The top 10 most common resume / CV Mistakes
The top 10 most common resume / CV Mistakes Resume readers tend to have very little patience, and will sooner reject your application than consider calling you for answers. Here’s a list of the most common resume writing and CV mistakes found on many applications. Resume is too long or too short – you won’t win any prizes for writing “War and Peace”, nor will you gain any extra points for trying to write your entire career history on a postage stamp. Too “fluffy” – “conscientious”, “dedicated” or “good communicator” are great words but most companies will expect you to substantiate your claims with skills and corresponding competencies to match. No value add – if your resume appears similar in skill set to that of 20 or 30 other applicants, there’s a good chance you’ll go on the “maybe pile” and never actually get a call. Your resume needs to scream out to the reader, offering something others simply don’t have. No focus – listing everything will cloud a resume. Is the employer looking for a “one glove fits all”, or do they want someone with focus? We can tell you now…it’s focus. Visually unappealing – how your resume looks is as important as the words it contains. That’s why you should be careful with the appearance of your resume. As many as a quarter of candidates with otherwise excellent resumes ruin their chances with bad layout. Grammar mistakes and typos – a rushed document can be spotted a mile away, and it’s even easier to spot a badly written resume when there’s a number of redlines under each word! Irrelevant data – we can all be proud of our extra curriculum activities, but sometimes these can work against you. Ensure that any additional activities have some direct relevance to your career, for example “trained in responsible serving of alcohol” isn’t so relevant if it was 20 years ago and you’re now looking for a CEO position! A picture can say a thousand words – these days it’s not always necessary to have your picture on your resume, however if one is required, ensure that it has a “professional image”. Password protection – if you feel it’s truly necessary to password protect your document, then only protect changes to the document, don’t leave them trying to guess how to open your resume in the first place. Web based resumes – employers like to collate all resumes before reading them and prefer to read from a standard format. Although on-line resumes are great interactive pieces of work, avoid using these forms of trial service unless you know the reader is expecting more than a word document, or make sure you have a Word version available for download. Thank you to itouch professional resumes for content on above article
Recruitment – Expectations vs Reality
/*! elementor – v3.5.5 – 03-02-2022 */ .elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px} Recruitment – Expectations vs Reality /*! elementor – v3.5.5 – 03-02-2022 */ .elementor-widget-divider{–divider-border-style:none;–divider-border-width:1px;–divider-color:#2c2c2c;–divider-icon-size:20px;–divider-element-spacing:10px;–divider-pattern-height:24px;–divider-pattern-size:20px;–divider-pattern-url:none;–divider-pattern-repeat:repeat-x}.elementor-widget-divider .elementor-divider{display:-webkit-box;display:-ms-flexbox;display:flex}.elementor-widget-divider .elementor-divider__text{font-size:15px;line-height:1;max-width:95%}.elementor-widget-divider .elementor-divider__element{margin:0 var(–divider-element-spacing);-ms-flex-negative:0;flex-shrink:0}.elementor-widget-divider .elementor-icon{font-size:var(–divider-icon-size)}.elementor-widget-divider .elementor-divider-separator{display:-webkit-box;display:-ms-flexbox;display:flex;margin:0;direction:ltr}.elementor-widget-divider–view-line_icon .elementor-divider-separator,.elementor-widget-divider–view-line_text .elementor-divider-separator{-webkit-box-align:center;-ms-flex-align:center;align-items:center}.elementor-widget-divider–view-line_icon .elementor-divider-separator:after,.elementor-widget-divider–view-line_icon .elementor-divider-separator:before,.elementor-widget-divider–view-line_text .elementor-divider-separator:after,.elementor-widget-divider–view-line_text .elementor-divider-separator:before{display:block;content:””;border-bottom:0;-webkit-box-flex:1;-ms-flex-positive:1;flex-grow:1;border-top:var(–divider-border-width) var(–divider-border-style) var(–divider-color)}.elementor-widget-divider–element-align-left .elementor-divider .elementor-divider-separator>.elementor-divider__svg:first-of-type{-webkit-box-flex:0;-ms-flex-positive:0;flex-grow:0;-ms-flex-negative:100;flex-shrink:100}.elementor-widget-divider–element-align-left .elementor-divider-separator:before{content:none}.elementor-widget-divider–element-align-left .elementor-divider__element{margin-left:0}.elementor-widget-divider–element-align-right .elementor-divider .elementor-divider-separator>.elementor-divider__svg:last-of-type{-webkit-box-flex:0;-ms-flex-positive:0;flex-grow:0;-ms-flex-negative:100;flex-shrink:100}.elementor-widget-divider–element-align-right .elementor-divider-separator:after{content:none}.elementor-widget-divider–element-align-right .elementor-divider__element{margin-right:0}.elementor-widget-divider:not(.elementor-widget-divider–view-line_text):not(.elementor-widget-divider–view-line_icon) .elementor-divider-separator{border-top:var(–divider-border-width) var(–divider-border-style) var(–divider-color)}.elementor-widget-divider–separator-type-pattern{–divider-border-style:none}.elementor-widget-divider–separator-type-pattern.elementor-widget-divider–view-line .elementor-divider-separator,.elementor-widget-divider–separator-type-pattern:not(.elementor-widget-divider–view-line) .elementor-divider-separator:after,.elementor-widget-divider–separator-type-pattern:not(.elementor-widget-divider–view-line) .elementor-divider-separator:before,.elementor-widget-divider–separator-type-pattern:not([class*=elementor-widget-divider–view]) .elementor-divider-separator{width:100%;min-height:var(–divider-pattern-height);-webkit-mask-size:var(–divider-pattern-size) 