Fetching Indeed Job Listings
- Technology / Outsourcing Advisory Services – Senior Manager Deloitte – Posted by admin
- Daerah Khusus Ibukota JakartaIndonesia
- Date Posted
- 27 Oct 2016
Career Advice & Tips
Want to find new hires who will perform and stay? Then don’t follow these common practices.
In my 16 years in recruitment, I’ve seen the all-too-common mistakes many hiring managers make when they recruit for new hires.
It’s understandable – time is limited and we all naturally fall back on the practices that seem most expedient and commonly used. But unfortunately, these don’t often achieve what you really want: a new hire that goes on to become a star performer in your business.
I’m the first to admit that recruiting today is a complicated affair. For one, it requires specialised knowledge on the part of the person recruiting. How can a non-technical person find, interview and assess someone for a specialised role in data analytics or web development? It’s a hard ask for any hiring manager, and it’s why specialised recruiters like us are often asked to help source the candidates that generalist methods just can’t reach.
Then there’s the added complexity of a channel sourcing strategy, the rise of social media and the role of psychometric testing.
Regardless of whether you use a recruiter or are hiring yourself, here is my list of the top mistakes to avoid if you want to find and sign the right candidates for your organisation.
Over-reliance on job boards
Know the saying, ‘If you keep asking the same question, you’ll keep getting the same response? The same goes for job candidates – if you keep dipping into the same pool you’ll keep catching the same fish. These days sourcing is a complex undertaking and hiring managers who don’t get across the many channels now available – social media, internal referral schemes and personal networks, to name a few – will lose out on the best candidates. Job boards aren’t a channel strategy; they are part of a strategy.
Asking the wrong interview questions
If you rely on tired, clichéd interview questions (What’s your greatest weakness, anyone?) you won’t get the information you need to determine if a candidate can do the job and do it well. It’s only when you ask pointed behaviour-based questions that you’ll gain the insight to make an informed decision on whether a person can not just talk the talk but also walk the walk, as brought to life by their experience, insight and learnings.
Mistaking experience for competence
Just because a person’s CV says they’ve done something in the past, doesn’t mean they’ve done it well or have an aptitude to be good at it in the future. This is where psychometric assessment can prove invaluable. It gives an objective measure of a person’s competencies (and weaknesses) across a full range of thinking styles – something you can never get from just a CV.
Overdependence on gut instinct
By this I mean making the mistake of thinking you can ‘just tell’ who will be right for the role and for your business rather than using more objective, robust and scientific methods such as psychometric assessment techniques. I’ve seen many candidates come across spectacularly well in an interview yet crash and burn in subsequent assessments due to glaring mismatches in cultural fit or abilities. Instinct doesn’t capture everything, even if you think an individual is a standout.
Mistaking performance for potential
Again, this is where a full assessment will give you insight into not only how a person will perform in the job, but where they have the potential to shine in the future. Performance and potential are not the same – in fact, according to the Corporate Leadership Council, only 29% of high performers are also high potential. Yet people are often promoted or hired on the strength of their recent job performance, meaning high-potential employees can slip through the cracks. To truly identify and differentiate the two, the only real way is through formal, tailored assessment.
Hiring for the short term
Hiring only for the short term may fill a temporary hole in the team but doesn’t take into account the broader elements required for longer-term retention, such as cultural fit, career motivation and potential to grow. A new hire who only stays for a short time will ultimately cost your business time and money in empty desks, renewed recruitment and depleted team morale, so it’s worth putting in the effort to hire for the long term.
Using money as your chief incentive
In my experience, money may get candidates over the line but it won’t motivate them to love their job and give you their best. For that you need to offer a multifaceted proposition that addresses what they actually want in a more holistic way. While the right salary is the number one thing Australians want in a new role, it is followed closely by work life balance and career progression (The Hudson Report: Forward Focus 2016), showing today’s job candidates want the complete package.
If you want to know the key to finding and keeping the best people in 2016, you’d do well to start by getting comfortable with this one word: disruption.Click here to Read More
This one word will influence and steer much of the 2016 workplace and its talent, and in more ways than one.
For a start, new Hudson data has the talent year ahead shaping up as one of the most mobile and fluid in recent times.
