Thursday, May 28, 2020

JibberJobber Getting Started Webinars

JibberJobber Getting Started Webinars I neglected getting this scheduled until just this morning sorry to all the new users who had a few days of um, the webinar doesnt really exist :(. Anyway, heres the deal we get on at 9:00 am Mountain Time (you can should sign in early).  NOTE THE TIME ZONE.  I always have a few people who get on an hour early, or an hour late.  If you miss the webinar, or if cant wait for the next one, you can always see a recording here.  We spend about an hour going over stuff usually its beginner stuff, but sometimes there are questions that take us into more advanced features. I go with the audience. When you sign up for a webinar you wont get email reminders of any future webinars.  If you want to sign up for others you have to do that one at at time.  The schedule is as follows: Next Webinars Jan 13 JibberJobber User Webinar 9am MT (11 am ET) Jan 27 JibberJobber User Webinar 9am MT (11 am ET) Feb 10 JibberJobber User Webinar 9am MT (11 am ET) Feb 24 JibberJobber User Webinar 9am MT (11 am ET) Mar 10 JibberJobber User Webinar 9am MT (11 am ET) Mar 24 JibberJobber User Webinar 9am MT (11 am ET) Apr 7 JibberJobber User Webinar 9am MT (11 am ET) Apr 21 JibberJobber User Webinar 9am MT (11 am ET) May 5 JibberJobber User Webinar 9am MT (11 am ET) May 19 JibberJobber User Webinar 9am MT (11 am ET) Jun 2 JibberJobber User Webinar 9am MT (11 am ET) Jun 16 JibberJobber User Webinar 9am MT (11 am ET) Jun 30 JibberJobber User Webinar 9am MT (11 am ET) Jul 14 JibberJobber User Webinar 9am MT (11 am ET) Jul 28 JibberJobber User Webinar 9am MT (11 am ET) Aug 11 JibberJobber User Webinar 9am MT (11 am ET) Aug 25 JibberJobber User Webinar 9am MT (11 am ET) Sep 8 JibberJobber User Webinar 9am MT (11 am ET) Sep 22 JibberJobber User Webinar 9am MT (11 am ET) Oct 6 JibberJobber User Webinar 9am MT (11 am ET) Oct 20 JibberJobber User Webinar 9am MT (11 am ET) Nov 3 JibberJobber User Webinar 9am MT (11 am ET) Nov 17 JibberJobber User Webinar 9am MT (11 am ET) Dec 1 JibberJobber User Webinar 9am MT (11 am ET) Dec 15 JibberJobber User Webinar 9am MT (11 am ET) Dec 29 JibberJobber User Webinar 9am MT (11 am ET) You should sign up for at least one of these webinars! JibberJobber Getting Started Webinars I neglected getting this scheduled until just this morning sorry to all the new users who had a few days of um, the webinar doesnt really exist :(. Anyway, heres the deal we get on at 9:00 am Mountain Time (you can should sign in early).  NOTE THE TIME ZONE.  I always have a few people who get on an hour early, or an hour late.  If you miss the webinar, or if cant wait for the next one, you can always see a recording here.  We spend about an hour going over stuff usually its beginner stuff, but sometimes there are questions that take us into more advanced features. I go with the audience. When you sign up for a webinar you wont get email reminders of any future webinars.  If you want to sign up for others you have to do that one at at time.  