How to Write in Gaps in Resume

How to Write in Gaps in ResumeWriting in gaps in resume should be easy. Instead, many applicants face daunting scenarios when they try to fill out their resume. Should you apply for jobs and organizations but not be successful in filling out a resume?If your resume doesn't include the information it needs in, for example, why should the recruiter even bother looking at your resume? They won't because the information needed is not there. You need to get into your resume before you are contacted by the recruiter. Otherwise, you can look like an amateur.What skills should be on your resume? If you are looking for an entry-level position, you will need skills such as writing, typing, and copying. However, if you're seeking a higher paying job, then skills such as negotiation, sales, and management skills should be emphasized on your resume.The first two steps in writing in gaps in resume is making sure that your resume is on-point. Whether it's a cover letter or an attachment, you want t o make sure that it perfectly suits the company and position you are applying for. Attachments that are off-theme can result in being considered off-limits. You don't want to make a great impression and be rejected based on a resume with no information.Once you have everything listed, don't forget to write your resume. Your resume is not just the introduction to your work history. It is also the first contact between you and your prospective employer. It is the means of letting the recruiter know about what you can bring to the organization and what you can offer them. While you can include all the required information, if it does not make sense, you may want to rewrite it to make it more concise.While your resume is all about showing the recruiter what you can do, you should avoid having a 'formal' or informational gap. Your resume doesn't really need to be an action movie. In fact, it's better to have it as a narrative. You can still talk about your past experiences and present yo u as a dynamic candidate. With the right resume, you will also impress your future employer.As stated earlier, if you've done your homework, you don't need to worry about missing out on an opportunity. Rather, it should be one of the best experiences you'll ever have. The recruiter will notice, and they may contact you shortly after your resume hits the paper. Be sure to get your resume polished before sending it out.

Gender Pay Gap Why Women Must Negotiate Their Salary

Gender Pay Gap Why Women Must Negotiate Their Salary Joann S. Lublin is Management News Editor at the Wall Street Journal. This commentary is adapted from her new book, Earning It: Hard-Won Lessons from Trailblazing Women at the Top of the Business World. Women must partly blame themselves for the gender pay gap. A veteran Wall Street Journal reporter, I never squawked over my modest raise for being promoted to news editor of our London bureau. I later learned that male Journal colleagues making similar foreign moves often refused small raises. Based on current trends, U.S. women won’t achieve pay equality until 2058, according to a 2015 report from the Institute for Women’s Policy Research. A typical working woman loses more than $530,000 over her lifetime due to this gap, the report said. And the pay gap still yawns wide for unionized staffers at Dow Jones, which publishes The Journal. On average, Dow Jones women get paid about 87 cents for every dollar paid to their male colleagues, concluded a 2016 analysis by those employees’ union. Yet if you don’t ask for bigger bucks, you’ll never get them â€" as Cathie Black learned. She was one of 52 corporate executive women I interviewed for my book, Earning It: Hard-Won Lessons from Trailblazing Women at the Top of the Business World. Black resisted being underpaid from the outset. She eventually became president of Hearst Magazines, a major publisher of popular publications such as Cosmopolitan and Esquire. Read Next: How Banning Employers From Asking About Salary History Could Help Close the Wage Gap Raised in Chicago, Black sought an entry-level publishing job in New York after receiving an English literature degree in 1966. She needed to find work before finding an apartment. “My dad said I couldn’t sign a lease until I had a job that could pay for the rent,” Black told me. But she knew almost no one in the publishing industry, and her summer stints had consisted of clerical or retail sales jobs. Magazine publisher Condé Nast offered the new college graduate an editorial position for $65 a week. “I cannot afford to work for that,” Black insisted. “I know that, dear, but there’s an awful lot of women who are supported by their parents who come here to work at Condé Nast,” a personnel official replied. Luckily, Black landed a better position paying plenty more at Holiday magazine. She earned $95 a week selling classified advertisements over the telephone to hotels and resorts. Eighteen months later, Black’s boss quit and she decided to pitch Holiday’s publisher about succeeding her supervisor as manager of classified advertising. Attired in a suit and heels, she marched into his office down the hall. The 24-year-old sales assistant described herself as driven and capable of advancing to manager, she recalled during our interview. “I would work harder than anybody else he could find.” Read Next: America’s Gender Wage Gap Is Widest at the Top The publisher offered Black the promotion plus a $3,000 raise, bringing her annual salary to about $8,000. She wasn’t pleased, because her prior manager had made about $13,000. Informing the publisher that she had a sense of how much that woman had earned, she announced, “I expected that that was what I would be offered.” The man was shocked. His face turned beet red. “He looked apoplectic,” Black said. He nevertheless sweetened the pot by $1,500, and she took the promotion. The gutsy encounter taught Black the importance of women bargaining hard over pay. “Women forever have had a real issue with negotiating,” she said to me. “Women, I think, instinctively are embarrassed. They don’t think it is the right thing to do.” Black came to view conversations about compensation as a game where you should anticipate the worst possible outcome. At Holiday magazine, she remembered thinking, “What’s the worst that could happen? He could take the job offer away,” she pointed out. “But I am the devil that he knows. Better than hiring somebody from the outside who frankly would cost more.” Black later became publisher of New York magazine, the first woman in such a role for a weekly U.S. consumer publication. Her experiences illustrate why women must use smart strategies to bargain for fair pay. Here are additional tips for getting what you’re worth, based on interviews with other executive women: Defuse tense pay talks with a “velvet glove,” asking smart questions and showing empathy. Keep your boss well informed about your accomplishments so you can win your deserved raises. Find out how much people at the same job level earn inside and outside your workplace even if your role isn’t identical so you can decide whether to make a fuss. Be willing to jump ship to achieve pay equity. “Women are so damn loyal,” complains Paula Rosput Reynolds, former chief executive of Safeco and AGL Resources. “Men threaten to leave and get raises to stay. Women just stay.”

