10 Big Differences Between the Job Search of Today and Yesterday - CareerEnlightenment.com

6. Businesses Only Care About What They WantIn years past, a resume or request for employment was centered around what the activity searcher needed. This isn't accurate any more. Presently an application, resume or introductory letter must address what esteem the searcher can bring to the association. How might you carry an incentive to the organization and how before long can the organization understand that esteem. Remember this as you compose your online profiles.7. Try not to Mind the GapLarge holes in your resume are not as significant as they used to be. Not exclusively do managers today acknowledge than a huge number of incredible and awesome individuals got laid off, they additionally welcome it when up-and-comers demonstrated activity and attempted to begin their own thing. A few experts even anticipate that by 2020, most experts will utilize the web to create various surges of pay notwithstanding their day job.8. Things are the New CurrencyScreening programming and LinkedIn ability look have acquainted a startling component with the way a résumé should be composed. Since these devices depend on things or catchphrases to convey list items to scouts, the resumes with the correct blend of things frequently win. In spite of the fact that these instruments are relied upon to turn out to be significantly more refined in the following a few years, how you find and use watchwords is presently a significant an aspect of your responsibilities search, see my post on discovering keywords.If you need to prevail in the present quest for new employment, make a guarantee to figure out how to investigate catchphrases and how to utilize them suitably on the page. Obviously those amazing action words your school profession counsel gave you are as yet significant too.9. Everybody Has a Personal Brand, Yes, EveryoneTen years prior, very few individuals even recognized what an individual brand was, not to mention was having one extremely that accessible. Nowadays, regard less of whether you don't have the foggiest idea what it is, you despite everything have one. Furthermore, in light of the fact that selection representatives and employing directors are simply searching for warnings, irregularities in your picture or informing will keep you from passing screening. Regardless of whether you never contacted a PC in your life, you have an individual brand just as an online notoriety. So you need to choose, will you be in charge of your picture or will another person? See my post on why having a brand is so important.10. Composing is definitely not a Skill AnymoreBeing ready to type used to be an aptitude people would feature on their list of references. Presently, you need to realize how to type just to have a list of qualifications. The main thing is the manner by which well you've set yourself up for the application. You approach more data about an organization then previous eras. Thus, desires for readiness are a lot higher. To truly sparkle, cente r around modifying each résumé and introductory letter. It's smarter to send off a couple of very focused on applications then it is to shower and ask.

Expanding Your Networking Contacts - Hallie Crawford

Expanding Your Networking Contacts - Hallie Crawford Today we have another guest post from my career partner, Miriam Salpeter. With over 10 years of experience, Miriams mission is to encourage, enlighten and empower job seekers for success. Dont launch your search without her toolbox of up-to-date tips and support. Miriams clients gain confidence, clarity and job search know-how! Visit her site to learn more. Expanding Your Networking Contacts I was recently speaking to a client about his search and offering him some tips to rev up his hunt. I said, “Talk to people you don’t think can help you.” Silence…”People who CAN’T help?,” he asked, incredulously. Absolutely! You never know where the next lead may be or where an important piece of information is lurking. Talk to people who CAN’T help you with your search. Expand the reach of your networking contacts. You never know when a connector is in your midst someone who takes pride in knowing a lot of people and introducing them to each other. I keep a close eye on career and resume trends by reading books, blogs and keeping in touch with my advisory board of professionals in an array of industries. When I’m not writingresumes, coaching, blogging and reading, in the spirit of”practice what you preach,” I alsofrequentlymeet people for “informational interviews.” I attend Chamber of Commerce meetings, visit close-contact networking groups and seek out an array of networking opportunities. It is amazing to me how our need for networking (as entrepreneurs and as job seekers) has spawned a whole industry of people for whom networking is actually their business! I’ve been to coffee with real estate professionals, a dentist, investment advisors, life coaches, travel professionals, vitamin sales people, photographers and a salesperson trainer, just to name a few. It never ceases to amaze me how much we have to share with each other, and the possible “touch points” between our businesses or our networks. Taking the time to meet these professionals offers me the opportunity to share information about my business, but more importantly, I have a chance to learn about programs, events and opportunities I might never have considered. I also try to share something that will help them and offer to be a resource. In a recession, it is even more important to expand our circles whenjob seeking. Some lessons: Never underestimate the possibility for really interesting common ground. Some of the meetings I’veleastfelt like getting up at6 a.m. to attend have been the most productive in terms of what I’ve learned. Open your eyes to the opportunities! Seek out places to meet new people. Join an organization, a new health club or take a class. Google “networking opportunities, (your city)” and see what comes up!Then, don’t just attend, be an active participant. Just because someone isn’t in your field doesn’t mean they don’t have useful information for you. (Or you for them.) Our lives intersect in so many points. Think of someone you considerleastlikely to be able to share good information with you for your search. Meet for coffee. You may be surprised! I challenge you to engage ask questions…be able to explain who you are and what you do.Don’t underestimate the value of every connection. Everyone knows someone who knows someone who knows something.Inserting yourself as part of the chain is a great step in the right direction! Blast off in your career search! Get one of the most information-rich career newsletters on the web delivered straight to your email inbox. Subscribe here. Heres to having a career you love!Hallie CrawfordCareer Transition Coach Please Share This

