Is Your Resume Found 4 Resume Search Optimization Tips - Your Career Intel

Is Your Resume Found 4 Resume Search Optimization Tips - Your Career IntelAll large companies, and many small and medium-sized ones, use Applicant Tracking Systems to sort through resumes. These software programs take in the resumes of applicants and make them searchable so that hiring managers can seek out candidates for openings.For you the job seeker it means that in order to get a philanthropisch being to review your resume, you now need to understand how to be found in these electronic systems. Thankfully, its not all that difficult. Hiring managers use a search engine, not unlike Google, to browse the Applicant Tracking System for candidates. Therefore, resume search optimization is based on the same principles as optimizing a web page its all about keywords. Now you just need to pick the right onesAs an executive recruiter, I understand precisely how hiring managers are searching their Applicant Tracking Systems and heres how to pick the right keywordsDont Try to Be a Jack-of -all-TradesSome candidates try to cast a wide net by making their resume general, stuffing them with generic keywords like leadership and management. The rationale is that these vague terms will make the resume come up in a wide variety of searches and be seen more often. The reality is that the opposite occurs and the resume becomes more or less invisible to the Applicant Tracking System.Specificity is the key to an SEO resume, which makes absolute sense if you justThink Like a Hiring ManagerWhen a company is searching the Applicant Tracking System for candidates, the hiring manager has a very specific idea of what experience the ideal applicant has. Most people wont do a search for leadership. They will do a search for specific skill such as social media marketing.Lets take a test case. If you wanted someone to fill a senior software development position, what would you search for? Probably terms like senior and VP. Definitely software development. And then fruchtwein likely the v arious programming languages you need the candidate to be proficient in. Go for these specific terms.To get into the groove of thinking like a hiring managerStudy the Job Description (And Others Like It)The easiest way to start selecting keywords is to print out the job description and underline specific terms that you think the hiring manager might use to select resumes. These should be your primary keywords. But all effective keywords may not be in the job description. Look up job descriptions for similar roles and repeat the exercise for strong, specific keywords and phrases. Finally, weave these keywords into your resume.Keep in mind that this isnt a one-time exercise. For every job you apply forCustomize Your ResumeThe old wisdom was to have a single resume and tailor it to the position with the titel letter. But Applicant Tracking Systems have changed all that. Dont be afraid to have multiple versions of your resume that you use when applying to different positions. If you are applying for a job at a public relations agency, you should not be using the same resume you use to apply to an in-hour public relations role.FinallyThe number one rule is to always stay truthful when pursuing resume optimization. If you dont have a skill, dont try to deceive the system into thinking you have it. SEO resumes are simply about conveying the experience you have in a way that makes your easy to find.What other techniques have you used to SEO your resume? Share your tips with us below.