The schedule is as follows: Next Webinars Jan 13 JibberJobber User Webinar 9am MT (11 am ET) Jan 27 JibberJobber User Webinar 9am MT (11 am ET) Feb 10 JibberJobber User Webinar 9am MT (11 am ET) Feb 24 JibberJobber User Webinar 9am MT (11 am ET) Mar 10 JibberJobber User Webinar 9am MT (11 am ET) Mar 24 JibberJobber User Webinar 9am MT (11 am ET) Apr 7 JibberJobber User Webinar 9am MT (11 am ET) Apr 21 JibberJobber User Webinar 9am MT (11 am ET) May 5 JibberJobber User Webinar 9am MT (11 am ET) May 19 JibberJobber User Webinar 9am MT (11 am ET) Jun 2 JibberJobber User Webinar 9am MT (11 am ET) Jun 16 JibberJobber User Webinar 9am MT (11 am ET) Jun 30 JibberJobber User Webinar 9am MT (11 am ET) Jul 14 JibberJobber User Webinar 9am MT (11 am ET) Jul 28 JibberJobber User Webinar 9am MT (11 am ET) Aug 11 JibberJobber User Webinar 9am MT (11 am ET) Aug 25 JibberJobber User Webinar 9am MT (11 am ET) Sep 8 JibberJobber User Webinar 9am MT (11 am ET) Sep 22 JibberJobber User Webinar 9am MT (11 am ET) Oct 6 JibberJobber User Webinar 9am MT (11 am ET) Oct 20 JibberJobber User Webinar 9am MT (11 am ET) Nov 3 JibberJobber User Webinar 9am MT (11 am ET) Nov 17 JibberJobber User Webinar 9am MT (11 am ET) Dec 1 JibberJobber User Webinar 9am MT (11 am ET) Dec 15 JibberJobber User Webinar 9am MT (11 am ET) Dec 29 JibberJobber User Webinar 9am MT (11 am ET) You should sign up for at least one of these webinars! JibberJobber Getting Started Webinars I neglected getting this scheduled until just this morning sorry to all the new users who had a few days of um, the webinar doesnt really exist :(. Anyway, heres the deal we get on at 9:00 am Mountain Time (you can should sign in early).  NOTE THE TIME ZONE.  I always have a few people who get on an hour early, or an hour late.  If you miss the webinar, or if cant wait for the next one, you can always see a recording here.  We spend about an hour going over stuff usually its beginner stuff, but sometimes there are questions that take us into more advanced features. I go with the audience. When you sign up for a webinar you wont get email reminders of any future webinars.  If you want to sign up for others you have to do that one at at time.  The schedule is as follows: Next Webinars Jan 13 JibberJobber User Webinar 9am MT (11 am ET) Jan 27 JibberJobber User Webinar 9am MT (11 am ET) Feb 10 JibberJobber User Webinar 9am MT (11 am ET) Feb 24 JibberJobber User Webinar 9am MT (11 am ET) Mar 10 JibberJobber User Webinar 9am MT (11 am ET) Mar 24 JibberJobber User Webinar 9am MT (11 am ET) Apr 7 JibberJobber User Webinar 9am MT (11 am ET) Apr 21 JibberJobber User Webinar 9am MT (11 am ET) May 5 JibberJobber User Webinar 9am MT (11 am ET) May 19 JibberJobber User Webinar 9am MT (11 am ET) Jun 2 JibberJobber User Webinar 9am MT (11 am ET) Jun 16 JibberJobber User Webinar 9am MT (11 am ET) Jun 30 JibberJobber User Webinar 9am MT (11 am ET) Jul 14 JibberJobber User Webinar 9am MT (11 am ET) Jul 28 JibberJobber User Webinar 9am MT (11 am ET) Aug 11 JibberJobber User Webinar 9am MT (11 am ET) Aug 25 JibberJobber User Webinar 9am MT (11 am ET) Sep 8 JibberJobber User Webinar 9am MT (11 am ET) Sep 22 JibberJobber User Webinar 9am MT (11 am ET) Oct 6 JibberJobber User Webinar 9am MT (11 am ET) Oct 20 JibberJobber User Webinar 9am MT (11 am ET) Nov 3 JibberJobber User Webinar 9am MT (11 am ET) Nov 17 JibberJobber User Webinar 9am MT (11 am ET) Dec 1 JibberJobber User Webinar 9am MT (11 am ET) Dec 15 JibberJobber User Webinar 9am MT (11 am ET) Dec 29 JibberJobber User Webinar 9am MT (11 am ET) You should sign up for at least one of these webinars!