Can Listing Awards On Your Resume Portray Arrogance - Work It Daily

Can Listing Awards On Your Resume Portray Arrogance - Work It Daily Is it possible for a recruiter or hiring manager to get the impression you are arrogant when reviewing your resume? Is it possible that your answers to typical interview questions, even the classic “tell me about yourself,” leaves the interviewer the impression â€" maybe just a first impression â€" that you a self-absorbed â€" and arrogant? The answer is yes â€" but it’s not that easy because the lines can be very hard to define among confidence, humility, and arrogance. Related: Would HR Managers Review YOUR Resume? My interest in this is prompted by several resumes that I’ve been asked to critique recently â€" the last one in particular. The individual’s resume was not very well constructed â€" but buried in document were some indications of a very accomplished individual. But what stood out on the resume on both my first (“first impression”) read through and second very careful examination was my conclusion the person is clearly motivated by receiving formal recognition. The impression I could not ignore after multiple readings was that this person might be “arrogant,” or at a minimum, is convinced that formal awards are a key part of his experience. The conclusion that he’s strongly motivated by formal rewards is good information â€" if I’m recruiting for an organization that, in fact, provides a high number of formal rewards. If not this might be a person to become quickly dissatisfied without receiving formal, “employee of the month” type awards. I believe there’s a strong link between recognition and retention and a key part of that is knowing how an employee wants to be recognized. Specifically, in this particular case, the resume listed six specific “awards.” They were not included as the result of something he accomplished â€" although in fact they had to be. They were listed as specific “Experiences.” He actually listed receiving the same award three different times. I’m personally familiar with this particular reward â€" but I’m proud of what I actually did to receive the award â€" not just that I received it. In this particular example, I can speculate from the “experiences” what led to the awards â€" but I can’t be sure when multiple “experiences” are listed along with the award. Recognition and awards should be on your resume I am absolutely not saying that recognition and awards should be deleted from a resume. But they should be part of the results of something you did to earn the award â€" not just earning the award. Winning Sales Person of the Year is significant but that’s not the job. How about these: Generated $200+ million in sales in each of the last two years, increasing sales in one territory by 20% and opening a new territory the second year, earning Sales Person of the Year award both years. Developed, implemented, including training 125 member sales force, an Excel-based sales reporting system that featured pivot tables and macro-based generation of reports. Decreased monthly reporting time by 8-10 hours per salesperson. Received annual “Sales Innovation” award. These statements tell a recruiter or hiring manager what you did, specifics on the results, and how you were recognized for it. The second example also shows how you actually used an MS-Office tool â€"not just that you’re “experienced” with it. It also prompts a recruiter’s interest in wanting to know more about what you did and even what the competition for the award might have been. What about the interview? In some ways, the interview provides a clearer answer to this question of “arrogance.” A candidate is asked the all-time classic question (and not particularly good question) to open the interview: “Tell me about yourself.” The candidate responds, “Well, in my last job I won “Employee of the Month” three different times.” Or let’s consider a really good interview question: “In your current position, tell me about your most significant accomplishment.” And the response is, “Just last month, I was awarded the company’s “Innovative Idea” award.” Huh? I think it is clear these are not strong answers to either question. Job seekers are encouraged to prepare and practice answers to possible interview questions. One of my mentors encouraged career seekers to prepare 40-50 shorts answers, C-A-R Mini stories, for each area of their careers, including school. These short answers should contain the Challenge, the Action Taken, and the Result. The result can certainly include any recognition received â€" but notice the recognition comes after stating the challenge and the action taken. Another note It should also be pointed out that they might be some suspicion about rewards and recognition â€" which further justifies including the information but not giving it primary focus. “Employee-of-the-Month” programs have been criticized by management gurus and ridiculed in television and films. Even some top notch award programs are viewed as “political” by some. By simply acknowledging an award or recognition as part of a significant accomplishment, you are giving the recruiter or hiring manager the choice of following up on the details if desired. That puts the presentation of the recognition in a more “humble” perspective â€" and that itself deserves an award! Related Posts How To Create SMART Goals Set And Achieve SMART Goals Promotion Killers: Weak Goals About the author Jim Schreier is a management consultant with a focus on management, leadership, including performance-based hiring and interviewing skills. Visit his website at www.farcliffs.com.     Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!