Resume Bloopers

- "Don't have own vehicle, but have access to pubic transport" (what?)
- Under Value Offered - "Consciousness" (Conscientiousness is over-rated)
- One young job-seeker had an email address starting with' winged_angle" (hopefully no accompanying tattoo on same)
-applicant list hotpants@.... for employment application.
-client who listed under Technical Skills "rat-shit rench".
- (owner'sname)mybigfatazz@
-used the words "attention to detial"
-"I WILL DO WHATEVER THEY TALL ME
-applicant list "Very adept at measuring thickness and testing hardness"
-Proof read a resume for a gentleman who apparently "severed" pizza and sandwiches
-"Received at plague for employee of the year" -Reasons for leaving last job? "Maturity"
-"Responsible for ruining an entire department"


I am amazed weekly with some of what is written on resumes. Please proofread your RESUME before sending to an employer. It will make a huge difference for you to land an interview.

Riddled by bullets

Is there a better way to get information across other than bullet points if a resume is only getting an average of 6 seconds in the hands of a recruiter? Specifically for lower level management or non-management positions. If using introductory paragraphs for each position, how long can it be and still get read?

• Bullet points are the best method precisely because of the limited viewing time spent on resumes. I'm speaking specifically of bullets in the Experience section. Done the right way, a bullet is brief (no longer than one line), begins with a verb that communicates strongly the activities in which you engaged, an is highly descriptive of your accomplishments and tasks. Positions should have no more than 4-5 bullets typically. This format allows a hiring manager to quickly glance the first few words of each bullet and get a strong idea of who you are. Paragraphs are a disaster in limited time because they're not easily browsed; you have to actually read...which can mean lost opportunity in the hands of a busy person who doesn't have time to read.

Do recruiters and employers generally prefer receiving a resume in a Word Doc or PDF if given a choice?

Unless PDF is mentioned in the job postings I highly reccomend that job seekers use .doc format (work). To avoid the problem of older versions of word, you may save your work as .doc (word 2003-2007) not the latest format .docx. Most employers have not updated to the latest version of Microsoft Office.

Some Applicant Tracking Systems (ATS) applications which allow you to apply for a position online can't read PDF, so you may provide a PDF if the recruiter/employer says they will accept that format. Otherwise, I would stick to MS Word. If the ATS can't read the resume, you run the risk of that resume being removed from consideration and possibly without notice.

Scarlett Career Services Helpful Tips: 

* If this is for an online application, use a Word document for where the resume is to be uploaded. And then upload a .pdf version where the application asks for additional documents.

* If it is being sent to an individual,  I recommend enclosing a Word version only unless noted otherwise in the job posting.

When describing your job on a resumé, do you use the -ing form of the word, the present tense or the past tense?

It should be 1st person simple present. The easy way for candidates to remember this is for them to remember the invisible "I" before each bullet point... [I] Manage quality improvement processes; [I] Oversee day-to-day operations of office, etc. That invisible "I" seems to be understood by candidates when they write in the past tense for older positions but for some reason they often seem confused when writing in the present tense. The same rules apply: the proper tenses are simple present tense and simple past tense. Employers know job descriptions.They don't know what their candidates accomplished in the job. 

Visit us at www.scarlettcareerservices.com to receive a free resume critique. 

    

A Lesson On Dressing For A Successful Interview

  It's easy enough these days to do the research needed to find out what people in a particular organization or type of organization typically wear to work.

A client who had worked in a small law firm that had a fairly relaxed dress code was pursuing his first role in a big firm. He told me that he spent time in the foyer of the building in which the firm he wanted to work to check out the people going out for lunch (the firm occupied several floors of the building). He noted the kinds of shoes, suits, shirts, ties, haircuts. That way, he already looked like one of them when he arrived for this interview.



But it really is those little things -- like white socks, or a poorly formatted resume, or calling the interviewer by the wrong name, or being a few minutes late -- that usually tip the scale.

Of course, there is a line where you have to say "this is who I am and if it doesn't work here, then neither should I" -- as someone with tattoos, I do not encourage people to pretend to be something they are not in an interview -- after all, you will have to work there every day, and a job where you have to hide your true self is rarely worth it. 

When someone ask in an interview what are your salary expectations, How should you answer?

