The Perfect Pairing: Crafting a Resume

Job description + your resume = the perfect match!

For part two of this blog series, let’s talk about a resume in relation to dating. Now you might ask yourself,

“How in the world is the job hunt related to dating?”

Well, in part one of this series, we explained how a relationship is connected to the job hunt, by creating a resume, getting social on LinkedIn, and standing out in the crowd. For this blog post, it’s all about resumes.

The perfect pairing of pizza and beer…

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When applying for a job, many people just believe that one standard resume works for every job that you apply for. When going out to dinner, would you always order the same drink with whatever it is your ordered for a meal? How does that champagne sound with a pizza? Terrible! For a pizza, the best pairing might include the perfect soft drink or something like an IPA is the right compliment drink. The same applies for every job category (be in marketing, sales or HR). When applying to these different job categories, it is best to craft your resume around the specific job duties. Because no one wants pizza and champagne, right?

Crafting the Perfect Resume…

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From the employer side, every company and hiring manager is different in their resume preferences.  Some may prefer a cover letter to be considered for a position. Some companies might want certifications and references provided right up front, others may not. Either way, follow the instructions provided on the job posting and follow my top three tips for crafting the best resume:

1. “Speling Mistakkes arethe Worstt”: The #1 thing that bugs me to no end are misspelled words on any type of important document. Before submitting any resume to a potential employer, please do us, recruiters, a favor: PROOFREAD. we can almost guarantee that if a hiring manager sees multiple mistakes on your resume, your application will be put in the “no” pile. Before sending in something that could land you a dream job, read over it again and spell check.

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2. Make it professional: For many job descriptions, a skill requirement is often communication skills, including written communication. If your resume is written as if you were writing a text to a friend, most employers won’t take you seriously. Spend a little extra time making sure that your resume is clear, concise, and on a higher reading level.
3. Certifications and special skills: Just like you would list your degrees, any type of certification listed on a resume is a plus as long as its relevant.  If you take the time to earn a certificate, be proud and include it! Also, if you have any type of special skills, put them down!! Something like that could potentially help you stand out among the other applicants.

Those are the top 3 tips when creating the perfect resume to ensure you find the perfect pairing. While these tips may vary depending on the career choice, these little nuggets of advice can help anyone in receiving an interview. So, here’s the real question…

How will you make it easy for the hiring manager to select you to move forward?

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It’s Job Fair Season…Help!​

Let the ‘butterflies in the stomach’ feeling commence! It’s job fair season.

For many seniors, the job search is now in full swing. During the coming months, campuses around the country will be hosting job or career fairs for their graduating students.  Some may be asking:

With so little time, how would I be noticed?

How am I supposed to get noticed by a potential employer?

Let’s compare this to something you know…

For those of you going to your first career fair or applying for your first post-grad job, think of this experience as dating. You might have a conversation about your likes and dislikes during your first conversation, maybe about who you are and what you are looking for. After making a connection, you may even check out their online presence with a little internet sleuthing. After a few dates, you find out enough to know if its worth a commitment.

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It’s the same for finding that perfect candidate or job, so let’s call this “The Job Dating Process.” The connections go like this:

  • Love at first job fair: When first meeting someone you might eventually date, you are going to remember a few facts about them. At a job fair, companies remember who you are through the conversation and also, your resume! Many employers at the job fair will take notes on your actual resume after your conversation. These companies then identify those true matches and those who don’t hit the mark. So make sure to bring your resume, printed and ready to share! Be sure to include all previous work experience, especially those that pertain to the job.

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  • Social media (LinkedIn) stalking: Potential employers often check your online presence so make sure your profiles are professional!  One of the most important professional platforms is LinkedIn, a site dedicated to business connections and heavily used when recruiting professionals. Make sure you create a LinkedIn profile that mirrors the resume, and that your in-person presence is the same as your online one so it doesn’t sabotage your job hunt.  Check out our prior post on this topic here:
  • “Pick me. Choose me. Love me.” (based on my qualifications and background): In a world where hundreds of people apply for the same job position, what makes you different among this crowd? If you don’t know your own strengths and weaknesses, your potential employers will also not know about those qualities. Take some time before submitting applications to think about your strengths, then make sure you show them to your potential employer. Also, don’t be afraid to mention those qualities that you are improving on. A weakness is just a strength that requires some extra TLC.

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Top 3 mistakes millennials make to sabotage landing their dream job.

