How to get a reference when you’re new to the job market?

If you are new to the job market and are not sure how to get a reference our subsidiary, CAREERANDTALENTHUB, will work with you to easily interact with your references and obtain recommendations that will highlight your unique skills and value to a potential employer. How are you going to get the recruiter’s attention? Submit your references at the earliest stage of the hiring process to confirm the experiences included in your resume and move to the front of the line of candidates applying for the job you really want.

Will Resumes Lose Their Relevance?

Resume A.I. vs. Applicant Tracking Systems A.I.?

The ability of any candidate to create a logical and informative resume has been in question for as long as there have been resume writers and consultants actually doing the work. Now, a new kid on the block, Artificial Intelligence (A.I.), is aiming to put resume writers out of business and create a whole new issue for the onboarding process. AI products have been used for many years to write term papers for high school, college students, and a graduate student’s thesis.

Resume A.I. vs. Applicant Tracking Systems A.I.? Who is the person applying to your company?

Now A.I. has turned its attention to writing resumes to combat the ATS A.I. analysis of the candidate’s experience to determine if the resume matches the must have requirements programmed into the ATS for the job opening. How will A.I. handle this task? Resume writing A.I. will receive input from the candidate regarding their employment and experiences on one end and the requirements for the position will be entered in the end. Somewhere in the middle, A.I. will develop a resume ensuring that the candidate’s experiences match what the ATS A.I. is checking, FOR EVERY CANDIDATE!

What happens when every candidate matches the position requirements? Human resources will be back to where we were before ATS was created. ATS has often been criticized since it is unable to determine a candidate’s soft skills, problem solving abilities, ability to work in a team, and could dismiss a highly qualified candidate who is unable to match their skills in the resume to the requirements for the position to which they are applying. The value of ATS is now challenged by another conundrum.

careerandtalenthub.com has solutions that will enhance your resume and get the recruiter’s attention!

How can candidates enhance their resume in the current application climate? Candidates should create a personal brand and a portfolio that confirms their experiences, hard and soft skills and their value to a potential employer. A TABB INC. subsidiary, careerandtalenthub.com, works with candidates to engage references with whom they have worked including supervisors, peers, coworkers, Human Resources, and others.

Responses from references populate into an easy to read report that includes a URL that a candidate can paste into their resume. With just one click, recruiters and hiring managers confirm your experiences and abilities that are included in your resume before the time-consuming interview process.

Imagine. At the early stage of the hiring process, you will have a competitive edge over other candidates for the same position with an enhanced resume that includes reference evaluations confirming your experiences and highlighting your value to a potential employer.

Get the Recruiter’s Attention! For additional information, please visit – https://careerandtalenthub.com

Know your rights as a candidate

fcra criminal record eeoc fair credit reporting act

You have a right to dispute inaccurate information in a background investigation

ADP’s background-check screening arm, incorrectly reported a Connecticut candidate was a convicted drug dealer, when in fact this individual did not have a record. ADP used its own proprietary software, “ADP Crim Radar,” and a third-party vendor, to conduct a search at a local courthouse. 

The ADP Crim Radar did not develop a criminal record, however a positive hit that included felony convictions for possession of CDS with the intent to sell/dispense was submitted by the vendor that falsely reported the date of birth matched the candidate when in fact it did not. ADP did not conduct further investigations to ensure the plaintiff and the individual named in the courthouse records were the same.

The FCRA

Based on this information, the employer revoked the candidate’s job offer. The employer followed FCRA guidelines and offered the opportunity for the candidate to dispute the information and request a reinvestigation by ADP. The reinvestigation was delayed due to internal policy by ADP that only allows this process after sending the report to the employer, according to the complaint. 

The complaint alleges that ADP violated the FCRA by failing to “follow reasonable procedures to assure maximum possible accuracy”. 

This article highlights an all too common occurrence in the background industry. Much like an iceberg, the individuals who actually expose the errors on the part of vendors are few in number with a huge number of candidates are submerged underwater and unseen who have been denied employment opportunities, predominantly minorities.