Monday, May 25, 2020

How She Overcame Hiring Stereotypes as a Mother Returning to Work

How She Overcame Hiring Stereotypes as a Mother Returning to Work In January 2018 I hired my newest rockstar employee and I could not be happier with her performance. To me, she was just that â€" a rockstar employee. She crushed her interview, passed my test, and meshed perfectly with the team. I was shocked to hear the bias that she had been facing in her nearly 9-month job search. Below are some of the stereotypes that Kiara faced and how she was able to overcome them.“Hiring a Mother = Decreased Productivity”Time and time again, Kiara was told that being a mother would decrease her productivity at work. The assumption is that with kids, things come up that would take away from one’s work productivity or cause distractions. A kid could get sick and need a ride to the hospital, have a sporting event, need a diaper changed, etc. Many hiring managers believe that there is no way a stay-at-home mom could be effective working from home when she has two small children.How she overcame: Kiara had proved her worth from the very beginning. To explai n how she was able to stand out from other applicants, I first have to tell you a bit about the job posting. Being that attention to detail was a huge requirement for the position, I snuck into the job description a line that said, “Bonus points if you find the typo in this job description”. Out of over 300 applicants (most of which did not have children), Kiara was one of five applicants to find the typo. This caused her to immediately be shortlisted for an interview.“Hiring a Mother = Outdated Skills”Time and time again, recruiters scan resumes using the 6-second rule, automatically eliminating talented individuals because of an “Employment Gap”. The assumption is that if someone has been unemployed for an extended period of time (usually over 1 year), they are not improving their skills or staying relevant with industry trends. Unfortunately, this method of screening has affected countless mothers looking to return to work.How she overcame: This is actually a freebie for any mother out there. Being a mother is not considered an employment gap. In fact, being a mother is more than a full-time job. Your official title as a mother is CEO of Your Household. Don’t be afraid to explain on your resume why you have been out of work. Kiara did, and it worked out great for her. Any hiring manager in his or her right mind will value someone who has been a full-time mother. Try something like this on your resume:Job Title: CEOCompany Name: Santiago HouseholdDescription: Worked 100+ hour weeks with little sleep and very high maintenance clients (my children). Responsible for budgeting, planning, nurturing, customer service, and all household operations.“Hiring a Mother = Poor Culture Fit”It’s not uncommon for an employer to feel a bit awkward when hiring a mother. Is a mother going to blend in with the “work hard play hard” culture that the company has established? This happens more at startups than any other companies. For those employers who ex pect their team to live and breathe work, hiring a mother is not at the top of their agenda. A mother is likely to spend time with her family, rather than going out and getting drinks with the team after work.How she overcame: This can be a challenging objection to overcome and quite frankly, it is not worth overcoming. This is a sign you should move on and find a new company. At the end of the day, finding the right company to work for will make all the difference. Kiara found the right company to work for. She didn’t try to make it work at a company that did not truly appreciate her life outside of work. She did not have to hide anything or pretend to be someone she was not. She did her due diligence to make sure that our company culture was aligned with her own and I could not be happier to have her as a part of the team.

