Truthful on Your Resume:

You are still unemployed after several months of hiring-manger rejection and job turndowns, but not selling your soul to the Devil is more important than deceiving your way into a new career. While this might subject yourself to some hard times ahead in the short term, the long-term benefits will be far greater because when you do get the job, you won’t get fired for lying! Yes, recruiters may be telling you over and over again that you are over qualified. However, this should not deter you from your better moral judgment. Instead, their discouraging words should motivate you to start targeting jobs where your qualifications balance with the level of requirements and set your sights a little hire. Doing this will not only help you find a more stable career path, but it will increase your chances at gaining a higher salary.

In today’s economy, we see many job seekers selling themselves short by applying for jobs they are over qualified for out of pure desperation. This is understandable if you were laid off unexpectedly, but if you are still employed and looking for a new career, plan ahead and keep your resume fresh. Effective career management strategies such as making sure you have at least a three month stash of funds to hold you over can greatly benefit the outcome of your job search. Anxiety during a job search is never good, and one should never succumb to lying on their resume to get a job. Prepare yourself ahead of time and I can almost assure you the process will go much smoother than expected.
 
Conclusion:

Is there any benefit at all to lying on my resume? The only benefit to lying on your resume would be getting a job that you are not really 100% qualified for. You are not only putting a business in a bad position by doing this, but you are harming career as well. While you may find employment much quicker by doing this, more than likely your boss will eventually find out and fire you. If you get into the habit of doing this and end up “job-hopping”, your resume will become even less effective in the future. How are you going to explain why you only lasted a few weeks at your last three jobs? Don’t even think about hiding these jobs from your resume because employers can always see who you worked for by using your social security number. If you’ve ever had a credit check done, you should know that the reports sometimes show the name of your prior employers. There are many ways for them to find out.

In summary, it is just best not to lie on your resume at all if you want a rewarding, long-lasting career.

Source: The UndercoverRecruiter.com

4 Ways to Show You’re Ready for Management

You’ve got several years of experience under your belt, you’ve put in your fair share of time, sweat, and tears, and by your calculations, it’s your turn to move up into a leadership position.

But, a job well done in the business world isn’t like a standardized test—your past performance doesn’t necessarily predict a successful future in management. And if your last official leadership role was coaching your intramural softball team, it might be time to start thinking a little more seriously about your plan to move up.

My advice? Start with the person who has the power to actually promote you: your manager. To prove to your boss that you’re management material, it’s all about your attitude and willingness to do more than just fulfill your basic job description.

To make sure you’re putting yourself in the right light, here are a few tips to impress your manager and prove you’re ready to climb that corporate ladder.

1. Be a Problem Solver

Leaders don’t just wait to be told what to do—they think strategically about what needs to be done, and then they do it. So, next time you’re faced with a challenge, don’t just tell your boss about the problem and wait for a solution. Instead, tell him or her how you’re going to fix it.

For example, let’s say your website’s traffic is down. It may be tempting to fall into the same routine of reporting it to your boss and simply waiting for direction—but to prove you’re fit to be a leader, kick your creativity into gear and start thinking of new solutions. Maybe you could develop a strategy to attract new audiences by hosting a contest on your Facebook, Twitter, or LinkedIn sites to attract more followers and further engage current ones to help you spread your message. When you present the problem along with its possible solutions, your manager will recognize your initiative and dedication to the company’s success.

And look at internal issues, too: If you think there are ways to do your job more efficiently, test those solutions and present them. You won’t only make your life easier—you’ll prove to your boss that you’re ready to improve the entire department’s operations.

2. Take on (Small) Management Opportunities

One of the best ways to show that you’re ready for a leadership role is to find small ways to manage people or projects. You’ll build your management skills, of course—but more importantly, you’ll start being viewed as a team leader.

To snag some of these opportunities, you first have to make it known that you’re ready for more responsibility. So, try asking your boss if there are any managerial tasks you can take off his or her plate, like training new hires, taking on a summer intern, leading meetings, or overseeing small project teams. Is your manager going on vacation before the summer ends? Check in before he or she leaves to see how you can step in during that time.

