Advertising
Advertising

Why Resumes Aren’t Quite Dead (Yet)

Why Resumes Aren’t Quite Dead (Yet)
    From Flickr at http://www.flickr.com/photos/dreamingofcalifornia/

    Being someone that just entered the job market about 2 months ago after graduation from a four year school, I placed the emphasis on creating a résumé to give to potential employers. In fact, I even met with some of my universities “career development” professionals that help me craft and hone my résumé, making sure that it was the best it could be.

    But according to many of the tech, productivity, and social media experts online, my résumé was all wrong. According to many of these outlets I shouldn’t even be using a résumé at all.

    I consider myself to be a tech-geek type of guy, trying to keep up with the latest and greatest stuff online and in the technology realm. But I notice most times that many of these “experts” online give advice that they and their direct colleagues hold to be true and not what the mainstream still knows to be true.

    Advertising

    The résumé is dead… sort of

    The social media experts will tell you that the résumé is dead, and that if you are trying to get a job in today’s market that using one will not only get you overlooked, but will almost guarantee you not to get a job.

    That’s not entirely the truth.

    The idea that the résumé is dead could be true in some fields, like graphic and web design, marketing and social media jobs, some development and programming jobs, etc., but to say that it is dead (period) is pretty hyperbolic.

    Advertising

    So, here is what these experts should really be telling you:

    “A résumé alone is in bad company”

    Why you need more than a résumé

    Listen, if you are going for a position in the aforementioned fields, then making something other than a résumé is the right thing to do. But, if you are in the other 90% of applicants in the world in other fields you have to have a strong résumé along with some other things.

    Advertising

    I will give an example of something I know the best, software development. When applying for a programmer analyst or developer type of position it’s important to have the following things:

    • A strong résumé. Also ditch the “objective” section, that is so 2000’s. Instead consider using an “executive” or “skills” summary where you highlight what you are the best at right off the top. It helps when HR people are going through hundreds if not thousands of candidate profiles.
    • A creative, well thought out, custom, cover letter. Cover Letters is where you can show some more about yourself that isn’t in your résumé and where you can show your communication skills. Also, if you have heard of the position through someone in the company, this is a good place to name drop. Yeah, maybe a little sleazy, but it works.
    • Information regarding your current or latest projects. Including a link to your site or online profiles at GitHub or Codeplex (remember for software developers) is an awesome way to show potential employers that you are busy and that you really love to do what you are applying for.

    Giving your employer some stuff to pick through rather than just a simple résumé will surely get you noticed. I remember how interested my potential employers were when I had that I wrote about technology and software and included links to some of these writings.

    Remember, it isn’t that hard to stand out from the status quo; anything more than a résumé and dinky cover letter will do the trick.

    Advertising

    How to hone your résumé to be the best it can be

    Since you need a résumé for most “mainstream” type of jobs, you need to make sure that it is honed and looks awesome. I don’t agree with the “social media experts” that employers will laugh at the idea of sending in a résumé in 2011, but I do agree that they will if you don’t meet the following criteria in your résumé.

    1. No spelling mistakes. Seriously, NO SPELLING MISTAKES. Checking for spelling errors is cheap. If you have spelling errors on your résumé you should consider it to be complete garbage.
    2. No cliché and run-of-the-mill résumé sayings. If you have “strong interpersonal skills, productivity skills, and communication skills”, that’s pretty cool. But don’t write it like that. Cookie-cutter sayings are noticed a mile away by HR professionals. Be creative and avoid clichés like the plague.
    3. Length doesn’t really matter. Many people argue about this but in reality having a two page résumé is pretty good. I don’t agree with the idea of student coming out of college only having one page résumé. To me that means you really haven’t done enough. Coming out of school mine was about a page and three quarters and after talking to a few HR reps in large companies that looked it over, they all agreed that the length was good. Don’t worry about length, worry about content.

    So, the next time you are online looking for a job just see how many companies don’t require a résumé; it won’t be many. Unless they are social media companies. But, if you want to make sure that you résumé is kept up with the times, try to include more than just a simple, dull, boring résumé with cover letters and links to other work online.

    More by this author

    CM Smith

    A technologist and writer who shares advice on personal productivity, creativity and how to use technology to get things done.

    To Automate or not to Automate Your Personal Productivity System How to Beat Procrastination: 29 Simple Tweaks to Make Design Is Important: How To Fail At Blogging 7 Tools to Help Keep Track of Goals and Habits Effectively 6 Unexpected Ways Journaling Every Day Will Make Your Life Better Why Getting Things Done is the Best Productivity System For You

    Trending in Work

    1 7 Strategies to Keep Employee Motivation High 2 How to Become Smarter: 21 Things You Can Do Daily 3 7 Powerful Steps to Achieve Career Success 4 The Savvy Employees Guide to Asking for a Raise 5 How to Master the Art of Stress Free Work

    Read Next

    Advertising
    Advertising
    Advertising

    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.

    Advertising

    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?

    Advertising

    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.

    Advertising

    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.

    Advertising

    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

    Reference

    Read Next