Most Common Resume Mistakes

The 8 Most Common Resume Mistakes

These Resume Blunders Should be Avoided No Matter Where You're Applying

By Alesia Benedict, Salary.com contributing writer.

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Avoid the Following Resume Goofs at All Costs

Companies don't hire resumes, they hire people. But your resume is often what gets you in the door, so if you can't get the interview it's nearly impossible to win someone over.

The strength of each resume is dependent on many factors, including the type of job to which you're applying. Hiring managers at Google will probably appreciate a well-crafted online video resume, whereas if your goal is to land a job as a CPA you might want to stick with something a little more traditional. But there are some things that are mistakes no matter what.

Here are eight resume blunders you NEVER want to make...

8. The 1-Page Resume

One page resumes are long gone unless you are a new graduate without much experience.

Having said that, we still see plenty of one page resumes for more senior job seekers come in for critiques -- and it does surprise me! When a job seeker tries to limit the content of the resume to fit into one page, he/she is cutting vital information to adhere to a "rule" that is not valid for most resumes. Many resumes (including mid-level) are two pages in length and three pages are acceptable for some senior level candidates.

7. Including Personal Information

The fact that you are an avid skeeball player, or that you collect old world coins has no relevance to whether or not you are qualified for the position. So why include information on hobbies, sports, or interests?

If it comes up in conversation during the interview, fine. If not -- skip it entirely.

6. Using a Functional Format

Using the functional format (also called a skills resume) is probably the most deadly error you can commit in terms of the resume’s effectiveness.

Recruiters and employers literally detest the functional format. It does not give them the information they need in the format they want. Additionally, it generally indicates the job seeker is trying to hide something since the functional format is used to cover up problems such as date gaps, job hopping, or lack of experience.

Just the mere appearance of the functional format is a huge turnoff to decision-makers.

5. Too Much Information

Job seekers often forget for whom they are writing.

The recruiter or hiring manager is going to be skim-reading the resume and will be looking for the main points. The job seeker, on the other hand, feels it's necessary to put every bit of information possible in the resume, right down to including that Eagle Scout designation from 1984.

Having too much information, or irrelevant information, is a common resume error that often ends with said resume in the trash bin.

4. Not Enough Information

The opposite of TMI is TLI -- too little information.

Being too general in the resume is just as bad as being too wordy. Usually too little information takes the form of no details on achievements. Most people can get their job duties or role descriptions down, but falter when it's time to detail their successes in some sort of quantitative or qualitative way. As a result, the content is thin or bland and doesn't inspire the reader to make contact with the job seeker.

3. Using Fluff Phrases

The profile or summary is often the most difficult section of the resume to create. As a result, job seekers fall back on soft-skill phrases or fluff phrases such as "good communicator" or "hard-working." These sound good but they tell the reader nothing. These are subjective traits that are opinion-based.

You may think you are a good communicator but your peers might say otherwise. These traits will be judged in the interview so don't load the resume down with these. Remember, 99.9 percent of all the other candidates will also be claiming these skills. Have you ever heard of anyone putting "bad communicator" or "lazy with sloppy attention to detail" on the resume?

2. Mechanical Mistakes

Misspellings are the most common mechanical mistake.

People rely on spell-check too much. Spell-check might be able to save you from spelling mistakes, but it cannot tell the difference when it comes to meaning. For instance, if you write "manger" instead of "manager." spell-check won't flag it. Other mechanical problems include verb tense shift and capitalization. It seems like when in doubt, job seekers will capitalize something just "to be on the safe side" but that just creates an error.

1. Email Errors

One of the most common (and costly) goofs we see is an incorrect email address.

Since most job search efforts are centered around email communications, having an email address that is wrong or difficult to interpret can be a major pothole in the road to success. Double-check your email address to make sure it is correct. Don't use your work email address on your resume, and try to avoid having an email that has the number 1 in it as it can be difficult to tell if it's a letter or a numeral. Avoid goofy or cutesy email monikers such as "vanhalenlvr83" or similar. Email systems that use automated spam authenticators are loathed by recruiters and line managers alike, so stay away from them during your job search.  Remember, you can set up an email address that you use JUST for job search.

