resume tricks that will backfire on you

resume tricks that will backfire on you resume tricks that will backfire on you When youre putting together a resume, you might find yourself looking for ways to disguise a spotty job history, get around resume-screening software, or even avoid showing your age. And if you go looking for help, you might be encourage to employ some resume tricks to bypass these challenges. The dicke bretter bohren mssen? Hiring managers can see right through the most common resume tricks, and using them will usually backfire on you.Here are five resume tricks that you should pass up.1. Using a functional resume instead of a chronological resume to hide weaknesses in your work history.If youre trying to hide gaps between jobs, disguise several short-term stays, or downplay the fact that youve been out of the workforce for a while, you might have been advised that you should use a functional resume instead of a chronological one. Rather than a traditional resume, which would be in reverse-chronological order, functional resumes simply list skills and abilities without tying them to specific jobs and dates.The problem with this format? Employers know that theyre generally used to disguise limited or outdated work experience or job-hopping, and so theyre generally taken as a red flag that the candidate is trying to cover something up. Moreover, employers hate this format since it makes it hard to understand what the candidates career progression has been, and how recent (or old) those listed accomplishments are. If your skills are strong, a employer might contact you anyway and ask you to clarify the chronology of your work history but when they have plenty of other good candidates to choose from, it will make them more likely to simply pass you up.2. Shortening your resume by shrinking the margins and font instead of by cutting content.Sometimes a candidate who has heard that their resume shouldnt be more than one or two pages tries to hit that limit by using a tiny font and narro wing page margins to cram more text in. But its pretty obvious to people who read a lot of resumes when youve done this, and youll come across as someone who cant or wont edit and who doesnt know whats most important. Worse, youll dilute your resumes impact, because small, crowded text with no white space is hard to read and even harder to scan., which means that hiring managers eyes are likely to glaze over when they turn to your resume the exact opposite of the reaction you want.3. Leaving dates off your resume to avoid age discrimination.Older candidates are sometimes advised to leave dates of employment off their resumes altogether, so that employers dont draw conclusions about their age and assume that theyre too old, too expensive, or too set in their ways. The problem with this advice is that dates of employment are such a standard part of a resume that leaving them off looks bizarre like leaving the house without your pants. Moreover, its not just convention dates of emplo yment are relevant. Employers want to know if your experience managing that team that achieved such great results was recent if it was 20 years ago, as well as whether you did it for six months or three years.However, if youre concerned about age discrimination, one thing you can to is to remove from your resume jobs that are older than 15-20 years ago. Theyre unlikely to strengthen your candidacy at this point anyway, and your more recent accomplishments are probably more impressive.4. Littering your resume with keywords to get by resume-screening software.Many job seekers have become convinced that the only way that their resumes will actually be seen by menschengerecht eyes is to figure out some magical combination of keywords to make it past resume-screening software. In reality, many companies (especially smaller ones) dont use resume-screening software at all, and those that dont do screen using obscure keywords. Any halfway competent resume-screener is going to run expansive and varied enough searches that your resume should get seen if youre a qualified candidate. You dont need to stumble on some esoteric combination of words to get spotted.Plus, tailoring your resume to what you think a computer program wants to see is a good way to make it unappealing to human eyes and its a human who will ultimately decide whether or not to call you in for an interview.5. Using a fancy or unusual resume design to stand out and catch the hiring managers eye.When you know that youre competing against a sea of similarly qualified candidates, it can be tempting to think that you need to find creative ways to stand out, like using an unusual resume design with graphics and colors. But often a fancy design backfires, by making it harder for employers to quickly find the information theyre looking for on your resume. In fact, fancy resume designs tend to minimize the amount of information you can include, sacrificing content for flash. Thats at odds with what hiring manag ers want from your resume, which is quite simple a clean, uncluttered document thats easy to quickly scan and which puts information in the places they expect to find it. Designs that emphasize appearance over those characteristics will make your job search harder, not easier.

