Five Easy Ways To Get Your Resume Back Onto One Page
The following post is courtesy of the Recruiting Blogswap:
Does your resume “bleed” onto two pages (or three pages) and you can’t quite figure out how to eliminate those few extra lines to bring it back onto one page? There are several tricks to get rid of wasted space and make your resume appear more sharp and concise (and more likely to be read).
1. Minimize the contact information. You don’t need to list your address, three phone numbers, your fax, and an email address. Now that almost everyone has an email and cell phone, there is no need to bombard employers with so many ways to reach you. Employers want one to two simple ways to get a hold of you. You can even get away with the following:
Ed Smith | New York, NY | 212.555.5555 | esmith@email.com
2. Bring “danglers” up to the previous line (by that, I mean any line that only contains one to three words). Edit down your content by removing unnecessary words (e.g. "very" and "that" are often arbitrary and waste space) to bring that line up.
3. Reduce your margins. It is acceptable to set your margins as low as .5 inches, and your resume will still be scannable (most large companies scan in resumes received). This will help to minimize “dead space” on your resume. However, be sure to change your tabs to match up with the margins.
4. Reduce your font size. For a hiring manager, receiving a resume with 12-point font or larger says “I don’t have much to say, so I’ll just make my words bigger to fill space”. An 11-point font is easiest to read and is most aesthetically pleasing. This small change will make a big difference!
5. Remove “References available upon request” or even “Addendum available upon request”. These statements go without saying these days.
Your resume is one of the most important documents you will have in your professional life, so it is important that you pay attention to every detail to make it a perfect representation of you. This includes using every trick in the book to present your resume as succinct and aesthetically pleasing as possible.
Author: Cathy Eng, CARW, Owner of Resume Rocketeer, Inc.
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.
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SmartPost’s Customer Focus Drives Greater Reach & Innovation
New Media Partnerships Deliver More Recruiting Opportunities for Clients
NEW YORK CITY, NY— AUGUST 30, 2010 — SmartPost, the innovative online job posting and sourcing product from Bernard Hodes Group, further expands its reach and targeting for customers by continuing to ask how SmartPost can help meet their recruiting challenges in the most efficient way possible.
“What sets SmartPost apart, beyond leading the industry in the number and variety of sourcing channels we offer, is that everything we do stems from constantly asking, what can we do to support our customers to acquire and manage talent more effectively and efficiently,” said Carmen Doherty, vice president and senior director for SmartPost. “That type of thinking is built into our culture and has been the main influencer in driving our technology and media partnerships.”
SmartPost is one of the most innovative and far-reaching examples of combined consulting, creativity and technology to serve the recruitment industry. The award-winning job posting and sourcing intelligence system continues to become more robust, expansive and user-friendly, and has evolved from a stand-alone job distribution tool to a comprehensive sourcing platform. The SmartPost platform allows companies to optimize their jobs in a multitude of ways outside of job board listings such as RSS feeds and recruiting widgets, to those that complement a social media strategy or use the SmartPost technology to deliver best-in-class career site and candidate experiences.
“The SmartPost concept is simple—everything from product innovation to our strategic consulting for unique customer challenges is geared toward making sourcing easier, faster, more productive and incredibly cost-effective for our clients,” said Shawna Berthold, vice president of marketing for SmartPost. “It’s that combination of knowledge and dedication that makes SmartPost far more than a job posting system.”
SmartPost’s strong foundation with media also continues to drive additional sourcing channels for its customers. Every month SmartPost adds a diverse group of media properties to its ever expanding library. Here are just a few that have joined the SmartPost’s e-media family of late:
• 4AlliedHealthJobs.com
• WLIB Jobs.com
• WBLS Jobs.com
• Wehire.ca
• JVSToronto.org
• Transitjobs.com
• Utilityjobsonline.com
• Workink.com
• MyJobFinder.ca
• Geojobs.org
• JobsinPV.com
• AsianMBA.org
• HireBioMedical.com
ABOUT SMARTPOST
SmartPost, from Bernard Hodes Group, optimizes any organization’s recruitment marketing investment with a software solution that uniquely combines innovative job posting and sourcing technology with customer service and strategic consulting. The thousands of options inside SmartPost’s job distribution channels offer the greatest reach in the industry, including posting opportunities only available to SmartPost clients through strong media partnerships. SmartPost can recommend the most effective job boards, communities and affinity sites, which along with its one-stop billing system and industry-leading descriptive, accurate metrics enrich recruitment management and enhance decision-making. SmartPost delivers improved recruiting results and bottom-line ROI. SmartPost is available from www.SmartPost.com and through leading ATS/TMS systems.
