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.

Not Getting Enough Employee Referrals Time to Think Outside the Box

Not Getting Enough Employee Referrals Time to Think Outside the Box According to LinkedIns 2016 Global Recruiting Trends report, employee referral programs are a top priority for many organizations. This is because employers realize that structured and well-executed referral programs attract more qualified candidates, reduce turnover rates, improve employee morale, and lower both cost-to-hire and time-to-hire rates. These benefits ultimately impact the companys bottom line through increased productivity and improved customer service.Experts suggest that if you are elend making at least 50 percent of your hires through referrals, it is time to step up your game. The problem is that many companies still rely on decade-old practices to promote their referral programs. Because of these outdated, ineffective tactics, employee referrals account for less than 25 percentof total hires in most organizations. However, companies with successful referral programs make up to 60 percent of their hires through referrals.If your company is having trouble generating the level of employee referrals it need, it is time to put the old recruiting strategies aside and think outside the box.Three Reasons Why Employee Referral Programs Dont Scale 1. Employees Are Not Aware of Job OpeningsMany employees are not even aware of all the current job opportunities available at their organization. At best, a typical employee only knows about openings in their own department. If employees dont know about jobs available across the organization, it is impossible for a referral program to work on a large scale. 2. The Referral Process Is TediousAnother obstacle that prevents employees from referring quality candidates is that many companies create long and tedious referral process?es. In order to make a referral, do your employees need to log into an employee portal, search for the job, find the job ID number, contact the friend they wish to refer, get their frien ds resume, and then upload that resume?Employees may be willing to do this for a family member or close friend, but they probably arent going to go through all this trouble for every qualified candidate they know. 3. Large Social NetworksCan you name every one of your Facebook friends off the top of your head? How about all your LinkedIn connections? Email contacts?The truth is that most people cant even recall all their internetfhiges mobiltelefon contacts without scrolling through them and neither can your employees.The average part may have hundreds of contacts in their personal and professional networks, but they can only recall a small fraction when asked. This doesnt mean they couldnt determine whether the members of their networks would be good job candidates just that the majority of their connections are not in their inner circles and, therefore, not top of mind at all times.About60 percent of employees have referred a friend, colleague, or family member for a job before. This suggests that your employeeswant to make referrals. The real question is, Will your employees search through their connections on multiple networks just to make a referral? Probably not. As a result, your employee referral program is limited to just your employees inner circles. Your company is losing out on hundreds maybe even thousands of prospective referrals because your employees cant connect their wider networks to your jobs.The Google Experiment Google tried many techniques to boost its referral program. The company tried to incentivize referrals by doubling the bonus employees received, but it wasnt enough. So Google tried something different aided recall.In his book, Googles former head of hiring Laszlo Bock writes that employees responded better and made more referrals when Google broke big questions down into smaller, more manageable ones. Instead of asking employees to provide general referrals (Do you know anyone we should hire?), Google made more specific reque sts e.g., Who is the best finance person you ever worked with? This use of aided recall helped to increase employee referrals at Google by 30 percent.Help Your Employees ReferIf you want to increase the number of referrals your employees make, you need to think outside the box like Google did. Since your employees are unlikely to recall every one of their social and professional network connections when new jobs open, you need to jog their memories.The good news is that making this connection for your employees is now easier than ever. Todays best employee referral technologies can instantly scan your employees networks and look for certain skills, education, and experience that your company requires for a specific position. Once a match is found, your employees are notified of the connection and given the opportunity to make a referral if theyd like to.Make the Process Super EasyYour employees want to help you make better hires, but they are busy. They dont have time to go through a complicated referral process. It is crucial that you make it as easy as possible for all employees, at all levels, to refer qualified candidates. In addition, you need to maintain transparency throughout the process.If you arent getting enough employee referrals?, stop using standard recruiting tactics. Change the way the process works by investing in top-tier employee referral software. An effective and efficient employee referral technology should help your employees identify top talent within their own personal and professional networks. It should also streamline the entire referral process.Armed with the right tech, your company should see a significant increase in the number of qualified referrals it receives.A version of this article originally appeared on Medium.Rachna Singh, is the founder ofHachi, a data-driven, one-click referral hiring solution.