How to Terminate an Employee without Breaking their Spirit

How to Terminate an Employee without Breaking their SpiritHow to Terminate an Employee without Breaking their SpiritHow to Terminate an Employee without Breaking their Spirit Grote, author of How to Be Good At wertzuwachs Appraisals Simple, Effective, Done RightWriting up an employees performance reviewmay confirm your suspicion that the individual and the organization are so mismatched that employee termination is the right answer. Or, perhaps during the course of the year, a persons failure to respond sufficiently to your coaching, or his commission of an unacceptable offense, may cause the need to terminate.Employee terminationmust be carefully planned, with the heavy involvement of human resources, if this assistance is available. But the responsibility for how to terminate an employeeis the job of the manager and not that of the HR rep.Get to the Point QuicklyTo begin, waste no time with small talk or anything other than the job at hand. In the movie Jerry Maguire, Jerrys peer, a sleazy sports agent named Bob Sugar, takes him to lunch with the purpose of firing him. While hes portrayed in the movie as a slimeball, Sugar does one thing right he gets right to the point. He leads with a clear ansicht of the bad news he has to deliver Im here to fire you, Jerry, he states within a minute of their sitting down.As HR expert Kris Dunn notenzeichens, when youre delivering bad, life-changing news, clarity is your friend. The confusion related to small talk is your enemy.Heres a brief, step-by-step guide to one of leaderships most unpleasant duties.1.Say, Hello, name. Come in and sit down. Ive got some bad news for you. (Note Communications experts always advise that its important to set the appropriate tone for the meeting. By starting with the statement, Ive got some bad news you have eliminated any confusion.)2.State the reason for the termination in one short sentence As you know, the reason for the termination.3.Say, As a result, it is my duty to let you know t hat your employment with the company has been terminated as of today. (Note Use the past tense. Say, Your employment has been terminated, not will be terminated.)4.Be specific about what will happen next pay, benefits, unused vacation time, references, outplacement, and so forth.5.Close by thanking the person for his contributions to the company. (Note While it may seem odd to thank someone youre terminating for poor performance, almost everyone makes some contributions. Ending on a grace note can forestall future problems.)Be fully prepared to deal with all of the questions that invariably arise at the time the termination is announced this is one time you wont be able to say, Ill get back to you on that. Make sure you have answers to questions like these before you initiate the terminationIs today my last day?When should I leave?Will I receive severance pay? How much?Will I receive the bonuses I was eligible for?When will I receive my last paycheck?Will I be paid for accumulated sick leave or vacation time not taken?Am I eligible for unemployment insurance?Will you or the company provide employment references? What will you say if you are asked to provide a reference?What will my coworkers and clients be told about my termination?Will my medical and insurance benefits continue?When must I return company property such as a car, cell phone, and keys?What happens to my pension, profit sharing, or savings plans?Can I continue to use my office or work area to look for a job?When can I go back to my work area to get all my personal things?Can I say goodbye to everyone before I go?The termination meeting should be brief ten to fifteen minutes is usually sufficient. People always want more. You can talk for hours to no benefit. If possible, schedule the termination early in the week so you dont give the person the weekend to brood about it.In your discussion, dont attempt to justify or defend the decision. Stick to what you know for sure. You dont know, for exampl e, that an employee who has failed a drug screen is a drug anwender or an addict. What you do know is that his drug screen was positive. Make sure the person has heard the termination news clearly, but avoid any personal attacks, accusations, or justifications (You should have known . . .). And certainly dont tell the employee that this is difficult for you. Your ex-employee would gladly change places.Employee termination is undoubtedly one of the most disliked requirements of being a manager. But the termination of a marginal employee, if handled compassionately and maturely, will only generate relief from those who have had to put up with drones and deadwood, slackers and dedicated free-riders, without being able to take action. And remember its not the people you fire who make your life miserable. Its the ones you dont.Author BioDick Grote is President of Grote Consulting Corporation in Dallas, Texas. He is an expert in performance management and the author most recently of How to Be Good At Performance Appraisals Simple, Effective, Done Right, available at HBR.org and other retailers. Hes also the author of The Complete Guide To Performance Appraisal, The Performance Appraisal Question and Answer Book, Forced Ranking Making Performance Management Work, and Discipline Without Punishment.Be a better managerLaying off anemployee is one of the most difficult moments in a managers careerespecially when that employee has tried to improve, but, for whatever reason, just couldnt get it together. Knowing what to say, how to say it, and how to help them move forward are of utmost importance to your own reputation as a team leader. Could you use some help with that?Sign up for exclusive https//www.youtube.com/ adviceand well send you the latest recruiting tips, hiring trends, management strategies, and even some awesome deals.You can rely on expertise to help get you through those uncomfortable, yet inevitable, moments in your career.