The Hudson Report: Forward Focus 2016, which for over 10 years has tracked employer hiring intentions, has this year expanded to include data on employees and their career plans, providing a complete picture of the 2016 Asia Pacific talent market.
Set for full release in February, the 28-page report, based on research from over 15,000 employers and employees, details an Asia Pacific employment market so primed for change and disruption that we’re calling it “liquid”.
Employers are set to add headcount at an increasing rate: in Australia the research shows net hiring intentions at a four-year high, in New Zealand at a six-year high, while China is up 2%, Singapore up 3% and Hong Kong up 15%. The research shows employees too are yearning for change: across APAC almost three in four are today actively or passively looking for a new job, and half plan to be gone within the year.
All projections look set then for a tumultuous year of talent ahead, but against what kind of backdrop?
Against a backdrop that is just as tumultuous.
Increasingly, the military-style acronym of ‘VUCA’ – volatility, uncertainty, complexity, ambiguity – is being used to describe today’s working environment. It is a climate where change is a constant and where technology is disrupting old patterns and systems.
For organisations, the projected level of people fluidity in 2016 will hit at a time when change and complexity are already at peak levels. The question then becomes: are organisations equipped to handle intensive change? And if they’re not, how are they going to armour up?
To me, this is really around driving the talent agenda. Because no matter what industry you’re in, talent is your point of competitive advantage. If change is only going to keep coming, it will be your people who will differentiate your responses to that change, who will not only adapt but steer you through that change. And there’s nothing more important than that.
It starts with getting leadership right. Leaders must be equipped to operate effectively in the current context of their organisation, and this is especially true in the broader business environment of VUCA. Contextual leadership is key and given the pace of change today organisations need leaders who are highly comfortable with the uncomfortable. Fish rot from the head; there’s little point in an amazing team of talent if its leadership is poor.
Organisations must also embrace the era of disruption – and help their people come to the party. One key finding in the new Hudson Report is that the number one soft skill lacking in teams today, across APAC, is “driving & managing change”. It’s not enough just to find and secure the best talent now – you must arm that talent with the skills to help them succeed in a business landscape constantly in flux.
Finally, employers need to absolutely understand what it takes to attract, retain and engage the best people, and to deeply engender that knowledge in their day-to-day business.
Disruption is a fundamental game-changer in business today. It’s so fundamental it must be incorporated across all facets of an organisation – from the pointy end of leadership to the coalface and engine room of talent, and to ensure people are empowered to handle it. If they can do that, organisations will be well-placed to win in 2016. (Source:au.hudson.com)
When it comes to wooing quality talent in a competitive market, we all know money talks. When people change jobs, most will want or expect a pay increase compared to their previous job – and a hefty hike can act as a powerful lure.Click here to Read More
This is borne out by Hudson research, which has revealed that the number one ‘must have’ in a new role for job seekers is ‘the right salary’1. But what exactly is the ‘right’ salary for a role as opposed to a ‘good’ salary, and how do you determine this?
Good vs right: what is the difference?
To determine what a good salary for a role might be, you first need to have an accurate gauge of the going rate for the same role offered by other organisations. ‘Good’, for example, might be 20 per cent above the market rate. It’s fairly cut-and-dry.
But ‘right’ is a more complex matter. The right salary is about making sure that you pay people what they are worth, based on what they will bring to your organisation – but also what you can afford.
Looking beyond salary to lure talent
In today’s economic climate with profit and margin pressure, budget can sometimes be limiting. But with the cost of living soaring, salary increases are important to people – but luckily they’re not the only thing that’s important.
In Australia, ‘the right salary’ may be the No 1 ‘must have’ in a new role, but work life balance and cultural fit with the organisation are the next most important priorities.
These other factors can be used in combination with salary to attract talent, which is why organisations need to look at their entire employment offering, with salary a part of it – it’s not the only drawcard. With other elements like career progression and work life balance highly valued as ‘pull’ factors for job seekers, the relative importance of money alone can decrease as it is weighed up against other components of the offering.
So when it comes to career progression, for instance, what kind of career trajectory can employees expect with your company, and will you offer professional development and training?