An Open Letter To The Women Who Wont Take Credit For Their Work

An Open Letter To The Women Who Wont Take Credit For Their Work The impostor syndrome, or the concept that an individual usually a woman internalizes their accomplishments due to the fear or being exposed as a fraud, is immensely damaging to workplace gender equality. Nonetheless, the feeling of unworthiness plagues working women, and feeling this way actually manifests self-fulfilling prophecies and perpetuates the false notion that women are indeed inherently lesssuccessfulthan men.In short, when a woman fails to take credit for her own work, she fails working women everywhere because far fewer females are thus recognized as successful and we need female role models. The thing is thatwomen are successful, and its about timethey take credit for it.But touting your own efforts is not easy, and studies show that women do so far less than men for a gamut of reasons, particularly when they work in groups.In astudy publishedin thePersonality and Social Psychology Bulletin, researchers Michelle C. Haynes and Madeline E. Heilman found that women are unlikely to take credit for their role in group work in mixed-gender settings, unless their roles are explicitly clear to outsiders. When women worked only among other women, however, they didnt have any difficulty taking credit.Women gave more credit to their male teammates and took less credit themselves unless their role in bringing about the wertmiger zuwachs outcome was irrefutably clear or they were given explicit information about their likely task competence, the study reports. However, women did not credit themselves less when their teammate was female.Perhaps this phenomenon occurs in mixed-gender groups because women dont think they deserve as much credit as men, merely because were conditioned to think this way.Heather Sarsons, a Ph.D. candidate at Harvard,explored this in another studyin 2015 in which she looked at CVs from economists who went up for tenure between 1975 and 2014 in one of the top 30 PhD-gr anting universities in the United States. She found a bias toward men in instances where men and women co-authored research papers, and found that co-authoring with men was actually a disability for women in their work. She called it a co-author penalty, because, while women who solo-author everything have roughly the same chance of receiving tenure as a man, women who coauthor most of their work have a significantly lower probability of receiving tenure.When Sarsons assessed all possible explanations, she found that the penalty wasnt determined by the credentials or skill of the co-author, but, rather, it was the result of our unconscious bias for male economists.Many occupations require group work, Sarsons writes. The tech industry, for example, prides itself on collaboration. In such male-dominated fields, however, group work in which a single output is produced could sustain the leaky pipeline if employers rely on stereotypes to attribute credit.Yes, women are typically natural sharers and group participants, socially conditioned tomaintain the we over the I mentality and its humbling. But there are ways women can take credit for their work without coming off like theyre boasting or calling attention to themselvesdespite the fact that their male counterparts do it all the time.While it might seem obvious to encourage women to work individually, as opposed to on teams, research shows that women can also be penalized for failing to collaborate.In her dissertation research, Dr. Julie Chen, a former psychology NYU doctoral student of Heilman, who conducted the first aforementioned study, demonstrated that, when women did not involve others in decision-making about the use of organizational resources, they were assigned lower performance ratings than men. Evaluators also recommended that those women receive lower salary increases, fewer promotions and more limited opportunities for participation on high-profile projects.So what can women do to take credit for their work among mixed-gender groups?1. Share female colleagues successes.First, its important to notenzeichen that women themselves are part of the problem, Heilman wrote in an article on Quartz. In study after study, we have found that female as well as male evaluators attribute less credit to women than men for teamwork. Women, along with men, devalue the contributions of other women.When women speak up for one another, we lift each other up. If more women bragged for each other, we wouldnt have to do it for ourselves even though wealways should to some capacity.2. Take ownership of parts of the project that have objective performance indicators. Its easier to point out your contributions to a project if they are discrete and irrefutable,Heilman added.So, if possible, try to take ownership of parts of the project that are contained and have objective performance indicators. For example, in a group presentation, you divide up the tasks and take full responsibility for putting tog ether a two-minute video. This will make it harder, if not impossible, for your colleagues to dismiss your contributions. You may also want to try choosing work for which you are uniquely qualified compared to other members of the group. If youre the only partie who speaks fluent Spanish or has business contacts in Hong Kong, it will be a lot harder for others (or for you) to fail to acknowledge your hard work.Likewise, its easier to take credit for successes that are data-driven. If no one can refute the facts, you wont have to worry about feeling like a fraud. The proof is in the data, and that does most of the talking for you.3. Clarify your role.Most people are unaware of the gender biases that lead them to undervalue womens contributions, so if a boss or another colleague seems to be giving you short shrift, assume that theres no bad intent, but do find a private moment to give them more information about your role in the project, Heilamn wrote.And if you can clarify your role ahead of time, and delineate your responsibilities in the project verbally or, preferably, in a way thats recorded, then you can make note of the fact that you have checked those boxesupon completion.4. Volunteer to be the spokesperson.Anecdotally, it seems that the person who presents a project to a group tends to get credit automatically,Heilman said. So women may want to counter our cultural tendency to underestimate their contributions by asking if they can be the ones to do the talking.Women can then speak of their own achievements while thanking their team for the support and collective effort.--AnnaMarie Houlis is a multimedia journalist and an adventure aficionado with a keen cultural curiosity and an affinity for solo travel. Shes an editor by day and a travel blogger at HerReport.org by night.