Thursday, May 21, 2020

Five golden rules of CV writing

Five golden rules of CV writing Employers only spend 30 seconds scanning your CV. It may surprise you to know that many recruiters are actually spending far less time. 80% less, in fact.  You may have just 6 seconds to persuade an employer to take a second look. Now theres no such thing as a perfect CV no magic bullet but you can improve your chances by following such pretty basic rules. Tailor your CV It may sound obvious but many applicants still fall at the first hurdle. Graduate recruiters tell us they still see far too many CVs that are bland and generic. Dont send a vanilla CV. You need to align your CV with the job and person spec and provide evidence that you have the skills and competencies required. Take heed of sector and industry norms. And cultural preference. My recommendations are specific to the UK market, other countries may differ. Highlight your work experience Prioritise the most relevant work experience and emphasise any specific projects, tasks or skills that relate to the job. It doesnt have to be paid work to count. Voluntary work can help you showcase an impressive array of skills and experience. Dont feel daunted if your work experience  isn’t  directly relevant; you can still draw out some useful skills and demonstrate to a potential employer you understand the most basic requirements of the workplace: time management, communication and team work. Any work experience is better than none! Find your selling points You may not have everything the employer is looking for but remember the job spec often represents a ‘wish list’. Don’t rule yourself out because there are gaps. Highlight your areas of strength. Make the most of your skills and experiences by providing tangible evidence and examples. ‘Illustrate and substantiate’. Don’t assume an employer will infer anything â€" if you don’t tell them, they won’t know. Find your USP. What makes  you  different from your fellow students/grads? Speak the language Try not to pepper your CV with too many buzzwords or jargon. Use industry or professional terminology to show you understand the environment but don’t overdo the ‘management speak’. Use powerful  keywords  that mirror the job spec and show how you will add value to an organisation. Just dont write a shopping list of keywords, devoid of content you still need to include substance! A CV is a sales document, not a biography. Avoid padding. Be selective and edit. Think about presentation Most employers in the UK expect to see a two page, reverse chronological CV but this isn’t always the case. Many investment banks prefer one page. Check what’s required and use the right format and style. Use a professional, modern, ‘sans serif’ font; separate sections with clear headings; use bold or italics for emphasis and check spelling and grammar. Avoid gimmicks and novelty CVs. Its better to err on the side of caution. Unless youre going for creative roles, stick to a more conventional format. You can always link to your visual CV  or infographic, but this should complement not replace. Before you click send, print off a copy and adopt the arms length test. Hold your CV out in front of you at arms length and see what overall impression it creates. It should be easy to read, well laid out, with clear headings and good balance of text and white space. If in doubt, ask a careers consultant  to check it for you. A good CV may not guarantee you a job, but a poor one will certainly end in rejection.