For those with young children, will your organisation offer them the flexibility to leave work early for school pick-up or work from home when necessary? And that’s not just for women but for men, too. Here in New Zealand, the Hudson Report showed work life balance now pips career progression as a must-have in a new job – for men. The world is changing fast and organisations need to ensure their employment offerings are keeping up.
The right offering will therefore address not only a person’s financial needs but their life priorities, motivational drivers and their values. Is that six figure salary going to mean putting in 70-hour weeks at the expense of family time? Do you offer other perks that will add to their quality of life or make their life easier, such as a gym or on-site cafeteria?
It’s all part of the equation.
3 tips for getting your employment offering right
- Get market data to research what the role is paying. Partner with a recruiter who specialises in roles you’re recruiting for – they’re in touch with the market and can help you find the right salary level.
- Have a conversation with potential hires that goes beyond skills and experience so you understand their broader priorities. Elicit information not only on their career aspirations but also their other priorities in life, motivational drivers and values. This understanding will form the basis of the package you offer them.
- Develop and sell a compelling EVP. It’s vital for hiring managers to understand and be able to articulate their employee value proposition clearly to candidates, but it amazes me how many fail to do that. What do you have to offer – a great team and workplace culture, fantastic coaches and career development? If two organisations are offering the same money, these are the things that will get candidates over the line.
by Roman Rogers (source au.hudson.com)
When it comes to how to ask for a pay rise, you’ll need all your negotiating skills and tact to ensure the right outcome – but a successful salary review doesn’t just start and end with the actual meeting. Here’s the info you need on how to get a pay rise, the right way:Click here to Read More
Step 1: Get the facts
The first step when it comes to negotiating a pay rise is to find out the standard procedure for salary reviews at your particular company. Are they more likely to be open to discussion after a full year of employment? Or should you aim to get your request in before the start of the new financial year, on July 1st (so it can be allocated as part of the new budget)?
Also take into account the current state of the market, the company’s financial health, and your particular department’s contribution to the company’s profits. The current job market for your sector, your performance, your skillset, and how easy or difficult it would be to replace you all play a role in how likely your employer will be to award you an increase.
You’ll need to know your market value and what comparable roles in your sector are paid. Use our salary calculator to obtain the latest market information for professionals in your industry.
Your company may also have a set structure in place for how they award pay rises. Find out your company’s policies beforehand, so you can go into your meeting armed with the facts.
Step 2: Write it out
When you’re asking for a pay rise, a written pitch supporting your argument can be a very good idea. It enables you to list your strengths, your responsibilities and your achievements over the year, and any ways in which you’ve added particular value, saved costs, helped generate revenue or provided customer service excellence.
Mention any shortfall in your salary compared to the industry average, as well as any awards or commendations, then outline your proposed increase. Approach your boss for a salary review meeting, then email your pitch document to them before your meeting so the ‘awkward’ part of asking for a pay rise can be addressed upfront, leaving you both free to cut to the chase and discuss the details.
Step 3: The meeting
Once you’ve put forward your case in writing, your discussion can focus on the negotiations. Go in knowing your worth, and with a clear idea of what you would consider acceptable (or not). Decide on your tactics beforehand. Are you going to start high and negotiate down? Or are you planning on specifying a set amount and sticking to it?
Pay attention to your body language. Stay relaxed and confident, speak slowly, have open body language (no crossed arms!) and avoid getting defensive or angry. Cool, confident and convincing should be your mantra, and you should aim to be strong, yet reasonable. Don’t overstate your case, name your terms, and avoid repeating yourself too much. Listen carefully to their side and be willing to compromise, and you’ll be much more likely to succeed.
When it comes to asking for a pay rise, remember that timing is key and you need to come armed with a strong, persuasive case to justify the increase. Still, the outcome is by no means assured, so you need to be prepared for both a positive and negative response. If your employer agrees to the pay rise you can then discuss an acceptable timeframe to implement; if an increase is not granted, however, you could see if a future date to revisit the issue could be scheduled.
Want to know your worth in the current market? Enter a specific role in our Salary Calculator or download our Salary Guides for the full picture. source au.hudson.com
The importance of networking can’t be overstated; it’s one of the best ways to find out about job opportunities and is crucial for any career-minded professional. But it’s something that seems to come naturally to some, but not to others.Click here to Read More
If you’re one of those people who finds networking difficult, here are some suggestions to get you connecting like a pro.