Recommended Reading

Thank you for reading. As an added bonus, the Salary.com editorial staff has compiled a recommended reading list on this topic. Enjoy:

• How to Say It on Your Resume: A Top Recruiting Director's Guide to Writing the Perfect Resume for Every Job
• The Resume Handbook: How to Write Outstanding Resumes and Cover Letter for Every Situation
• The Overnight Resume: The Fastest Way to Your Next Job
• The Resume & Cover Letter Phrasebook: What to Write to Get the Job That's Right

8 Things Really Successful People Do

8 Things Really Successful People Doin

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TEDxMaastricht

Most people claim to want success. But not everyone is willing to do the hard work and the smart work to get there. Often opportunities present themselves and because people are distracted, they miss them or give up on them before things fully develop.

Truly successful people don't leave much to chance. They are disciplined and focused.  They constantly seek new methods to achieve more, in bigger and faster ways. Listed below are eight different practices that will help you concentrate your efforts on rising above the tide.

1. Make Materialism Irrelevant

Fancy cars and houses are all well and good, but many foolishly focus on the byproducts of success, rather than concentrating on building sustainable success in the first place. Establish a bare minimum for your material needs, and then you can enjoy the benefits of success, debt- and stress-free.

2. Enhance Knowledge

Success comes faster to those who are open, active learners. The higher up the success ladder you climb, the more complex the systems and opportunities that are presented to you. Absorb all the information you can and if you sense a gap you can't fill, connect with people who have the knowledge you need.

3. Manage Relationship Expectations

People in your life require time. Successful individuals attract folks, and so they have to carefully regulate the time they can spend with others. It's hard to limit the time you share and still make people feel important. Make choices about the people who matter to you and determine how you each can get value from your interactions. Then make sure they understand your limitations so they don't take it personally when you can't be present.

4. Practice Emotional Self-Awareness

Not all successful people are calm and nice. In fact, many can be volatile. But most are very aware of their tempers and idiosyncrasies. They know how to use their emotions to get what they want from life and work hard to make sure feelings don't become a detriment. Know yourself and learn how to let your emotions work for you in positive ways.

5. Commit to a Physical Ideal 

Everyone has a vision of their own perfect body. They don't have to be fashion models or athletes to be happy. But physical health is a consideration in their life and it's a big distraction when it gets out of whack. Determine the body you believe is worth working for and set a game plan to achieve and maintain it.

6. Gain Clarity About Spirituality

There are many highly successful people like Richard Branson and Warren Buffett who don't consider religion to be important or relevant. But they have a clear point of view as to the role spirituality plays in their life. Find your own way to be at one with the universe and be clear and deliberate in how you practice.

7. Adhere to a Code of Ethics  

Really successful people live by rules. Those may not be the rules of others, but consistency is important for them to maintain power and stability. Their individual view of how the world works is the basis for how they believe people should be treated and they will defend it until their dying day. Determine your ethical lines and broadcast them loud and clear so people around you know where you stand.

8. Focus on Time Efficiency

Prioritization is a key component of success. You can't reach your pinnacle if you are wasting time on distractions. Integration of activities frees up time for greater achievement. Spend your time on activities that are fun, enlightening and productive and soon you'll have gained hours to reap the benefits of success.

Ultimately, really successful people live their lives by design instead of default, so if you want to be one of them, dedicate time and effort to determining the plan for your preferred future and execute that plan in a focused and consistent manner.

 

Read more: http://www.inc.com/kevin-daum/8-things-really-successful-people-do.html?nav=pop#ixzz2n10HX7wy

Cover Letters 101

Covering Letters – your questions answered

BY IRENE KRECHOWIECKA

Should you or shouldn't you? And what the heck do you write anyway? Get to grips with all these questions and more.

Do I always need to send a letter with an application form or should it just go with a CV?

It’s polite to send a letter accompanying whatever sort of application you make. If you’ve completed a detailed application form that included a lengthy personal statement this need only be a short note. Don’t repeat information from your form but use this as an opportunity to highlight key attributes or areas of experience. You may want to include details not previously mentioned such as when you’d be available, what prompted you to apply for the job or where you saw it advertised.

When your letter is accompanying a CV it needs to be more detailed and take the place of the ‘What qualities will you bring to this job’ section of an application form.

How long should it be?

That depends on how much you’ve got to say! A few lines are enough when it accompanies an application form, you may need up to two pages if it’s the partner to a one-page CV. If possible keep it to one side, but don’t sell yourself short by worrying over whether two sides is too much. If what you have to say is interesting and relevant, employers will read it. If you’re obviously rambling, they won’t.

Should it be friendly or formal?