Driven by the demand to lower costs to compete with other vendors, and the demand from HR to shorten the onboarding process, vendors have moved to what they euphemistically promote as Artificial Intelligence criminal research, or as in the case mentioned in the article the vendor’s “own proprietary software”. In a nutshell, vendors use bots to scrape data off of the Internet including actual criminal records from courts in some juridsdictions, correctional records, newspaper and Internet articles on arrests, etc. The aggregated data is compiled into a huge searchable database that often has limited personal identification information which leads to the false reporting of a criminal record. In this case, “a third-party vendor which checked the criminal records at a local courthouse”, and inaccurately reported the record. Apparently, ADP felt the need to double-check their proprietary software with a County criminal record search.

Again, to cut costs, background vendors have moved towards automation to review record information to determine if it is accurate rather than having an experienced individual review contradictory information, and ensure that a minimum of two identifiers must match the candidate prior to reporting a record to the client.

A vendor’s “own proprietary software” is fast and cheap but is not as thorough as a primary source such as a state agency specifically authorized to allow criminal record research for employment purposes such as the State Police in 43 states where the search is available, or at the County level in the 7 states where a statewide search is not available. What is interesting about this case is that Connecticut has a publicly accessible statewide criminal record research through an Internet-based state agency and yet ADP chose to use their “own proprietary software”.

Primary source criminal record checks through state agency, or County court are much more time-consuming an automated process entering an individual’s name and identifiers into a database that instantly returns results. However, if there is an issue with reporting a criminal record that does not belong to your candidate, how would you prefer to defend the search results to your candidate, or a lawsuit? A nefarious database of unknown records reported the results, or the State of Connecticut Judicial Branch database.

The most important issue highlighted in this article is that the candidate must be notified when information contained in a report will result in rescinding an offer, the employer must send a copy of the report to the candidate, and you have the opportunity to dispute the results.

Pay Transparency:  17 States Enacted Transparency Legislation

Pay Transparency

There are currently 17 states in the U.S. that have laws around pay transparency. Generally speaking, these laws allow employees to freely discuss their pay. Come April of 2022, employers in New York City will be required to post the salary range for every job opening they have, including promotions and transfers. This is a result from a bill passed by the NYC Council in September of last year. New York City is following in the footsteps of several states that have shifted the responsibility onto employers—not employees to ensure equal pay.

States that Require Employers to Provide Salary Range

California

It’s no surprise that California is the first state on our pay transparency list.

California was the first state in the U.S. to legally require employers to provide the pay range for a job—if the candidate asks for it after the first interview. Passed in 2016, and updated annually, California’s Equal Pay Act prevents employers from asking about candidates’ previous salaries, and was the first law to use the phrase “substantially similar work” in regards to gender pay parity.

Colorado

In effect since January 2021, Colorado’s Equal Pay for Equal Work Act requires employers to list the pay range and benefits for every job opening. Even if you have just one employee working in Colorado, you’re required to post pay for any remote job that could potentially be performed in the state.

Employers must also notify current employees of all promotion opportunities and keep records of job descriptions and wages.

Connecticut

Relatively new to the pay transparency scene is Connecticut.

They passed a bill that took effect in October 2021, requiring employers to provide a salary range for all extended offers, or before then, if the candidate asks for it. This applies to transfers and promotions, too. Employers in Connecticut have to provide a pay range for any instance where someone is moving into a new role. Here’s a link to Connecticut’s House Bill 6380, with links to the latest updates in 2022.

Maryland

Maryland originally passed its Equal Pay for Equal Work Act in 2016, but updated it in 2020 with language that requires employers to provide pay ranges to candidates upon request. Employers in Maryland are also prohibited from asking candidates about their previous salary history.

Maryland employees should make a consistent practice of asking potential employers for pay ranges prior to accepting an offer.

Nevada

Senate Bill 293 is the legal precedent for pay transparency in the state of Nevada. Effective October 2021, Nevada employers must provide a salary range to candidates after the first interview automatically. It’s essentially California’s law, but compulsory for the employer.

For internal moves like transfers and promotions, the onus is on the employee to request a pay range.

Rhode Island

Introduced and passed in 2021, the Rhode Island Equal Pay Law will require employers to provide candidates with a pay range if the interviewee requests it—starting in January of 2023. This will apply to transfers and promotions as well. Either way, employers are legally required to disclose the salary range for a role before compensation is discussed with the candidate. Again, these laws won’t take effect until 2023, but it’s clear that Rhode Island has taken the side of the worker when it comes to pay transparency.