The Internet is teeming with opportunities to put your best foot forward and meet those doing the same. Online forums are a digital goldmine of networking prospects so it’s a great idea to join online professional groups and industry-specific discussions.
Creating a website, blog, Facebook business page or similar will allow people to get to know you and connect with you through engagement tools such as comments, likes and shares. When your connections share your content with their connections, it essentially expands your network by proxy.
While LinkedIn is an online platform, it’s fast becoming the new business card so be sure to optimise your profile and connect with others in your profession. Follow industry groups and thought leaders, participate in discussions where you can add value, and post content that may be of interest to others. Providing useful information and generating conversations will build your profile and may catch the attention of key players in your sector.
So much of the world we live in these days is digital, it’s easy to forget to make actual human contact – but that contact is vital. Raymond Arroyo, New York Times best-selling author and networking coach, reinforces this in his article ‘Five mistakes to avoid when networking with Twitter’, by saying that “many believe effective networking is done face-to-face, building a rapport with someone by looking at them in the eye, leading to a solid connection and foundational trust”.
There are numerous industry-specific networking events that are run around the country such as conferences, trade shows and awards nights that allow you to network in person. Work on your small talk and understand the importance of a first impression so you don’t miss any opportunities when you’re in front of noteworthy people.
Also ask people in your network, whether that be friends, LinkedIn contacts or former colleagues, if they have time to meet for a quick coffee to discuss possible positions, contacts or just general career advice. Whatever you do, make things as easy for them as possible, and don’t make them do your thinking for you. That means come prepared with a list of questions or a list of companies you would like to work for, and see if they can put you in touch with any key personnel or hiring managers. And of course, pay for their coffee as they are donating their valuable time.
Stay in touch
Staying in touch might seem like an obvious suggestion but it’s surprising how many people will make a connection and then put no effort into maintaining it – until they need something, and that’s not the way networking works. If, on the other hand, you keep in touch with your network allies on a regular basis and help out whenever you can, they won’t feel used and abused when you do reach out to them. If you’re looking for work, a well maintained network may result in your contacts being aware of your job hunt situation and offering their help freely before you even need to ask.
A simple thank you can go a long way and will gain you the respect of colleagues, mentors and new acquaintances alike. With email increasingly replacing phone conversations in the workplace, manners can easily fall by the wayside and a lack of common courtesy won’t make people keen to associate with you. Be genuinely grateful for whatever assistance anyone offers, and express your thanks freely.
Offer to help others
Networking is not about schmoozing, and it most certainly shouldn’t be about using others – giving back is equally important. Put your efforts into assisting those in your network as a matter of principle, and in return people will be more inclined to go out of their way to help you. Harvey Mackay, an American motivational author and speaker, understands the concept of building a successful network, stating in ‘The golden rule of networking’ that his “golden rule” is: Don’t keep score.
Your school and higher education classmates are a vast, and often forgotten, network just waiting to be tapped into. Reid Hoffman, Internet entrepreneur and co-founder of LinkedIn, aptly states in a Fast Company profile that “one of the challenges in networking is everybody thinks it’s making cold calls to strangers. Actually, it’s the people who already have strong trust relationships with you, who know you’re dedicated, smart, a team player, who can help you.”
If you haven’t kept in touch with your classmates, get on the mailing list for your alma mater’s newsletter and find out when the next alumni event is being held. (source:au.hudson.com)
It’s always a good idea to regularly check your online presence, especially before you start looking for your next job. It is important to know what anyone in the public domain can see about you and tweak your online profile in order to ensure a positive digital footprint. An online background check by recruiters and employers is common practice these days and unlike with a meeting or an interview, you can’t see who is checking you out.Click here to Read More
SO HOW DO YOU MANAGE YOUR DIGITAL FOOTPRINT?
Start by doing a Google search on yourself and see what links, profiles and images come up in the results. Don’t be afraid to delve past the first two pages of results in Google. There could be extra links hidden in the lower pages that you had forgotten about but should be aware of.