The best letters convey your enthusiasm for the job. If your tone is too formal this may be hard to do, but a chatty tone can be a mistake too. Your application or CV should have a formal feel to it, but your letter should allow your personality to show. Consider the nature of the job you’re applying for. If it’s in financial services, a straightforward formal style will be expected. If it’s for a travel rep with an 18-30s tour operator, they’ll be looking for something a bit more lively. Your layout should be as for a formal business letter. Unless you know the person well, do not use their first name. If you don’t know their name, ring up and ask. ‘Dear Ms Jones’ looks so much better than ‘Dear Sir/Madam.’

How should I start?

Get to the point quickly and avoid waffling. Your first paragraph should mention the job you’re applying for and explain why you are right for it. Then develop the points you have made in the opening sentences more fully in the following paragraphs.

What’s a good way to sign off

Your final sentence should be positive and confident, showing that you expect a response and giving details of how you can be contacted, or when you intend to contact them. If it’s a speculative application, a follow-up phone call is a good idea.

Office Manager for a rapidly expanding political/social branding/pr/marketing firm in downtown Los Angeles.

$60 - 75,000

We are looking for a jack-of-all-trades Office Manager to run the day-to-day operations of our company.  You will be responsible for the following areas:

•  Screening and hiring new personnel, working with staffing agencies, running recruiting ads and assessing resumes, checking references and administering skills and personality test
• Supervise the training of all new staff - contract, temporary, intern, and full-time staff
• Conduct the new employee orientation 
• Administration of employee benefits, including medical, dental, COBRA, worker's comp, 401(K) enrollments
• Handle all vendors and suppliers, including landlord, parking garage, priniting, computers, furniture, janitorial, phones, office supplies, contractors, etc.
• Maintain company client and administrative files, which inlcudes document storage, contracts, agreements, leases, warranties, etc.

We are looking for someone out of a similar environment (PR, Branding or Marketing), 5+ years office management expereince with hiring, training, and supervising support staff, a 4-year college degree, excellent references, and solid skills on MSW, Excel, PowerPoint and Outlook.  We will test on these as well as grammar, spelling and proofreading.  A background check will be conducted.  

We have some of the most intersting clients in the business.  We are growing at a nice steady pace and see 2014 - 2015 as our biggest growth years ever.  We have an excellent reputation and take great pride in the staff we do select and hire.  This is a position that will grow and learn.  

If you meet the above requirements, please submit your resume and salary history today. We would like to have this position filled in the next two weeks.

New Job Listing - District Sales Manager

District Manager/Beverage Co. - $80 - $90,000 - San Francisco, CA

Develop and effectively implement all aspects of the company goals. Constantly seeking new and innovative methods for increasing sales and enhancing the corporate image. Show a high degree of personal sales performance and the ability to manage a “profit center”.

Areas of Responsibility

• People Development
• District Manager is responsible for personnel development through recruiting selection and training based on the fundamentals of “MANAGEMENT BY EXCELLENCE”.
• Keep at least three active candidates per market for all direct reports in hiring process at all times.
• Physically meet with at least one recruited candidate a quarter.
• Implement and manage field-training programs.
• Conduct quarterly reviews of “direct reports”.
• Planning / Administrative Responsibilities
• Must be able to demonstrate proficiency in technology – Excel, SAP, Word for customer analysis.
• District manager is responsible for administering all company policies and procedures within his district.
• District manager works closely with the Regional manager in the Company’s annual budgeting and planning process.
• Communicate itinerary and activity reports on schedule.
• Follow up on all promotions and price changes.
• Monitor all inspection reports for due dates.

Customer Relations

• Represents the Company in a professional manner.
• Regular visitation of key customers to build loyalty utilizing key account book.
• Follow up on all problem calls as necessary.
• Establishes a relationship with key customers so that the customer is satisfied with the company’s products and services.
• Implement an aggressive customer protection plan.
• Develop a personal relationship with decision makers in key accounts.

How They Hire

Influencers on How They Hire by Richard Branson, Virgin Airlines

 

 

There is nothing more important for a business than hiring the right team. If you get the perfect mix of people working for your company, you have a far greater chance of success. However, the best person for the job doesn’t always walk right through your door.

The first thing to look for when searching for a great employee is somebody with a personality that fits with your company culture. Most skills can be learned, but it is difficult to train people on their personality. If you can find people who are fun, friendly, caring and love helping others, you are on to a winner.

