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Achievement Based Resumes
What do recruiters and the hiring managers want to see in a resume that will assure them that the candidate has qualifications for the position? Achievements. Surveys show that recruiters and hiring managers want clear and demonstratively impressive performance at the candidate’s current and previous employments.
Most candidates take a passive approach to the employment application process. Search, apply, and wait for a call that never comes. The key to advancing your career and the associated rewards for success is to take a proactive approach. A proactive approach will use every opportunity to advance your career, failure to do so is inconceivable.
No employer wants a bad hire, a costly and time-consuming mistake. Recruiters and hiring managers are wary and base their conclusions and hiring decisions to prevent this malady. If a resume leaves the recruiter wondering what exactly you did and how well you did it, that resume will be passed over. If you craft your resume with the recruiter and hiring manager in mind, you must show how you will add value to your new employer. Critically determine what they are looking for in a candidate and you are well on your way. The following advice will help candidates with their quest.
Your resume is your personal marketing tool that tells your story and discusses your personal brand as unique individual with the skills required by the employer to which you apply. Too often, resumes are boring, bland and do not highlight the skills required for the position.
Most resumes focus on the titles held and responsibilities and often highlight each employment beginning with “Responsible for”. This is generally followed by bullets listing individual facets of the position or narrative of responsibilities. Unfortunately this method does not describe how well you performed your duties or why a recruiter should move your resume on to the next stage in the hiring process.
Successful candidates choose a more proactive approach and highlight clear and measurable performance and experience to get the recruiter’s attention. To avoid looking as though you only took up space at your prior position, candidates should follow the 1, 2, 3 achievement-based outline that recruiters prefer to see in a resume.
1) Accomplishments- Highlight the value you added to your employers.
2) Measurement- How is your value defined
3) Activity- How and what you did to reach your accomplishment
The following are a few examples.
Achieved an annual 97% satisfaction rating as a customer care representative through an increased focus on the customers concerns.
Exceeded the sales goals on an average of 15% every quarter for the past two years to run increased use of LinkedIn’s platform and posting informative articles of value to clients.
Cut office overhead by 10% by renegotiating vendor contracts and replacing vendors.
Redesigned the company’s social media marketing platform and drove 20% more interactions with the corporate website in six months.
Implemented new accounts receivable processes to highlight overdue invoices and engage clients with poor payment histories that reduced the average invoice aging from 62 days to 40 days.
Implemented a new quality control process and employee training that resulted in zero defects within the first three months.
Of course, a performance based resume requires candidates to make a conscientious and proactive effort to provide demonstratively impressive performance in the job. This process will not work for slackers. Creating positive experiences at your employment and receiving recognition from supervisors and management to confirm and highlight those experiences are key. Without a positive experience, the achievement-based resume fails.
Without recognition and recommendations from managers, the resume is merely words without confirmation. In addition to a resume that outlines your experience another important aspect must be included. Capture recommendations and evaluations in real time that can be used to enhance your resume and impress recruiters and hiring managers.
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