Resume Writing Tips

In the last post, Kim Dukes-Rivers has given you some great general resume-writing and interviewing tips that can help you get the job that you’ve been dreaming about. In the next posts, we will go more into detail with each category of interest, and today we will focus on the resume.

As Kim has already mentioned, your resume should be concise — no more than two pages — and easy to read. Repeating keywords used in the job description will help ensure that your resume passes the employer’s first cut. Make sure your job titles stand out. Recruiters should be able to quickly notice the positions that you have held in the past.

What if you’ve never actually worked before? Specify any practical experience you gained from volunteer work or an internship. Did you take a related college course that might indicate you have the required skills or knowledge for the job? Some employers might consider your grade point average as an indicator of your ability to learn quickly and is often considered a predictor of future performance, especially in the science and technology fields.

Use your Internet search skills to find a resume layout that will present your information in an attractive and concise format. The Internet is also a great place to research potential employers. You will want to be well-acquainted with the company’s leadership team, including its board of directors, and its founding principles or mission.

Your resume will probably require a cover letter, particularly if the specific job you seek asks for one, but also in the event you need to clarify information in your resume — for example, if you majored in music, but are applying for a technology job.

Your resume should not contain any slang or acronyms, and must absolutely have no misspellings. Do not include references to your ethnicity, age, married status, familial status or sexual orientation, as such information has the potential to invite personal biases. Your resume should be all about your competencies, period.

Diversity Dead-end: Inclusiveness without Accountability

Diversity Dead-end: Inclusiveness without Accountability

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Looking for a job?

Here are some resume-writing and interviewing tips from Kim Dukes - Rivers that can expedite your search — and help you land a job.

First, your resume should be concise — no more than two pages — and easy to read. Repeating keywords used in the job description will help ensure that your resume passes the employer’s first cut. Make sure your job titles stand out. Recruiters should be able to quickly notice the positions that you have held in the past. Your resume should not contain any slang or acronyms, and must absolutely have no misspellings. Do not include references to your ethnicity, age, married status, familial status or sexual orientation, as such information has the potential to invite personal biases. Your resume should be all about your competencies, period.

When you have and interview, make sure to answer any question that is asked, but don’t volunteer information. If the interviewer begins your interview with, “So, tell me about yourself,” have a concise answer that directly speaks to your having the requisite job skills. At the end of the interview, if you are asked if you have any questions, you should always ask at least one. Prepare at least five questions ahead of time, so that if several are answered during the course of the interview, you will still have more in your arsenal.

After the interview, follow up with a thank you note; a handwritten note will help you stand out from the other candidates. This is your chance to: indicate what you learned about the job; reiterate your matching qualifications; and to ask about next steps.

It’s important to think of your job search as a great adventure. If you use the above recommendations, I’m sure your job hunting will go smoothly and you will be well-positioned to get the job. Good luck!


And now it's your turn. What did your job hunting experience teach you? What advice can you give to job hunting newbies? We would love to hear your thoughts!

What’s the Big Deal with Diversity Hiring Anyway? - Post 2

I ended the last article by telling you the key to success lies in cultivating and building a diverse talent pool. Now, let’s take a look at where to start.
When I visit clients who are challenged with the seemingly daunting task of building a diverse talent pool, most go right into tactics of finding di-verse candidates.
Instead of being tactical, be strategic. Start by conducting a SWOT (Strengths Opportunities Weaknesses Threats) analysis of your diversity recruitment plan. Identify your company’s Strengths and Weaknesses from an internal organizational point of view and Opportunities and Threats from the external environmental perspective.


Once you have completed that step, move on to ask yourself and your team “How do we use our Strengths to take advantage of these Oppor-tunities?” “How do we overcome the Weaknesses that prevent us from taking advantage of these Opportunities?” “How do we use our Strengths to reduce the impact of these Threats?” And “How do we overcome Weaknesses that will make these Threats a reality?”Once you have addressed these questions, where do you go from here?


Kim Dukes-Rivers

Principal
Diversity Staffing Pros, LLC


For more details about Diversity Staffing Pros, LLC click here.

What’s the Big Deal with Diversity Hiring Anyway? - Post 1

I think diversity hiring has received a bad rap. Is it because people think that there are no diverse candidates who have particular skill sets? Is it that somehow the powers that be collectively believe that diversity hiring somehow means lack of quality? I struggle with those types of miscon-ceptions on a daily basis, yet I regularly meet those diverse individuals who don’t get the opportunity to showcase their skills.


Diversity hiring is simple really… It’s being strategic, multi-layered, thoughtful, and intentional about building high performing diverse teams and leveraging their talent to take your organization to the next level. The key to success lies in cultivating and building a diverse candidate pool…and that should not be a surprise. How do you achieve that? I’ll tell you where to start next post.


Kim Dukes-Rivers

Principal
Diversity Staffing Pros, LLC

Announcement

Diversity Staffing Pros, LLC is recruiting for a Payroll/HR Assistant contract position. For details click here.

NEHRA Diversity Seminar

Don’t miss Kim Dukes-Rivers’ NEHRA Diversity Seminar entitled: "Dismantling Barriers to Effective Diversity Recruiting, Retention and Risk Management" on April 16, 2010.

Click here for more information.

DSP's Candidate Newsletter

Click here to view Diversity Staffing Pros' most recent Candidate Newsletter!

Are you ready for today's diverse workplace?

Today's increasing globalization requires more and more interaction between people from different cultures, so capitalizing on workplace diversity has become a vital issue for management today and you need to be a part of it.

Let Cornell University teach you how to successfully deal with the different expectations and work styles of people from various cultures!

Cornell was one of the nation's first universities to develop and promote diversity programs and has
extensive expertise in diversity and inclusion initiatives.

So hurry up and register online for the next workshop because the seats are limited:

• The Essentials of Developing & Delivering Diversity Training / April 29-30, 2010 (Fee: $1595.00)

For a broader view of our diversity offerings, browse all Diversity Workshops.

Learn more about Cornell University's Diversity Management Program or email kim
@diversitystaffingpros.com.

Classes will take place at:

Liberty Mutual Group
175 Berkeley Street
Boston, MA
If you have any questions please call:

Diversity Staffing Pros, LLC.
4 Copley Place, Suite 145
Boston, MA 02116
617.267.0047
617.267.0057(f)
kim@diversitystaffingpros.com
www.diversitystaffingpros.com