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Although we may never know why we didn't get chosen for a job interview, a recent study is shedding some light on recruiters' decision-making behavior. According to TheLadders research, recruiters spend an average of "six seconds before they make the initial 'fit or no fit' decision" on candidates. 

The study used a scientific technique called “eye tracking” on 30 professional recruiters and examined their eye movements during a 10-week period to "record and analyze where and how long someone focuses when digesting a piece of information or completing a task."

In the short time that they spend with your resume, the study showed recruiters will look at your name, current title and company, current position start and end dates, previous title and company, previous position start and end dates, and education.

The two resumes below include a heat map of recruiters' eye movements. The one on the right was looked at more thoroughly than the one of the left because of its clear and concise format:

 

recruiters resume

TheLadders

 

 

With such critical time constraints, you should make it easier for recruiters to find pertinent information by creating a resume with a clear visual hierarchy and don't include distracting visuals since "such visual elements reduced recruiters' analytical capability and hampered decision-making" and kept them from "locating the most relevant information, like skills and experience."



Read More:   http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#ixzz2jgZf0cUS


People have recently been knocking the actual value of a resume.  Some are saying that it is not needed because of a google search, or because of Linked In.  That is just what lazy people say in order to not write a great resume.  Well, if the following isn't any indication of the value of just a great piece of paper with your credentials, we don't know what is.  

As newly released government figures suggest, the job picture may be steadily improving in the United States. But if you happen to be among the 7.4% of Americans who are unemployed, there's still no reason to celebrate. If anything, there's reason to take another look at the ol' resume. And that's just what Deb Dib does for a select group of clients each year who are willing pay up to $20,000 for her services. And even then, they may have to wait for weeks until there's a free moment in her schedule.

How does Dib justify the price? A 20-year veteran in the resume-writing industry, Dib explains that she's offering far more than a mere curriculum vitae. She's a personal branding specialist – “extreme, status-quo kicking, career-making executive branding,” as she says on her website. Her work entails a thorough assessment of an executive's skills and talents: She has up to 100 friends and colleagues answer a survey about her client, then engages in several face-to-face meetings with the client to shape those perceptions into a marketable reality. At the end of the three-to-six month process, she provides the client with a two-page resume, plus any number of other job search-related tools and documents, including a LinkedIn profile, a corporate bio and case studies of the client's individual success stories. The resume itself is also far from the traditional list of positions held and accomplishments. It's light on wordy descriptions: “Think textual minimalism” and lots of white space. Rather, Dib says her approach is to show value through “stats snapshots” (as in figures that show how many people reported to you or how big a budget you managed) and “job jolts” (descriptions of “the most impactful thing you did in every position you've held,” as Dib explains)

But as Dib explains, it's not really about the resume or those other tools and documents: It's about helping the client discover who they are and how to communicate that essential truth to would-be employers. “The resume is just a tangible result of a critical process,” she says.

Dib won't say exactly who her clients are, except that they tend to be entrepreneurial types: “I typically attract innovative, scrappy, start-up people,” she says. As for her track record helping clients find jobs, she puts it like this: “For most of my career, I've hardly had any people out of work.”

The reality:

If you're looking for work, $20,000 is quite a lot to spend. But more to the point: It may be an unnecessary expense. Most veteran recruitment professionals and resume writers say a quality resume service should charge around $400-$1,000 .


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How to crack that cold equation? Just a little face time, says unemployed veteran Ruty Rutenberg, who believes that simply standing eye-to-eye with a hiring manager allows former service members to naturally radiate the ocean of intangibles that can only be absorbed in combat. 

"That presence, that aura about military people is very tough to see online in a resume, where (HR executives) are only looking at lines of text," says Rutenberg, 29, who served as an Army medic in Iraq, riding in Black Hawk helicopters. He's been searching for his "mainstay" career for about a year. "Online, it's tough to tell a person's emotions, let alone a person's energy. 

"But when you get to be right in front of these people and interact with them, there is no trepidation for veterans in those moments. We've been in stressful situations that people can't fathom, that they've only seen in movies," Rutenberg said Tuesday at a job fair in Los Angeles sponsored by Got Your 6, an entertainment-industry-backed, national veterans campaign. NBCUniversal is a partner in that movement. 

On Wednesday, Hiring Our Heroes — a program of the U.S. Chamber of Commerce Foundation that aims to get veterans back into the work force — is hosting a hiring fair at the 69th Regiment Armory in New York City.

Both events are part of the Got Your 6 "veteran hiring week." Such events, Rutenberg believes, are critical for companies with spots to fill and veterans with bills to pay: "One of the things the military ingrains in us is how to be present and confident in the moment, really in any moment." Click here for a list of upcoming Hiring Our Heroes job fairs.

Still, owning that moment may require a touch of coaching, say some career counselors, who have spotted common, repeated flaws in the resumes and in interviewing skills of ex-service members.

Humility 'can be damning'
On paper, the mistakes typically involve the use of jargon: cumbersome acronyms, technical descriptions, and — to many civilians — the complicated system of military ranks. Is a "specialist" special?

"They feel: 'I've earned this rank. I want to make it prominent on my resume.' But that's one of the biggest complaints we hear from employers. They don't understand what 'sergeant first class' means," says Shareem Kilkenny, co-owner of Veteran Career Counseling Services. She operates VCCS with her husband, Kester Kilkenny, an Army veteran who spent time in Iraq and Afghanistan. 

"What I have to get them to understand is: How do I translate their ranks and skills into the skills that employers are looking for? It might be better, for example, if a resume reads: 'Worked under extremely stressful conditions,' or 'Worked in a deadline-driven environment' or 'Dealt with constant change.' ”

In addition to reading like a foreign language, militaryspeak may just get a veteran's resume tossed, warns Elizabeth Hruska, assistant director of career and internship services at the University of Minnesota. 