Boxwood Technology Launches Virtual Career Fair Solution

Boxwood Technology Launches Virtual Career ritterlich Solution Boxwood Technology Launches Virtual Career Fair Solution With our Virtual Career Fair product, job seekers are able to explore employers, view and apply for positions even chat with recruiters in one convenient location, Christine Smith, President, Boxwood Technology, said. This nicely complements our current Career Fair solution that helps associations better manage their onsite career fairs. Boxwood is now a one-stop shop for all of an associations onsite and online career fair needs.The Boxwood Virtual Career Fair solution includes all of the marketing and sales to employers and job-seekers, billing and collections for the job postings, and registration fee management for the employers to attend the event.Boxwood helps the association every step of the way. And, the Virtual Career Fair comes integrated with our Career Center product enabling associations to cross-promote each service increasing site traffic and re venue opportunities at the same time. Lastly, Virtual Career Fairs can be a great complement to existing onsite career fairs in addition to being valuable standalone events for associations, too, continued Smith.

The Essential Summer Job Interview Wardrobe List

The Essential Summer Job Interview Wardrobe ListThe Essential Summer Job Interview Wardrobe ListThe essentials every man and woman needs for the job interview.Five things every man needs An unlined wool suit jacket A handkerchief Breath strips A shoe shine A proper, structured leather briefcase with handlesFive things every woman needs A medium-size canvas or leather tote bag A statement necklace Ballet flats Frizz-reducing hair product A structured, sleeveless, belted dress

