4 Rules for a Great Resume Summary

A resume summary can be a big help in getting the rest of your resume read.

(TL;DR? Skip to the end for the 4 simple rules.)

Why use a resume summary?

Recruiters typically spend an average of 6 seconds determining whether to keep or toss a resume. You need to make the most of those seconds, which means the content at the top of your resume needs to be compelling. Continue reading 4 Rules for a Great Resume Summary

Resume Templates: Good or Bad?

Using a template to format your resume CAN help land you interviews. They provide a professional looking layout without requiring a lot of computer or design savvy, and offer a guide for naming and ordering resume sections and formatting all that text. Templates are a really useful tool when you aren’t already a resume expert.

So why are they getting a bad rap?

One reason is that professional resume writers want you to buy in to their services instead of using ready-made templates. Fair enough, they need to make a living by promoting their work as better than a regular old template.

Another reason is that there is a ton of low quality and poorly made templates out there. This is an easy trap to fall into, and it takes time to find a good template that suits you and your profession.

Overall, if you avoid the hazards of bad templates, they can give your resume a boost and are worth using. Here’s what to look out for:

Avoid online resume builders that format your resume using tables. The document may look great at first glance, but online application systems can’t read tables well, so your resume may not be accepted by the system, or may appear in the wrong order. Eliminate all tables from your word processing document to avoid a lot of hassle when uploading your resume online.

Avoid skill ratings. Don’t get caught in the current trend of visualizing your skills using stars or other graphics. This is useless information, and hiring managers don’t know how much they should trust your self-rated 5/5 stars for ‘teamwork’. Prove your competence by listing your accomplishments in the work experience section. Anything less than a perfect score makes you look incompetent, but perfect scores in everything make you seem a liar – there’s no winning with skill ratings.

Avoid low quality layouts. Look for templates that are easy to understand and read. The ability to clearly convey your experience and skills is the most important thing a template can provide. If your text looks crowded, if it’s hard to tell which dates belong where, if the font is difficult to read, or the layout seems overly complicated, find another template.  Simple is better.

Lastly, always use your own words.  Resume templates should never replace your own personal experience and wording. Templates can serve as a useful guide, but they are not made to be copied. Use your own words, and be 100% truthful.

What should I look for when finding a template?

Look for resources from a trusted, expert source. This may include career advice blogs, like AskAManager, or organizations that are experts in the hiring industry. Templates can vary based on where you live, what stage of your career, or what industry you are in: find one that suits you and the jobs you are applying for.

How to Speed Up Your Long Hiring Process

How long does your company take to hire? The average number of days companies take to hire for one position has risen to almost 24, while five years ago, it was only 12 days. What’s going on?

Why is a long time to hire so bad?

First, it costs your company money. If it takes three weeks to fill a position, that role is sitting empty instead of being productive. Employees are juggling extra tasks in the meantime, making them less efficient in their usual roles.

Second, it disrupts a project’s timeline, slowing progress and creating backlog. Deadlines are missed, teams are overworked and issues are unresolved until a key person is hired to fill the gaps.

Third, from a candidate’s perspective, it makes your company look bad. Sitting and waiting during each phase of the process for a company to make a decision, set up an interview, or contact references is a painful experience. The hiring process impacts how a candidate feels about a company – a great hiring process puts a company in a positive light and leads to recommendations, while a slow hiring process hurts a company’s reputation. Continue reading How to Speed Up Your Long Hiring Process

The Real Effects of a Bad Hiring Process

A candidate’s experience during the hiring process directly relates to how they perceive the company, and how likely they are to recommend it to others. With referrals being one of the best ways to gain new employees, a candidate’s impression and recommendation can be very important.

According to a survey by Recruiter.com, for those who felt the hiring process was poor, only 28 percent would recommend the employer to others. However, of those who felt the hiring process was positive, 89 percent would recommend the employer to others.

With such huge disparities, a positive hiring experience makes a significant impact on potential candidates’ opinion of your company. Continue reading The Real Effects of a Bad Hiring Process

The Difference Between Your Resume and LinkedIn Profile

Should my LinkedIn profile match my resume?

No! Your LinkedIn profile should not be the same as your resume. In fact, your online profile can expand on your resume by offering new information.

Your resume should show the information related to landing a specific job. Focus on how your experience fits with the position and employer you are applying to. A resume offers quality over quantity.

Continue reading The Difference Between Your Resume and LinkedIn Profile

What is an API?

What the heck is an API and what does it do?

The answer to this can be very complicated and full of developer-speak, but for the average person, the simple answer is that an API is a way for two pieces of software to talk to each other.

HR Bartender posted an interview with Chris Lennon of SilkRoad to explain what an API is and how it works in HR software.

Here’s a summary of the main points:

  • An API (as far as an HR practitioner needs to know) helps connect different vendor’s software together. For example, an API is used to connect a talent management module to an HRMS.
    Case in point, at HireGround we use our API to integrate our ATS with a client’s payroll or HRIS system.
  • Most modern software uses APIs, especially mobile apps which allow data to transfer from the device to the vendor.
  • Releasing an API” (an announcement you may hear from Apple or Faceboook) means that they are making it public so that developers can tie into the API using their software product.
    For example, HireGround makes use of Twitter’s public API to post jobs as tweets.
  • APIs are not inherently secure. It depends on the software provider how seriously security is taken and how well it is built into the API.

Read the full article here.