Hey, millennials! In my last blog posts, I spoke about hiring millennials and keeping them in the workplace. Well, in this blog post, it’s all about you, my fellow attention-seeking millennial friend!

While working here at Hire Ventures, I have been focused on the marketing and recruiting side of the business. I have scheduled posts on Facebook, created new content for the website, and I have also looked at So.Many.Resumes! As both Teresa and Robin already have experienced, I have now seen the good, the bad, and the ugly, when it comes to reviewing resumes.

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Its honestly strange how even strong candidates can make mistakes that can hurt chances at landing their dream job.

Millennials, as we all know, have certain characteristics that are unique to our generations, I’ve put together the top 3 mistakes I’ve seen millennials do when applying for a new position (but trust me, non-millennials make these mistakes too!)

Not reading the job description: Two *beloved* characteristics of our generation is that we are attention-seeking, as well as multitaskers. We might think that our little experience should constitute a senior level position. Trust me, it doesn’t!  My advice, READ the job requirements and make sure your resume reflects that you can be successful in that job.

Crazy and unprofessional social media: Back in my freshman year of college, I posted an unflattering picture on Facebook. I know, shocking, but we all have our bad days. After a couple of days, I began to think about who would see that terrible picture. After a week, I deleted this picture because I realized my future boss would see that picture and may judge me. Don’t wait a week to take down those pictures. If you post something that you wouldn’t want a future boss from seeing, make it private or just don’t post it!  And please, make sure your public posts don’t contain curse words, boss-bashing statements or things that could be considered questionable in a professional workplace.  But what if I’m already past that point and I have a bunch of bad, embarrassing posts? In this case, I would recommend doing some spring cleaning on your social media accounts – paying attention to what is viewable from the public. Your future self will thank you!

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Bad resumes: In most colleges today, students are required to take a course on how to craft their resume. Believe it or not, the way your resume looks and the way it’s written really do matter! For the appearance, make sure you are considering the job or field you are in. A corporate accounting resume is going to look very different from creative graphic designers . Your resume is often the first introduction of you, make sure you spend the time and effort so your resume is on point.  As for experience, a hiring manager will be discouraged if they see a candidate who has had many jobs within a short period of time (unless they are jobs while in school). I’ve learned this is called being a “job-hopper” and doesn’t look good. If you’ve had lots of jobs, clarify your reason for leaving or if the job was seasonal or an internship during school.  Make it easy for the hiring manager (or recruiter) to understand your job changes and assure them you’ll be a solid employee that they can count on!

Looking for jobs in this day and age can be difficult. Believe me, I know from first-hand experience. These basic mistakes are factors that make getting a job more difficult but are easy to fix!  Clean up your social presence, update your resume & be serious about your job applications and you’ll land your dream job in no time!

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How to Keep a Millennial

You have hired the perfect millennial… now what?

In the past 2 blog posts, I have talked about the characteristics of millennials, the know-hows in hiring a millennial, and the don’ts when it comes to hiring someone from my generation. So now that you have taken the advice I have given, and you have hired the millennial, now what?

Companies with great recruiting practices often find it very easy to hire millennials. These companies will appeal to the millennial mindset and attract the best candidates. But many struggle when it comes to keeping a millennial. In a recent study completed by the Bureau of Labor Statistics, a 20-34 year old will stay with their current employer for about 2.05 years. With these kinds of numbers, this gives those employers a higher turnover rate and also labels that worker as an unsteady employee or job-hopper.

So, what can be done to fix this ever-growing problem?

A few tips on keeping a millennial include:

  • Let them know what is expected: When hiring a millennial, make sure that they know what is expected of them. Yes, they will ask a lot of questions but that is only because they want to get the job right the first time! The need for reassurance and clarity is real, y’all, and I have personally experienced it first-hand. By giving them clear expectations, the millennial will know from the beginning if the job works for their situation or not. Would you rather spend a little extra time right the perfect employee (maybe through using our partner, JazzHR) or would you rather hire the first applicant and take the risk of them not meeting expectations?
  • Engage the millennial in many activities at work: Millennials are known for being great multi-taskers. But if a Gen-Y person is not given many things to work on, they, in turn, will become bored with the mundane work. By engaging the millennial in many work projects, the young person becomes more involved in the workplace and gives them an opportunity to connect with co-workers. A happy millennial is a happy workplace!