ABOUT BERNARD HODES GROUP
Bernard Hodes Group (www.hodes.com) offers innovative solutions and strategies to help companies find, keep and engage the best possible talent. Partnering with clients, Hodes offers a full array of integrated solutions, including: recruitment communications and support, strategic planning, hiring process assessments, and staffing technology (www.SmartPost.com). Headquartered in New York, with over 80 offices and affiliates around the globe, Bernard Hodes Group is a part of Omnicom Group Inc. (www.omnicomgroup.com) – a leading global advertising, marketing and corporate communications company. Omnicom’s branded networks and numerous specialty firms provide advertising, strategic media planning and buying, interactive, direct and promotional marketing, public relations and other specialty communications services to over 5,000 clients in more than 100 countries.
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Impact Achievement Group Article Helps New Managers Handle Performance Problems
Leadership development firm’s article series on new manager training emphasizes key strategies to grow into management
SEATTLE—August 24, 21010— Holding employees accountable creates consistent clarity for performance expectations, but this can be a real challenge for new managers. A new article by Impact Achievement Group provides tips for new managers to effectively address performance problems.
“How to Handle Performance Problems: Tips and Guidance for New Managers,” the eighth in a 12-part article series, provides new supervisors with an objective intervention model for addressing performance issues. The articles are derived from Supervisory Basics™, 12 individual yet linked two-hour training modules, delivered in leader-led or eLearning formats that help managers understand the management behaviors and tactics required to ensure their and their company’s success.
The article lays out a consistent system for dealing with sub-standard performance. Impact Achievement Group recommends the DESC Intervention model:
-Describe the specific situation where poor performance shows up
- clarify the Effect of the situation
- State specific future expectations
- communicate Consequences
When a new manager needs to address a performance problem by asking an employee to change behavior, the employee can become defensive. Using the DESC Intervention Model takes the confrontation out of the realm of “you” and instead describes the performance as it relates to acceptable standards and how it impacts others.
“Leaving performance problems unaddressed can create morale problems and loss of respect,” said Lee Klepinger, president of IAG. “The tools presented in this white paper enable new managers to quickly establish credibility and increase the chances of management success.”
“How to Handle Performance Problems: Tips and Guidance for New Managers” is available for download at http://www.impactachievement.com/articles.html. Article 9 will address effective ways to handle persistent troublemakers and problematic issues.
About Impact Achievement Group
Impact Achievement Group provides assessment, coaching, customer loyalty and leadership development training that focuses on employee selection, retention, employee engagement and customer engagement. By integrating and blending the world’s best assessment and recruiting processes, workshops and eLearning training, coaching and measurement programs, Impact Achievement Group helps organizations improve human performance to achieve bottom line results.
Contact:
Lee Klepinger
888/248-5553
leek@impactachievement.com
Heath Davis Havlick
Fisher Vista/HRmarketer
831/685-9700
hhavlick@hrmarketer.com
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5 Little-Known Factors Could Affect Your Personal Brand
Although it’s a constant uphill battle to build your brand, destroying or severely damaging it is scarily easy. In that vein, you’ll want to stay away from the following practices:
Appearing Unfocused
You might have multiple interests or passions. Think about which is the most important or most developed to focus your brand around. It can be confusing to others for you to be an expert in two or three completely different fields. What about your brand? Can it be expressed in six words or less, be memorable and convey a positive feeling about you?” He also gave examples such as, “What can Brown do for you?” and “Just Do It.”
Keeping Your Private Life Completely Separate
Gone are the days of keeping business and personal lives separate. You do not want to appear insincere in your efforts. In fact, people will respond and connect with you more if you come off as a real person. So, share stories and experiences with your audience. You’ll be surprised at the deeper connection you will form with each person.
Lack of Listening
Building a brand requires consistency – but it also requires listening to feedback. Do you know what people are saying about your brand? Set up a Google alert to catch new postings mentioning your name, or search Twitter. Genuinely read and listen to praise, criticism and feedback. It can only help you strengthen your brand further!
No Back Story
Everyone has a back story – where they grew up, where they draw inspiration from, why they are passionate about their field, their education, etc. Think about it: the celebrities and well-known people you look up to all have a back story, and you’ve probably heard it a dozen times. Where is President Obama from? How did Bill Gates get his start? These stories are important parts of their brand and allow people to relate to them. What’s yours?
You Think Visibility = Strong Brand
Don’t jump into social media and blogging before you give yourself time to create a strong personal brand. When creating yours, make certain you ask yourself the following questions:
- Who are you?
- What differentiates you from your competition?
- What do you want to do for the long-term?
You can damage your brand by presenting inconsistencies if you don’t consider these important elements of your brand first.
Is there anything else you would add? Have you ever been guilty of any of these?
Author:
Heather R. Huhman is a career expert and founder & president of Come Recommended, a career and workplace education and consulting firm specializing in young professionals. She is also the author of#ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010), national entry-level careers columnist for Examiner.com and blogs about career advice at HeatherHuhman.com.
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