HR Managers Dont Operate on Your Own Resume

HR Managers Dont Operate on Your Own ResumeHR Managers Dont Operate on Your Own ResumeAsk job seeker Amy nachhall Even for HR pros, writing your own resume is like someone trying to be their own doctor, dentist or lawyer.A dentist wouldnt perform his own root canal, and a human-resources executive shouldnt try to write her own resume.Going into her job search, Amy nachhall, a Baltimore HR executive, had seen enough homemade resumes to know success is elusive but she still gave it a try. My first resume was so terrible, now that I look back on it, Hall said.It is notlage uncommon for HR professionals to feel a little overconfident when it comes to their own resumes. After all, they read and review resumes for much of their work day.But Hall, who worked for retail companies, want to change industries, and realized she might need some help translating her experience for different verticals. She sought a professional resume writer and found Tina Brasher, a certified professional resume writer who works with Ladders.Brasher put Halls original resume to rest and started fresh.When readers see a resume that is evidently self-written, they say this person doesnt know enough to not be their own doctor, dentist or lawyer, Brasher said. Todays job market is so tough that everybody professional needs help in marketing themselves. To do it yourself is an antique way of working.Dont hide the promotionsWhat does a professional resume writer see that even an HR pro like Hall might miss?Halls original resume listed her employment history so that a significant promotion at a major retail chain was lost in the mix. Hall had written the job titles and the corresponding dates in a way that made it seem as though she had simply transferred to a different team.Brasher reworked the presentation of dates and job titles to show Halls rise during her four years with the organizationAdvanced through positions of increased responsibility for menschlich Resources functions based on consist ently exceeding goals and expectations for this retailer with 1600 stores and 366K employees.Halls original resume also included language and company jargon that were specific to her employer and wouldnt be recognizable by those reading her resume, especially outside retail, Brasher said. She translated much the job descriptions using more general terms.I put in keywords that any HR officials would be looking for that were not necessarily what her company would use, but that also showed her qualifications, Brasher said.Distinguish accomplishments from dutiesBrasher also discovered Halls job descriptions read like a list of job responsibilities and not the accomplishments she had achieved in those positions that are likely to impress a hiring manager.Job seekers ought to think of their work history in terms of results and accomplishments and not job titles, Brasher said.Using a detailed assessment of her career provided by HRLadder, Hall and Brasher were able to distinguish accomplis hments associated with every positions she held.For instance, the original description for one position readResponsible for formulating a strategy for and leading the development of Store gruppe Leaders (STL) and Executive Team Leaders (ETL) for 2 districts comprised of 15 stores with sales totaling over $708 Million.Brasher crafted a new version of the same job description to highlight Halls achievements in the positionDrive HR mission and best practices, and mitigate legal risks in partnership with 2 District Team Leaders who manage 15 Store Team Leaders in 15 stores. Launch hiring strategies ensuring districts meet goals of 70% campus, 20% external, and 10% internal hiring, staff promotion and in-tern conversion goals. Assure District Team Leads effectively develop Store Team Leads in all aspects of Talent Management, as well as meet compliance regulations while avoiding unionization. Approve all corrective actions for Store Team Leaders and Executive Team Leaders. Train and deve lop talent for promote to the next level in collaboration with District Team Leaders.Readers spend maybe 30 seconds before they make a go, no-go decision to even read the whole resume. Your resume needs to be attention-grabbing, so that the reader within 20 seconds can get a picture of the candidates ability, Brasher said. They want people who can make them money or save them money.

