Simple Resume Mistakes to Avoid

October 17th, 2016

Are you undermining your chances of landing an interview by letting simple, avoidable mistakes creep into your resume? You may think you’ve dotted every I and crossed every T, and you may think you’re ready to attach your resume to your cover letter and send it off. But before you do, take a second look. If you find any of these common problems, fix them before you move forward.

Customization problems

Most candidates save time during the job search by creating a template resume and customizing the template for each specific employer and each individual application. But this practice can easily lead to embarrassing errors. Check carefully to make sure each customized, job-specific detail has been fully updated between each submission and the next.

Missed opportunities

Most experienced job seekers know the feeling of sending off a resume, only to realize ten minutes later that they left out a key detail or accomplishment that could have tipped the scales in their favor. Be sure to keep your notes and records close while you work on your resume and cover letter. After a few years or decades in the workplace, even major accomplishments can sometimes slip through the cracks.

Grammar problems

When you’ve been staring at the same page of written text for a long time, funny things start to happen. A messy sentence, a confusing phrase, or even an obvious typo can start to appear normal and correct. That’s how professional editors make a living; they spot the problems that writers can’t see. If you don’t have a professional editor in your circle of friends, do the next best thing: just show your resume to at least one or two other people who review it with a fresh pair of eyes.

Attempts to game the system

If you think you’ve found a clever way to tell the “truth” without actually telling the truth, think again. No matter what kind of trick you’ve stumbled upon, hiring managers have seen it before. So don’t look for ways to be sneaky. Include your actual employment dates and your actual GPA (if you choose), don’t round them up. Use language that’s clear and direct. Own your information. Be proud of what you’ve accomplished, and allow your profile to speak for itself.

Length problems

Most resumes should fall between one full page and two full pages in length. If you can’t fill one page, try a little harder; share more detail and describe your accomplishments in greater depth. If you’re spilling over into multiple pages, edit and tighten until you bring your sprawling document under control.

For more on how to create an error free resume that can help you land the interview, turn to the Cleveland County job search experts at PSU.

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Building Rapport Between Full-Time and Temporary Employees

October 3rd, 2016

Maybe you need a bit of extra help during your busiest season, or maybe you need to replace a departing employee but you haven’t yet settled on a full-time candidate. In either case, you’re about to welcome one, two, or several temporary workers into your office or onto your job site. What can you do to encourage positive relationships between these temporary newcomers and your regular full time staff?

Recognize the issue.

Too often, temporary employees are ignored by busy, distracted full time workers. Since temps won’t be staying for long, regular staff sometimes don’t even both to learn their names. And even if interactions are polite and civil, they tend not to blossom into genuine workplace friendships. In this atmosphere, full-time workers hesitate to trust temps with meaningful assignments and real responsibilities, which can defeat the purpose of their employment. Fostering trust can foster productivity.

Announce arrivals well in advance.

Long before your temps appear in the office, let your full time staff know who they are, what they’re going to do, and what they’re qualified to handle. Generate some excitement before the big day. Let your staff know about some of their personal details, backgrounds, hobbies and special accomplishments so they’ll have topics to talk about.

Make all expectations clear.

Every person in the office—both temps and full time staff—should know exactly what you’d like them to do. If you want one staff member to greet the temps when they arrive and show them around, make this known. If you want certain staff members to train certain temps to use your data management system, clarify who, what and when. Too often, temps don’t know exactly what they should be doing, and they turn to the nearest full time employee for guidance. Make sure they aren’t met with a shrug.

Insist on respectful treatment.

Hold your full-time staff to high standards regarding civility and manners. Expect nothing but the very best, friendliest, and most welcoming behavior, and that’s what you’ll get. Remind your staff that your culture is the pride of your workplace.

Make sure temps know where to turn with questions.

When temps need information, make sure help is available. Creating a respectful integration process means making sure your full-time teams aren’t constantly distracted and pulled away from their work by questions they can’t answer and requests they can’t accommodate.

Don’t worry if your temps don’t acclimate perfectly within the first five minutes. Most transitions are bit bumpy at first. But if you take steps to smooth the way, you’ll soon have two sets of productive, happy employees. Turn to the Cleveland County staffing experts at PSU for more guidance.

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