Washington

Not far behind California, Washington amended its Equal Pay and Opportunities Act in 2019 to require employers to provide a salary range after they’ve made an offer to a candidate. However, it’s always at the request of the candidate. If the candidate doesn’t ask, they won’t get a range.

The same goes for transfers and promos. If an employee in Washington

asks for a pay range, the employer must provide one.

Pay Transparency Laws in 2022

Inc. has called 2022 “The Year of Pay Transparency.” LinkedIn listed Pay Transparency among it’s “Ideas that will change the world in 2022.” It’s clear that pay transparency is becoming a trend in the U.S.

More and more states are moving to require employers to provide candidates with clear salary information. There are some variations in the laws, like whether or not a candidate must request a pay range for the employer to provide it. But generally speaking, providing salary information to candidates before they make a final decision seems to be the common thread here. If your company is looking to improve transparency, communication, and documentation around pay and offers, Pequity can help.

By Pequity

Check us out on LinkedIn, or complete the form below to be considered for our exclusive Salary Board beta program.

Get FREE access to Salary Board by clicking this link.

For additional information regarding employer responsibilities, please visit: https://careerandtalenthub.com/blog/

The Challenges of Recruiting Recruiters

By Roy Maurer SHRM Online Manager/Editor, Talent Acquisition

The Challenges of Recruiting Recruiters. Employers have been in a hiring frenzy since the recovery from the COVID-19 pandemic stabilized in 2021. The U.S. unemployment rate sits at 3.6 percent, the lowest rate since right before the pandemic began, while job openings are at record highs. Many employers are discovering that they are need recruiters now more than ever—especially those employers that laid off their hiring teams when the pandemic hit. “There is a higher need for recruiters right now,” said Angela Copeland, vice president of marketing at Recruiter.com, a New York City-based hiring platform with a network of independent recruiters. “This is because as hiring has increased across the board, the need for more recruiters has increased to accommodate that growth.”

Job listings for recruiters tripled between January 2019 and January 2022, outpacing growth in the job market overall, according to data from LinkedIn. Recruiter demand was steady throughout 2019, fell sharply when the pandemic first hit in 2020 and then began to rise dramatically in 2021 as organizations rescaled their recruitment functions.

“So many recruiting teams downsized massively in 2020,” said Laura Mazzullo, founder and owner of East Side Staffing, a New York City-based recruiting firm for HR professionals. “Employers panicked and laid off their recruiters because they weren’t hiring, and when they realized they had to hire again, it’s led to a frenetic hiring boom. This current spike in demand for recruiters would not look so dramatic if so many companies had not cut their recruiting teams back in 2020.”

Many recruiters who lost their jobs or quit the industry have pivoted to other roles during the pandemic, which has contributed to the shortage.

The sharp demand for recruiting services has led to what industry veteran Jeremy Eskenazi, SHRM-SCP, managing principal at Riviera Advisors in Los Angeles, calls “the Golden Age of Talent Acquisition.”

“There isn’t one recruiter I know who isn’t being recruited or being asked to find other recruiters,” said Suzie Grieco, president of search firm SG2 Recruiting in the Washington, D.C., area. “This is the first time I’ve ever seen the demand as crazy as it is right now, and I’ve been in this industry for almost 20 years.”

Salaries for recruiters, especially in hard-pressed sectors like technology, finance and health care, have soared, according to an analysis conducted by Recruiter.com and Revelio Labs.

“Recruiters know their worth in this market, and if you don’t pay that, they will find someone who will,” Mazzullo said. “Most of my clients are paying at least $50,000 more than what they thought they had to pay, sometimes $100,000 more.”

By Roy Maurer SHRM Online Manager/Editor

For additional information, please click: https://www.shrm.org/resourcesandtools/hr-topics/pages/aspx?utm_source=marketo&utm_medium=email&utm_campaign=editorial~Talent~NL_2022-05-04

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How to Write a Resume That Boosts Your Career in HR

How to write a resume that boost your career in HR, by Mary Southern, CareerAssassin. There is a significant difference between reading hundreds or thousands of resumes and writing your own. When was the last time you updated your resume? Is it still listing your experience like a job description? Will yours make it through an applicant tracking system? How are you showing your unique experience and skills that make you stand out from other HR professionals?

A lot goes into writing a resume that you might have forgotten about or that may be new if it’s been a while since you drafted yours. Let’s break down a sample resume that successfully propelled an HR professional into the next phase of her career.

