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#ResumeWriting : In a Hot Job Market, Forget A.I. – Get in the S.H.A.D.E. … Caution: Recruiters are Using Programs to Weed Out AI Resumes. GReat REad!

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In the week ending June 8, 2024, seasonally adjusted initial unemployment claims for benefits were ~242,000, an increase of 13,000 from the previous week of 229,000 (according to the USDOL). Going into the hot summer months, it will get harder for job seekers to find work. Job seekers need every advantage to get noticed by hiring managers. With more applicants per position, employers can be picky.

Interestingly, the ‘hot trend’ of using Artificial Intelligence (AI) to write resumes seems to be picking up steam. Unfortunately, using AI may hurt versus help job seekers. Over the last year, I have noticed AI-generated resumes focusing on ‘high-dollar words,’ glorified and subjective descriptions, and trendy buzzwords, and unfortunately, do NOT explain what the job seeker physically did nor achievements for current or past employers.

Job seekers are paying third-party platforms to create resumes for them. These resumes look and sound impressive on the first read. After the initial glance, recruiters may have difficulty deciphering the ‘fancy language’ used by the AI generator. There is a term used by computer programmers – GIGO (Garbage In, Garbage Out). Artificial Intelligence gathers thousands of resume samples from the web to learn. Still, AI cannot discern the difference between a poorly written resume and a keyword-packed, metric-rich resume that recruiters seek. So everything gets lumped together – the garbage and the gold.

Increasingly, recruiters are using programs to weed out AI resumes and auto-reject those applicants. AI-generated documents have an almost recognizable style and tone, and the ‘anti-AI’ software is trained to identify and reject those. Recruiters want to see a human-written resume.

Job seekers must show why hiring them will increase the employer’s revenue, reduce overhead expenses, and answer why this job seeker is the best hire?’ against job-seeker competitors. When writing a resume, there are specific elements hiring managers want to see in a resume: 

Skill Capabilities

Hard (vs Soft) Skills

Achievements & Accomplishments

Diversity (broad job skills)

Education & Training

 

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What Skill Sets Do You Have to be ‘Sharpened‘?

 

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

The worst thing job seekers can do is copy and paste the job description announcement from a public job notice. Adding AI-generated job descriptions is a second worse scenario. The best resumes have unique language that describes specific Skills (capabilities). The resume needs to list job-related Hard skills or unique technologies used in current or past jobs. (The job seeker can showcase their soft skills [personality, speaking capabilities] during the interview.)

The resume job descriptions should showcase Achievements and accomplishments and the monetary or positive organizational results. What sales revenues resulted? How many manufacturing units were completed in a record time?

The job seeker should include a Diversity of tasks and responsibilities (not only performing their job but backup co-workers’ responsibilities). What cross-training tasking can the job seeker perform? Does the job seeker have a broad range of skills (e.g., accounting, budgeting, sales, presentations) from previous jobs they can perform? Did they supervise others?

Education and training demonstrate knowledge of a specific industry and experience in training others. What computer skills are the job seeker bringing to the table? How many certifications do the job seeker have in the industry or field?

Job seekers should showcase how they have been ‘leaders’ – team lead, supervisor, or oversight to coworkers. What projects did they volunteer for, or did they lead others in accomplishing company strategic goals? How successful were the project achievements in metrics (e.g., sales increases of $XXX; reduction of XX man-hours)?

The resume should be a richly-worded document of ‘what the job seeker has done’ and ‘capabilities’ for hiring consideration. A vague or poorly written resume can easily be ignored (or marked as insufficient experience in the ATS software platform).

The goal is to get enough rich ‘teaser’ information into the resume that the hiring manager wants to call the applicant in for an interview to find out more. Artificial Intelligence programs have not yet reached the pinnacle of compiling information into a practical document. If the job seeker focuses on the S.H.A.D.E. in writing their resume, they will increase their success of catching the eye of recruiters.

 

FSC Career Blog Author:   Dawn Boyer, Ph.D., owner of D. Boyer Consulting – provides resume writing, editing, publishing, and print-on-demand consulting. Reach her at Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

Bio: Dawn D. Boyer, Ph.D., has been an entrepreneur and business owner for 20+ years, with a successful business and consulting firm (CEO) in Virginia Beach, Norfolk, Richmond, Dahlgren/Colonial Beach, and Gloucester, VA. Her background experience is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry. She is the author of 1,022+ books on business, human resources research, career search practice, women and gender study, genealogy and family lineages, quotes for motivation and self-improvement, and Adult Coloring Books. Her books are on Amazon.com under her author’s page for Dawn D. Boyer, Ph.D.