100%;mask-size:var(–divider-pattern-size) 100%;-webkit-mask-repeat:var(–divider-pattern-repeat);mask-repeat:var(–divider-pattern-repeat);background-color:var(–divider-color);-webkit-mask-image:var(–divider-pattern-url);mask-image:var(–divider-pattern-url)}.elementor-widget-divider–no-spacing{–divider-pattern-size:auto}.elementor-widget-divider–bg-round{–divider-pattern-repeat:round}.rtl .elementor-widget-divider .elementor-divider__text{direction:rtl} /*! elementor – v3.5.5 – 03-02-2022 */ .elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=”.svg”]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block} Keys to understanding and leveraging your relationship with recruiters You have most likely heard negative stories about recruiters who don’t return calls or “head-hunters” who pursue a candidate aggressively, only to disappear. If you listen to all the buzz, recruiting professionals seem to be more likely to lead people on and ghost them than a bad Tinder date. If you’ve ever been frustrated working with a recruiter or recruiting agency, there are two probable reasons for that. Either you were working with a bad recruiter, or you had false expectations about what working with a recruiter is really like. Here are five truths about recruiting that will help you learn what to expect from recruiters and get the most out of any future encounters: Expectation: I should only reach out to a recruiter when I’m actively looking for a new job. Reality: The best time to connect with a recruiter is while you are still in a job, but you want to stay open to other options. Recruiters are typically not a good last resort, but you’d be amazed at how many people come to agencies with comments like, “I’ve been looking for six months and I’m finally reaching out to a recruiter.” Except perhaps in temporary placements, this is the worst time to rely on a third party. When you’re feeling vulnerable, frustrated and maybe even desperate in your search, use as many resources as possible, because so much of the process is based on timing. You might be the greatest Payroll Specialist in the world, but if the recruiter you’re working with isn’t working on a payroll position at that time, they’ll be unlikely to provide help on the timeline you need. So, make sure you are clear on your expectations and timelines up front. Expectation: Every recruiter I meet will be well-versed on a variety of industries and career fields. Reality: Most recruiters are industry specialists or only work on specific types of positions. In fact, you want your recruiter to specialise in what you do! If your experience or interests don’t align with a recruiter’s specialty, they’re typically not as useful to your search because they won’t have the connections, relationships or experience to be a valued resource to either you or the employer in that area. We’re always a little surprised at how upset people can get around this subject, but if you think about it, we don’t expect a person selling real estate in Sydney to find us a house in Perth and we don’t expect a tax attorney to handle our divorce. Wouldn’t you rather work with a market expert rather than someone who does a little bit of everything? One easy way to get the most out of working with a recruiter is to exercise due diligence on a recruiter’s areas of expertise before connecting with them. Do your research and take the time to get to know your recruiter. If they are not living up to your expectations, then speak with another recruiter who will be genuinely interested in and capable of helping you. Expectation: Finding me a job is my recruiter’s top priority. Reality: Recruiters serve two masters: employers and job seekers. Although we are here to be a resource and an advocate for candidates, the placement fee paid to recruiters is always paid by the employer. Their job is to identify and engage great talent, and to keep the process flowing smoothly. Armed with a thorough knowledge of your skills and interests, a recruiter will present you for jobs that match both what you’ve told them you’re looking for and also our client’s needs. However, even if you are qualified, you may not be the most qualified candidate for the role. In these scenarios, the recruiter’s job is to satisfy the employer’s desires regarding what they think is best for the role rather than presenting a candidate who fulfills only the basic requirements. For example, if I was working with a creative agency, and they asked to see candidates who had worked in creative environments, I wouldn’t be a good partner to that client if I submitted a candidate coming out of a manufacturing environment, even if the title and job duties were the same, and even if the candidate really wanted to be in a creative field. Moreover, that candidate would have much more success applying for that role on their own, without a client considering an agency’s fees in addition to the candidate’s lack of industry experience. Additionally, recruiters are almost never the decision-makers determining whether you get an interview or job offer. We typically have limited input into the decision, although they are often the ones who deliver the good or bad news to the candidate. Your recruiter should be as honest and forthcoming as they can be with the feedback and information coming from the client. Expectation: Recruiters can help me define my expectations and hone my interests, and I can call them with frequent questions. Reality: Recruitment is a business, and like any other business, it has goals and targets to reach. Therefore, recruiters will try to spend their time in high-value ways, which means you should set communication expectations up front. Generally, we won’t call you just to chat — if we don’t have jobs that fit what you’ve said you would like to pursue or if you wouldn’t be a strong match for the role then we probably won’t be in touch. Sometimes, we’ll run multiple roles by you, but we may be working on jobs that aren’t in sync
What does a Recruiter Do?