You can also try logging out of your social media accounts and searching for your name in each network to find out what can be seen on your profile from an outsider’s perspective.
Then comes damage control (if needed) – where you can go about adjusting your account settings to restrict what can be seen easily by the general public, and to update any key information about you, your contact details and current or past work history.
Once you have the background basics covered the key is to consistently adhere to the following guidelines to ensure best practice going forward when managing your online reputation.
10 TIPS FOR MANAGING YOUR DIGITAL FOOTPRINT
1. Be consistent and professional in what you say online
Ensure your posts are truthful, factual, something you believe and something appropriate for your boss/parent/mentor to read. Operate under the assumption that nothing is private or sacred on the internet. It’s almost impossible to delete something permanently so if in doubt, don’t post. It’s also best to avoid getting drawn into a heated debate online in a public forum, or even in ‘private’ exchanges that could easily be shared unbeknownst to you.
2. Be aware of what other people are saying about you online
You can adjust your account settings to have notifications sent to you when other people mention you, tag you, like, comment or share content on your feed. You can also enable approval rights when you are tagged in other people’s posts or photos, so they don’t automatically appear on your timeline unless you’ve reviewed and approved them.
3. Be accurate – check spelling and grammar in your profiles and posts
Take time to check that your profile information and posts include correct spelling and grammar to maintain your aura of professionalism. It’s important to remember that poor writing, no matter how casual the communication, can be a big turn-off to someone checking up on you.
4. Be sure – get a second opinion on your profile pictures and text
Ask a work colleague or friend if they would do business with the person in your profile? If not, change it and ask again.
5. Be current – have up-to-date information
No matter what stage you’re at in your career, whether you are looking to do business, build your network or looking for a job – having up-to-date information on your profiles will ensure that people will be able to contact you and know what you’re about.
6. Be savvy – incorporate appropriate keywords in your profiles and posts
Think about what words potential employers or recruiters would use in trying to find someone like you in relation to what you do. Incorporating keywords in your profile specific to your skills and job experience will help you get found in relevant searches, and will point employers to your background or interests as they relate to opportunities in their organisation. It could also help you to expand your networks by connecting you with like-minded people.
7. Be considered with your contacts
You can and should connect with whomever you like, but don’t feel the need to connect with people you don’t want or need to, or keep connections if they are a detriment to you.
8. Be clutter-free – close down accounts you don’t need
There is no point in having accounts open or visible if you don’t use them.
9. Be proud of your achievements
Include extra information in your profiles about hobbies, interests, awards, volunteering and charity work. Friends, employers and business networks will all be interested to read about your other successes.
10. Be thorough – check your profile settings periodically
Make a habit of checking your profile settings periodically. Social networks are constantly evolving their platforms and as a result their terms, conditions and management settings may change too. (source:au.hudson.com)
Do You Really Know How to Market Yourself? You may think that modesty is best to avoid appearing arrogant in a resume or interview, but selling yourself short will do you no favours. If you want to get a job, you have to know how to market yourself effectively.Click here to Read More
Selling yourself to a prospective employer is an important part of the job application process. Don’t be fooled into thinking a good product will simply sell itself – you still need to get the messaging right.
So how do you find the right balance between effective and excessive self-promotion? The answer is personal branding. Thinking of yourself as a brand will allow you to step back and present yourself as an appealing, consistent, value-adding package.
The concept of personal branding was first presented in 1997 by Tom Peters in his article, ‘The Brand Called You’, in Fast Company magazine. Peters suggested that the most effective way to market yourself is to ‘pitch’ yourself by defining what makes you different and unique.
He also urges people to find the ‘power of you’ – essentially the quantifiable stature of your success. Are you a leader in your field? Have you had work published in an industry journal? These are fundamental to the strategy of selling yourself as they are an unbiased benchmark of achievement.
Another method you can use is to create a marketing strategy for your personal brand. When creating your own brand strategy, take stock of your strengths, weaknesses, opportunities and threats by creating a SWOT analysis. This is a traditional business technique that allows you to recognise where you fit in the greater picture, where you have an advantage over your competitors and where you may fall short in comparison. It also allows you to discover how you can leverage your strengths to create opportunities, as well as possible risks you need to prepare for.