As an HR professional, it might come as no surprise to you, but many resumes start with incorrect information. Triple-check that your name is spelled correctly, your e-mail address hasn’t been autocorrected, your certifications are clear and all links are going to the correct locations.

Personal Brand

Director, Talent Management & Organization Development

Talent Ecosystem Integration – Program Development – Employee Engagement

Your personal brand tells the reader exactly who you are professionally and where you are in your career path. It also expresses your unique selling proposition and how you are a bottom-line contributor.

Your resume should also be specifically tailored to the position you are targeting. If you are trying to transition from a human resources generalist to an HR business partner, then your personal brand and resume title need to reflect this goal.

In our example resume, it is easy to discern that this candidate has held top-level positions and is constantly striving for the best for her people, knowing that there is always room for improvement. Take some time to really focus on this section of your resume. Ask yourself what professional values you hold and how you plan to portray them in a succinct manner. How can you highlight your position to say what you do without being vague and listing only your current title? If you need extra help, I cover this topic in more detail on my website.

Summary Brief

Now that you’ve caught a company’s attention with your personal brand, it’s time to provide a preview of what an asset you will be to its business. Use the summary brief to highlight your most impressive skills, qualifications and achievements. This is also a great section to pepper in critical keywords and phrases from the target job description.

Here are some questions to help you tease out what to include in your summary:

What does my career look like when mapped out, both historically and in the future?

Can I sum up my experience in one to two sentences?

What character traits do I want to point out that align with my target position?

How have I contributed to my field/position?

Can I back up what is in my summary in the professional experience section of my resume?

Core Strengths

Gone are the days of a quick skills list with words such as “verbal communication” and “teamwork.” Now, we need to add several hard skills and a sprinkling of soft skills. A resume with only soft skills would indicate you’re a nice person but not qualified for much. A resume with nothing but hard skills would make you look like a robot with no feelings. Follow these steps to write a succinct, targeted skills section:

  1. Write out every skill you possess that makes you good at your current job.
  2. After analyzing your target job description, write down all the skills, requirements and keywords that jump out to you.
  3. Compare the two lists you’ve created and pull out the ones you have that align with the position.
  4. Narrow it even further to approximately 10-15 skills, making sure to choose skills you can prove.

Professional Experience

The professional experience section is self-explanatory. You are going to use this area of your resume to write out what you have done, or currently do, in your work. To make yourself truly stand out, though, write each bullet point not as a description of duties, but as a summary of how you knocked those duties out of the park.

You should focus on results. Turn responsibilities into value-packed stories by focusing on explaining the challenge, action and result (CAR) of your efforts. Here is a sample job responsibility for a position similar to what the example resume client has done:

Designs and develops HR training programs for management and employees.

Here is how to implement the CAR method to show tangible results:

Continually improved global programs, systems and support by developing metrics, tracking and analysis initiatives. Created and introduced a global employee listening strategy and influenced leaders to drive positive change.

Because you are likely aiming for a position that is a step up from your most recent role, you might not have the exact experience requested, and that’s OK. You’ll want to highlight transferrable skills you have that can be used to perform the responsibilities of the new role.

Education/Credentials

Start with your highest level of education and work your way backward. List certifications, licenses, training, publications, speeches or programs that drive significant value to the target position. You can also include volunteer and community leadership experiences in this section.

Bonus Tips

  1. Be very selective in every aspect of your resume. Mention only information that aligns you with your target position.
  2. Applicant tracking systems have many faults, but you can help your resume sail through them by implementing these strategies.
  3. Write your summary brief last. This way, you can truly summarize the information presented in your resume.
  4. Every piece of information you point out needs to be proven elsewhere in your resume. You say you are good at collaborating: How? Who did you collaborate with? What was the outcome of that collaboration?
  5. Remember to write your resume for the future—the job that you want. Your ultimate goal is to show how you can step in and make an immediate impact on the position you are targeting.

Mary Southern is the founder of Resume Assassin in Austin, Texas, and offers more than 12 years of experience in resume writing, human resources, and career and academic advising. She has helped thousands of professionals across a variety of industries break into a wide range of leading companies. Learn more at www.resumeassassin.com.   