Author Jessica Knoll says this is how you stay productive

Author Jessica Knoll says this is how you stay productiveAuthor Jessica Knoll says this is how you stay productiveIf you have ever felt bad about coming home after work and collapsing on your couch to watch hours of reality TV, dont. Simply look to New York Times best-selling author Jessica Knoll whose second novel, The Favorite Sister, is centered around the intriguing lives of reality TV stars.Knoll, who is a huge fan of The Real Housewives franchise and often binges on seasons, realized tzu siche were so many rich, story templates sitting right in front of her eyes that writing about this subject for her follow-up book welches a bit of a no-brainer. And there is no doubt that this book will do as well as her first, The Luckiest Girl Alive, which traktement over 450,000 copes and spent four months on the Times best-seller list. Oh and Reese Witherspoon bought the rights for the film.Similar to Luckiest Girl Alive, The Favorite Sister is a wonderful combination of frivolous lightnes s and some super, dark and tragic fodder that will haunt you for days. Luckiest Girl Aliveis the kind of book that grabs you and doesnt let go, Witherspoon said in 2015 after she bought the rights. In The Favorite Sister, there is no carefully architected engagement at the end, but rather a murder.But when Knoll, a former editor for Cosmopolitan and SELF, isnt watching reality TV she is a force of nature as she is working on multiple television and film projects and already has an idea for her third book.She isnt afraid to say she is working hard because she loves it but also because she wants to reap the rewards (and were talking big rewards.) Earlier this month she wrote an op-ed for The New York Times titledI Want to Be Rich and Im Not Sorry. In the essay, which went viral, she explains that she has always had this drive to be a financially successful person and she encourages other women to adopt this sorry, bedrngnis sorry mindset when it comes to making the big bucks.Knoll who experienced a horrible tragedy herself as a teenager says once she began to process that it truly altered her definition of success. She wrote in The Times, I decided I could not consider myself successful unless I was somebody powerful, somebody nobody could hurt. Success became a means to wrest back control, literally to increase my value. There is a metonym for that money.As I said, she is a force of nature. Ladders spoke with Knoll in the midst of her very busy book tour about her amazing drive, what she learned from fellow ambitious woman Reese Witherspoon, the complexities of Real Housewives, and her secret hack for fueling all that passion.On that viral essayIt had been percolating for a while. I knew I wanted to write something about women and ambition. I was thinking a lot about that great essay that Reese Witherspoon wrote for Glamour earlier this year about how ambition isnt a dirty word. I was thinking about a way to continue that conversation and then the Ellen Pompeo Hollywood Reporter interview came out in which she discussed being the highest paid woman on television. And when I read it I was so galvanized by it, but I thought she is just going to get eaten alive on the internet because she was so candid about money.But the reaction was just the opposite. People were just crazy for it. Something fused there with Reese talking about ambition being a dirty word and Ellen Pompeo talking so candidly about actresses needing to prioritize making money in their career.On the stereotypes against creative typesIt was always a subconscious drive to make money. People would make certain comments like, Oh youre going to live that starving artist life. That never reihe true to me, but I didnt know how to correct anyone that made those sort of assumptions. In my head, the reaction was always, No, Im going to do more with my writing or my writing is going to take me places. That was always the response I wanted to give but, you know, being a woman I never wa nted to correct anyone. I wouldnt vocalize that.I also think people have notions about creative types. And not to keep referencing Reese Witherspoon but in this other Wall Street Journal article she talked about her dream to be an actor was never so big that she was willing to live out of her car for it. If acting hadnt worked out she said I would have gone and done something else and thats exactly how I felt. If writing hadnt worked out, I would have gone and started my own business. Im glad this worked because this is what I feel passionate about doing, but I wouldnt have done it at the expense of the starving artist lifestyle. Thats not for me.On what she learned from Reese WitherspoonShe actually had some great editorial advice for the first script of Luckiest Girl Alive. Since then Ive gone on to write two additional scripts. Ive just been very impressed by how well actresses understand the rhythm of a script, the arc of a script. She really acted as an editor for me. I didnt r ealize that as an actor they have to be multi-faceted. Its not just what they do in front of the camera.They have opinions about the script, they have opinions about the development, where certain actions should take place, where it is feeling too slow, etc., She definitely taught me about the scriptwriting process.On why she chose reality TV for her focusIt was a dark time when she wrote The Favorite Sister. I had just moved across the country, the election had just happened, so I wanted to write about something that makes me happy and also intrigues me. Just gets my blood going. But in a way, Ive come to figure this out that reality TV is kind of built-in storylines. After expending so much creative energy to write the first book and then write the script and then another script in between that and then to move across the country, I was really tapped out.For some reason, a friend and I went back and watched the first season of Real Housewives of New York and I remembered the Jill and Bethenny feud and how heartbreaking that was. It all started to come apart and it was just this mini-drama. I could borrow some of the emotions from this and use it as a template. There was a little bit of poaching going on.I also remember watching an vorkommnis of The OC Housewives and they go to Ireland for their trip and they all gang up on this one housewife and it was so heated that I had this thought that this woman could open a window and jump out of the bus and I wouldnt be surprised. This is so unbearable. I realized that line is so thin to cross into homicidal violence.On going into that dark place when she writesIts definitely a natural organic one to get dark. Something people have pointed out in my books is that crime doesnt have a place in a book like this because some of the issues or the characters seem so frivolous or shallow. But these two things make perfect sense for me.To have these women with these so-called glamorous lives that are maybe shallow on the sur face, but womens interior lives are so rich just rife with angst and tension and rage. And were so good at putting on a face and saying, My life is perfect and Im very interested in people becoming unraveled from that place because of the pressure becoming too much. I feel like that in my own life some days. Thats why my books have that lightness and darkness to it. Again, I just think that line is so fine.On struggling with balanceWork-life balance is very important and I have not figured that out. I really did a number on myself over the last year. I was not OK last summer when I was working on the book. I worked every day and only had one weekend off. I felt like I had the flu all the time and it was just chronic fatigue.My first book was more manageable. I would have that hard stop in the morning and then would go into work. This was hard because I had all day and I wasnt disciplined enough to get up and go outside and get some fresh air. I wouldnt go to a yoga class. I became v ery isolated. With these new projects, I am going to have a little bit more time. So whether its really committing to work hours and closing the laptop and going to do something, I want to figure that out.It is very important for your mental health and your productivity. I dont think you get any more done by crushing yourself for 12 hour days 7 days a week. Then that would just catch up to me and I would be on the couch feeling sick for two days.On the best career adviceThe best advice I ever saw was in an old article in Cosmopolitan that ran 10 years ago and it was on why you shouldnt tell anyone your dreams. The reasoning was if you have a big goal like Im gonna run a marathon or write a book if you tell someone the response is always like, Good for you. Im so impressed so you get this praise and the reward center lights up in your brain and then youre like, Why do I have to do it? Ive gotten to enjoy the adulation. So I was extremely close-mouthed when I was writing Luckiest Girl .My parents kind of knew it and obviously, my husband knew because I was working on it all the time at the apartment, but I didnt really tell anyone because I didnt want to be congratulated on something I hadnt done yet. It served me really well. You need so much work ethic to get a book finished so anything you can do to preserve that motivation is important.Keep it close to the vest. Let the idea of what people are going to say when it is really earned fuel you.

