Proper Resume Writing

Proper Resume WritingResume writing should be done in a professional manner. This means writing the resume and sending it out on time so that the recruiter can see how effective your resume is. The recruiter is looking for the same thing as you are, which is a qualified candidate for the job. If you do your job correctly and send out the proper resume, you will be in the running for the position, and not just for the job interview.Do not write a resume that has a certain type of qualification on it. When people get employment, they must put their most recent qualifications on the resume. If they put something in the resume that is years old, the recruiters will not see it as relevant to their requirements and will pass on the person.In fact, a candidate who sends out a resume with a certain type of qualification on it will need certification. If they are a self-employed person, or someone who does not have a work history, then they will not be able to do the job without being certifi ed.Nowadays, many companies are beginning to hire people who do not have certification. They want someone who is able to do the job. The last thing they want is someone with a certificate and no experience. So, they will go after the person who is more knowledgeable and will help them with the training and other necessary knowledge needed to perform the job.However, if you can't understand what is in the certification, you cannot be certified. The person who gets the job and the one who are not certified can communicate properly, but if he or she does not know what they are talking about, it makes things difficult for everyone.Once you get certified, you can use your certification on the resume, but there is a need to give a letter of recommendation to the company. Remember, the recruiter does not want to waste time, so they will take your letter and ensure you get hired for the job. Remember, you are getting the job and not simply waiting for the recruiter to call you back and say you got the job.Resume writing is an important part of being hired and you need to do it properly. A resume is like a sales letter for a job, so make sure you do this correctly. The resume will ensure that the person gets the job and it will help with the training and the hiring process.

Why Satya Nadella Has it Wrong on Women

Why Satya Nadella Has it Wrong on Women Easy for a dude to say that women should have “faith that the system will actually give you the right raises as you go along.” Especially a dude who makes $7.6 million and sits at the top of one of America’s largest companies. But Microsoft CEO Satya Nadella, who made that comment in answer to a question about how women should ask for a salary increaseâ€"in front of a room full of women at the Grace Hopper Celebration of Women in Computing on Thursdayâ€"at least seems to have realized the error of his statement. On his blog last night, he acknowledged: I answered that question completely wrong. Without a doubt I wholeheartedly support programs at Microsoft and in the industry that bring more women into technology and close the pay gap. I believe men and women should get equal pay for equal work. And when it comes to career advice on getting a raise when you think it’s deserved, Maria’s [Maria Klawe, computer scientist and moderator] advice was the right advice. If you think you deserve a raise, you should just ask. Great that he owned the mistake. But what’s worse, the fact that he didn’t realize that women are paid 22 cents less on the dollar than our male peersâ€"or the fact that he still doesn’t realize it’s not as simple as “just asking” for us? Yes, We Pay a Penalty for Not Asking Assuming you care remotely about women’s issues, you’ve seen the research showing that few women negotiate salaries. (By the by, it goes all the way up the ladder. Nadella’s fellow C-suiter GM’s Mary Barra noted at Fortune’s Most Powerful Women Summit that she had never in her career asked for a raise. The emcee then polled the audience on how many of them also had never asked, and “the majority of the conference’s high-powered female attendees raised their hands,” according to Fortune‘s Broadsheet.) Our reticence has a compounding effect over our careers. By not asking right off the bat, Carnegie Mellon economics professor Linda Babcock has said, we leave lost earnings “anywhere between $1 million and $1.5 million” on the table. But We Pay a Penalty for Asking, Too Yet Babcock’s research found that we may be on to something with our sense of caution. Simply stating the case for why we deserve a raise doesn’t tend to get women to the same result as it does men. In fact, it can actually hamper our career progress. For a study published in 2005, Babcock and Hannah Riley Bowles, a senior lecturer in public policy at Harvard’s Kennedy School, asked participants to watch videos of men and women asking for a raise. The guys and gals in the video used the exact same scripts. The result? Participants liked the men and agreed to give them the bump in pay, but found the women too aggressive. While they gave her the raise, they did not like her. In particular, male study participants were less willing to want to work with the female negotiator. We know that being well likedâ€"a quality we women struggle with starting from the first grade-school birthday party we’re not invited toâ€"is also key to getting ahead. So we’re caught between a high heel and a hard place. Or, as Joan Williams, founding director of the Center for WorkLife Law, put it in The Huffington Post, If women act too feminine and don’t ask, they end up with lower salaries. If they act too masculine and ask, then people don’t want to work with them. Women walk a tightrope between being too feminine and too masculine. Men don’t, which is one reason why office politics are trickier for women than for men. So We Have to Give an Oscar-Winning Performance to Get What We Want The research Babcock and Riley Bowles have done has found that women have to be more, well, “womanly” in their approach in order to get the raises and promotions that they deserve and come out the other side smelling like a rose. You knowâ€"positive, solicitous, and putting others first. Less shark, more 1950s housewife. Acknowledging herself that these findings are “depressing,” Babcock (along with Riley Bowles) concluded that being collaborativeâ€"trying to take the perspective of the company and hiring manager and using “we” statements instead of “I”â€"tends to be more effective than other approaches. They’ve also emphasized trying to be “authentic” by using language that feels comfortable. That doesn’t feel the same as “just ask”â€"it requires us to act a part when what we simply want is for our managers to respect us as workers and people in a gender-neutral way. We want to be able to walk in and say, “I brought in $2 million in business this year and am underpaid relative to my position,” and be better paid and just as well liked at the end of it. You know, like a dude. Video Player is loading.Play VideoPlayMuteCurrent Time  0:00/Duration  0:00Loaded: 0%Stream Type  LIVESeek to live, currently playing liveLIVERemaining Time  -0:00  Playback Rate1xChaptersChaptersDescriptionsdescriptions off, selectedCaptionscaptions and subtitles off, selectedAudio TrackFullscreenThis is a modal window.Beginning of dialog window. Escape will cancel and close the window.TextColorWhiteBlackRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentBackgroundColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentTransparentWindowColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyTransparentSemi-TransparentOpaqueFont Size50%75%100%125%150%175%200%300%400%Text Edge StyleNoneRaisedDepressedUniformDropshadowFont FamilyProportional Sans-SerifMonospace Sans-SerifProportional SerifMonospace SerifCasualScriptSmall CapsReset restore all settings to the default valuesDoneClose Modal DialogEnd of dialog window.PlayMuteCurrent Time  0:00/Duratio n  0:00Loaded: 0%Stream Type  LIVESeek to live, currently playing liveLIVERemaining Time  -0:00  Playback Rate1xFullscreen Related: 5 Ways Women Can Close the Pay Gap for Themselves When She Makes More: How to Level the Financial Playing Field

