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23 Things You Should Include To Make A Killer Résumé

23 Things You Should Include To Make A Killer Résumé

Put yourself in a recruiter’s shoes.

If you were faced with a stack of résumés what would you want? The ability to download all the info into your brain, the way that Neo from The Matrix gets plugged in and learns Kung Fu in about ten seconds?

Unfortunately it doesn’t really work like that. In fact, research shows that recruiters take only six seconds to make their initial judgement on a résumé. If your résumé is screened by a computer first, it may not even get that far.

So, your job, when creating a killer résumé, is to make it really easy for the recruiter to spot the most important benefits you offer the employer.

Do the work, so they don’t have to. Here’s how:

1. Make sure your résumé is tailored to the job you are applying for

Generic résumés may be quick to submit, but far less effective. Better one excellent job application than three shoddy ones.

Researching the cultural norms of the organization is worthwhile. For example, within one industry some will value experience but not care much about education, while others care about your qualifications.

2. Only apply if you meet the job criteria

Don’t waste your time or the recruiter’s applying for jobs if you don’t meet their criteria. If you still want that job, go and expand your skill set before trying again in future.

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3. Don’t lie

Even if you get through the first screening, lying about or exaggerating your accomplishments is likely to come back to bite you. Recovering from the loss of trust is hard.

4. Add keywords

After writing the résumé, check it for keywords from the job description.

Keywords are gifts to you from the employer. Add them into the existing text so they flow naturally. This will help your résumé get past screening software, and recruiters who are accustomed to searching quickly for these keywords.

5. Structure your résumé carefully

It is easiest for the recruiter if your key skills and background are summarised at the top. Make sure your current and most recent previous role are on the first page.

Your education and qualifications are generally less important than your professional experience, so put these later.

6. Show how your most recent two jobs are relevant

Recruiters will spend 80% of their time on your name, the company, job title, start and end dates for your current and previous companies, and finally your education.

If you are changing direction in your career, you will need to work even harder to draw out the skills and networks you are bringing from these last two jobs.

7. Keep the résumé short

Remember the recruiter will scan your résumé in seconds. Including your school paper round or even lengthy details of your first job out of college is not something a recruiter will thank you for (unless, of course, you are applying for your second job out of college).

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8. Demonstrate progress

Show the recruiter that your career makes sense. Tell a story which shows promotions and additional responsibilities as you delivered value to your employer.

9. Use CAR as a guide

CAR stands for Context, Action, Results. Use them as a mental checklist. Keep the context short: just long enough for the recruiter to know what your job was. Spend longest what you actually achieved as a result of the actions that you took.

10. Provide proof

Qualify your results wherever possible. Beating your targets, raising finance, cutting costs, making great sales all provide convincing and easily digested data which demonstrate your achievements. Social proof such as promotions and customer feedback are also worthwhile.

11. Show you are a rounded person

Include personal projects, sports or voluntary work that you participate in, but be aware if they are activities which might stereotype you or turn an employer off.

12. Include links to other sites and social media

Keep your résumé short while demonstrating your talents by providing links to articles, photos, or websites you’ve designed, or a portfolio. Also, provide the url for your LinkedIn profile and Twitter feed it those reflect your professional abilities.

Clearly, you want to avoid a Facebook page with photos of your drunken exploits. Better still, don’t post these on social media in the first place.

13. Give a good reason for leaving an employer

Recruiters will especially be looking at the reasons you want to leave your current employer and how long you were with them. If you’ve had a series of short-lived positions you’ll need a convincing explanation of why a recruiter should take a risk on you.

14. Explain gaps in your employment history

Leaving a gap on your résumé leaves the recruiter wondering. If you’ve taken time out for parenting or starting your own business, tell them. If you’ve been traveling, show how it has enriched you as a candidate.

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15. Exclude irrelevant information

Don’t reveal your age, race, gender, marital status, or whether you have kids. Research shows that even the most self-aware recruiters have unconscious biases.

16. Show your eligibility to work

Make it easy for a recruiter to be confident that you are eligible to work without having to apply for work permits.

17. Make it easy for the recruiter to contact you

Include contact details with your email and one phone number (don’t make the recruiter have to guess which number to use). Don’t bother with your home address.

18. Format for clarity

Make sure your formatting goes hand in hand with the résumé structure to ensure recruiters can spot the key information easily.

Create clear sections with easy-to-read, consistent headlines. Use an attractive font, which is also easy to read. Don’t use Word templates. If your design skills are truly terrible get someone else to do the formatting for you.

19. Stick to a familiar format

In this case, boring is good. Unless you are specifically applying for a graphic design or creative role and want to demonstrate your talent, avoid unusual formats. Remember, the recruiter doesn’t want to be distracted as they scan the page.

Cut anything that seems clever but reduces clarity, including pictures. If you do use something different, make sure it is effective and suits the employer’s own style before you submit it.

20. Submit your résumé in pdf format

Unless you are asked otherwise, send your résumé as a pdf. This will ensure your formatting remains consistent on any device.

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21. Spell-check and grammar-check

Obvious, perhaps, but surprisingly often spelling and grammar mistakes are what leads to a résumé being put in the reject pile. Use the past tense and third person, not first person consistently throughout your résumé.

Don’t rely on your computer’s spelling and grammar checkers. They are often wrong. Edit it yourself and then get another person to read your résumé with fresh eyes.

22. Check before you include a cover letter

Most cover letters are a waste of time. Either don’t bother, or, if the recruiter specifically requests one, make sure it says something meaningful.

Cover letters can be used as headlines, picking out the most relevant parts of a résumé. They can deal with issues the recruiter may be concerned about, such as a change of career direction. They can remind a recruiter about an occasion that gave them cause to trust or care about you.

23. Don’t write to the CEO

Unless you are applying to a tiny company, or you know the CEO personally, it is not the CEO who will be doing the initial screening. Don’t waste their time.

Featured photo credit: typing on laptop, picture about education via shutterstock.com

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Last Updated on December 10, 2019

7 Strategies to Keep Employee Motivation High

7 Strategies to Keep Employee Motivation High

Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

But do you know what motivates your people?

It’s simple:

  • Is their work stimulating?
  • Does it challenge them?
  • Is there room to grow, a promotion perhaps?
  • Do you encourage creativity?
  • Can they speak openly and honestly with you?
  • Do you praise them?
  • Do you trust your staff to take ownership of their work?
  • Do they feel safe in their work environment?
  • And more importantly, do you pay them properly?

Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

1. Be Someone They Can Rely On

You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

Be reliable; it’s astounding how much this motivates your people.

2. Create an Awesome Company Culture

There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

Here are four ways to build a culture that keeps your employees highly motivated.

  • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
  • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
  • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
  • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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3. Touch Base with Your Team Weekly

Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

4. Give Them the Tools They Need to Do Their Jobs Well

Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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5. Provide Opportunities to Learn and Upskill

Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

6. Monitor Their Workload

Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

  • Red means they’re fully loaded.
  • Yellow means they’re busy, but they can potentially take on more.
  • Green means they haven’t got enough to do.

I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

7. Don’t Mess Around with Your Employees’ Pay

Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

So it’s your job to ensure that you pay your people on time.

The Bottom Line

A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

Wouldn’t you rather be part of their success story than the business that drove them away?

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Featured photo credit: Emma Dau via unsplash.com

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