Save HR Dollars, Learn to Onboard Like a Pro

Spare HR Dollars, Learn to Onboard Like a Pro Spare HR Dollars, Learn to Onboard Like a Pro One of the biggest staffing related costs organizations face is representative turnover. During the recruiting and terminating process, worker turnover costs the normal organization around 150% of a person's all out pay bundle. What's maybe not too known is that a powerful onboarding plan can help radically diminish worker turnover. The outcome isn't just observed in prompt dollars and pennies reserve funds. A fruitful onboarding system additionally adds to representative efficiency which correspondingly affects staffing yield and your definitive main concern. While growing such a program may appear as though a period and asset devouring errand, as a general rule, a large number of the most widely recognized arrangements require little in the method of asset use and an unobtrusive measure of arranging. The three biggest objectives of any onboarding plan ought to incorporate helping your fresh recruit find a good pace in their activity job, arranging the worker on organization culture and strategies, and coordinating the individual emphatically inside the new group. The best onboarding forms start ahead of schedule at the enrolling stage and proceed all through the initial a half year to a time of business. Here we separate how to make a successful onboarding design and give exhortation to usage that cost under $100 aggregate for each new job. Stun Your New Hires While the propensity might be to join numerous recruiting openings into bound together beginning dates, actually this methodology regularly extends existing restricted HR and preparing assets. At whatever point conceivable, stun your recently recruited employees by a little while to permit your key onboarding experts time to return to handling their regular assignments. Indeed, even in bigger organizations that have devoted preparing and recruiting faculty, booking your new gatherings of applicants by need will permit the best use of assets and will keep your current group new and lively. Exploit Efficiencies That being said about amazing in the event that you have the chance to locally available a few fresh recruits inside a similar division or with comparable occupation works each exertion ought to be made to welcome the new representatives on with a similar beginning date. Not exclusively will you spare assets by offering one preparing to a few people, yet there are additionally demonstrated advantages to setting up solid working and group connections at the beginning of any new business. Assess your envisioned and erratic employing needs so as to decide the correct harmony among streamlining and over tax collection from your recruiting and preparing staff. Treat Each Position Individually We've all heard the regular figure of speech about attempting to fit a square peg into a round opening. Much like our youth building squares games, rewarding the onboarding procedure the equivalent over all organization work levels and portrayals regularly lead to a one-size-doesn't fit-all situation. While there will be sure basic HR direction and far reaching preparing that apply to all recruits, singular division and rank level explicit preparing techniques ought to be used to help make the onboarding procedure as significant and valuable as could reasonably be expected. Make a Mentorship Structure Maybe one of the most indispensable instruments in any effective onboarding process is an organization's current ability pool. Current longterm and in any case champion workers can offer crucial help, tutoring, and initiative to fresher partners. Employing directors ought to recognize current colleagues that show an astuteness for controlling and tutoring current staff. These people ought to be joined forces with recently recruited employees to help give the sort of firsthand direction that can't be supplanted by a worker manual or first-day enlist introduction. Use 360 Feedback Going inseparably with mentorship, permitting recently recruited employees to give criticism on the employing and preparing process is a significant advance to making and refining an effective onboarding program. In many cases another arrangement of eyes can give pivotal bits of knowledge into the adequacy of existing strategies and methods. Permitting fresh recruits to give criticism on their individual encounters can likewise make open doors for these people to feel acknowledged and associated with their employing procedure and the bigger organization. At different stages all through the onboarding procedure, make certain to give prompts to input on both structure and different individual communication. Using this data will permit administration to calibrate singular approaches and methodology and will return profits past a solitary fresh recruit understanding. Effective Onboarding as Company Culture To wrap things up, with regards to making and keeping up an effective employing and mix stage, recruiting chiefs ought to recall that onboarding isn't as much a one time process as it is an organization culture marvel. A significant onboarding system will address both a pledge to discovering quality ability and your inside organization culture. Both of these perspectives will reverberate with both current and approaching competitors. The outcome? The capacity to draw in as well as hold choice quality people for the entirety of your basic employment jobs. Need to get familiar with how to improve your recruiting procedure? Stay tuned to the Simply Hired blog for the best in class guidance from those up to date with regards to best practices and significant patterns in the realm of selecting.

