4 Ways to Hack Your Resume So You Dont Even Need a Cover Letter

4 Ways to Hack Your Resume So You Dont Even Need a Cover LetterYouve written a magnificent deckblatt letter that explains in detail what you could only sketch in your resume, and which paints you in the best light with all of the appropriate context. Trouble is, the recruiter you sent it to is too busy to bother opening the attachment. She skims your resume, and thats about it. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) If this is your worst nightmare, dont worry The trick is to write a great resume that helps tell your story. To get started, follow the best resume practice for 2016.In addition, here are four ways you can sex up your resume to make it do most if not all of the work of your cover letter.1. In SummaryRight at the very top of your resume, add a paragraph that encapsulates your elevator pitch. Tell themand keep it short and sweetwho you are, why youre different from the other applicants, and what makes you so special for that particula r position. Scrap the traditional Objective paragraph. You wont need it.2. Get PersonalAdd a little of that rolleal flair from your cover letter at the very end of your resume. Give them a sense of what kind of person you are, your passions, quirks, and special talents. You can even use this space to explain youd be willing and eager to relocate, or give details about your particular stage in life vis--vis that job in that company. If they dont feel like reading it, they dont have to. But it can really set you apart.3. Show ResultsDont just list the great things you did in the descriptions of your former jobs, show them. Give concrete numbers and prove exactly how effective you were in that past project or position. This is exactly the kind of ammunition hiring managers love to have to fight to hire a dream candidate.4. Be SocialWhether you like it or not, hiring managers are going to snoop into your social media accounts. Show them youve got nothing to hide and make it easy for the m. The transparency and willingness to make their lives easier will not be lost on them.Do these four things and it wont matter if you ever write another cover letter again. Youll be able to prove in just one document that youre the right kind of talent and personality for their company culture. And if you dont, youll save a lot of wasted time and energy.

How Many Job Applications Is Enough When To Keep Applying

How Many Job Applications Is Enough When To Keep ApplyingWhen To Keep Applying How Many Job Or Internship Applications Is Enough?One of the most frustrating parts of the job search process is feeling like youve tried and failed. Youve submitted applications, written deckblatt letters, andworst of allwaited. And if youre leise coming up short, you might start to feel like things are never going to work out.Here are a few things you need to hearYou will find a job.There are things you can do to make the process easier.Youre probably in much better shape than you think you are.Well answer one of the biggest and most ambiguous questions for you (and point you toward a few helpful tips to supercharge your submitted apps for good measure).How many job applications is enough?The short answer Far more than you probably think. Different job search experts report a range of numbers. Some experts estimate that it might take 10 job applications to land one interview, while a UK survey found that applicants were sending as many as 27 applications to land a single interview. After getting an interview, one also has to get an offer. So, there is no hard and fast number, but if youve submitted fewer than 50 applications over the course of a couple months, then you probably arent applying to enough jobs.Even if youre really excited about and worked very hard on the four or five job applications youve already submitted, chances are, they arent enough to land you a job on their own.Finding your dream job (or any good job) will take more time than you probably think.In the meantime, if you HAVE submitted more than those 50 apps, perhaps its time to rethink parts of your application strategy. Are you writing great cover letters? Is your resume right for the jobs which youre applying to? Read the WayUp Guide to make sure youre nailing the simple stuff, because often the finer details can make a big difference in the outcome.At the end of the day, there is no perfect number of applic ations to send, because there isnt a time when you should give up. Keep applying diligently, even treating the job search process as another class or a full-time job, and you will be hired.Dont forget to use special filters like city, job type, industry, and more on the WayUp search tool to make sure youre applying to all the right jobs.