It depends on who "someone" is. If you are speaking with a recruiter, you need to be forthright about your salary requirements, keeping in mind the whole benefit package, not just a dollar figure. If you are talking to the hiring manager or decision-maker, you have several options, but the best is to return the question with "Can you tell me what range you have budgeted for the position?"

You first need to answer a set of questions for yourself:

* What is the salary/comp package I think (I know) the company is offering for this position.

* What is a fair salary/comp package based on today’s market and how long I have been out of work?

1. At what figure will I definitely reject this job?

* What is the salary/total comp package I would like them to offer me?

* At what figure will I consider this job but not accept it on the spot?

1. At what figure will I accept this job on the spot no questions asked?

Then when speaking to a recruiter ask them to answer question 1 first based on their insider knowledge and then tell them your answers to questions 3 – 6 and find out about the total comp package at this company.

Now when asked about salary by the company the answer varies depending on how far along in the interview/hire process the question is asked. What you need to remember is this is a negotiation at all times so nothing is set in stone on either side until the deal is done.

This is why you need to know what’s in your mind first and play your cards close to the vest until an actual offer is made; as I always tell my candidates “You can’t accept or reject an offer that’s never made. Your job is to get the offer and then negotiate the terms before you accept it.”

When asked in the initial interview this question is generally a feeling out process, if asked during the final interview it is more serious. This is why you must know the interview and hire process for the company, preferably before or during the first face-to-face interview.


It pays to know the range the company is looking to pay as well as the general range of the position in your location.

Whenever possible I suggest answering the question with a question of your own prefaced with your desire for the position.

Example:

I’m very excited about working for XCVV & Co. and see this as a good match for me and the company, that is why I did my homework to answer this question I knew you’d ask before coming for an interview. However I do not know your total comp package so I could not factor that in and that will have a bearing on my answer and how flexible I can be.

What I found is the salary for this position for someone with my experience and skills is between $70k-$90k, which I believe is fair; can I assume this position falls into that range as well?


Another great resource for salary information is www.salary.com. You input the title of the role you are interviewing for and the zip code of the role; it gives you 5-15 job descriptions. You then read til you find the one that BEST matches the role you are interviewing for, click the green button at the top and it will give you the bell curve for salaries for that type of role in that zip code. You can then decide where in that range you REALISTICALLY fall based on your experience, you can then use that salary info for that question to cite a range. While a company MAY be able to consider your past range as additional information when it comes to an actual offer, the reality is that the range for that role in that company is based on the value of that role to the company, not what you were paid previously. You will need to know a salary range before your first conversation with the company, most recruiters will ask this and they do need a number. You may also be asked this as part of your online application; if you cite a # too high above the range for that role, you won't be considered.

LinkedIn to replace Resume

For lower income, less experienced, non-professionals a resume may be their only tool. Your profile in LinkedIn should contain much the same information as a resume. Branding is not in everyone's ability to establish. We have blogs, personal websites, etc. Those venues are being utilized by companies, recruiters and anyone else with an agenda on who they are seeking. A resume and the exercises used to populate it are still in demand. For those who are career changers or good in several different fields because of ability or their own interests in life will find it difficult to target one thing for everyone. LinkedIn would be the most popular venue where Branding is a must. One profile, one direction, but with industries failing and many employers seeking the best of the best in a particular field, some can be overlooked; so LinkedIn can continue to be the networking tool to help you go and find the people you need to connect with. The fact that Recruiters are using it to find candidates will also limit their choices because at the time of the search, the perfect candidate is trolling and not specific enough to get caught. Candidates should still reach out, find those who can help and use the Social Media for that purpose. How do you stand out from the crowd? Go to the leaders, not wait to be found.

Yes, recruiters and hiring managers look at LinkedIn profiles to get the gist of someone's experience, see their photo and read what people say about them. LinkedIn is a very important tool for a job search and for building your professional brand.

But depending on a social profile to present your experience tailored to a specific opportunity is a bad idea, and when you sit down in an interview, as Perry says, the interviewer is not going to be using your LinkedIn profile as a guideline, nor can they take notes on it.

A resume is your chance to present yourself for a specific job. It's your marketing document and it presents the information you want them to have about you in the way you want them to see it. It will be evaluated and filed digitally, but not showing up to an interview with one printed on paper is a big mistake. A great resume creates the impression you want, gives the information you want to give, and can be the tipping point for getting the offer.