Personality is the key. It is not something that always comes out in interview – people can be shy. But you have to trust your judgement. If you have got a slightly introverted person with a great personality, use your experience to pull it out of them. It is easier with an extrovert, but be wary of people becoming overexcited in the pressure of interviews.

You can learn most jobs extremely quickly once you are thrown in the deep end. Within three months you can usually know the ins and outs of a role. If you are satisfied with the personality, then look at experience and expertise. Find people with transferable skills – you need team players who can pitch in and try their hand at all sorts of different jobs. While specialists are sometimes necessary, versatility should not be underestimated.

Some managers get hung up on qualifications. I only look at them after everything else. If somebody has five degrees and more A grades than you can fit on one side of paper, it doesn’t necessarily mean they are the right person for the job. Great grades count for nothing if they aren’t partnered with broad-ranging experience and a winning personality.

That doesn’t mean you can’t take risks when building your team. Don’t be afraid of hiring mavericks. Somebody who thinks a little differently can help to see problems as opportunities and inspire creative energy within a group. Some of the best people we’ve ever hired didn’t seem to fit in at first, but proved to be indispensable over time.

If you hire the wrong person at the top of a company, they can destroy it in no time at all. Promoting from within is generally a good idea as the employee who is promoted will be inspired by the new role, already know the business inside out, and have the trust and respect of their team.

Equally, bringing in fresh blood can reinvigorate a company. Virgin Atlantic and Virgin Australia recently brought in CEOs from outside - John Borghetti at Virgin Australia and Craig Kreeger at Virgin Atlantic. They have brought a lot of fresh ideas into the company, as well as experience of what the competition is doing well and what they are doing badly.

When companies go through growth spurts, they often hire in bulk and company culture can suffer. While it may seem a desperate rush to get somebody through the door to help carry the load, it is worth being patient to find the right person, rather than hurrying and unbalancing your team. I heard a great line by Funding Circle CEO Samir Desai at the IoD Conference in London (quoting Apple's Dan Jacobs) about making sure you hire (and fire) the right people: “It’s better to have a hole in your team than an asshole in your team!”

 

5 Myths That Hurt a Job Search - from BusinessWorkforce.com
Posted By: Staff Editor On: 8/13/2013 6:00 PM In: Job Seeker - Interview Finding a job in today's job market is tougher than ever – it takes a lot of dedication, determination and good luck. It's not easy to market your skills, to send in resume after resume, knowing that you will probably only hear back from about 1% of the companies and through it all, you have to network, keep your skills sharp and struggle to pay the bills. It's probably one of the more difficult things you will ever have to face.   Despite everything, there is still another challenge that today's job seeker faces – knowing yourself. You have to be able to recognize the lies that you tell yourself and really examine the myths that you believe to be true to overcome them and reach the next level in your career. Some of the things you will have to do will feel uncomfortable at first, but with practice, it gets easier.   Here are 5 myths aren't true and that can really hurt a job search: Job seekers do not need to market themselves – I am always surprised by the number of people who are looking for work, yet are stubbornly resistant to the idea of marketing themselves. There seems to be this idea that personal branding and marketing are things that people do to reach the next level of their very professional career, not just to find a mid-level job. While its true that marketing is done by very professional, white collar executives, it's just as helpful to job seekers who are looking for an entry-level, low-skill job. No matter what type of position you are looking for, personal branding and effective marketing tools show that you are looking for a career, not just another job. It impresses hiring managers and will help you land the job you want (even if you do not want a career).   Networking is for executives and high level employees – Networking is another thing that many job seekers believe is only for other people, like executives. Spending time with other professional people, printing up some contact cards and meeting new people can be intimidating, but it's the best way to find out about other job openings and it's a well respected way of getting your foot in the door. Even if you are looking for a part-time job, networking can put you in the path of business owners and other people who could be in a position to help.   Asking questions during an interview makes you appear too picky – During an interview, you should always, always ask questions. Before going to the interview, you should spend some time researching the company and getting an understanding of who they are, what they do and where they are heading. Even if you are applying for a job as the night janitor, knowing this information is a great way to really impress the interviewer. Ask questions about the corporate culture, about what the interviewer likes about the company and what happened to the person who had the job last. These types of questions show that you are interested in that particular job and that you are interviewing the company as well.   My skills do not need to be updated – This is one that I've heard many, many times. People who have been out of work for more than 3 months, but less than a year, are the ones who are the most likely to believe that their skills do not need to be updated. Depending on the industry, this probably isn't true. Even if it is, there are so many applicants for every open position, any job seeker is going to be competing against people that are hungrier, younger, more desperate for the job and who either still have a job or who have been out of work for less time. A hiring manger is going to prefer someone who is more current, so look for ways to update your skills while you are out of work.   This is the way I was taught and the way I've always done it. I do not need to change – Out of all these myths, this one is probably the most harmful. I've heard people who have been in the workforce for 20 years or more say this and it never fails to surprise me. The fact is that the way that jobs are found today is completely different from how it was even just a decade ago. Now, it's all about social media presence, marketing, functional resumes and networking. A neatly typed, two page resume that chronologically lists every job you've ever had, complete with an objective statement and a list of references screams, “Hopelessly out-of-date”. I've even talked with people who argued with the career counselor they hired about these issues and actively resisted change, claiming that the career adviser was in the wrong.   Change is scary and it can be very difficult to spot the areas where you could use some work. I think we all have blinders on when it comes to objectively spotting our own weaknesses. If any of these myths sound familiar to you, they might be areas where you could stand some improvement.