FSC Career Blog – June 19, 2024

 

 

#ResumeWriting : What is an ATS? What is SEO? What are Keywords in Resumes? Think your Resume Got Read? Think Again!

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Job seekers and resume owners are often confused about the terms and definitions of ATS, SEO, and keywords.  Some clients think there is a certain set of standardized words you insert into the resume to get seen after they upload the resume into an online system.

Here is an easy breakdown of the terms and how these resume elements are used by recruiters in the job placement industry.

ATS is the acronym for Automatic Tracking System. The ATS is the software application (often cloud-based) that recruiters use to receive, house, sort, document applicants who apply to specific job requisitions.  Recruiters also perform a procedure called a Boolean search in the SQL database to find applicants with keywords or key phrases in their resumes.  The Boolean search is an automated, and faster method to reduce the number of actual resumes recruiters have to read by identifying the ‘more qualified candidates’ in the system by keyword inclusion.

SEO is the acronym for Search Engine Optimization. Using an Internet browser (e.g., Google, Bing, Opera) to find information means implementing Boolean search using key words to find Search Engine Optimized pages or documents.  The search engine will look for websites with the keywords or phrases and the sites with the ‘most number’ of those keywords or phrases will show up in a result queue, with the most optimized websites at the top of the list.

Recruiters use the same Boolean search process in an ATS (resume database) as an Internet search.  Once the recruiter conducts the search either in the entire database or only within applicants to the specific job requisition, then resumes with the ‘most mentions’ of a key word or phrase will rise to the top of the result queue. Recruiters don’t have time to read 100, 200, 300 resumes, so rely on SEO keywords to find the ‘most qualified’ candidate based on the higher number of mentions of those keywords in the resume.  They will glance through the top 5-10 resumes in the results queue, and if these candidates fulfill the minimum qualifications, they will proceed to interview or push the resumes to hiring managers for decisions.  It is likely the remaining 90, 190, or 290 resumes will never be read and ‘marked’ en masse as ‘other candidates more qualified.’

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

Article continued …

Keywords are single words or phrases directly relevant to a job-seeker’s career, skills, experience, and/or education.  For instance, a computer programmer should mention all the programming languages s/he uses as keywords.  Logistics careerists should use the words supply chain, logistics, supply, warehousing, and inventory as keywords, with metrics, to describe their job tasks and achievements.  Salespersons should include keywords related to revenue, sales, marketing, advertising, and income streams.  Property managers should include metrics for units rented, the values of rental properties, descriptions of how they manage or provide maintenance of facilities and vendors contracting for repairs as keywords and phrases.

Executives (C-suite) should not mistake words like ‘leadership,’ ‘guiding,’ and ‘support’ as keywords – these are vague and subjective.  Corporate executives and/or financial directors should have action verbs as keywords and phrases, including development, research, accounting, finance, investments, mergers and acquisitions, supervision, management, director (of something), and/or project or program management.

The action verbs at the beginning of a bullet should be followed with a documentable, objectively written action with a result.  One example, loaded with metrics, would be, “Managed >$20M in contracts for services, current, and future deployment projects including aircraft support equipment, office supplies, and electronics; managed and monitored contracts valued at

~$2.14M for parts and required services, $3.02M in Aircraft Ground Support Equipment requirements, and >$10M in electronics and future deployment components.”

Knowing what these terms mean, and how to use the processes to your advantage, will assist in writing a more objectively-worded, keyword-loaded, and action-based descriptors of your career and experience.  The more keywords, phrases, objective language, documentable metrics, and easy to read bullets in the resume, the faster recruiters will be able to find you, consider your strengths, and pick up the phone to interview.

SEO Key Words for web post:  achievements, action verbs, applicants, ATS, Automatic Tracking System , Boolean search, career , cloud-based, definitions, descriptors, experience, hiring managers, Internet browser, Internet search, interview, job description, job placement, job requisitions, key phrases, keyword inclusion, keywords, metrics, objective language, online system, optimized websites, phrase, qualifications, recruiters, result queue, resume database, Resumes, Search Engine Optimization, Search Engine Optimized, SEO, skills, software application, SQL database, subjective, system, terms, websites. Examples below:

