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Was Your Resume Rejected? Here’s What to Do Next

Was Your Resume Rejected? Here’s What to Do Next

You’re whipping your resume into shape for 2014, and you’ve done everything to make the document more appealing. You’ve even applied all the recruitment tips to the t.

You’re now waiting for the right opportunity to send your shiny resume off to a dream employer who’ll be floored by your awesomeness.

Sadly, there are several hiccups before that can happen. Most employers will spend about 5–7 seconds on your resume, and that too if you’re among the first few applicants received 200 seconds after the job is posted (yes, that’s 200 seconds only!)

If you do manage to hit “Send” in those first few minutes, there’s a huge chance you’ll be looked up online (68% employers will search for you on Facebook), so you want to make sure your after-party video does not make it to YouTube.

One spelling mistake and you’ve lost your only chance.

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But that’s not all—once you do take care of all the possible road blocks, you have a new problem.

How do you stand out from the crowd who have put equal amount of effort and care in their resumes?

The answer is simple. You must do what most of your competition hasn’t thought of yet: Embrace the technology of Interactive Resumes.

Needless to say, an interactive resume (when done right) will get you far in the fiercely competitive race for a job than a plain, boring one.

For starters, interactive resumes let you show your personality to your prospects. You become “more human” and less of a faceless applicant (that said, do not put a photo on your resume ever—research states that 88% of employers will reject you if you have a photo on the document).

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Secondly, with interactive resumes, you get to show your creativity, which could well be the deciding factor between you and the next person.

But before we delve further, let’s first take a look at what it means to build an interactive resume.

Just What Is an Interactive Resume?

This question can be best answered using an example. Check out Robby Leonardi’s Mario-inspired resume here to get an idea.

An interactive resume, unlike the traditional ones, is a website created with the sole purpose to showcase your skills, knowledge and abilities so far. Think of it as your store-front where you put your best wares for sale.

Interactive resumes are also known as multi-media resumes which include audio, text, video, links and graphics that give you a lot of room to play and build credibility.

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But don’t be mistaken—your resume doesn’t have to be over the top and scare off the employer. Some industries may not be ready for a fluorescent-themed animation (is anyone ready for that?) but if subtly done, by mixing creativity and fun, you can build a cool resume that captures your prospect’s attention, such as this one.

More Benefits of Interactive Resumes

1. You always know what happens to your application.

With most text-based resumes, you have no idea if the document was ever opened. If you never heard from the employer, how do you know if they even looked at your application?
Since an interactive resume is basically a website, you can track the number of clicks and the most popular links on your resume using monitoring services such as Click Meter.

2. You can update your resume instantaneously.

With traditional resumes, once you’ve sent it away to the employer, you won’t be able to send them an updated version (unless you’re asked for one).

With an interactive resume however, you can almost instantly make changes and keep your career history updated for head-hunters.

3. You can make informed decisions based on the clicks.

Let’s say you have a link to your YouTube video on your resume. If you notice employers clicking the link and staying on your YouTube page a lot, then you can make the smart decision to keep adding/updating your videos.

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4. You prove you’re comfortable using new technology.

One of the selling points, especially for older job-hunters, is the ability to stay abreast with technology. If you’re a graphics designer looking for a job, an interactive resume can give you an edge over competition.

The Downsides

Like everything in life, interactive resumes come with their own set of flaws. One could be the industry you’re applying in is not yet ready to face such interactivity. For such industries, bring in a moderate level of interactivity with hyperlinks to your blog and website.

Another possible down-side could arise when head-hunters compare different resumes. They could have a hard time comparing your interactive resume with other text-based ones, so much so that they might give up on reading yours.

How to Create Interactive Resumes?

Okay, you’re now convinced and ready to give interactive resumes a go. The question naturally arises “Just how do I create these beautiful resumes? Do I have to learn to code?”

Thankfully, there are services that do the most work for you. So no, you don’t have to learn coding. This tool lets you create interactive resumes for free and you don’t need to download any additional software either.

Your Turn

Have you ever built an interactive resume for a job? How did it go? Share your experiences with us in the comments below!

Want more? How to Make Your Resume Stand Out From the Crowd.

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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?

More to Motivate Your Team

Featured photo credit: Emma Dau via unsplash.com

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