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Trying to Write a Resume without Work Experience? Do This!

Trying to Write a Resume without Work Experience? Do This!

When it comes to making the necessary steps for landing your first job,[1] writing a good resume is a crucial one and yet often is the most confusing. It is difficult enough when you change jobs and already have a career background. Writing a resume with no experience seems hardly possible and a lot of new job-seekers feel completely lost.

However, it doesn’t have to be that hard, as the first resume should be all about your goals and targeted audience. Lack of background, in this case, is not an obstacle. This short guide will help you to follow the basic rules of resume writing and allow you to find out how to make a resume with no experience.

Easy to Perceive

According to a research, a recruiter spends about 6 seconds reviewing a resume.[2] Thus, the primary goal is to make the content easy to scan and emphasize the important information to increase its visibility. To make a layout clean, the font type should be the same.

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The structure will be better if the dates and locations are mentioned. It is a good idea to check some examples of a perfect resume[3] to get the inspiration for creating your own.

Set Clear Goals

There is a stereotype that young workers might be immature and disorganized. To convince the employers that you are a determined candidate, it is better to indicate clearly your job goals and desires. Try to mention precisely what position you expect to get or, at least, your area of interest. Your skills and education should be closely related to your goals. This will make a resume coherent.

Show Your Strengths… But Stay Honest!

The productivity of a resume does not depend on the amount of material you present, it is all about how you do it. Thus, be sure to concentrate on your strengths and advantages. For example, in an entry level IT resume with no experience, you may emphasize your excellent computer skills (languages, operating systems, networking).

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It is also possible to mention your achievements in this area. For instance, resolving technical issues, video editing, creating a website, applications developing etc. Even if it was just your hobby or you helped your friend, it will make a great impression.

Any Experience Matters

Most people who write their first resume already have some job experience, but it is often not related to the area of their interest. It might be babysitting, tutoring, or a part-time job in a shop or a restaurant. They might consider this information useless and avoid putting it on a resume.

In fact, any experience is great and should be mentioned, if you describe it properly. It might be placed in one of the last sections at the bottom of the page. When you mention a job, indicate what skills you’ve gained.[4] For example, the position of a cashier in a fast food restaurant made you stress resistant, good at multitasking and developed great communicative skills.

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High School and College References

As you start your career, it is appropriate to refer to your high school and/or college achievements. It might be the information about scholarships, awards, participation in clubs, sports or being valedictorian.

It is great if these activities are related to the job vacancy, but it is not obligatory. The aim of this section is to present your personality and show all-round development. Including this material will create an image of an active, well-rounded person.

Recommendations

When young job-seekers think about how to write a resume with no experience, they often worry about recommendations section. A career starter is unlikely to have any connections yet and there is no former boss to ask for feedback.

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As a solution, a lot of candidates write a line “References available upon request” and hope that it will be ignored. There is no need to waste a resume space like that. The employers may ask about recommendations during the interview and what they might expect from you is a letter from a teacher or a mentor. It could be provided by almost any student. Thus, there is no reason for panic.

Featured photo credit: Andrew Neel via unsplash.com

Reference

More by this author

Victoria Vein

Content Manger, ResumeWritingLab

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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