You can prove your leadership skills through more casual means, too: Offer to help plan the company picnic or volunteer with co-workers at a community event. As you take on more responsibility (and follow through with successful results), you’ll prove that you’re committed to your team and will do what it takes to get things done.

3. Understand the Whole Company—Not Just Your Role

To be an effective manager, you’ll need a 360-degree view of the company. With the right information, you’ll be better equipped to make informed decisions and develop the right strategies to push your department forward. So, spend some time learning as much as you can about your business as a whole.

First, nail the basics: Act as if you’re an outsider researching the company for an interview and (if you’re not 100% familiar with them already) read up on the business’ current vision and goals. Then, move on to the most recent annual report and press releases to delve into company operations, strategies, and challenges. And don’t forget to research your competitors, too, to see exactly where you rank in your industry.

Then, consider your personal knowledge of the internal workings of your company. If there’s an area you don’t know too much about—like finance, human resources, or supply chain management—introduce yourself to people in that department and ask if you can shadow them for an afternoon to learn a little about what they do on a daily basis. You’ll impress your boss by proving that you’re interested in more than own responsibilities—but you’ll also understand how other departments work together to contribute to the company’s overall success.



4. Be Professional

Finally, as you’re thinking about how to get to the next level, remember to make sure that you’re exemplary in what you do now. Would you want a manager who misses deadlines, forgets to answer emails, and gossips about other employees? Of course not—and even though you’re not a supervisor yet, you shouldn’t be displaying those behaviors, either.

Instead, demonstrate a good work ethic by being on time and courteous to other co-workers. Avoid office gossip, aim to have the reputation of someone who everyone can trust, and approach your everyday tasks with a positive attitude.

I know—it seems simple. But sometimes, it’s all about the basics. At the end of the day, if you’re the go-to person your boss and co-workers can always count on, you’ll be on the right track to move up.
Once you perfect the intangible qualities of a leader—like responsibility, initiative, problem solving, vision, and follow-through—you’ll prove that you can add value to your company in a management position. It might take time, but that’s OK: It’ll put you in the perfect light when the opportunity for a promotion comes up.

Source: The Daily Muse by Heather Schlichting,

How to Ensure Your Resume Gets Read By a Human [INFOGRAPHIC]

This infographic by CyberCoders gives you the top tips to make sure your resume doesn’t get rejected by an ATS [Applicant Tracking Software] and actually read by a human.

 

Source: The Undercover Recruiter

How to Create the Perfect LinkedIn Profile - INFOGRAPHIC

There are over 225 million users on LinkedIn – are you amongst them? Link Humans dreamt up the perfect LinkedIn profile and created this infographic of it – here’s the top tips for creating the perfect LinkedIn profile.

Takeaways:

• Make sure you have a professional photo and a catchy headline.
• Customising the website links and especially your profile URL is crucial for optimising your profile.
• Make sure you speak directly to your target audience and make it relevant to their needs.

Related: Top 5 Reasons Recruiters Won’t Click On Your LinkedIn Profile [INFOGRAPHIC]

Click image below for full view:

Source: The Undercover Recruiter

How Would You Score Yourself as a Manager of People?

By John Murphy on theundercoverrecruiter.com

So, how would you score yourself as a manager and a leader? Don’t know, or not so sure? Well, if you’re not sure, let me tell you that your people are – they are constantly scoring you! So, if you have not evaluated your own performance in a while, now is a good time to start!

I met recently with the CEO of a large company who wanted to discuss some issues that he was having with his team. He gave me a pretty good briefing about the team – their strengths and weakness, success, disappointments, how they performed individually, how they get on together etc – all great information and really important when working with the team.

However, there was one piece missing – feedback on himself as a manager a leader.

I asked him to rate himself as he would any other member of the team in terms of team management skills and leadership. Rather taken aback at such a question, he began to reflect upon this unexpected query.

Truthfully, he was pretty challenged to do this straightforward exercise – like many others I ask the same of, I have to say.

To give him a helping hand, I put a series of questions to him, which would give a fair indicator, and since he found the questions and the ensuing conversation so helpful I thought I would share the questions with you here so that you can do your own evaluation:
 
Question 1: How open are your people with you?