Key Word Hash-Tags (#):  #achievements, #actionverbs, #applicants, #ATS, #AutomaticTrackingSystem, #Booleansearch, #career, #cloud-based, #definitions, #descriptors, #experience, #hiringmanagers, #Internetbrowser, #Internetsearch, #interview, #jobdescription, #jobplacement, #jobrequisitions, #keyphrases, #keywordinclusion, #keywords, #metrics, #objectivelanguage, #onlinesystem, #optimizedwebsites, #phrase, #qualifications, #recruiters, #resultqueue, #resumedatabase, #Resumes, #SearchEngineOptimization, #SearchEngineOptimized, #SEO, #skills, #softwareapplication, #SQLdatabase, #subjective, #system, #terms, #websites

 

FSC Career Blog Author:  Ms. Dawn D. Boyer, Ph.D., an Associate with First Sun, has a successful business and consulting firm in Norfolk, Richmond, Colonial Beach (Dahlgren), and Gloucester, VA.  Her background is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry.  She is the author of 940+ books on business, human resources research, career search practice, women’s studies, genealogy lineages, and has illustrated ~118 adult coloring books.  Her books are listed on Amazon.com under her author’s page for Dawn D. Boyer, Ph.D.

Dawn Boyer, Ph.D., owner of D. Boyer Consulting, and an associate with First Sun Consulting, provides resume writing, editing, publishing, and print-on-demand consulting.  Reach her at: Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

 

                                                                                                                                          FSC Career Blog – July 31, 2022

 

 

 

#JobSearch : Crafting a “No Degree” Resume—Focus on Value, Metrics, Branding. No College Degree, No Problem! Great REad!

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A common concern I hear from clients is, “I don’t have a degree.”

May executive job seekers got started on a formal education, then got sidetracked and never finished. It’s more common than you think. Or many just never went the route of going to college. They headed straight into the workforce after high school and worked their way up the ladder. Both scenarios are VERY common.

We can argue the merits of a formal education versus clawing your way to the top through grit and hard work. But regardless of how you achieved your corporate success, when it comes to writing a resume for a new position, those without a college degree can find it a stumbling block and a challenge to know how to present themselves professionally without it.

What is important, regardless of education, is having a strategy to present your message. 

Here are a few things to consider:

💼 𝙁𝙤𝙘𝙪𝙨 𝙤𝙣 𝙮𝙤𝙪𝙧 𝙫𝙖𝙡𝙪𝙚.

What departments have you built? How many people did you manage? What did you do to help the company grow? How did your contribution get them to the next level?

Also: What kind of a leader are you? What is the feedback you receive from your boss AND your team? How your team looks to you says a lot. Don’t be afraid to gather up testimonials from people who worked for you. If you built out an exceptional team, you could say something like:

“Led efforts to identify, secure, engage, and retain top-tier talent and cultivated a diversified entrepreneurial team to deliver optimal results; managed succession planning, attaining a 2% annual turnover rate across 102 employees.”

This bullet shows how this client built, grew, and led a team, ending up with very little turnover. He established a culture within the team that made it a place where people wanted to work–and they thrived.

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

 

Article continued …

💼 𝙎𝙝𝙤𝙬 𝙤𝙛𝙛 𝙮𝙤𝙪𝙧 𝙢𝙚𝙩𝙧𝙞𝙭.

When you rose through the ranks, you increased revenue, your sales numbers skyrocketed, etc. Don’t be afraid to use numbers if you have them. Certain roles (like sales) usually end up with percentages or dollars. Don’t worry about how much or how little. Percentages and sales show your effort and growth. Like this:

“Developed a model to optimize short stay options across the residential portfolio to support a $200M regional capital project; negotiated the rental of 30 furnished apartments, expanded the model to 56 units, achieved 100% occupancy for 5 years, and subsequently transitioned the units to university housing with a 98% annual occupancy rate.”

This bullet is loaded with numbers, proves his success, and also grabs the eye. Numbers and percentages stand out, so add them where you can.

💼 𝙃𝙞𝙜𝙝𝙡𝙞𝙜𝙝𝙩 𝙮𝙤𝙪𝙧 𝙗𝙧𝙖𝙣𝙙.

What are you known for? What do people go to you for? What do you specialize in? This is a very common struggle job seekers struggle with, no matter their level. And often, it comes slowly, through time and experience.

For example, when I started writing resumes, I was writing every type of resume I could get my hands on, basically to gather experience. But as time went on, I noticed more and more finance and tech clients started finding me. This built my brand as a finance and tech writer.

Having a consistent brand in these fields is what eventually led to landing the Wall Street Journal contract as their resume writing partner. They heard about me and my team and what we specialized in (at that time), and my brand is what got their attention.