Sunday, May 17, 2020

8 Interview Questions to Get the Conversation Flowing

8 Interview Questions to Get the Conversation Flowing Is there intelligent life in outer space? Looking in the mirror, you are your own worst critic. It is very easy to pick out your flaws because you are watching yourself in stasis, in one dimension. Your friends, on the other hand, observe you while you’re in motion. They see you when you are laughing or talking on the phone, walking or eating lunch, telling a joke or being sarcastic; they think that you are beautiful and dynamic because they see you as a three-dimensional person â€" and that helps them to overlook your flaws. Hiring managers often view candidates from only one dimension, making it easy for us to see a job seeker’s flaws without fully exploring what they can bring to our organization. And as the hiring outlook continues to improve in 2015, we will need to think even more critically about what we are really trying to learn about a candidate before the interview process begins. It is no longer enough to hire a job seeker based on a static resume and rehearsed responses to expected interview questions. We need to start asking questions that elicit passionate and unscripted answers from job seekers â€" and that helps us to see how a candidate is a cultural fit (or not) for our organization. To do this, pretend that your next interview is a lunch date with a new friend and that you want to learn as much as possible about what makes this person tick. Ask questions that will help you to learn more about your friend’s ambition, interpretation of success and work ethic. Aim, always, to see your friend in three dimensions; the worst thing that a hiring manager can do is to create an interview environment that relegates a job seeker to only one dimension of his/her skill set. Here are eight questions to help you kick off the conversation: 1. Why should we hire you? This is the quintessential question that deserves a great answer. If the candidate can show you without a doubt that he or she must be sitting in that vacant chair come Monday morning, then the query has done its job. 2. How would you spend your first day of work here? More than likely the candidate has played out this scenario in their head. This is their chance to show you how they would hit the ground running, and why they are a great cultural fit. 3. If you could have chosen another career, what would it be and why? This question sounds arbitrary, but in reality, it helps build a three-dimensional view of the candidate. More often than not the answer will be truly surprising and the exact opposite of what they’re doing (or would like to be doing) currently. 4. How do you define success? Success may be something as small as getting a nod of approval from the boss or fixing the copy machine. But some people will tell you they have much bigger ideas of success. If you’re looking for a very ambitious person, or your organization has a specific definition of success, the answer to this will play an important role in your decision. 5. If you caught your boss doing something illegal, what would you do? Yes, this question is sneaky and dangerous, but it will divulge a lot about your candidate â€" including their views on loyalty, trust, honesty, business ethics, and responsibility. 6. If you could be any superhero, who would it be and why? This question not only acts as an icebreaker but also gives you perspective on the candidate’s innermost aspirations â€" and a sense of how far they are willing to dream â€" even if it is only a fantasy. 7. Tell me an appropriate joke. A well-known financial investment firm uses this question in their interviews, mainly because it’s great for sales reps and always puts people at ease. It can also help employers determine if the potential employee has a similar sense of humor â€" a great indicator of a lasting partnership. 8. Is there intelligent life in outer space? Everyone has an opinion on this. The surprising nature of the question will help you judge the emotional maturity of your candidate based on how well he or she handles it. Employers are working hard to ensure that they are courting only the best talent for open positions. However, in addition to confirming that a candidate has the skills necessary to succeed in the position, hiring managers have the immense task of pinpointing whether a candidate fits culturally into the organization. Because no two candidates are the same, and no two companies are alike, the interview process and the specific questions asked should be adaptable. But, they should also aim to provide a platform for candidates to shine â€" and most importantly, to show who they really are beyond their resume or qualifications. Amazing candidates that evolve into strategic employees are the best reflection of you as a hiring manager. Your track record for success will be more attractive if that reflection is three-dimensional. Related reading: 6 Interview Types You Must Know as a Candidate. Suki Shah is the CEO and co-founder of GetHired.com, the leading video-based social recruiting platform and job board that is improving the way employers and job seekers connect in today’s digital world. Follow Suki on Twitter @GetHiredInc.