/*! elementor – v3.5.5 – 03-02-2022 */ .elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px} What Does a Recruiter Do? /*! elementor – v3.5.5 – 03-02-2022 */ .elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=”.svg”]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block} An inside look at how recruitment actually works. The definition of a recruiter is “An individual who works to fill job openings in businesses or organisations. Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A recruiter’s job includes reviewing a candidate’s job experiences, negotiating salaries, and placing candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring employers.” A recruiter does more than find people for jobs. They also help people prepare for interviews, assist with resumes and cover letters, manage salary negotiations, advise clients on employment issues, stay up to date with labour laws, and share market and industry knowledge. They may work for a staffing/recruitment agency, they may work for an agency which is placed internally with a client, or they may do corporate recruitment. They might work on commission or retainer. They may be a head-hunter (search consultant) or have people coming to them looking for a role. Recruiters can work in a number of different areas, but how they work is fairly similar in any role. Who does a recruiter work for, and how do they get paid? A recruiter is primarily working for their client, the employer. This can be hard for some people to understand as recruiters need to look out for the best interests of both their clients and candidates. But at the end of the day, their client is the one with a position to fill, and a recruiter will be looking for the best person that fits their criteria. As recruiters are working for a company, the company is the one who will be paying their fee. Fees differ between agencies, industries, and types of roles. Fees are calculated as a dollar value or a percentage of a candidate’s first-year salary. A recruiter only gets paid if they find the perfect person for the role; and remember, the client always makes the final decision on who they hire. What is important to note is that a candidate’s salary should never be affected by that fee. A salary range for a position is set based on a company’s salary structure for that role. While a recruiter’s fee may be determined by a candidate’s salary, it is a completely separate entity. What process does a recruiter follow? Though each recruiter and recruitment agency will operate slightly differently, generally they all follow a very similar process. 1. Open position The first step of this process occurs when a client calls with an open position that they need help filling. Recruiters will then get all the details they need to start working on the role. This involves more than just getting a job description! They will do a deep dive on the position’s salary range, interview questions, benefits to the role or company, leave and other company perks, and the reason the position is open. They will also research the team, management styles, soft and hard skills needed, start date, and even advancement opportunities. 2. Posting a job Recruiters post all open jobs to their company website and relevant job boards, and positions may also be advertised on social media. Recruiters also reach out to their network to find out if any great candidates are looking for work at that time. This will include exploring their existing database and other platforms such as LinkedIn. 3. Finding great candidates The average job posting can receive as many as 250 applications, and those applications can start coming in within 5 minutes of the position having been posted online! A recruiter needs to review all of these resumes to identify the candidates that have the hard and soft skills their clients are looking for. Once they do, they will reach out for telephone or in-person interviews, or a combination of both. These interviews are critical because presenting an underqualified candidate to a client could potentially cause a recruiter to lose that client. A good interview also provides an opportunity for a recruiter to find out all those things that aren’t on a resume. It is these hidden skills and personality traits that are so important to prospective employers and that make the difference between a candidate that is hired, and one that is passed over. Once the recruiter has determined that a candidate matches the experience and personality their client is looking for, AND that the candidate is still interested in the position, they will present that candidate to the client. 4. Presenting candidates Recruiters don’t just email resumes to clients and hope that something sticks. They will talk to their clients about each candidate and “bring them to life” off the paper through discussing their work experiences, career aspirations, and why they will be a match with the client’s needs. Recruiters know that employers hire for both hard and soft skills and will make sure to express both to their clients. Most recruiters will have worked with the clients before and will have a good idea as to who would fit within that particular business. 5. Client interview stage Clients are busy people, often managing large teams, and their schedules fill up quickly. A great recruiter knows this and schedules interview slots in advance to match the schedules for all involved. This helps keep the hiring process as short and succinct as possible. No client wants to miss out on an exceptional candidate because they couldn’t be interviewed for another month. After the interview, the recruiter will collect feedback from both the candidate and client. Recruiters want to make sure they can give their candidates as much feedback as possible – the good, the bad or the ugly – so they know where they stand. 6. Job offer When a job offer is extended to a candidate, a recruiter will often be there as a sounding board for both