Best Things First 7 Resume Summary Tips

Best Things First 7 Resume Summary Tips ShareShareTweet A recruiter looking a resume makes a decision within seconds. What do you want them to notice right away? Put it at the top. Follow these seven resume summary tips for instant impact. 1. Focus on your key selling points. What are the top five things that make you stand out as a must-meet candidate? Ask yourself questions like Why did my last employer hire me? Whats the key factor that makes me successful? Do I have qualifications that are hard to find? Questions like this will help you identify your unique selling proposition or key selling points, and thats the kind of content you want in your summary. 2. Keep the summary brief. As a rule of thumb, the summary should take up less than half of the first page of a two-page resume, and less for a one-pager. 3. Format the summary for quick readability and interest. Use headings, subheads, bullet items, quotes, lists. No big blocks of text. Anything in paragraph form should be just a few lines. 4. Choose the right components. A resume summary can include any (but preferably not all!) of the following: A headline that immediately establishes what job youre applying for. It could literally be the target job title, or a more generic phrase such as Customer Support Professional. A subhead under that. Try a tag line, like Anticipating customer needs, building customer loyalty. Okay, that one is a bit bland. Make yours unique. Three phrases separated by punctuation or symbols: Record-breaking Revenues || Creative Solutions || Consistent Renewals. An introductory paragraph, preferably no more than three lines. Three to five one- or two-line bullet items, ideally taking the place of the introductory paragraph. These could refer to experience, education, skills or major accomplishmentswhatever you think is most likely to make you stand out. Quotes from LinkedIn recommendations or other testimonials, either set off with quotation marks, indentation and/or italics, or as a blurb block. Competencies list. This could focus on broad abilities such as team leadership and strategic planning, or technical skills, or both. 5. Experiment. Keep the best and cut the rest. Try creating a draft that has all of the above, then cut out the least effective component and see read it again. Better? Try cutting one more part. The shorter your summary is, the more each of its components will stand out. 6. Look at examples, but be true to your professional self. To help you visualize how these components can look, visit my Resumes and LinkedIn page and scroll down to Samples in the right-hand sidebar. Get some ideas, then figure out what works for you. Look for the intersection of (a) who you are and (b) what your target employers are looking for. 7. Remember what youre trying to achieve with your resume summary. Give recruiters a mile-high view that grabs attention, focuses them on your best stuff, and makes you stand out for all the right reasons. Thats what a resume summary is for. Bonus tip: You may find it write the summary last, after youve addressedthe other things a resume needs to have. Best Things First 7 Resume Summary Tips ShareShareTweet A recruiter looking a resume makes a decision within seconds. What do you want them to notice right away? Put it at the top. Follow these seven resume summary tips for instant impact. 1. Focus on your key selling points. What are the top five things that make you stand out as a must-meet candidate? Ask yourself questions like Why did my last employer hire me? Whats the key factor that makes me successful? Do I have qualifications that are hard to find? Questions like this will help you identify your unique selling proposition or key selling points, and thats the kind of content you want in your summary. 2. Keep the summary brief. As a rule of thumb, the summary should take up less than half of the first page of a two-page resume, and less for a one-pager. 3. Format the summary for quick readability and interest. Use headings, subheads, bullet items, quotes, lists. No big blocks of text. Anything in paragraph form should be just a few lines. 4. Choose the right components. A resume summary can include any (but preferably not all!) of the following: A headline that immediately establishes what job youre applying for. It could literally be the target job title, or a more generic phrase such as Customer Support Professional. A subhead under that. Try a tag line, like Anticipating customer needs, building customer loyalty. Okay, that one is a bit bland. Make yours unique. Three phrases separated by punctuation or symbols: Record-breaking Revenues || Creative Solutions || Consistent Renewals. An introductory paragraph, preferably no more than three lines. Three to five one- or two-line bullet items, ideally taking the place of the introductory paragraph. These could refer to experience, education, skills or major accomplishmentswhatever you think is most likely to make you stand out. Quotes from LinkedIn recommendations or other testimonials, either set off with quotation marks, indentation and/or italics, or as a blurb block. Competencies list. This could focus on broad abilities such as team leadership and strategic planning, or technical skills, or both. 5. Experiment. Keep the best and cut the rest. Try creating a draft that has all of the above, then cut out the least effective component and see read it again. Better? Try cutting one more part. The shorter your summary is, the more each of its components will stand out. 6. Look at examples, but be true to your professional self. To help you visualize how these components can look, visit my Resumes and LinkedIn page and scroll down to Samples in the right-hand sidebar. Get some ideas, then figure out what works for you. Look for the intersection of (a) who you are and (b) what your target employers are looking for. 7. Remember what youre trying to achieve with your resume summary. Give recruiters a mile-high view that grabs attention, focuses them on your best stuff, and makes you stand out for all the right reasons. Thats what a resume summary is for. Bonus tip: You may find it write the summary last, after youve addressedthe other things a resume needs to have.