For additional career articles, please visit:

http://careerandtalenthub.com/blog/

Artificial Intelligence, AI, Algorithms & EEOC-What Job Seekers Must Know

artificial intelligence, algorithms, EEOC Violations, machine learning, hiring practices, machine learning, a.i. artificial intelligence, algorithmic decision-making, application software, resume-screening

Artificial Intelligence (AI) and algorithms have been the subject of ongoing Equal Employment Opportunity Commission (EEOC) discriminatory violations. A newly released guidance from EEOC discusses how algorithmic hiring tools can be discriminatory against people with disabilities. Employers who utilize algorithmic processes should take note to ensure that your practices are not in violation of the EEOC and are Americans with Disabilities Act (ADA) compliant. Candidates seeking employment should be aware of limitations of A.I. Artificial Intelligence and algorithms and how it can affect your prospects for employment. Studies have shown that approximately 70% of all businesses utilize artificial intelligence and algorithms during the hiring process.

The Center for Democracy and Technology reported that algorithms have “risk of discrimination written invisibly into their codes” and “people with disabilities, those risks can be profound.”  

Employment Opportunity Commission (EEOC) Guidance

As a starting point, this section explains the meaning of three, central terms used in this document—software, algorithms, and artificial intelligence (“AI”) —and how, when used in a workplace, they relate to each other.

  1. Software: Broadly, “software” refers to information technology programs or procedures that provide instructions to a computer on how to perform a given task or function. “Application software” (also known as an “application” or “app”) is a type of software designed to perform or to help the user perform a specific task or tasks. The United States Access Board is the source of these definitions.

There are many different types of software and applications used in employment, including: automatic resume-screening software, hiring software, chatbot software for hiring and workflow, video interviewing software, analytics software, employee monitoring software, and worker management software.

2. Algorithms: Generally, an “algorithm” is a set of instructions that can be followed by a computer to accomplish some end. Human resources software and applications use algorithms to allow employers to process data to evaluate, rate, and make other decisions about job applicants and employees. Software or applications that include algorithmic decision-making tools may be used at various stages of employment, including hiring, performance evaluation, promotion, and termination.

3. Artificial Intelligence (“AI”): Some employers and software vendors use AI when developing algorithms that help employers evaluate, rate, and make other decisions about job applicants and employees. In the National Artificial Initiative Act of 2020 at section 5002(3) section 5002(3), Congress defined “AI” to mean a “machine-based system that can, for a given set of human-defined objectives, make predictions, recommendations or decisions influencing real or virtual environments.” In the employment context, using AI has typically meant that the developer relies partly on the computer’s own analysis of data to determine which criteria to use when making employment decisions. AI may include machine learning, computer vision, natural language processing and understanding, intelligent decision support systems, and autonomous systems. For a general discussion of AI, which includes machine learning, see National Institute of Standards and Technology Special Publication 1270.

Employers may rely on different types of software that incorporate algorithmic decision-making at a number of stages of the employment process. Examples include: resume scanners that prioritize applications using certain keywords; employee monitoring software that rates employees on the basis of their keystrokes or other factors; “virtual assistants” or “chatbots” that ask job candidates about their qualifications and reject those who do not meet pre-defined requirements; video interviewing software that evaluates candidates based on their facial expressions and speech patterns; and testing software that provides “job fit” scores for applicants or employees regarding their personalities, aptitudes, cognitive skills, or perceived “cultural fit” based on their performance on a game or on a more traditional test. Each of these types of software may include AI.

Conclusion

Employers are utilizing new technologies to streamline laborious processes, and often overwhelming data in the form of applications and resumes relating to the hiring process. Even as Artificial Intelligence and algorithms have advanced on a technical level there still is the potential for unintentional discriminatory results. Employers should utilize due diligence when engaging these technologies to ensure Americans with Disabilities Act compliance.

For additional information regarding Artificial Intelligence and algorithms, please click – https://www.gov/laws/guidance/americans-disabilities-act-and-use-software

For additional information regarding how careerandtlalenthub can help you advance your career, please click- http://careerandtalenthub.com/resume-enhance/

How a Great Resume is Your Foundation to Advance Your Career

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Your resume is the foundation of your job search, and ultimately employment in the role you seek and the employer where you want to work. Creating a well-defined resume isn’t easy. It is difficult, involves research, and it is time-consuming. The Internet is filled with resume resources, some of which are contradictory, to assist you with creating your resume. The goal is to create a document that is easy to read and digest while highlighting your value as a potential candidate. You should frequently review your resume and add or delete areas to refine your message to advance your career.