Thursday, May 14, 2020

Tips to Write a Cover Letter with Punch - CareerMetis.com

Tips to Write a Cover Letter with Punch Source â€" Pixabay.comHaving a resume that shines is only half the battle of getting your foot into a potential employer’s door.If you want to impress, you’ve got to write a cover letter that makes you stand out as the right candidate for the job. The cover letter is where your personality can shine through and where you can demonstrate your enthusiasm for the position.Here you can emphasize your best qualities, skills and why you are worthy of at least an interview. At the same time, if writing a cover letter translates into self-deprecating angst don’t worry because you are not alone.evalMost job seekers find this self-promotion tool challenging to conquer, but the truth is no one is going to “toot your horn” unless you do it first.An excellent way to start a cover letter is to have the job posting available for reference. Either print it out or copy it into your cover letter document. As you begin to write your cover letter, try to pick out specifics from the job posting or description and use them.Companies usually have one person screening resumes, and they are scanning them for keywords. Use the job posting and job description to pull these keywords out and avoid going in the “not qualified” pile.Pick three things you want a potential employer to know about you and then start building a cover letter that expresses those in a way that is relevant to the position.To start, let’s talk about architecture. The cover letter should follow a strict construction code: one page and no more than five paragraphs including the following:First Paragraph:evalState what job interests you. It may sound repetitive, but companies often have help wanted postings for many positions at the same time. This first step is comfortable and gives the office a resume screener a starting point. State the job, where you heard of it and throw in a little enthusiasm about it.Here’s an example: “It’s always exciting to learn of opportunities at State your most releva nt qualifying characteristic for the job or in other words what you will bring to the company. Companies aren’t interested in all of your unique qualities. They want and need to know right away what, if anything, you are going to do for them.Remember, the cover letter is a marketing tool, and you are the product. You don’t have to create lead-ins or describe the long path that brought you to their door. You need to hit them on the head with your qualifications that are specifically related to the available position.This second paragraph is the best place to tie in the experience listed on your resume and make it jump out to the potential employer. If you’re trying to jump into a new line of work, it’s critical that you emphasize relevant experience even if it was in a seemingly unrelated position or field.For example, if the available job is in sales, but your last position was as the head of a daycare make a connection like this: “As head of Sunshine Days, I was a key pla yer in promoting the business throughout the community.evalMy contributions helped catapult the service into the number one daycare with a three-year waiting list.” Translation, you’re a good salesperson, and you helped establish a growing clientele.Third Paragraph:Keep going with the kudos and focus on your next most relevant quality. If you’ve made an effort to got specialized credentials for the field you are applying to here’s the place to shine the light on them.For instance, if you’ve done coursework or attended a seminar that relates to the job at hand, you should state it in the third paragraph: “I’ve gained a well of specialized knowledge from coursework in online technology and recently completed my certificate of It’s time to seal the deal and get an interview. In simple terms ask for what you want, politely of course. Don’t fade off, end strong and proactive. Avoid sounding unsure or whiney by using firm and decisive language.For instance, rather than â €œplease don’t hesitate to contact me with any questions” try “you may reach me at The first example sounds too uncertain â€" as if you’re not sure you’ve presented yourself. The second example says I know I’ve got your interest and I know why, so let’s move on to the next formality.Once you’ve got the meat of your cover letter done, go back and do a little housekeeping. It should be typed, contain no typos, especially in sentences like “I’m detail-oriented.” Of course, it should be in a standard business letter format but customized to the specific job and contact. If you don’t know who that is, call the company and find out. Don’t embellish with fonts or color, keep it neat, reader-friendly and ready to go, just like your interview outfit.

Sunday, May 10, 2020

How to Get the Career You Want And Deserve! Five Steps to Identify Your Skills - CareerAlley