Write out a list of your strengths, making sure you include any natural or learned skills you’ve acquired, and then for each strength list specific examples of your accomplishments, or how you’ve demonstrated that strength. If your job application includes answering selection criteria, you’ll need to provide specific examples that demonstrate your abilities in the required areas.
Systematically writing out your strengths isn’t just for the benefit of potential employers – the process may make you realise you have more to offer than you thought. This means that when the time is right, you’ll be able to describe your strengths, or ‘unique value proposition’, readily and with confidence.
You need to be aware of your own shortcomings so you know what areas to work on and to prepare for possibly tricky job interview questions. There’s no shame in admitting to a weakness, especially if you can demonstrate how you intend to improve on it. Never lie about your experience to oversell yourself – it is definitely not in your interests to be employed under false pretences. The principle of ‘fake it til you make it’ can apply when it comes to giving something a go even when you don’t always feel fully prepared, but it won’t get you very far if there’s a huge disconnect between the story you’ve spun and reality.
Use this category to identify ways of leveraging your skills and strengths, as well as areas for growth and development. When you find relevant opportunities, develop an action plan for pursuing them. In a job interview situation, demonstrate how you took initiative in previous roles –to develop a project, upgrade your skills or bridge any knowledge gaps – and ensure you always pair a weakness with an opportunity so it changes from a flaw to potential.
Recognise future obstacles so you can plan ahead and manage any potential risks or setbacks, and ensure you have a contingency plan. One major threat in the job hunt comes from other candidates applying for the same role. Use digital networking tools such as LinkedIn to see who is out there, what skills they have and how they promote them. Take inspiration from others’ success stories and methods of personal branding, and use these to generate your own promotional strategy ideas.
As the digital age has taken off, so has the ability to self-brand, and marketing yourself now begins before you even set foot inside an interview room. Keep your personal brand polished by updating your LinkedIn page often and maintaining a consistent and positive professional persona. It’s time to put your personal brand into action and start selling brand ‘you’. (source:au.hudson.com)
Job Hunt Getting You Down? 6 Ways to Stay Motivated Looking for a job can take its toll. Searching for suitable roles, cold calling, writing endless cover letters… and nothing is more disheartening than the deafening silence that can follow an application. So how can you stay motivated?Click here to Read More
It’s important to remember that with so many factors at play when you apply for a job, a rejection is not necessarily a reflection of your abilities (or lack thereof). Here are six ways to keep a positive outlook while looking for employment.
Keep a routine
If you’re unemployed and searching for work, it’s crucial to set a daily routine. Giving yourself goals and tasks each day will give you a sense of purpose and accomplishment. Make sure you get out of bed at a similar time each morning, have a shower and get dressed for the day. Sleeping in, spending the day in your pyjamas and frittering the time away are anathema to the motivated job seeker.
Your self-esteem can take a hit when the job hunt isn’t going the way you planned – so it’s important to be kind to yourself, even in small ways. Remember that an application rejection doesn’t mean you aren’t a worthy candidate. Instead of beating yourself up and letting it dampen your enthusiasm, treat yourself to a bit of ‘you’ time. If you’re on a budget, you can still treat yourself to a DIY pamper session at home, take a walk in the sunshine or take time out to have coffee with a friend.
Make a budget
Financial uncertainty while searching for work can add a lot of stress and negatively impact your mindset. Creating a budget and sticking to it will give you a sense of control as well as realistic parameters, and will help alleviate some of that stress. Don’t view your budget as a burden – rather, it will give you the breathing room to find the right opportunity and ensure you don’t burn through your funds prematurely.
Join job search groups
The online community is a great way to find out where the work is and how to get it. It’s also a chance to chat to like-minded people and realise you’re not the only person who may be struggling. Professional networking sites such as LinkedIn will match your listed skills to available jobs and make related suggestions – and that will save you time. By joining specific groups, you’ll also be placed in front of recruiters looking for someone just like you, and seeing those recruiters viewing your page will help motivate you to keep going.
Contact a recruiter
Tackling the job hunt solo can unnecessarily heighten your stress levels, not to mention you may be missing out on opportunities. Recruiters are human resource professionals who not only help you search for appropriate roles but pre-interview and advocate for you in the application process. They can also provide you with candid and constructive feedback, giving you the support you need to stay driven and focused.