You dont need to meet EVERY qualification in a job ad. Heres why.

You dont need to meet EVERY qualification in a job ad. Heres why. Regardless of industry or experience level, today’s job seekers have one thing in commonâ€"they’re facing a tremendously challenging job market when they’re on the hunt for their next opportunity. On top of an ever-shifting wave of technological innovation that’s shattering the old rules of job hunting and causing seismic shifts in how we pursue the next steps in our career ladders, the ways that companies are sourcing resources and meeting their staffing needs are evolving. googletag.cmd.push(function() { googletag.display('div-gpt-ad-1467144145037-0'); }); The days where everyone pursues a full-time position with benefits are dwindling and being replaced by an expanding gig economy, in which employees craft “a la carte” workloads of various projects from varying employers and companies who hire on a freelance or contract basis. On top of this, the competition for available work continues to get more intense, which means that at least one old maxim for finding success in the work world still holds: if you want to land your next great job, you’re going to have to be at your absolute best when going through the application and hiring process.Okay, so by now we’ve established that today’s job market is a shifting and tricky thing, and you’re going to need to bring your A-game in order to be successful. That said, why do so many job seekers do just the opposite by working against their best interests when on the job hunt? It’s true. A curious thing happens to many job seekers when they’re searching for their next great jobs: they often come across positions that they feel would be absolutely perfect for themâ€"except for one small detailâ€"and they talk themselves out of even applying for fear of not meeting the employer’s minimum expectations for qualified candidates. It’s a sad reality and keeps many folks who would probably perform wonderfully if given the opportunity from ever having the opportunity to test themselves and test their capabilities.This often comes in the form of one glaring qualification listed in a job ad, which they currently don’t have, that sends a shockwave of anxiety and panic through applicants. They convince themselves that there’s absolutely no way they’ll be taken seriously as a candidate because of this deficit, and sadly move on. This phenomenon hits entry- and lower-level applicants who typically have less on-the-job skill-building experience extra hard, but it’s a bad move for everyone, regardless of level.The truth is, talking yourself out of growth opportunities can adversely affect your entire career trajectory. Historically, a key point of moving on to a new position is to test yourself with new challenges, to allow yourself to build new skills, and to grow and evolve as a professional. After all, it would get quite boring if you only considered jobs that allow you to do things you already know how to do, without any hope of learning something new.Furthermore, seasoned hiring professionals don’t (or at least shouldn’t) have expectations of finding absolute perfection when hiringâ€"they often make decisions based on which candidates would fit well within their existing cultures and who seem as if they’d be enjoyable to work with and willing to learn. They’re likely not looking for or expecting to find a candidate who knows absolutely everything, so you shouldn’t let the idea that youre not 100% perfect intimidate you out of at least trying.Have you ever heard the old adage “fake it until you make it”? It’s a basic truth that reflects a well-worn approach to jobsâ€"it’s okay to not know something and quietly keep that under wraps, provided you make every effort to get up to speed as soon as possible. And once you do, you can relax into your new position and do your job with confidence, all the while secretly glad you didn’t let it keep you fro m applying.If youre on the job hunt trail and wondering how closely your qualifications need to align with job postings, the answer is close enough can be good enough. Adherence to the Qualifications section of a job ad varies from company to company, but not having every single bullet point covered should never stop you from giving it a shot and going for it. Good luck!