We have had lots of questions recently on resumes and wanted to offer some starter advice.
Common questions keep arising of; How long should my resume be? and what information should it contain?
Ultimately, the length of resume should reflect the volume of experience you hold and needs to entice employers to make initial contact with you. Factors to consider include career objective, occupation, industry, years of experience, number of employers, scope of accomplishments and education/training.
Keep these facts in mind when deciding on resume length:
Your resume is a career marketing tool, not an autobiography. Strive to keep your resume concise and focused on your key selling points. Let go of past experiences that don't market you for your current goal.
It's common for employers or recruiters to sort through hundreds, or even thousands, of resumes to fill one position. Remember that often those reviewing resumes have demanding work schedules and may only view each resume for an average of 60 seconds, ensure that your strongest selling points are immediately visible.
Use a one-page resume if:
Use a two-page resume if:
Consider a three-page resume or longer if:
We advise to spend plenty of time to create a desirable resume, along with tailoring each cover letter relevant to the position you are applying for. Do research on the role, employing company and the regional location.
Any company looking to be successful needs to attract and retain experienced and knowledgable people.
So how do we attract and retain?
Everyone wants to be successful and part of a productive and some what winning team, it’s not always about money. Create an environment to learn, develop new skills and help define the mission of the company, finding personal success on a daily basis.
Employers, build a business culture that attracts people to stay, to ensure that your company is where they want to be.
Take a look at the more common reasons why people leave a job;
People don't want to think they're locked into a groove and will come to the same place and do the same thing every day for the next 20 or 40 years. People want to feel that they're still moving forward and growing in their professional life. They want to have something to aspire to. If there's no career ladder or structure for advancement, they know they'll need to seek it somewhere else. In the meantime, they're far more likely to be bored, unhappy, and resentful--things that effect performance and the entire team's morale.
Some periods of stress and feeling overwhelmed come with most jobs, but nothing burns out great employees faster than overwork. And often it's the best employees--the most capable and committed, your most trusted--you overload the most. If they find themselves constantly taking on more and more, especially in the absence of recognition such as promotions and raises, they come to feel they're being taken advantage of. And who could blame them? You'd feel the same.
3. Vague visions
There's nothing more frustrating than a workplace filled with visions and big dreams, but no translation of those aspirations into the strategic goals that make them achievable. Without that connection, it's all just talk. What talented person wants to spend his or her time and energy in support of something undefined? People like to know that they're working to create something, not just spinning their wheels.
4. Profits over people
When an organization values its bottom line more than its people, the best people go elsewhere, leaving behind those who are too mediocre or apathetic to find a better position. The result is a culture of underperformance, low morale, and even disciplinary issues. Of course, things like profit, output, pleasing stakeholders, and productivity are important--but success ultimately depends on the people who do the work.
5. Lack of recognition
Even the most selfless people want to be recognized and rewarded for a job well done. It is part of who we are as human beings. When you fail to recognize employees, you're not only failing to motivate them but also missing out on the most effective way to reinforce great performance. Even if you don't have the budget for raises or bonuses, there are lots of low-cost ways to provide recognition--and a word of appreciation is free. People won't care if they don't feel noticed.
6. Lack of trust
Your employees have a vantage point for viewing your behavior and weigh it against your commitments. If they see you dealing unethically with vendors, lying to stakeholders, cheating clients, or failing to keep your word, the best and most principled of them will leave. The rest, even worse, will stay behind and follow your lead.
7. Excessive hierarchy
Every workplace needs structure and leadership, but a rigidly top-down organization makes for unhappy employees. If your best performers know they're expected to produce without contributing their ideas, if they're not empowered to make decisions, if they're constantly having to defer to others on the basis of their title rather than their expertise, they don't have much to be happy about.
Ultimately, many people who leave their job do so because of the boss, not the work or the organization. Ask yourself what you may be doing to drive your best people away, and start making the changes needed to keep them.
1. The List Of Responsibilities Is Increasing (But The Pay Isn’t)
You’ve read the job listing a couple of times, and you’re prepared to explain how your qualifications–strong communicator who can make extremely complex concepts simple–match those in the job description. But as you listen to your interviewer talk about the role, the list of responsibilities is getting longer: Some of the additional tasks seem to have nothing to do with the core job itself. The expected salary, unlike the responsibilities, hasn’t increased at all.
Though most job descriptions will indicate that hires are expected to perform “other duties as required,” you always want to know what you’re signing up for before you accept an offer. Are the new responsibilities simply a chance for you to gain new skills? Or is the growing list indicative of the fact that your role may become a dumping ground for “other duties as required”? You also have to ask yourself if the additional tasks seem better suited for a completely different position at the company, and if so, why hasn’t that position been created to fill the need?
Ask the employer more questions about how he or she views this role, how some of the extra responsibilities fit into the bigger picture, and how you’re expected to divide your time amongst the tasks. If you feel that the role you are applying for has gotten lost in the other responsibilities–or that you aren’t being fairly compensated for taking on several roles at once–this may not be the job for you.
2. Lack Of Learning Opportunities
As valuable as it is to discover your career survival skills after being thrown into the deep end, your manager and the company should be setting you up for success through learning and development opportunities–especially if you’re a young employee. Whether it’s bringing in influential professionals to speak to team members or setting aside a budget for employees to take courses outside of work, you should feel like your new company is investing in your development.
3. Taking The Position Is A Step In The Wrong Direction
Even if you have a nebulous view of your career path, there are clear signs that a role might be a step backwards instead of forwards. For example, if you want to hone in on your problem-solving skills, and you’re taking on a role that only requires you to go through the motions, that job isn’t aligning with your career goals.
In my experience, some employers will even hint that the job might not be what you’re looking for, saying, “I just want to be transparent with you since other candidates have been disappointed in the past” and even, “This role might be a step down for you.” If your interviewer is telling you to think twice about taking the job, it’s a definite red flag: He or she already knows you won’t be satisfied in the role.
4. High Turnover Rate
High turnover is a troubling sign, especially if the business isn’t a young one. It could be indicative of poor management or a toxic culture. Once you receive a job offer, ask the employer direct questions like, “What’s something employees wish they could improve about this company?” or “Has the business experienced any recent growing pains, and if so, how was that handled?” If you don’t receive an adequate response to your questions–as in, the employer makes excuses or begins to bad mouth former employees–start looking for a new job elsewhere.
5. No One Asks About Your Long-Term Career Goals
For young job seekers who want to rise quickly through the ranks, it’s important to know that there is a long-term plan in place for your role. If your interviewer isn’t asking questions like, “Where do you see yourself in five years?” or “What are your long-term career goals?” take control. Ask questions like, “How do you see this role evolving six months or a year down the line?” or “What do you think success will look like in this role a year from now?” If your interviewer can’t give you an answer different from what the role is today, you could be signing yourself up for a dead-end job.