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  • Show them that your company cares: While a connection is very important, by far, the most important tip I could give you is to appreciate all of your employees, especially your millennials! One example of a way to show you appreciate the work done is by giving out “awards” given out at the end of each quarter. These rewards do not need to include much, an award sheet and gift card will suffice. Simply showing your employees that you care will boost morale and keep them around longer!

In many cases, hiring a millennial is the easy part, keeping them is where companies struggle. Keeping a millennial is not a hard task to do, if you know the correct way of appealing to them. Let’s produce an environment where employees love their job so much, they will never want to job-hop to anywhere else.

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How TO Hire a Millennial

Did you know that high growth companies, like those in the high-tech industry, have a significantly higher proportion of millennials in leadership positions than organizations with little to no growth? There is a reason for this. If you are growing and hiring, then this blog is for you!

Do me a favor and type this blog title into Google. What you will find is tons of articles where an analyst is telling you the do’s and don’ts when it comes to my generation. It seems like every non-millennial wants to give their two cents about my generation, when not many articles are coming from the millennial view. So, in this blog, I have chosen to give the millennial view on tips on how to hire someone from my generation.

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Millennials “the big generation!”

Millennials most recently became the largest generation in the world! This means that my generation will be the largest generation ever to enter the workforce. To many, that sounds like something to run from and never look back. But many companies just respond with, “Challenge accepted.”

In our last blog post, I gave some characteristics of millennials and some ways that many employers have struggled with hiring a millennial. Many of these employers refuse to change and expect the young person to change the way an entire generation does business. For a company today to be successful, they must be able to compromise with the workforce and adapt to new ways of thinking.

And Big Mistakes Companies Make:

  1. Working with an outdated hiring process, such as having paper applications and long lead times between applying and hiring.
  2. Providing no feedback until the annual performance review.
  3. Providing vague job offers that create a “bait-and-switch’ scenario.
  4. Using a vigorous and overly drawn-out hiring process.
  5. Failing to provide post-interview feedback.

While these mistakes are made every day in hiring, these methods will need to change to receive the best job candidates. And when the hiring process does not provide a good experience for millennials, they are not likely to stay in that job for very long.

Hiring a millennial is actually very easy when you think about it! Millennials have learned to adapt with the times. We are the generation who grew up with the Internet and other fast-growing technologies. Because we have learned to adapt with growing technologies, shouldn’t the past generations also learn new methods of adapting to us, millennials? I believe the answer is yes, all generations should focus on bringing the hiring process and workplace into the 21st century.

Here are some tips when it comes to hiring a millennial:

Streamline the hiring process

Like stated before, most millennials have not known a world without the Internet, as a company, use that to your advantage. Instead of having an outdated applicant system, use a mobile-enabled​ applicant tracking system, like our partner JazzHR.  The days of paper applications and job offers on bulletin boards are so last gen. These applicant tracking systems have everything in one place and make the hiring process easier for the employer and gives a better applicant experience, assuming you are using them correctly and have a defined, candidate focused process (and ya know, we can help with that!).

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Teamwork makes the dream work

Millennials have spent most of their lives working in groups, whether that be a class project, a sports team, or any clubs or organizations in and outside of school. Because we work so well in groups, try incorporating teams in the workplace. As stated in the last blog, millennials have a strong need for attention. This teamwork satisfies this need for attention, as well as playing into the strength of working together.

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A great work life and home life

One constant criticism of the millennial generation is that they are job hoppers. If a millennial is not happy in their workplace, they will go and find another job, and who can blame them! To keep those great millennial employees, keep them engaged and create a culture that supports work/life balance.  Millennials are known for having many extracurricular activities and they are always on the move.  So offer them flexibility and a rewarding work experience.  A millennial who has made friends and enjoys their workplace will not leave anytime soon. Plan for employee outings and bonding time to keep your best millennials.

The millennial generation is the largest generation to date with over 80 million people. While some companies struggle in finding and keeping a young person, many excel and are known for being a millennial acceptor. Now, its your turn to become successful in hiring millennials!

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How Not to Hire a Millennial



jan, dan, and tracy

Hello everyone! My name is Tracy Stevens and I am the new Marketing Intern at #HireVentures and I am a Millennial! When some people hear that, it makes them cringe. But why?