How to become a Screenwriter

How to become a Screenwriter Thinking about becoming a Screenwriter? Here’s looking at you kid… (and other vague movie references)Screenwriters are writers who create scripts for movies and TV shows, also known as screenplays.Most Screenwriters work on their own concepts, although some more experienced writers may be commissioned to develop adaptations of existing ideas. But whether they produce their own story, or are provided with something to work on, the process from concept to completion can take anywhere from a few months to several years to complete.N.B. Sequels may take considerably less time…Typical responsibilities for a Screenwriter may include:Creating and developing conceptsComing up with charactersWriting and editing scriptsProducing treatments to help sell the screenplayPitching stories to producers and studio execsRewriting and finalising scriptsIs it right for me?To become a Scriptwriter, you’ll need natural creativity and originality from the outset.It’s a highly competitive industry, and without intriguing storylines and three dimensional characters, your script is unlikely to get picked up. You’ll also need excellent sales and presentation skills, as you’ll often by pitching your ideas to the people who can make it happen.Because ideas like Baby Geniuses don’t come around every dayOther key skills include:ObjectivityImaginationPatienceExcellent organisation skillsA good knowledge of formatting and structureA complete immunity to terrible plot holesWhat's it really like? I started writing as a hobby really. Initially it was short stories, but I had one idea that I loved, and ended up working on for about a year. With a few more tweaks (and a pretty intensive screenwriting course) I finished off, and started looking around for agents to help me sell the script to producers. Unfortunately, the first one didn’t get picked up, but another screenplay I wrote eventually was â€" and is now being turned into a TV movie. It’s been a pretty crazy journey, and s elling the script was one of the hardest things I’ve ever done, but I get paid to come up with stories and see them brought to life. And that’s a pretty incredible feeling. Get qualifiedYou will not need any specific qualifications in order to become a Screenwriter. However, attending specific screenwriting classes may help to build experience and perfect your craft.