Automation Threatens to Put Accountants Out of Work

Automation Threatens to Put Accountants Out of Work Automation Threatens to Put Accountants Out of Work According to research conducted by Oxford University and Deloitte, two of the ten jobs most at risk of being totally automated in thenext two decades are financial accounts manager and bookkeeper.In light of this unsettling news, graduate jobs forum WikiJob issued a survey asking graduates interested in accounting careers how they felt about the threat. Arethey concerned? Is this issue making them consider alternative career paths where automation is a less significant threat?Machines Make Accountants NervousWikiJob found that three in four graduates (74 percent) looking to pursue a career in accounting are concerned that automation could make their role redundant within two decades. mora than 50 percent of surveyed graduates said they believe bookkeeping is the area of accounting mostat risk of being replaced in the medium or long term by machines.This survey demonstrates the ne rvousness that many graduates are feeling when they look at possible careers in accountancy in the longer term, says James Rice, head of digital marketing at WikiJob. It probably is true to say that areas like bookkeeping and tax will struggle to attract higher-caliber graduates as time goes on because the job security will look increasingly precarious. The profession is in good health currently, but it must do all it can to persuade new recruits that their roles are ones that cant easily be automated in the future. Otherwise, accounting could find itself facing a recruitment crisis in years to come.In a surprising turn of events, fewer than half of the graduates surveyed by WikiJob said accounting was a good career choice. (Remember, WikiJob specifically surveyed graduates who indicated they were interesting in accounting careers.) Almost 40 percent said that they were unsure about the prospects for an accounting career, and two-thirds of respondents were considering careers in alt ernative industries.Attract Candidates by Downplaying the Bean Counter ImageMany graduates who are looking at careers in accounting realize that soft skills are increasingly important today. The survey suggests mora graduates are interested in the consultative side of accounting, where there is much more human interaction and a high level of strategic planning, making the positions very difficult to automate.To assuage the nerves of candidates and assure new recruits about their long-term job security, the accounting industry needs to make a strong case for those accounting roles for which there will be long-term demand and which will be very difficult to replace with automation.Some of those roles may even be created as a consequence of new technology, says Rice. Accounting firms need to show how soft skills, networking, management prowess, and creative thinking will be fundamental to the future accountant and say how thats a good thing, as many of the more boring tasks will be ta ken away from workers, which should make their tasks more interesting.Although many training programs and educational courses have yet to change their approaches to accounting, those adjustments may be coming soon.In a way, it might help accounting as it shifts away from the bean counter stereotype toward an image based more on consulting, professional relationships, financial insight, and creative solutions to business problems, says Rice. I think training programs will start to focus more on areas where people can provide value that machines cant deliver.

Understanding Your Sales Quota Agreement

Understanding Your schlussverkauf Quota AgreementUnderstanding Your Sales Quota AgreementLove them or hate them, abverkauf positions and quotas go hand in hand. While most every abverkauf professional is assigned a quota, many do not understand how they are formulated, why they are important and how having a full understanding of your quota can be a major factor in your success in your sales career. Quotas From the Management Side Management sees sales quotas as both a tool for forecasting and for holding their sales professionals accountable. Without assigned quotas, reps have no formalized revenue or activity targets to shoot for and management is weakened without the ability to reference an objective expectation that both the managers and the reps agree to. And while reps may not necessarily agree with their assigned quotas, most employers include acknowledging any assigned sales quota as a requirement for employment. This acknowledgment means that the employed sales professio nal understands that he will be expected to produce at least his assigned quota and that management has the right to expect their reps to deliver assigned quotas. Quotas are not, however, purely a means for management to hold their employees accountable. Quotas are also used as a measurement tool to estimate and predict how much revenue can and should be expected from each rep or account base. While management often inflates the assigned quotas when compared to their estimates, quotas are (usually) grounded in reality and based on reasonable expectations. How Most Quotas are Formulated If you work for a sales company that has multiple sales territories or product lines, your assigned quota is likely the result of past performances, market share, and market data. While these may seem a bit confusing, understand that for almost any industry, independent reports are available that describe the total opportunity for each market area and are often purchased by sales companies who nee d to understand better how best to market, position and sell their products or services. For newly formed sales companies, assigning quotas is much more of an optimistic approach since they lack key indicators like past performances, but the vast majority of assigned quotas are not random and are based on research and evidence. The Importance of Quotas Quotas are important for several reasons. First, they do give management a measuring vehicle against which they can judge the performance of their sales representatives. Secondly, quotas provide valuable feedback for management that aids in their forecasting requirements. Third, quotas are often used as part of a sales professionals compensation plan. Many comp plans include over-achievement bonuses that reward reps who exceed their assigned quotas and some comp plans include a variable pay-range that increases the closer a rep is to assigned quota. Quotas From a Sales Professionals Viewpoint Get 10 sales professionals in a ro om and ask a simple question to them all How do you feel about your assigned sales quota? Those who respond that their quotas are too high and unrealistic are those reps who are far short of hitting their quotas. Those that respond that their quotas are tough but attainable and those reps who are very close or slightly over their assigned quota. And those that respond that their quota is very accurate and is a great motivating tool are those who are producing revenue that far exceeds their assigned quota Quotas are a part of practically every sales job and are often the cause of the majority of stress that a sales professionals deal with on a daily basis. Knowing that you are expected to deliver your assigned quota drives some to work even harder than they normally would and drives others to the world of fear, complaining and negativity. Learnhow successful reps view their quotas, manage around their quotas and view them as their minimum acceptable standard.