4 Signs You Should Apply Again After Being Rejected

4 Signs You Should Apply Again After Being Rejected4 Signs You Should Apply Again After Being Rejected Applying for jobs can be a strenuous mental challenge that can wear even the best of us down. Throw in some rejections to the process and our egos can be left feeling bruised and prevent us from taking advantage of new opportunities. This may hold true for that dream job you once applied to, but never heard back or got rejected from. What might not have been right then, could certainly be the right fit now, but only under certain circumstances. Here are a few instances when you should definitely push yourself to re-apply for a job if you see it reposted after a few months have passedScenario 1 Youve done a deep dive into all your professional documents and rebranded yourself for the position (Think LinkedIn, cover letter, and resume). If youve given your professional documents a facelift and feel youve done a better job at articulating your career highlights, then you might increase the chances of your resume getting through the initial screening phase. Perhaps you forgot to attach a cover letter on the last round of applications or never completed the application form. In this situation, you should definitely re-apply.Best practice When applying for a job, make aya your cover letter, resume, and LinkedIn are up to date and tailored as much as possible. These documents should tell a cohesive story about who you are and easily showcase what youre about, as a recruiter will spend 6 seconds on average viewing your resume. If youre not getting traction with your current set of professional documents, consider hiring professional helpScenario 2 When you initially applied, the job had already been posted for 1-2 weeks.Job applications for large organization receive on average 200-300 resumes per position and can often see up to 600 applicants. If your resume was number 200 in the pile, chances are a recruiter never laid eyes on it. Best practi ce When re-applying for the job, try connecting with someone in the organization who can help flag your resume in the system or connect directly with a recruiter. Dont leave it up to the fate of the applicant tracking system Career expert and Talent Acquisition Manager, Amanda Fulginiti, says that Job hunting is a volume game. Dont submit and pray. Look for the backdoor into an organization, make meaningful connections, and get your resume into the hands of the right people.Scenario 3 Youve gained new experiences and growth within your current role.You may have made it past a few rounds of interviews. The hiring managers loved you, unfortunately, they also loved another candidate who had mora experience. beinahe forward to the future where youve seen significant growth in your role, expanded your responsibilities, and added new skills to your toolbox . If you see the same job posted and it still piques your interest, you should definitely re-apply Best practice Take initi ative by speaking to individuals in your roles of interest and get insight into the skills you should be developing to strengthen your profile. This shows that you are resourceful and willing to put yourself out there.Scenario 4 A job was posted, you applied, were denied, but a more junior role like the first was posted.If youve been rejected from a position, but a similar job shows up at a more junior level, you could definitely still apply depending on why you were initially rejected. As long as the job is a logical step forward professionally, it could still be a great opportunity. Given that you know there is a more senior role in that department, there is a clear opportunity for growth.Best practice Make sure to always keep a professional and transparent relationship with the recruiters you are working with, even if they are delivering bad news. By remaining professional, you keep the lines of communication open for future opportunities.There are of course times that you will get rejected because you are not a fit , this is not something to be offended by. You might be a great person with a great set of chops, but for any reason the hiring managers didnt feel that you would elevate their team. In this situation, there is not much you can do However, career growth involves getting out there, showing your grit, and knocking on the right doors, rather than waiting for that dream job to appear.Though our fear of rejection might hold us back, we could benefit from checking our ego at the door when it comes to re-applying for a job. In the worst of situations, youve schwefelyperit an hour of your life filling out an application. In the best-case scenario, a new recruiter may come across your profile and think youre a great fit. Job hunting takes tenacity, and a whole lot of mental power. Remember, its a marathon, not a race