"This can be a barrier to a civilian employer who needs to quickly understand the basics of you and your qualifications — and (emphasize) quickly: Employers tell us they spend only 10 to 30 seconds on that initial resume once-over," Hruska says.

While many veteran candidates may try to pitch themselves as the ultimate team players, some are prone to selling themselves short due to that group-first mindset, says Jason Dozier, veteran transition specialist with Hire Heroes USA, a nonprofit dedicated to creating job opportunities to veterans and their spouses through personalized employment training. 

"Military members are very team-oriented, and the word 'individual' can be a euphemism for those who fail to be a productive member of that team," Dozier said. "And so tasks and accomplishments are more likely to be framed as 'we' rather than as 'I.' Humility is a great virtue, but it can be damning if you're looking to be competitive in the job market."  

Credit: http://usnews.nbcnews.com/_news/2013/03/27/17476643-hiring-our-heroes-job-fair-part-of-week-long-national-hiring-push?lite


 It's almost a new year. With that new year, many people are looking at what strategies will help them land that new, dream job. But don't be fooled by the holiday hubbub and pause your job search — hiring managers are absolutely still working and looking for new talent during the holiday season.

First, before anything, arrange all of your resume content in ReadyRez.com, and create a free resume to use on your upcoming job search.  If you already have a resume, upload it to your ReadyRez profile to take advantage of a free custom domain to show your resume to anyone and anytime via the web.

Actually, they have more incentives to hire now. Why? Many companies receive federal income and employment tax benefits due to hiring during the holiday season, among other stipulations, under the HIRE Act.

All the more reason to stay active this holiday season during your job search! And if you're looking to discover what tactics you should use in your job search, take a hint from this list of the 25 days of your job search:

Day 1: Find your target. Know what industry, job titles, and locations you're looking to target in your job search.

Day 2: Revise your resume on ReadyRez.com! Make sure all contact information, dates, employers, and measurable results are up-to-date.

Day 3: Create your elevator pitch. Draft a 30-second pitch for potential employers on why you are right for their company.

Day 4: Refocus your cover letter drafts. All cover letters should be specific to each job, but sometimes it's helpful to have updated drafts ready to edit.

Day 5: Register your resume and cover letter on large job boards. Online job boards like Monster, CareerBuilder, and Indeed all allow you to post your resume and cover letters on their site for recruiters to find.

Day 6: Define your networking strategy. Networking is the most important aspect of your job search. Who do you want to connect with, how, by when, and what's your pitch?

Day 7: Update your social media profiles. Make sure all of your social media profiles are updated and professional, including a proper headshot and bio.

Day 8: Pinpoint niche job boards. While large job boards are nice, don't forget to use niche job boards too.

Day 9: Search for recruiters in your targeted area. Sometimes, recruitment agencies are a great place to get started with your job search. Just remember that recruiters are usually working for the employers, not you.

Day 10: Take a look at the classifieds. While most job seekers are looking online for jobs, don't forget to take a look at the classified ads in your local newspaper, too!

Day 11: Network, network, network. You have your networking strategy set, so start connecting with people. Be sure to share, not sell.

Day 12: Stand out and create a video resume or infographic. If you want to be a little creative, try creating a video resume or resume infographic to catch the attention of hiring managers.

Day 13: Organize your networking contacts. Don't make the mistake of forgetting who you've contacted and followed up with–keep it all in a Word doc or spreadsheet.

Day 14: Organize the jobs you plan to apply to and research each company. Once you've determined what jobs are good for you, research the company prior to sending in that application. If possible, tailor your resume and cover letter to fit the needs of that specific job and company.

Day 15: Apply for the jobs you've found through large job boards, niche job boards, recruiters, and networking. Try doing this throughout the entire 25 days of your job search!

Day 16: Create a spreadsheet of the jobs you've applied to. You don't want to apply for the same job twice, so stay organized and know where you've applied and who you still need to follow up with.

Day 17: Schedule informational interviews. If you're generating some interesting new job contacts, ask them to meet for an informational interview to learn more about them or their company.

Day 18: Target new contacts via social media. Social media sites like LinkedIn and Twitterare great ways to target new networking contacts.

Day 19: Send thank you notes to new networking contacts. If you've had the chance to connect with new job contacts via phone, email, or informational interviews, be sure to thank them for their time in form of a thank you note.

Day 20: Follow up on job applications. Use the spreadsheet that you've been updating to follow up on your job applications. Make note of who you sent your application to or if it was through a ATS platform. Either way, you should be able to find an email or phone number to contact.

Day 21: Prepare for your interviews by researching the company and the interviewer.Through all your hard work, interviews should start rolling in within a few months. Before you attend the interview, make sure you know the in's and out's of the company, as well as pertinent information about your interviewer.

Day 22: Update any portfolio materials or work-related examples. Spruce up your past work example to ensure their professional, accurate, and relevant to the job.

Day 23: Prepare a list of questions for your interviewer. Through your company research, you should have a few questions for the hiring manager. Show your interest in the position and company by asking these questions at the conclusion of the interview.

Day 24: Follow up with a post-interview thank you note. As usual, the thank you note is a great way to solidify your candidacy for a job.

Day 25: Be patient. You might not land an interview in 25 days. But if you follow the steps above, you'll certainly become a competitive job seeker. So, be patient as you continue your job search into the new year.

Read more: http://www.businessinsider.com/the-25-days-of-your-job-search-2012-11

 
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