The Headline

Determine how you are going to present yourself to recruiters and tell your story. It will be your plan to market your skills and experience to potential employers. Too many candidates just submit a timeline of schools and jobs without ever telling their story. Your resume should include a headline that briefly states who you are and what you do that will prompt a recruiter to continue reviewing your resume. Review the headline you created from the perspective of a recruiter. Would you look any further? If the answer is no, go back to the drawing board. The headline should be tailored for each position you are seeking. That means you must create a file of your various resumes and to whom they were sent to avoid confusion.

Your Profile Statement

After the headline, a great resume includes a profile statement, a summary of your professional qualifications. Think of the summary as your personal elevator pitch. You have less than a minute to capture the recruiter’s attention with the three or four most compelling reasons why you should move to the next stage of the hiring process, recruiter and hiring manager interviews. The profile statement should only include three to five sentences. Do not discuss what you are looking for, only include your value to the employer.

Your Skills

The next section of your resume should include your areas of expertise and core competencies that are required for the position you are seeking. Include relevant training you have received or educational programs you have attended. Include certifications that are relevant to the position where you are applying.

When crafting this section remember that applicant tracking systems are scanning your resume for keywords in the job description. Be sure to include what you believe are the keywords for the position that will advance your career. Remember, the recruiter is likely to ask questions about your experience in this section so if you cannot demonstrate proficiency in a skill, do not enter this skill in your resume.

You should concentrate more on your accomplishments, and less on your duties in this section.

Your Professional Experience

Listing your employment experience in chronological order and include the employer’s name, dates of employment, and your title. A great resume includes a brief description of the company where you worked including any areas that relate to the new position you are seeking. 

Include all of your duties in a brief paragraph. Be sure that a recruiter and a hiring manager understand the scope of your responsibilities and accomplishments. Bullet points are best when highlighting your value and accomplishments. Remember an applicant tracking system could scan your resume so be sure to include areas relevant to the job description in this section.

Education

Now that you’ve covered the toughest areas, the education section will be a breeze. List your most recent educational experience first and the remainder in chronological order. Include the degree earned, name and location of the institution. Include GPAs and honors received such as magna cum laude, summa cum laude, etc. Please note that background investigations will often report honors you received, or lack there of, while verifying your education. Do not list an honor unless it was earned. The end result could be the rescinding of a job offer.

How are you going to confirm the information you included in your resume?

Everyone submits a resume. How will recruiters confirm the experience that you are listing in your great resume? Too many job seekers take a passive approach to the application process and go through the motions of search, apply, and wait. When your opportunity comes along, recruiters are going to ask for references who can confirm your experience. At that point there’s a scramble to locate references, contact them and obtain your approval to use them as a reference. You may not be able to find your best references, the ones who know your abilities the best and would benefit you the most, or they are unavailable. The result is a cobble together a menagerie of references who may not be able to adequately represent your abilities. At the end of the day, you may have squandered an opportunity for the job you really want.

When submitting your list of references, it is always best to prepare a brief sentence or two that includes the title held by a reference and highlight your working relationship with each reference to provide context.

There is no time like today to reach out to at least three supervisors and peers with whom you have worked and obtain their contact information and permission to use them as a reference. The most important step of all, brief your references on your job search and highlight the areas you wish your reference to include when interviewed by a recruiter. Your reference will receive a cold call. Don’t expect them to remember areas that are important to you such as increasing sales, ability to problem solve, dedication to the employer, etc. in a five minute phone call unless you remind them.

Best of all, careerandtalenthub will work with you to engage references and obtain recommendations with occupation specific questions delivered to your references as a PDF form filler and create an enhanced resume. Responses from references populate into an easy to read digital report that will highlight your experience listed on your resume. A unique URL is created for every report that you can copy and paste into your resume. With one click, a recruiter can view recommendations for each experience you list on your resume.

After all the time you spend creating cover letters, resumes, searching for jobs submitting applications don’t blow it because you don’t have references that can confirm your experience and value to a potential employer.

Don’t just submit a resume, careerandtalenthub will work with you to create an enhanced resume that will help you get to the front of the employment line.

