Professional Summary For Resume Writing

Professional Summary For Resume WritingA professional summary for resume writing is a useful device to make a resume more interesting and appealing. When you prepare a resume, it needs to be concise and well organized in order to make it easy for the potential employer to read and comprehend. The professional summary is the perfect way to follow up with potential employers on your achievements, skills, and capabilities, while showcasing your skills.A professional summary for resume writing is much like a short report or a summary for the employer, in that it takes a bit of time to produce. In order to write a good summary, though, you must understand how you can utilize all the space available to you, to maximize your information. A professional summary can be short and succinct, and can provide employers with an idea of what qualities you possess that make you ideal for the job.A professional summary for resume writing helps the reader understand you, while building your credibility and trust with them. Since most employers read resumes before hiring, a professional summary allows you to market yourself. The summary could also include a very brief summary of the accomplishments that are relevant to the position you are applying for.You do not need to hire a professional writer to write your resume, but if you have not written one yourself, then a good summary writer can help. As a resume writer, you should know the basics of resume writing, and you may want to hire a professional resume writer to assist you in creating a professional, interesting summary for resume writing.A brief summary for resume writing is your opportunity to present the most important aspects of your capabilities and experiences. This summary should be easy to read, and should offer a concise summary of your accomplishments. The summary can be based on a very short paragraph, or can be more than one paragraph.Keep in mind that you should not get bogged down in a lengthy, exhaustive summar y. The summary can be an outline, but it should also make the resume more interesting and convincing to the reader.If you are unsure whether a professional summary for resume writing will be useful to you, take a few minutes to consider your abilities, skills, and accomplishments. Be sure to consider where you excel and need to improve. Using a professional summary for resume writing can be a useful tool to help you reach your goals.

What to Expect From Writing a Great Resume with No Experience?

What to Expect From Writing a Great Resume with No Experience? The New Fuss About Writing a Great Resume with No Experience Stick to the tips above, and you'll have a resume that compensates for the absence of expertise and gets you the interview. You wish to sell your skills in a way that will garner an interview. From the example above, you will observe there are plenty of skills listed. All transferrable skills have to be mentioned. A free resume review may give you the confidence required to attack the work search with total force. It's fast and simple to use. The New Fuss About Writing a Great Resume with No Experience Learning how to do a resume when do not have any work experience is much simpler if you are able to demonstrate some seasonal or short-term work experience. You might not have work experience, but you are still able to show off your charming personality. You don't have to incorporate every job you have held, especially in case you have many years of e xpertise or have worked in unrelated fields. Whether you are searching for your very first job or seeking to earn a career change, the practice starts with your resume. A simple resume template is going to be your very best bet. For example, as a waitress you're guaranteed to produce skills in customer support, sales, and multi-tasking, all which may be very valuable to a prospective employer. Choosing which to use depends upon the sort of job which you are applying for and your degree of experience. While the functional resume format may be an attractive choice for job seekers with very little experience, most employers would rather have a chronological or hybrid resume format.

Solving The Retention Puzzle (Part 8) - Work It Daily

Solving The Retention Puzzle (Part 8) - Work It Daily In Part 1 of this series, I postulated a formula for some of the “known” elements. We cannot forget the importance of these words from Merrill Lynch: “At no previous time has human capital been so important -- finding, developing, and retaining knowledgeable workers will be mission-critical functions in the New Economy.” The formula suggests that each of this factors can contribute to the success â€" or failure â€" of a retention strategy. Successful Retention = f (Objective Expectations, Compensation, Training, Recognition, Feedback, Organizational Culture, and…) In summary, there are three important points: Retention is not easy â€" it’s a complicated, critical strategy for organizations. Sounds repetitive â€" but it’s not “three easy steps.” There are other factors, some of which are uncontrollable. Some of your best people leave for reasons completely unrelated to the best management and retention strategies. The ideas identified in the first parts of this series are easy to describe â€" tough to implement. Each of the topics could be explored in its own series of articles. But to conclude the series with a practical application that addresses many of the factors, here are some guidelines for a “Retention Interview.” Retention Interview I will make a somewhat dangerous assumption here â€" that a new employee, clearly a potential peak performer, has been hired based on performance-based principles not on his or her ability to just “get the job.” The person has started the new job with clear expectations of what it will take to succeed and with the talent and “energy” to be successful. It’s a bold assumption given the clear need for better hiring procedures in many organizations. However, given this assumption, managers should sit down with a new employee â€" within the first two to four weeks, and conduct a “Retention Interview.” Based on the different areas covered, the interview could be conducted over multiple sessions provided some in-depth relationship building between the manager and the employee. The employee’s direct supervisor, usually a Manager, should always be the one conducting the process. This is not a Human Resources function â€" although HR could benefit from collection of the responses from the interviews. Recognition Questions During the hiring process, we discussed significant accomplishments in your previous positions. How were you recognized for these accomplishments? Which forms of recognition did you like the most? Was there any recognition that you did not want? What kind of recognition would you like to receive for results and efforts that meet the performance objectives we have set for you? What about for results that exceed these expectations? Feedback Questions Describe for me a specific situation where you received positive feedback about your performance. How was it delivered? How did you feel about the way it was delivered? What about a specific situation where you received “constructive feedback (criticism) on your performance? How was it delivered? How did you feel about the way it was delivered? On a day-to-day basis, how do want to receive feedback about your performance? It should be obvious but it’s important to record this information â€" to create a “Retention Profile” for the employee. Training/Learning Questions What are your development goals in terms of learning/training for your position? Outside of your work? What are your daily (or weekly) learning goals? How are you expecting the company to support these goals? What do you see as your role in promoting learning/training for your colleagues/subordinates? Organizational Culture Questions What’s one thing about this job, this company, which is likely the strongest factor that would influence your decision to continue to work here? What’s one thing about this job, this company, which is most likely to influence you to leave? What are the things you’ve learned in your first few days, weeks, here that are impacting how you need to act “to fit in?” Expectation Questions Note: While there is an element of “expectations” that can be addressed during this early “Retention Interview,” there is the caution note above that it’s based on clear expectations presented as part of a performance-based hiring process. It’s also a component that might come after 6-12 months â€" when expectations should be reviewed regularly. How have the expectations for your performance compared to what was presented to you as part of the hiring process? As part of your orientation (or on-boarding)? How have the expectations for your performance changed during the first six months? First year? If you could change a key element of your job in terms of expectations, what would it be? If organizations are going to improve their rates of retention, particularly for top performing employees, if they’re going to more effectively address the “quit and stay” problem with employees that are no longer motivated to meet expectations in today’s work environment, the work of retention is going to have to be taken more seriously. They’re going to have to develop a more structured approach that respects the complexity â€" and even the unknowns â€" of retention. Related: Solving The Retention Puzzle (Part 1) Solving The Retention Puzzle (Part 2) Solving The Retention Puzzle (Part 3) Solving The Retention Puzzle (Part 4) Solving The Retention Puzzle (Part 5) Solving The Retention Puzzle (Part 6) Solving The Retention Puzzle (Part 7) About the author Jim Schreier is a management consultant with a focus on management, leadership, including performance-based hiring and interviewing skills. Visit his website at www.farcliffs.com.     Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!