How to List Temporary Jobs on Your Resume

February 28th, 2020

If you’ve spent a few years taking on temporary jobs for a few months or weeks at a time, documenting your recent job history in list form may result in a pretty long list. In a similar fashion, if you’ve held one full-time nine to five job at a time for the last few years, but you’ve worked side jobs along the way, this can present some challenges as you try to put together a simple, self-explanatory resume.

How can you format your past jobs in a way that’s easy for employers to read and understand? And most important, how can you make this information most useful for them…and for your own career? Here are a few tips.

Use clear titles.

Create a title or subheading for each section of your resume that clearly explains the content below. For example, title your section “Temporary positions held in 2019.” Separate this section from another called “Full-time positions.” Titles can tell a story and alleviate confusion before it happens.

Prioritize.

No matter what you’ve done in the past or how you’ve worked to pay your bills and advance your career, always prioritize the positions and jobs that best reflect what you’re looking to do next. Place the most relevant and most helpful past roles at the top of the page and/or at the top of each subsection. These are the positions that best reflect what your current target employer is looking for, or what you’re looking for in terms of your next role. Put these jobs at the top, no matter how long you held them. Just be sure to include your employment dates clearly next to your job title.

Don’t be burdened by a long list.

If you’re seeking a marketing role and you’ve held five jobs this past year, you don’t have to list them all. List the ones relevant to your marketing goals. Leave the non-relevant jobs out of the equation. If you worked in manufacturing for a few months and don’t anticipate much interest from employers on that point, don’t dedicate page space to it. There are no rules that say you have to do this. If your

interviewers ask what you were doing during that unexplained period, you can tell them. Meanwhile, devote your resume to highlighting and showing off your marketing experience.

Be careful not to mislead.

If you held one highly relevant job during the past five years of temporary gigs, don’t intentionally lead your employers to believe you held this role longer than you did. Placing dates next to each role will help them greatly, and if you help them, they’re more likely to help you. For more help with your resume and job search process, turn to the experts at PSU.

What to Expect from Gen Z Employees

February 14th, 2020

Ready or not, it’s time to welcome the next culturally distinct “generation” of workers into the office, factory, clinic, and classroom. Millennials are now officially aging out of the entry-level and stepping into mid-level and management roles. They’re being replaced by new graduates who show tendencies that are distinct enough from their predecessors to warrant a generational title of their own. So what are these tendencies, and how can employers better understand them in order to build more productive relationships with their young teams?

Generation Z works hard.

All young workers typically set out to prove themselves, but Gen Z employees take a slightly different approach to the process than their predecessors. They work hard and hold themselves to high standards, and they tend to be all business. Younger workers always like to have fun, and new grads in 2020 are no exception, but they take their work and their careers very seriously. This is no surprise given the high pressure placed on them by an uncertain economy, global turmoil, and high levels of student debt.

Gen Z gives respect and expects the same in return.

Gen Z workers face high pressures, but they also face a wide landscape of opportunity. This means that if you treat them well, pay them fairly, and provide them with training and mentoring, they’ll stay. If you don’t, they won’t. End of story. New grads face diverse new forms of employment and ways to make a living that didn’t even exist ten years ago, from gig jobs to startups and opportunities to join new business models. The old stigma associated with “job hopping” no longer prevails, and in fact, career stagnation has become a larger concern. Don’t expect young workers to stay on board for more than two years, and if you want them to stay even that long, you’ll need to make it worth their while.

They know more than previous generations of young workers.

Don’t expect a 22-year-old employee to be starry-eyed or naïve, especially when it comes to important issues like pay standards, discrimination, safety laws, retirement/healthcare benefits, and other

workplace issues. Don’t blow any smoke their way. That means don’t tell them sunny stories while you offer them substandard conditions, a toxic workplace culture, or below-market pay. They’ll see through you, and if they have a poor experience with your company or brand, expect them to share it with others.

Enjoy their energy.

One thing today’s young workers have in common with all generations is still prevalent: they’re innovative, creative, fearless and optimistic. Encourage these traits, and you’ll profit from them every single day. For more on how to attract and retain Gen Z workers, talk to the hiring experts at PSU.

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