Why you need to recruit staff that align with company values
Why you need to recruit staff that align with company values Focusing on those ‘soft skills’ There is so much that goes into hiring the right candidate for a job, and there is a lot of pressure on HR and department heads to make sure that they get it right. It costs a ton of money and time to hire and onboard an employee, and employee turnover costs even more. The hiring process therefore cannot be a flimsy trial and error guessing-game, nor can it be based on a “gut feeling”. It needs to be calculated and ironclad. One of the most important elements to consider when hiring is whether the potential candidate aligns with the values of the company. Why? Because when people are passionate about what they do and they connect with a mission, they are more likely to stay at the company and thrive. The state of employee engagement around the globe Supposedly, a whopping 38 percent* of people around the world do not believe that their personal values align with the core values of the company. That is a significant number, and it is not without repercussions. When an employee doesn’t connect with a company’s mission, they risk becoming disengaged. What is employee disengagement? Disengaged employees are currently costing Australia alone more than $50 billion dollars a year. At some level, your company is a contributor to that massive number. When employees are disengaged, there’s a downward spiral that risks: Employees losing interest in their role Staff not working as hard Unhappy customers The company suffering The employee losing their job Money being spent on recruitment and onboarding of a new employee It is the manager’s job to keep employees engaged by ensuring that they give regular and meaningful feedback, offer constant recognition and create a positive workplace environment for their team. But the job of a recruiter, first and foremost, is to make sure that the new hire is strongly aligned to the cultural fit of the organisation. When employees are a mismatch for their role and organisation, they often struggle to succeed or become bored and restless. Their days — even their careers — can feel wasted, along with their sense of purpose. They need to be sure that the employee’s personal core values align with the company’s core values. For small businesses, 46 percent of hires will be gone after 18 months, and an enormous 89 percent of these cases are due to a poor fit with the company’s organisational culture. That is no small number. More shocking statistics on company alignment in today’s workplace Just to give you some insight into the ongoing issue surrounding company alignment, we have compiled these statistics: 22% of employees either don’t understand their company’s values or simply don’t know what they are. 33% of employees don’t feel that they are reminded of their mission often enough. 38% of employees don’t believe their company’s core values align with their personal values. These numbers reveal that there is a lack of clarity and communication surrounding company values. And even worse, most Executives believe that a clearly defined organisational culture is vital to workplace success. So where is the point of contention? It is so important for companies to know their mission and to share it loud and clear. Ingrain it in the thought process of each employee and give them something bigger than themselves to work for and towards. This offers them a collective purpose beyond a paycheck. The cost of employee turnover Employee turnover costs a company up to 34% percent of the employee’s salary. This cost includes: Cost of hiring Cost of onboarding Loss of engagement and productivity Customer service and errors Cost of training Cultural impact What can HR and Recruitment do to fix the problem before it begins? It’s important for recruiters to ask the right questions to evaluate cultural fit. Nowadays so many interviews are happening via video that it’s harder to evaluate someone. However, if you ask the right questions and are observant of body language, social etiquette, presentation, mannerisms, energy and more, you will get a strong idea of whether this person is a good fit for your organisation. Here are some helpful questions you can ask candidates to determine culture fit: What do you think causes failure? Give me an example of a time when you helped a coworker when there was no direct benefit for you. How do you define success and failure? Describe one world leader that you admire and why. What character from a popular TV show do you identify with? What is more important to you: money or job satisfaction? Why? Describe the type of company you would like to work for and why. The mission of our company is ______ and we believe in _____. How do you connect with this mission? What interests outside of work do you have that you think connect with the core values of the company? Do you know your company values? Do they align with who you are? But more importantly, does your team know what your values are, and do they live and breathe them? If they are just a set of words that everyone has learnt off by heart without really understanding their meaning, then you need to review them. Put something in place that resonates with people and that will also resonate with future employees. At Elite Executive we recently updated our values to better reflect who we are. What do you think? Love what you’re doing. Be passionate about life and what you do. We deliver WOW. We think differently. We challenge the status quo and don’t follow the herd. We go above & beyond. We push boundaries. Play it straight. We are transparent and honest, and we care. We always do what is right and fair. We say it as it is. One team. We collaborate, we support, and we share with each other. We seek to understand. We don’t assume. We ask