Once you have an idea of what you are known for, that is something you want to lead with on your resume. Make sure it stands out and is front and center. Don’t make hiring managers or recruiters look for it, because they won’t.

💼 𝙋𝙧𝙤𝙛𝙚𝙨𝙨𝙞𝙤𝙣𝙖𝙡 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 𝙘𝙤𝙪𝙣𝙩𝙨!

Are you listing your credentials or professional development? These all count in your skills section. Things like:

– Advanced training courses?
– Certifications?
– Did you write anything that became published in your area? White papers? Blog posts?
– What about presentations? Did you speak on your topic? Offer expertise in a podcast or interview?
– Lastly, any awards? If yes, list them.

There are plenty of ways to distract the reader from your lack of formal education and instead get the reader or hiring manager excited about your accomplishments and what you can bring to the role.

While college degrees are required for certain roles, many companies are simply looking for the best candidate for the job.

FSC Career Blog Author:  Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog | February 25, 2022

#JobSearch : Déjà Vu All Over Again – Good News, Bad News for Employers and Job Seekers.

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I remember…  with trepidation … the market events in the fall of 2008 caused the real estate crash in 2009 and the resulting rise in unemployment with hundreds of thousands of workers losing their jobs. (I was one of them. As a HR director, I had to write my own layoff letter!)  The recent pandemic is not quite the same, but the impact is eerily similar and much worse for workers who are now unemployed. With luck, this time, the economy will swing back quickly once folks get back to their office or location work sites as cures, vaccines, and plasma infusions are deemed safe and made available to inoculate the general population.

When economic crisis upheavals create market impacts and job losses, it’s best to be prepared for the ‘what ifs?’

In 2009, the bad news was employers laid off, terminated, or furloughed workers with no known return-to-work date.  This was a crisis for the company and its workers. The events affected stability, growth, and/or revenue for the business, but also provided a unique opportunity to enrich the workforce and gain more valuable employees in the long run.  Companies initially targeted ‘slackers,’ ‘redundant,’ or unskilled (untrained) employees in the mass layoffs. Workers able to do the work of others had to cross-train, or who were more productive were more likely to be retained.

Use the lessons learned from the 2009 economic crash to preparing for the current pandemic-related crisis, and/or future events with equitable impact on worker’s careers.

Those laid off or terminated were often the workers with the lowest return on investment (ROI) for the business model.  Unfortunately, it was also a great opportunity to drop what the company determined were ‘troublemakers,’ ‘high maintenance employees,’ and those who had reached a salary ceiling for their job level.

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Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets do You have to be ‘Sharpened’ ?

Continue of the article:

When the economy picked up again, the company had a choice of rehiring the furloughed workers. In some cases, companies found more productive replacements for the past terminated workers.  Some businesses chose to continue to pay unemployment taxes on furloughed workers and hired fresh employees to train to higher standards and productivity.  This may happen again in 2020. If fresh, new workers can provide a higher rate of productivity after training, the companies could turn a higher profit, faster, and decide not rehiring the furloughed workers is worth the business risk.

The good news is some workers ‘sent home’ during this pandemic event may not have been fired.  Companies recognized some work (telework) could continue if workers had the right equipment and access to work-related applications from home.  The scramble to set the employees up to work from home may result in long-term and increased ROI based on lower overhead costs. This event may help business leaders see the opportunity to keep workers, monitor productivity, and simultaneously reduce overhead costs by continuing to keep employees working at home.

It is bad news for the workers who are permanently laid off or furloughed. The economic crisis does provide opportunities for those who lost their jobs to go back to school, take more technical or trade training, and refresh their resume(s) for more practical or higher-level educational opportunities.

The good news is, even though the furloughed worker may have been highly productive, this is the perfect opportunity to use one’s advanced experience and skills to search for a new career position. Shop for that new job with companies who terminated the ‘redundant’ workers and are looking for that higher productivity employee.  When an employee is laid off it’s the perfect timing to refresh their resume to identify their strongest skills and their greatest weaknesses.

It is vital to showcase on the resume the job seeker’s achievements and accomplishments to document the metrics and capabilities of the worker in past and potentially future work environments.  Review the education section to decide when, where, and what to add to skill sets by taking online classes, going back to schools (colleges, universities – online courses where available), or targeting technical schools for updated trades training.