For additional information regarding resumes, visit the National Assoc. of Resume Writers at- https://thenrwa.org/

For additional information about how careerandtalenthub will work with your to enhance your resume, please visit- http://careerandtalenthub.com/who-we-are/

A Great Cover Letter and a Great Resume, Plan for Success

a great resume, a great cover letter, recruiter, job opening, recruiter's attention

Develop a Cover Letter That Will Advance Your Career

You spend a great looking for the right job, don’t cut corners on the cover letter. The cover letter is your first test. If you haven’t taken the time to prepare one that will get the recruiter’s attention and immediately sells your value and skills to a potential employer, it’s time for a reboot. So let’s look at what you can do to advance your career. 

Preparing an ineffective cover letter is easy, and it can be accomplished quickly. Just use a standard format that can be used for every job to which you apply. The generic paragraph that could be used for every job opening that begins with, I found this job on the Internet. It is a job that I am looking for, and I think I would be a good fit with your company. Blah, blah, blah, etc.

Preparing a great cover letter will take time. You may have to customize each cover letter for the position and company where you apply. Prepare a template that will form as a basis for your cover letter to easily make changes from job openings a job opening.

This is your first chance to impress a recruiter. You will be evaluated on your ability to structure your thoughts, write at a professional level, and elaborate on why you want this particular job. Why should recruiters spend any time reviewing your submission if you are unwilling to structure a proper cover letter to explain your case as to why you should move to the next step in the recruiting process?

A great cover letter doesn’t need to be, and shouldn’t be long to be effective. It is your personal marketing effort to entice the recruiter to spend the additional time to review your resume. It only needs long enough to state your value proposition in there but a compelling fashion.

There are three primary components of a cover letter.

Introduction

Remember, you have less than a minute to capture the recruiter’s attention and take the next step to advance your career. A great cover letter will require an applicant to conduct research on the potential employer and the occupation to which you are applying. Find positive areas associated with the business such as growth opportunities, corporate culture and work environment. Determine what challenges and successes face the division where you would be working and how you believe you can contribute to the company’s success.

State the reasons why you want this job with this company. It should appear that this is the only position you want. If you cannot convince recruiter that this is a job for you, don’t expect to be called in for an interview.

Accomplishments

This area will tie into the bullets you create for your resume. Select the content most relevant to the position in a brief paragraph. No need to go into depth at this point. Just highlight your value proposition for the position.

Include a request for an interview

At the end of your cover letter, include that you look forward to the opportunity to discuss your qualifications.

When emailing, the cover letter should be formatted properly in the body of the email and attached as a document along with your resume. This will allow both to be printed and distributed to recruiters and hiring managers for further action.

Please click to learn more about how careerandtalenthub can help you get the recruiter’s attention

For additional information about creating your resume, visit-

https://thenrwa.org

Get the Recruiter’s Attention- How to Contact Recruiters and Managers

recruiter's attention recruiters onboarding message value proposition qualifications incentive brief summary

The first in a series of articles to help you advance your career

Why does attempting to get the recruiter’s attention by email or LinkedIn rarely generate a response? Time to look at a new approach. Recruiters are extremely busy people juggling many aspects of the onboarding process. They have learned how to economize their time with common sense approaches to filter the load of emails, LinkedIn requests along with prospects from the Applicant Tracking System. What is the best plan to contact recruiters? If you are not utilizing a brief message that highlights your value for particular position, you’re wasting your time.

Reaching out to recruiters is not a numbers game where you hope that you will get one offer for every 100 emails. Sending the same generic message to 100’s of recruiters is a great way to ensure failure. Recruiters can spot spamming with the click of a mouse.

Create a Concise Introduction

The best method is to take a quality over quantity approach. One of the most efficient methods is to research job openings a recruiter currently has open on LinkedIn for a match with your skills.

When you contact recruiters, don’t begin with “Would love to talk”. Mention the job you are seeking in the subject line and very briefly give the recruiter and incentive to look further with an additional comment that shows that you have the experience required in the job posting.

Brevity wins, present your value to get the recruiter’s attention

Emailing or messaging multiple paragraphs droning on about what you are looking for and your qualifications are sure to be ignored. You have less than a minute to get the recruiter’s attention. Your message should be short and clear conveying your value proposition with the experience required for the position. A brief summary of your qualifications in 3 to 5 bullet points will do the job.

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