How to Get the Career You Want And Deserve! Five Steps to Identify Your Skills - CareerAlley We may receive compensation when you click on links to products from our partners. What lies behind us and what lies before us are tiny matters compared to what lies within us. Ralph Waldo Emerson Five steps to identify your skills and produce the evidence you need to convince a future employer. Effective career planning takes time and it should start well before job changes are imminent so that career moves are through choice and not just a reaction to circumstances. Even if you are not expecting or wanting to change your current job, you have to recognise that, inevitably, your role will change and you need to anticipate that change and prepare accordingly. Successful career management depends on a firm foundation of realistic planning based on good decisions. To ensure that your decisions are good decisions you must obtain comprehensive and reliable information about yourself, your organisation and any external influences that can affect you or your industry. As well as the skills you use in your work it is likely that you also have a range of other skills and abilities (lifeskills). People often have hobbies and interests which may offer further opportunities or even lead to a complete change of direction. We are generally happier in a job which plays to our strengths and allows us to do the things we like doing and are good at. Is your preferred work: Data e.g. understanding and collating information People e.g. communicating, influencing, negotiating, supporting Material e.g. working with your hands, building Ideas e.g. being creative, innovative, problem solving? The following exercise will help you identify these skills and produce the evidence to show how and when you used these skills successfully. Stage One Write out what you consider to be your 10 most important achievements. They can be work or life related but must be meaningful to you. Make brief notes on why each was important to you. Write how you or others benefited and anything else that springs to mind. Stage Two Think back through the achievement. How did you start? What problems did you encounter? How did you overcome these problems? What resources did you use? For example, did you talk to a lot of other people to get advice and help, or did you work alone? Did you do a lot of research or jump straight in? This exercise should give you a good idea of your style and approach. If you spoke to lot of people it could suggest you are a People Person and likely to be a good communicator. If you jumped in, it may be that you are very independent and/or creative. Once you have honestly explored the route that led to your successful achievement, maybe with a coach, or a good friend, you should then have a list of all your skills. N. B. If your particular discipline has other technical skills you should also list these. Stage Three Choose three achievements that you feel are particularly important. Describe the background What was the problem or issue? What did you achieve? What difficulties or obstacles did you have to overcome? What was the outcome? How did you feel? This in depth analysis will allow you to understand more about the environment which motivates you to use your skills effectively and should be used when you are deciding what options to take. Further questions to help you make sense of all this information: Which skills do you keep using? Is there a recurring subject matter that you deal with? What role do you like to take? What are the payoffs for you in the activity? Which circumstances keep recurring? What sort of people are around you? What type of environment do you like operating in? Stage Four Review the information gathered in the previous three stages and list the 5-6 main skills. List the skills and fill in your own definition for each skill. Stage Five Your achievements may seem to be a collection of unrelated events but they are evidence of when you used skills and were motivated (i.e. when you are good at doing something you enjoy doing.) At the end of this exercise you should have a comprehensive portfolio of skills. Write notes on 3 examples where you used this skill in the past. This will form the basis of your personal record keeping and provide the evidence that can readily be referred to when selling your abilities and experience for career growth opportunities in the future. Most organisations today use behavioural interviewing for selection. The belief is that past performance is the best indicator of future behaviour. It is therefore important to prove that you have successfully used particular skills in the past. Once you have completed these five steps you will be ready to apply for that promotion or new job with confidence. So at the interview when you say you are good at planning, for example, you will be able to demonstrate this with an excellent example of when and how you used planning in the past to achieve a successful result. So do this preparation even if it is not your preferred approach and Get the career you want and deserve! Diane is a Professional Coach and Business Mentor with many years experience, specialising in helping clients move forward in their career or their business, through anaylsis, self determination, goal setting and action planning. For more information on career management, behavioural interviewing or other related matters, you can contact Diane by email at [emailprotected] Diane, together with her associates, also runs a range of workshops from Management Development, Team Building and Creative Problem solving to Personal development programmes including, Assertiveness, Stress Management, Time Management, Goal Setting etc. Contact Diane by email for further information at: [emailprotected] http://uk.linkedin.com/in/dianehopekaizen1 This is a Guest post. If you would like to submit a guest post to CareerAlley, please follow these guest post guidelines. Good luck in your search. Visit me on Facebook

Friday, May 8, 2020

Federal Resume Templates - Why You Need to Use One

Federal Resume Templates - Why You Need to Use OneA federal resume is supposed to be able to stand out from the rest. However, you need to realize that there are many resume templates that you can use. While most people will try to follow the guidelines, there are also a few basic templates that are important for creating your own resume.First, you should outline how you would like to appear in the resume. Maybe you want to be referred to as an engineer, or perhaps a lawyer. This may have something to do with your previous job experience, or it could simply be to help you improve your chances of getting hired.Next, you should decide how you would like to begin your resume outline. Perhaps you would like to highlight your best skills and accomplishments, or maybe you want to focus on your major skills and accomplishments. Either way, the first thing you should do is write a few sentences about your education and training. Don't include all of your experience.After that, focus on the a reas that you already know about, and the general idea behind your resume should come through from there. If you don't have anything to say, you might want to consider adding some kind of motivation in here.A military resume, for example, can help you look more professional. When you are looking for a career in the military, you will often have to add skills and experience in the military to your resume. This can help you stand out from other people who don't have those skills.Also, you may want to go into detail about the educational background that you have. You can create a personal statement or just highlight some of your most significant accomplishments. After all, it's not really necessary to tell them what your educational background is if they don't want to know.Finally, you will want to include a brief career description. Of course, you won't want to repeat everything that is written in your resume. Just write a few sentences in here that provide a little bit of information about yourself and your work history.These are just a few of the different federal resume templates that you can use. There are plenty of them out there, so make sure that you get one that you can be happy with.