8 Resume Dos and Donts According to Recruiters

8 Resume Dos and Donts According to RecruitersThe best way to write an effective resume has changed over the years. Todays resume is more focused, and new ideal items have been added anddropped, according to recruiters. Knowing how to write an effective resume makes it more likely youwill be considered for that perfect job position. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) Theserecruiter tips can help when youre applying for a job by givingyour application a higher chance of being considered.1. Skip the Fancy FormattingMany recruiters who work for large companies see resumes viaa tracking system that loads a resume as simple text. These recruiters do leid see your fancy formatting. In fact, all that effort you went to may adversely affect the text the recruiter sees, so keep your formatting straightforward unless you send your resume as a PDF file. Recruiters for large companies can ask you to send a formatted version if you get introduced to the hiring manager, so keep a fancy version of your resume if you are called upon to send it.2.Use the Company NameRecruiters like to know you are actually interested in their specific company. Do a little research and include in your cover letter why you would be a perfect fit for that particular company. Use the company name two times, notlage just once, to show you are serious. Recruiters say they appreciate that extra effort, which shows that it isnt just a blanket resume used for different businesses.3. Leave Out Personal DetailsIncluding a photo with your job application can actually make a recruiter uncomfortable. In addition, the recruiter does not care that you are married or have 2.5 children. Nor does the recruiter want your health history. Unfortunately, many applicants include this information on a resume. Leave it out unless you are applying for a job as a model or actor.4. Make Sure You QualifyOne good idea is to go through the job listing and match your resume qualifica tions with the requirements listed in the job description. This way, recruiters know up front if youqualify for consideration. Do not assume that all qualifications are listedthe job listing may be simply a standard template or the listing may be dated. During your interview, you have to opportunity to add to your qualifications to show you are a perfect match for the job.5. Keep Your Resume ShortRecruiters are not interested in reading a nine page resume. They prefer to know right away if someoneis qualified for a job. Keep it down to one page, and list whats fruchtwein important.6. Leave Out ReferencesThe old style of resume usually included listing two or three references for a job. However, references take up space that could be better used for other things. Once you get a job interview, the recruiter can ask for references if he or she is interested.7. Dont Include AgeOlder workers may think theyll be bypassed for a job because of age. However, this is untrue, particularly if a worker is well-qualified for the job. Just leave out your age. If the recruiter does ask, you probably dont want to work at that job.8.Be Willing to RelocateMany people apply for work in other cities, as people have become more mobile and pursue a job instead of a location. If youreapplying away from your home base, it may be a good idea to include your willingness to relocate. This shows the recruiter that you are serious about the position.

Why This Boys Club Is Actually Great For Women

Why This Boys Club Is Actually Great For Women We see and hear about boys clubs, often in relation to workplace culture, far mora often than wed like to. Across industries and age ranges, women in corporate America are largely excluded from important discussions and decisions, especially at the management and executive level.But theres one club dominated by men that actually serves to break down the cultures and structures that tend to favor men. The 30% Club, originally launched in the U.K. by Helen Morrissey, is made up of (mostly) men who are all about creating a mora gender-balanced workforce by getting more women on boards. Asking women to lean in is only half the battle, says Bloomberg L.P. Chair Peter. T. Grauer, who founded the U.S. chapter of the 30% Club. Companies need to accept greater responsibility for building more diverse workplaces and that responsibility starts at the top.Why is this initiative whose long term objective is to improve womens experiences largely dr iven by men? Because the majority of the time, men are in the drivers seat, and theres no way that will change unless a large chunk of those men are advocating for change. In fact, Fairygodboss recently convened a summit on how to make womens resource groups more effective and one of the key takeaways welches that its crucial to get the stab und sttze of male and executive allies. The 30% Club is doing just that. Its mission is to develop a diverse pool of talent for all businesses through the efforts of its Chair and CEO members who are committed to better gender balance at all levels of their organizations. Business leadership is key to our mission, taking the issue beyond a specialist diversity effort and into mainstream talent management.In a recent conversation with Fairygodboss, Kiersten Barnet, Grauers Deputy Chief of Staff at Bloomberg, explained why Morrissey created the group in the first place. Based on her own experiences as a woman and a mother of nine who was on the p ath to being a CEO, Morrissey looked around and said shed love to see more women in senior leadership positions, at the top, boardroom level and thought hopefully that would trickle down. Morrisseys goal was to get 30% of women on FTSE-100 boards by 2020, and she wanted people on those boards to lead that effort. I think that in the U.K., having those male leaders voluntarily leading the effort and lending their voice to drive this change helped change the conversation there, emphasizing that this was a talent management imperative, Barnet said.Grauer decided to launch the club in the U.S. after he and Barnet were speaking with Morrissey in 2014. Barnet recalled that they were discussing the fact that everybody does seem to understand the business case for gender diversity in the boardroom and at the top but we could use a community to get there.And thats precisely what the 30% Club is a community of senior business leaders with the same overarching goal, who regularly meet and ta lk to discuss their experiences, best practices, and even their failures. When the club launched in the U.S. three years ago, it had 25 founding members among them Warren Buffett and Sheryl Sandberg and today, there nearly 70 leaders in the group. Grauer and the other founding members decided sought membership from chairs and CEOs with a variety of boards including those whose companys board is already 30% (or more) women. Macys and Estee Lauder, for instance, have already achieved parity at board level, while other members have just one or two women on their boards. Offering that network has been really helpful, Barnet said.In the U.S., the group has two meetings per year that are just for members, and throughout the year they facilitate other events and initiatives including a Future Female Directors program and a mentoring program that focuses on mid-career level women. In addition to increasing the number of women on boards, club members also have the opportunity to nominate women who they think should be sitting on public company boards.Barnet said that while she hasnt seen much pushback on the clubs ideals, it can certainly be a challenge to get more women into the room because some people have boards where directors have been sitting for ten or 15 years. Moreover, she says, some club members have expressed frustration because there are no term limits for board members in the U.S., so theres no natural mechanism worked in for turnover. Some boards have been hiring third parties to do an evaluation process, and thats been helpful, she said. The good news is our members are thinking more broadly about what makes good corporate governance today. The challenges are greater, the need to move quickly is greater, and they want to make sure they have the right skills in their boardrooms.Of course, part of the 30% Clubs work involves tracking its progress and theres no doubt that their efforts are paying off. When the club was established in the U.S. in 2014 , members had an average of 21.7% women on their boards. Today, that numbers up to 29%.