What I mean by that is, is the information flow from them on a “need to know” basis or is it free flowing? Do they admit mistakes even if the likelihood of you finding out are slim? Are they open, and I mean, without prompting,about any worries and concerns they have? Do you know what their personal, non work related goals are? What are they ambitious about? Do you know what goes on in their personal lives?
 
Question 2: Are they fully supportive, in a real sense, on team goals or are they only concerned about their individual ones?
When you talk to them, do they discuss how they can support other team members goals? Can you see them contributing to other team members, not just in words but in actions? Or are they only ever bothered when it impacts upon their own goals? Do they contribute to the achievement and success of others? 

Question 3: How supportive are they of each other?
Is it “I’m alright, Jack!” or will you see them supporting someone who may be struggling? Do you witness them helping each other out or does it only happen when asked?

At your meetings do you just go around the table to get individual reports about performance or do you spend more time discussing how everyone can leverage what is available to achieve the overall goal? Is everyone protective about their own resources or is there a real willingness to share? 

By: Idaliz Escalante

Question 4: Can you say that open and honest debate happens among your team members, or does the office politics prevail?
Is it safe, as a team, to have “that” discussion about the hot topics that need to be aired? Are the sensitive issues debated openly? ? Or is the atmosphere that an “attack” is happening and the truth does not get aired? Have you clear guidelines agreed for such conversations to take place?

Really take your time to reflect because the answers to those questions will give you a good picture of your team management skills.

I know that my client now has a much better picture of his skills and where he needs to focus to improve his own performance – and, as a consequence, his team’s too!

What would your answers be? Go on, and ask yourself these same questions – and then do something about it!

What to Do When You're Overqualified for A Job

By Jennifer Parris, Mashable.com
You’ve been a dutiful job seeker for a while, and finally, you’ve found a position ... that you could do blindfolded. But after you’re called in for an interview, the hiring manager utters the dreaded “o” word — overqualified. Still, you really want this position. Here’s what you need to do when you’re overqualified for a job.

Be Honest

It will be immediately obvious to your interviewer that you are overqualified for the position, and there’s nothing wrong in saying so. After all, if you don’t bring it up, the hiring manager surely will. So, have a game plan ready for when the question comes up. There are many reasons for someone to take a position that is considered below them. Maybe the job offers you the option to telecommute, which is what you need at this stage of your career. Or maybe it’s a fifteen-minute commute door to door, or a job with a company that you’ve always wanted to work for. Whatever the case, you should be honest about your intentions.
 
Focus On How You Can Help

All your extensive workplace experience can either help you or harm you during an interview. It’s up to you to offer some perspective to your potential boss by showcasing your skills, and then explain how those skills can help the company. Maybe you helped bring your previous company back from the brink of bankruptcy. Or, your business acumen helped seal a merger with a Fortune 500 company. Learn everything you can about the needs of your prospective company, and be ready to show how your expertise can help it accomplish those goals.
 
Modify Your Resume

Most people enhance some part of their resumes to make themselves look more qualified and skilled than they actually are. But when you’re already overqualified for a job, you need to do the exact opposite. Look for areas in which you can trim down some of your previous experience so that you are still qualified for the position, but not overqualified. That way, a hiring manager will most likely call you in for an interview without tossing your resume on the “pass” pile.
 
Offer A Commitment

The biggest fear that a potential boss faces when hiring someone who is overqualified is that he or she will get bored with the job after a while and then quit, leaving the company to start the time-consuming — and expensive — hiring process all over again. Ensure that you have no plans of leaving — sometimes employers may want you to sign a contract to confirm that you will work with the company for at least 12-18 months. But you should only sign an agreement if you’re truly willing to dedicate that time to the organization.
 
Take Salary Off the Table

With your expertise and experience, a hiring manager might assume you’ll want a higher starting salary than another candidates. Make it clear that your previous positions — and earnings — will not inflate your salary requirements. Stress that you are looking for a salary that reflects the job's current market value — and that you also are open to negotiation. That will help smooth the way to getting a second interview, and hopefully a cold hard job offer.