When economic crisis upheavals create market impacts and job losses, it’s best to be prepared for the ‘what ifs?’ in one’s career path.  Use the lessons learned from the 2009 economic crash to preparing for the current pandemic-related crisis, and/or future events with equitable impact on worker’s careers.  Keep updating one’s work skills, ensure your productivity at work is at its high level and makes a profit (or reduce overhead expenses) for your company. Continue to learn or take training in a variety of skills to make yourself non-expendable to your employer.  If you are not constantly improving yourself, you will not survive or do well in the worst-case economic scenarios of the future.

FSC Career Blog Author: Ms. Dawn Boyer, Ph.D., owner of D. Boyer Consulting in Hampton Roads and Richmond, VA – provides resume writing, and editing / publishing / print-on-demand consulting. Reach her at: Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

 

FSC Career Blog| April 14, 2020

#Leadership : 3 Ways to Use Data to Set and Track Your Organizational Goals…In Short, Employers — Recognizing that Data is Crucial in Goal-Setting and other Business Aspects — are Using Tracking Information to made Educated Decisions.

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Data is finding its footing in the workplace: A 2016 survey from i4cp found that 67 percent of organizations surveyed said they now use results from human capital analytics projects. This increase in the use of analytics shows a shift toward predictive practices that will likely have a huge impact on the way companies run their operations.

Free- Counting Abacus

In short, employers — recognizing that data is crucial in goal-setting and other business aspects — are using tracking information to made educated decisions. Here are some ways your company can use data to set and track your organizational and employee goals.

1. Define ‘OKRs.’

Objectives and key results (OKRs) is a popular technique that helps get whole teams moving in one direction. No more one-time “tips” and “tricks” for a quick boost that fails to sustain continued success. Instead, OKRs use data to create long-lasting solutions.

This way, companies can set objectives and come up with key results that are metric-based indicators of success. Companies can then make those key results visible, to encourage accountability at all levels of their organizations.

A May 2016 survey of 250 companies from Geckoboard found that those companies considered keeping their employees aware of key metrics and setting clear objectives the top important factors for company growth. When employees are given and are aware of specific targets to aim for, they are more engaged in their work and motivated because they know what success looks like.

So, how should companies start setting their goals?

The answer is to begin at the top. Set broad goals that are large in scale; then cascade the objectives down to your teams and individual employees. Define what the objective is and the key result you expect to be accomplished. For example, for marketers, that objective might be “Build brand awareness to create more leads and conversions.” The key result would be “Increase website traffic by X percent.”

Ensure that each key result is trackable and has a time frame. As the Geckoboard survey found, 92 percent of participating companies that tracked their metrics in real time had met some or all of their goals in the previoius 12 months — compared to 64 percent of companies that did not track in real time.

When tracking metrics like traffic, keep each team’s members informed about how their work is contributing to this goal. Objectives need to be large enough to break down into smaller steps; and these objectives should consist of several key results because every goal should have several possible routes to attainment.

Overall, data can drive performance and help teams hit their goals. Keep a finger on the pulse of the OKRs at your company and focus on organizational alignment.

 

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educate/collaborate/network….Look forward to your Participation !

Continue of article:

2. Align and track team members.

Set each employee up for success with realistic goals to aim for. When objectives seem out of reach, the team’s performance suffers. A study from the University at Buffalo School of Management found that even teams that had been successful in the past and had plenty of resources became less efficient when management set unrealistic expectations.

Don’t let that be you. Instead, structure each goal to build toward the organization’s overall goals. Provide real-time tracking and visuals so your staffers can see how they are progressing, and take corrective actions if needed. This will help leaders see how work is allocated.

Performance data adds depth and value to employee evaluations and informs better, more constructive feedback. It can also act as crucial evidence of, and show employees and employers alike where, each person is struggling — or succeeding. This information may help adjust organizational expectations and provide more accurate project-assignment and task allocation.

3. Improve quality of hire.

Goal-tracking data can inform your company’s post-hire quality metric to measure how your talent acquisition is progressing. Using performance data, hiring managers can provide detailed, informed opinions and solutions for newer employees to improve on, and determine what the hiring team should look for in future candidates.

It’s important to conduct surveys to measure your workforce’s satisfaction levels and analyze how your employees align with the company’s culture and values. This gauges how well the team is hiring for cultural fit.

Also, revenue-per-employee data helps determine your company’s costs of turnover and hiring. Recruiting goals factor into larger, organizational goals, which is why quality of hire is a crucial factor to measure and analyze.

Predictive analytics can be analyzed to guide the talent acquisition team to make better hiring decisions and improve its entire recruitment process.

 

Entrepreneur.com | August 2, 2016 | Andre Lavoie