| While it's easy to get confused by the differing | | | | career. Instead, create a "Core Competencies" section |
| opinions on what makes resumes work, the reality is | | | | immediately following the "Summary" listing them in |
| that recruiters/hiring managers want a simple, effective | | | | horizontal bullets. |
| OVERVIEW of a candidate's skills and | | | | An effective "Core Competencies" section requires |
| accomplishments. The following are strategies that | | | | research. Go through postings for jobs you wish to |
| have been proven to do just that, and ensure your | | | | apply to, and identify those skills which are mentioned |
| resume stands out from the crowd: | | | | often, and which you possess. Keep it SIMPLE. For |
| 1) AN EFFECTIVE "SUMMARY" SECTION | | | | example, instead of listing "Profit and Loss |
| Many resumes still begin with the overused and totally | | | | Management for $100 million company" simply list it as |
| ineffective "Objective" section, typically a 1-2 line | | | | "P&L Management". |
| sentence listing generalities like "Driven" and | | | | A strong "Core Competencies" section greatly |
| "Motivated". This tells a hiring agent NOTHING, and only | | | | increases the chances of your resume passing muster |
| wastes valuable resume space. | | | | from Applicant Tracking Systems such as Taleo and |
| A far more powerful solution is starting a resume with | | | | Kenexa. |
| a "Summary", a succinct paragraph | | | | 3) A WELL-ORGANIZED WORK HISTORY |
| DEMONSTRATING key attributes such as forging | | | | A work history that jams together responsibilities and |
| new business partnerships, aggressively controlling | | | | successes is difficult to read, even harder to |
| costs, and expanding staff capabilities through | | | | comprehend, and will most likely be rejected |
| hands-on training and mentoring. The key is to be | | | | REGARDLESS OF A CANDIDATE'S EXPERIENCE. |
| SPECIFIC. What unique value can you offer to a | | | | Don't fall victim to this trap. |
| company? Analyze your work history to identify these | | | | Every position should begin with 3-4 lines (in paragraph |
| crucial traits. If you need help, enlist the aid of a resume | | | | form) describing UNIQUE responsibilities. List them in |
| writing professional. | | | | order of descending importance and avoid generalities |
| A well-written "Summary" offers a POINT-OF-ENTRY | | | | such as attending meetings, etc. |
| to readers, and builds interest in delving into your work | | | | After describing responsibilities for every job, create a |
| history. Don't submit to positions without one! | | | | "Key Accomplishments" or similar section where you |
| 2) A "CORE COMPETENCIES" SECTION | | | | list successes (in bullets). Again, list them in order of |
| Don't clutter your work history by artificially stuffing it | | | | descending importance, and include metrics wherever |
| full of industry keywords. Hiring agents hate tactics like | | | | possible. |
| these because it prevents a clear portrait of your | | | | |