Volunteer your time
Just because you’re not getting paid doesn’t mean you can’t volunteer your time for the greater good. There are many philanthropic causes just waiting for your enthusiasm and expertise, and the additional experience will only strengthen your CV. Internships are another way to get experience and add to your skillset and will provide valuable networking opportunities. Any work experience can give you the opportunity to keep exercising your skills, and being part of a team can help keep your spirits up. (source:au.hudson.com)
How to write a resume? The devil is in the detail, as the saying goes – and once you’ve addressed your resume’s basic structure, it’s your attention to detail that will set you apart from other similarly qualified candidates.Click here to Read More
Here’s our handy guide to the finer points of resume writing, along with some common pitfalls to watch out for.
TOP RESUME TIPS AND ADVICE FOR SUCCESS:
- When writing a resume, consider avoiding long lists of ‘responsibilities included’ statements. Instead, focus on your actual achievements, and begin each with a dynamic action word or phrase like ‘designed’, ‘coached’, ‘assessed’, ‘undertook’, ‘supervised’, ‘organised’, ‘managed’, ‘transformed’, etc.
- Keep your resume, and each section within it, as succinct as possible. Include the necessary information but do it clearly and concisely using only relevant details. Excessive detail and long blocks of text will not do you any favours, so use a template to help you format your resume and use bullet points to make information easily digestible.
- Avoid using any unusual fonts that might be difficult to read or that might not display correctly on someone else’s screen: Arial, Times New Roman or Calibri are the safest options.
- Address any obvious gaps in your work history by writing a brief explanation where appropriate (perhaps you were travelling overseas, had a child or went back to university).
- Many recruitment agencies (and indeed, some larger companies) use special software to scan applications for certain words and phrases, which are called ‘keywords’. To maximise your resume’s chances of being found, it’s a good idea to make sure your resume contains key words from the job description, or from your role and industry, to ensure it passes the first round of checks. Common keyword examples include ‘project management’, ‘business development’, ‘customer service’, ‘account manager’, ‘software development’ and ‘leadership’, amongst many others. Look closely at relevant job listings to see which words are repeated, and weave them into your resume and cover letters.
- Get the fundamentals right: just one or two spelling errors in your resume could mean that your application is rejected by a potential employer.
- Privacy can be a real issue in today’s high-tech world. Be aware of employer/client confidentiality and never reveal information in your resume that can jeopardise a client’s privacy or put them at risk. Similarly, any confidential personal details – except for a contact number, address and email address – should be left out of resumes.
What you leave out of your resume is as important as what you include.Click here to Read More
1. Anything negative
Even if a previous position was unpleasant and you had a difficult manager, you shouldn’t badmouth employers on your resume (or in a job interview!): it just paints you in a negative light. Remember, this is a document marketing you and your skills, so keep it positive. If you need to share why your last boss won’t be providing a reference, you can do so in person if you get further along in the interview process.
2. Irrelevant job experience
Be discerning about what job experience to include. Depending on what stage your career is at, some early work experience may be unnecessary to list, and may distract from your more pertinent employment history. Promoting yourself and your experience in the best possible light means making your CV clear, concise and relatively current.
3. A bad photo
Depending on your industry and location, you may elect to add a photo to your resume, but if you do, make sure that it’s a great one. It should be high-resolution, professional-looking and current: grainy scanned images from your last holiday won’t make the right impression. Showing that you’re presentable will, so you may even wish to invest in a professionally taken headshot. You should also use this photo on your LinkedIn and other social media profiles, so you have a consistent online image.
4. Your current work email address
Create a new, professional sounding email address while you’re job hunting. This works much better than listing your current company address, which could raise issues if anyone sees emails about interviews and job offers. You can even purchase a domain name that’s your actual name, which also solidifies your personal brand.
5. Career objectives
Career objectives are frequently unnecessary, since they are usually indicated by the fact that you’re applying for the job. If you want to add personality to your resume, you may wish to include a brief personal statement, to give a flavour of your interests and passions.
Ready to start writing your resume? We’ve developed a number of resume templates to help you with basic structure and content. (source:au.hudson.com)