The Millennial generation, or Generation Y, are those born between the early 1980s and 2000s. We make up about 32% of the U.S. population, which has surpassed the Baby Boomers by 11 million. Also, a good percentage of us have not yet earned a college degree. While many employers don’t give much thought to my generation, NPR credits that, “(millennials) are the most racially diverse generation in U.S. history — and embody the changing face of America.” So, if we are so diverse, does this mean that hiring managers must change their practices to better understand how our brains work? Or should the young person move away from the norms of their generation to remain in a career?

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The answer for both of these questions is no, neither party has to change. We just need to understand how our differences can become our strengths. Here are a few of the characteristics my generation has to offer and how they are a pro for your business, instead of a con:

  1. Being tech-savvy: The millennial generation has grown up around technology and many have not known a life without these amenities. Millennials are also seen as the most connected generation, with their whole lives on display through social networks. This might seem like a con in the workplace, with the many devices and “distractions” included on each device. Turn these distractions into strengths by including them in everyday work. Also, when looking to recruit a millennial, take the job search online. There are great applicant tracking systems on the market (like our partner JazzHR) that will give you all the features needed to enable your on-line recruiting and develop your employer brand through social sites. By extending the job search online, your company would receive many more applications from this tech-savvy generation.
  2. Need for Attention: Gen Y is often seen as the generation that demands everything. While we want to multitask most of the time, we also want to be recognized for the hard work put in. Time.com even calls millennials the “Me, Me, Me generation,” and how, “the average middle-class American family today walks (around their house) amid 85 pictures of themselves and their pets.” In the workplace, try having an experienced employee become a mentor to the young person. A millennial craves constant reassurance because we want to know if the job is being done right. This mentor could help guide the millennial through the challenging work, provide advice when the standards are not met, and show appreciation when a job is well done.  This is when an effective on boarding program can make or break your new employees.
  3. Job-hoppers: The millennial generation is supposedly the generation that has multiple jobs in the same field for short periods of time. According the Pew Research, millennials are actually just as likely to stay with their companies as much as Generation X, their older counterparts. Even with this research, millennials are likely to job-hop until they find the perfect fit, and why not. When hiring a millennial, make sure that objectives are stated very clearly. We are more likely to accept a job offer and stick with the career if we know the standards that need to be met. So, maybe establish frequent performance reviews or feedback sessions.  The old annual performance review program just isn’t enough anymore.

Consider this scenario.

You are a millennial and have just started looking for a summer internship. After applying for some positions, you receive an interview. A couple days later, you go to the interview and are wowed by the company but they barely look at your resume. Once you show up for the second interview, they take you out to a neighborhood to “see if you’re a good fit” by going door-to-door selling TV subscriptions. After doing some research, you find that this company has been doing this same “bait and switch” act with many others. What went wrong?

The scenario above is not just a “what if” scenario. This has happened to many young people and will continue to happen, unless companies change their ways.

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So, that brings us to the crux of this article, #hownottohireamillennial.  These are the mistakes that we see our clients make on a regular basis:

  1. An outdated recruiting process, such as paper applications and long lead times between receiving the application to interviewing applicants.
  2. No collaboration or feedback.  Waiting for an annual performance review to be completed is so last generation!
  3. Writing vague job offers that not even the seasoned employee can understand. This goes along with the “bait and switch” in the above scenario.
  4. Using an excessively vigorous hiring process. No one wants an inch-thick stack of hiring papers.
  5. Failing to provide post-interview feedback. It might seem like a lot of work but we would like to know why we did not receive a follow-up interview.

Companies in 2018 are now seeing that practices from 30 years ago will not work today. Some of the mistakes listed above could simply be corrected by updating policies and procedures. Millennials, as stated before, are not like anything this business world has seen. We have different ideas and work in completely different ways.

  • Does that make us difficult to work with? Maybe!
  • But does that mean companies should change their cultures to suit us? No!

Millennials are definitely a tough bunch to figure out. We are very different from other generations and have very different needs. But we are essential to the growth of any company. We can bring new ideas and innovation to the table. We might sound like a tough cookie to crack but with a little time and effort, every difference can become a strength to your company.

Everyday, millions of millennials are entering the job market, searching for their perfect career. To make sure your company hires the best, avoid these mistakes and you’ll be sure to make an amazing hire!

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EDIT: This month is our 17th anniversary in business! Throughout this month, we are offering some special deals through our partner, JazzHR. To read more about the special offers we have for March 2018, click here.