New Job Listings!

Entry Level International HR Assistant    - $32,000 (West Los Angeles)

This is a position that "WILL" take you places.  We are searching for someone with 1-2 years HR generalist background that can work in an international HR department and assist in the hiring of hospitality personnel worldwide.  You must have solid MSW, Excel, and PowerPoint skills to assist with presentations, drafting correspondence, memos and emails, maintain files and personnel records, coordinate "award programs" for employees, handle flight and hotel bookings, and assist with special projects as requested.  This is an opportunity of a life time for a recent college grad with either internships in HR or 1+ years experience in a large HR department.

Executive Assistant to President of Fortune 500 Firm - 75,000 (Downtown)

You must be an EA who likes making their executive shine.  You will be the voice and face of this office.  You will work with some of the most influential corporate heads of our time.  You will be responsible for international board meetings, extensive and complex travel itineraries, expense reports, special projects including advanced PowerPoint presentations.  This is not a job that requires a 24/7 executive assistant.  It is a great work/life balance opportunity, but you will have to be sharper, more experienced, have excellent job tenure and references.  You are an extension of the President and will be required to be "tops" in your field.  Excellent benefits and bonus.

Real Estate Administrative Assistant - $55-65,000 (Santa Monica)

Do you consider yourself an "analytical" person at heart?  Can you assess reports and automatically see areas that are weak and strong....if so, this is a perfect position for you.  You will work as part of a large team in a commercial real estate company.  You will analyze reports, summarize data, book all travel, handle expense reports, type correspondence, presentations on PowerPoint, Excel spreadsheets for report summaries, as well as special projects as requested.  Excellent benefits, paid o/t, pension plan and profit sharing and great views of the ocean.  

Receptionist - $40 - 45,000 (West LA)

If you always have a smile in your voice, if you always like meeting and greeting the public, if you always arrive a work 5 minutes earlier than you have to, if you always like learning new things and meeting new people, this is the career opportunity for you.  The last receptionist just moved up in the company....and the one before her....and the one before her.  This is a position with no limit on where you can go in the firm - marketing, accounting, asset management, property management, HR, sales, you name it, and you can get there if you want it.  You need to have 2+ years working in a high volume corporate environment as a receptionist.  you should have MSW, Excel and Outlook skills as well.  This is a "personality" position - have a good one before you apply.

Entry Level Accountant - $35 - 40,000  (Century City)

If you are a recent college grad with a degree in accounting or finance and want an exciting opportunity, try entertainment management.  Our client is looking to add to their ever expanding offices.  You need just a minimal amount of experience in accounting, either a part time or summer job during school or accounting internships.  They will train you to climb the ladder and even sponsor you for your CPA license if you love the work and the environment.  This is a great opportunity for any entry level accountants.

Convention Temps - $10.00 hourly

We need numerous temps for upcoming conventions and special events.  If you have previous convention experience in registration or other areas, please call us to schedule an appointment.  If you are in between careers and could use some extra $$, call us too.  You must have great customer service skills and be able to stand for 3-4 hours at a time.  It is a fun way to meet new people, see never seen before consumer goods, work in some of the best convention arenas and hotels in So CA.  We are always looking for new people so refer your friends and family too.