What to do when an employee resigns
What to do when an employee resigns We’ve all been there. You have an employee whose attitude suddenly ‘changes’, they don’t seem to care about their work, take long lunch breaks, and have gone ‘cold’. Then one day, you see them approach your office looking nervous, clutching an envelope, or in some cases, you receive an email or text out of the blue a resignation. It’s a relief for some employers, but mostly it’s a shock. Initially, we tend to take it personally: “How could he/she do this?”; “How can they let the business down”; “How am I going to explain this to clients” etc. But really, it’s not personal, it’s business, and primarily if you operate a small business or a small team, it can be hard to accept. Abrupt departures especially are challenging on the psyche. If you have grown to rely on that person, you may feel that they are deserting you. However, here are some tips to help make the transition as smooth and amicable as possible: 1. Know the Protocol It’s vital to understand your company’s HR procedures for handling resignations. In some larger organisations, policy dictates that the moment a person resigns, you cut up their key card, pack their desk, and escort them out of the building. In other organisations, employees will have to work their notice period as stipulated in their contract or award. 2. Gauge the situation The way employees approach their notice period will vary. Some will be unproductive and sour, and others will keep up their stellar work until the very last day, professional to the end. So, I recommend you pay close attention to your employee’s general attitude when they give their resignation. Are they concerned about wrapping up their remaining work, or are they bitter, resentful, and openly complaining about the workplace/situation/colleagues/managers? Paying attention will help in a couple of ways, firstly it will help you decide how to best announce the departure to the team and clients and whether you need to call a quick meeting to set the tone first or leave it up to them to tell the team. A discussion on how they handle their remaining time with the company is essential, and you need to set clear guidelines from the outset. 3. Develop a Transition Plan The next step is to sit down with the employee and develop a plan, as their idea may differ from yours. It would be best if you work collaboratively, make a list of all their regular duties, current projects, and clients. Make this list as comprehensive as possible as you will need to decide who will take over these responsibilities. It would also help determine who will contact the clients, vendors, and colleagues to inform them about the transition and ensure their professional service will continue. Meet with the employee on their final day to ensure the transition was successful. 4. Transfer of Knowledge Do you know what they know? Before they walk out that door, taking essential information with them, it is best to sit down and evaluate what they know. It may be something as crucial as knowing an old software system that they support some clients with or the level of service they give a particular client. It’s essential to do this as there is nothing worse than finding this out a few weeks after leaving. Passing on knowledge is especially important with staff that has been with you for a long time. 5. Replace them Before you jump the gun and start putting adverts everywhere or calling your favourite recruiter, be sure to evaluate the need for a replacement. Once you have done your knowledge transfer, you will know in detail what this employee does, and you will need to compare this with your team’s current priorities, tasks, and workload. Then you can determine if and when you need to hire a replacement. For instance, you may realise that their workload is so daunting you will need a temp immediately, or in some cases, you may be able to distribute some of the work to other team members until you find a new candidate. Perhaps, you may realise that now is the time to restructure the position.In any case, it’s a good idea to commence the hiring process sooner rather than later. Within days of receiving the resignation, update the job description, notify your recruiter or HR manager and get ready to start resume reading! In the end, remember that losing this employee is just business and no matter the circumstances, make sure you both leave on good terms. Always remain professional, don’t emote (especially when you initially hear about their resignation), and wish them well in their new position. Offer to be a referee and encourage them to keep in touch.Even if their performance wasn’t the best before or during their notice period, there is no need to burn that bridge; you never know when you may cross paths again. Eva GrabnerManaging DirectorElite Executive Pty Ltdwww.eliteexecutive.com.auCairns | Brisbane Eva has been working in the executive and professional recruitment industry for nearly 15 years. She is a highly professional and driven Managing Director and Principal Recruiter with a wealth of recruitment experience across a multitude of industries. Her previous experience includes executive leadership and senior management-level operational roles throughout the world. What stands out as soon as you meet her is her passion for what she does. She is a proud Cairns local and solo parent to her son, Kai.