Experienced Public Relations and Publicity Resume Template 2018s Top Format

Experienced Public Relations and Publicity Resume Template 2018s Top FormatExperienced Public Relations and Publicity Resume Template - 2018s Top FormatCreate ResumeDion Myers100 Main Street, Cityplace, CA, 91019 C (555) 322-7337example-emailexample.comSummaryCharismatic and persuasive communicator offering expertise in public speaking, and experience in entertainment advertising and media relations. Superb writer and editor who communicates effectively with my identified target audiences using strategic brand management and effective communication.HighlightsContinuous learnerDeadline-drivenDecisive problem solverExceptional multi-taskerExceptional writerOrganized and efficientProject managementRelationship building expertExperience07/2014 to CurrentCEO The Domino Struggle Entertainment Company New York, NYIdentified customer needs in corporate entertainment through market research and analysis.Defined company vision and goals, developed several strategies and tactics to ensure t he success of those goals.Established and maintained mutually beneficial- working relationships with event planners, caterers, and other entertainment companies.Oversaw the design of all of our web content. web and other content, including social media, website, online marketing and advertising.Researched to identify event entertainment trends and developments that might influence decisions and strategies.Estimated project costs and monitored budgets and generated operating capital by planning and coordinating fundraisers, writing grant proposals and business plans to present to investors and banks. I also secured several interns to assist in large projects and day to day operations.Coached and mentored these less experienced interns on bewegungsknstler and business development.Built a party band under the company and continue to manage and develop this group.01/2013 to 09/2013Assistant to Booking Agent Road Dawg Touring Company Denver, COShadowed and assisted managers at shows and events. Researched marketing strategy and implemented different trial marketing strategies.Day to day administrative work.01/2012 to 09/2013Assistant to Booking Agent Alpine Music Connection Denver, COAssisted three national booking agents by confirming booking info, arranging complex traveling schedules, communicating with artists, managers, and venue personnel.Day to day administrative and secretarial work.06/2010 to 09/2013Communication Technician II Arapahoe County Sheriff Department Centennial, COHandle incoming emergency and nonemergency phone calls.Training in Communicating with Purpose, Time Management, PowerPoint Training. Type 76 word per minute.01/2008 to 01/2010Beauty Consultant Ulta Centennial, COAssisted clients in advice on issues and products related to health and beauty.01/2006 to 01/2008Wedding Coordinator Assistant Lehrers Flowers Denver, COAssisted in providing the floral needs of major events including weddings, parties, corporate events, and major holidays.Educ ation2010Bachelors Degree Music Business Colorado Christian University Lakewood, COThe first to graduate under a designed degree of Music Business. My program welches hand designed and used as an experiment for the university. Since it was successful it is now a regularly offered program at my university.2008Music Business Contemporary Music Center Vineyard, MAMusic Business School where I was 1 of only 25 students accepted into the program nationwide.The program shows you how to be a successful and effective manager by teaching its students the legalities of contracts, public relations, marketing, scheduling, show management, song selection, collaboration, and studio recording. You learn to work with other managers and their artists, while you too are assigned two artists to manage.2005High School Diploma Irvington High School Fremont, CAArts Program*References available upon request.Customize ResumeMore Entertainment and Media ResumesEntry Level Journalism Resume Templates