Build A Resume in Five Steps

Building a resume that encloses all important information but is also visually appealing can be a challenge. However, a few strategies can help you attract all the positions you may fit well in. Learning how to build a resume can help you put together a compelling and visually appealing document that could impress recruiters and hiring managers. In this article, we will introduce five practical steps for building a resume that summarizes all the key messages about you.

Start by choosing the right resume format

Especially in this area, the first impression is last. The format of your resume quickly tells an employer if you can follow directions and communicate effectively. If your resume passes the first test, you might be able to move forward. A professional resume format also generally includes a header with your name in a font larger than surrounding text and the rest of your contact information nearby. When you make a resume, you should use formal, readable fonts and space content so employers can clearly and quickly scan each section. Remember that when potential employers review your resume, they usually skim through it quickly, which means you should make important information stand out but also try to wrap the whole thing up in preferably one page.

Write a summary

Since recruiters and employers take a quick look at resumes, you must make your positive qualities stand out when you create resumes. These statements should exemplify the qualities that make you an attractive candidate while also describing the engaging, yet professional, personality that you can bring to the workplace. Your summary statement should include a focused overview of your work experience. Try to focus on work experience that is relevant to the roles in which you are applying. As with anything on your resume, the skills to list on your resume should be solid and, whenever possible, quantifiable.

Add relevant skills

You should also include a section for skills to list on your resume that may be relevant to the position and that can enhance your appeal as a candidate. When including your skills, choose both hard and soft skills that relate to the role. Soft skills include communication, teamwork, or leadership, while hard skills could be software or technical knowledge in a particular industry. Furthermore, you can add your level to your description of a skill. For example, if you add data analysis as a skill, you may be able to rate your level from intermediate to proficient or on a numbered scale.

Discuss your experience and qualifications

The work experience in the resume should be more than a simple list of your previous positions. A bit of the information you will provide in this section is self-explanatory, such as job title, company location, and dates employed. Where you can distinguish yourself in this section is with the descriptions of your previous positions. In each position description, you should explain your previous responsibilities, notable achievements, and keywords that will make you appear right for the job. As with your summary statement, be consistent about both your responsibilities and accomplishments and emphasize items that are relevant to the prospective employer. Rather than saying that you “worked in a team,” describe how you “coordinated with your colleagues to develop over 50 strategies tailored for a certain client.”

Include your educational background

Most jobs require at least a little education. Recruiters and employers will want to know about your educational background so this should be included on your resume. List your highest level of education completed first, then list subsequent degrees and diplomas. You may also choose to include any active licenses or certifications you hold in this section as well. When entering a degree or diploma that you are currently completing, add the date you began pursuing it and leave the end date blank.


These Simple Steps Will Guarantee a Solid Workplace Culture

Your Company/Organization’s culture is a major contributing factor to its success. How your employees “feel” about their job is your responsibility because ultimately, it feeds back into their level of dedication and performance. Make sure your work environment is one they enjoy and appreciate.

1) Lay The Foundation 

The workplace culture rests upon three important cornerstones; mission, vision, and values. Having a clear idea about what they are will set you right in the industry. Your mission typically tells your employees, clients, vendors, and competitors why you are in business. Your values dictate how the executives and employees are expected to behave, which in turn, will get your company to its vision; which is what you aspire to become down the road.

2) Test The Waters (Consistently)  

Laying down the foundation is a great first step but setting a solid workplace culture requires more work than just that. If your employees are not satisfied with that foundation, then you’ve got a problem of disengagement, unproductivity, and ultimately money loss. You can test the waters by putting out regular culture surveys. A culture survey will show you what your employees think, how they feel about their job, workplace, co-workers, and managers. More importantly, commit to doing something with the results. You don’t want your employees to take the survey and not see any outcome. It will underscore any reason they may have for being disengaged.

3) Get Support 

Conduct a focus group with employees from different departments, experience levels, and job titles. No supervisors, managers, or executives. Just the employees. Have them review the mission, vision, and values and give their input. Again, you’ll want the help of a third party. Employee feedback can be eye-opening and affirming. In the end, it’s your company, your vision, your values. But if you’ve hired people you trust, then it’s worth hearing what they have to say. You and your executives should review the feedback and make tweaks as you see fit.

4) Set it in Place  

Your company culture is a living element. It affects all aspects of the organization: From the way you conduct performance reviews to the way you acknowledge people, it all ties into your human resources infrastructure. It will reflect on how you hire and fire. Your rewards and compensation practices will be in line with your values. With the right culture and high employee engagement levels, you will have a strategic and competitive edge.


How to Prepare for a Job Interview

  1. Know the Job Description by Heart 

Skimming through a job posting or even just reading the job title might be enough for you to determine whether it’d be a good fit for you but it definitely does not suffice to sit through an interview. You need to carefully read the description to be able to build a case for yourself; you will be better able to align your competencies with the skills required for the job. You will consequently ready yourself for questions around your previous experiences, performing similar duties in other organizations. 

  1. Research the Organization/Entity’s background  

Almost every organization seeks to hire people with similar values to those of the workplace culture. Researching the company before an interview will give you an insight into the organization’s future goals and plans and being able to discuss these points will make you seem like a long-term investment to your future employer. This information can easily be acquired through their digital presence. 

  1. Prepare Suitable Answers to the Questions You’re Most Likely to Be Asked  

Not all organizations have the same set of questions for their interviewees but in the end of the day, most questions lead up to very similar answers. It is okay to ask for a few minutes to think about an answer but you should have a background to begin with, knowing the most common types of job interview questions is an advantage as you can craft your answers well in advance, and feel confident in your responses when it is a little bit pressuring. 

  1. Prepare Your Own Questions to the Interviewer   

Just because you’re the interviewee does not mean that it is not a two-way connection. If you bring good interview questions for interviewers to the table, you’ll find out quickly if the job is the right match for you. Furthermore, you’ll also exhibit to the interviewer that you are interested and prepared, and find out some insights as to whether the interviewer has concerns about you.  


Why HR Management Is Key to Your Business’s Success

Human resources management (HRM), is part and parcel of every organization; small businesses and enterprises alike. That, of course, is if it is looking to effectively and efficiently recruit and retain employees as well as, not only improve and develop the organization but also maintain a healthy, progressive and accepting culture in the workplace. HRM might as well be the brain and soul of a business.

Human resources management is so important to organizations because there are many objectives of this department that can drastically improve or negatively affect the organization. One major objective of human resources management is to drive productivity by ensuring competent employees are hired and remain up to date with training initiatives. Another major objective of human resources management and why it’s so important to an organization is that it builds coordination between organizational departments. 

Without proper human resources management at an organization, the departments will have a hard time working together which will cause your business to suffer. More important objectives of human resources management are ensuring employee satisfaction, staying up to date with societal and ethical models, and maintaining a healthy work culture, as well as a healthy work-life balance for employees. 

More organizations now seek to outsource services of HR recruitment. The focus on HRM is now shifted to the strategic utilization of employees and the measurable impact of employee programs on the business. Nowadays, successful organizations need to be adaptive, resilient, customer-oriented, and quick to change direction. Within such an environment, the effectiveness of HRM is crucial to business success. HR professionals establish systems for performance development, career succession planning, and employee development. This keeps people motivated, happy, personally engaged, and contributing to the organization’s success. Furthermore, the HR professional helps the development of organizational culture and climate in which employees have the competency, concern, and commitment to serve customers well.