Why You Need To Hire Based On Company Alignment

Why You Need To Hire Based On Company AlignmentThere is so much that goes into hiring the right candidate for a job, and theres a lot of presaya on HR departments to make sure that they get it right. It costs a ton of money and time to hire and onboard an employee, and employee turnover costs even more.The hiring process therefore cant be a flimsy trial and error guessing-game, nor can it based on a gut feeling. It needs to be calculated and ironclad.One of the fruchtwein important elements to consider when hiring is whether or not the potential candidate aligns with the values of the company. Why?Because when people are passionate about what they do and connect with a mission, the more likely they are to stay at the company and thrive.The State of Employee Engagement Around The Globe According to the worldwide State Of Employee Engagement, it was found that 38 percent of people around the world do not believe that their personal values align with the core values of the company. That s a pretty significant number, and there are repercussions to it. When an employee doesnt connect with a companys mission, they risk becoming disengaged. What Is Employee Disengagement? Disengaged employees (which, according to a study recently released byGallup, amounts to 51 percent of the American workforce) are currently costing the United States alone $500 billion dollars a year.At some level, yur company is a contributor to that massive number. In fact, if you want to know exactly how much money you can save by investing in employee engagement, try out the ROI calculator. When employees are disengaged theres a downward spiral that risks taking place Employees lose interest in their role They dont work as hardCustomers arent happy The company suffersThe employee loses their job Money is spent on recruitment and onboarding of new employeeIt is the managers job to keep employees engaged by ensuring that they give regular and meaningful feedback, offer constant recognition and cre ate a positive workplace environment for their team. But, first and foremost it is the job of the recruiter to make sure that the hire is as strong as culture fit as can be predicted. According to Gallups new report on employee engagement, When employees are a mismatch for their role and organization, they often struggle to succeed or become bored and restless. Their days even their careers can feel wasted, along with their sense of purpose.They need to be sure that the employees personal core values align with the companys core values. For small businesses, 46 percent of hires will be gone after 18 months, and an enormous 89 percent of these cases are due to a poor fit with the companys organizational culture. That is no small number.More Shocking Statistics On Company Alignment In Todays Workplace Just to give you some insight into the ongoing issue surrounding company alignment, take a look at these statistics 22% of employees either dont understand their companys values or si mply dont know what they are. 33% of employees dont feel that they are reminded of their mission often enough.38% of employees dont believe their companys core values align with their personal values. These numbers gathered in our State of Engagement report reveal that theres a lack of clarity and communication surrounding company values.And, to go even further, a 2012 Deloitte study reveals that 94 percent of executives believe that a clearly defined organizational culture is vital to workplace success. So where is the point of contention? Its so important for companies to know their mission and share it loud and clear from step one. Ingrain it in the thought process of each employee giving them something bigger than themselves to work towards. It offers them a collective purpose beyond a paycheck. The Cost Of Employee TurnoverEmployee turnover costs a company approximately 20 percent of the employees salary. According to Josh Bersin at Deloitte, this cost includesCost of hiringCos t of onboardingLoss of engagement and productivity Customer service and errors Cost of training Cultural impactWhat Can Recruiters Do To Fix The Problem Before It Begins? Its important for recruiters toUse the right recruiting platformAsk theright questionsto evaluate cultural fitThe Video Recruiting PlatformVideo interviewing is an excellent way to really get to know a candidate beyond what is written on their resum. Its a glimpse into their world and a snapshot into the candidates persona, which offers a necessary insight into their character.Getting to know someone face to face (virtually) allows you to pick up on body language, social etiquette, articulation, mannerisms, energy and more.Here Are Some Helpful Questions You Can Ask Candidates To Determine For Culture Fit What do you think causes failure?Give me an example of helping a coworker when there was no direct benefit for you.How do you define success and failure?Describe one world leader that you admire and why.What chara cter from a popular TV show do you identify with?What is more important to you money or job satisfaction? Why?Describe the schriftart of company you would like to work for and why.The mission of our company is ______ and we believe in _____. How do you connect with this mission? What interests outside of work do you have that you think connect with the core values of the company?What tips do you have to hire based on company alignment? Share in the commentsAbout The AuthorAlison Robbins handles content and community at Officevibe, the employee engagement software that helps companies around the create greater workplaces. Connect with her onLinkedin.

A Look at Corporate Culture

A Look at Corporate CultureA Look at Corporate Culture*/Read the infographic text.A Look at CORPORATE CULTUREAdvertising and marketing executives were asked to describe their company culture in one word.Top responses includedDIVERSEAmazingProgressiveFamilyCreativeFlexibleSupportiveProfessionalPositiveInnovativeFunDynamicAmbitiousFRIENDLYCollaborativeModernDID YOU KNOW?Creative and marketing professionals report the highest levels of on-the-job happiness and interest in their work compared to those in other fields.Sources The Creative Group survey of more than 400 U.S. advertising and marketing executives, and Robert Half and Happiness Works survey of more than 12,000 U.S. and Canadian workers. Top responses shown 2017 The Creative Group. A Robert Half Company. An Equal Opportunity Employer M/F/Disability/Veterans.

Company Branding and Employee Social Networks

Company Branding and Employee Social NetworksCompany Branding and Employee Social NetworksCompany Branding and Employee Social Networks Bennington, Contributing WriterWe all know social media has become a powerful megaphone. The average Facebook user, for example, has 130 friends while the average Twitter user is closing in at around 127. As a result, with little more than a few keystrokes, individuals have the capacity to reach hundreds - and in some cases thousands - of people in their networks.If the Holy Grail of absatzwirtschaft is word-of-mouth, this begs the question Why arent more businesses actively seeking to build a brand army?Consider this If 100 of your employees or recruits posted something positive about your company right now, their message could potentially reach 13,000 social media users. That is significant leverage So how are most organizations responding to this opportunity?By creating strict social media guidelinesthat limit the ability to discuss or represent them online.Many corporations are scared of letting their employees loose on social networks, preferring a command and control management style, says Dan Schawbel, Personal Branding Expert and Managing Partner of Millennial Branding, LLC.Businesses want to get their message out in a controlled manner but many fail to recognize that, because of social media, they have already lost control.Schawbel says this fear prevents many organizations from empowering their employees and recruits to talk about them online. Still, a few trail-blazing companies are taking a different approach, with positive results.Recognizing that employees (and these days, just about everyone else, too) are actively using social media sites, these employers have implemented programs that make the company a partner in their online behavior.Mobilizing with Online EngagementAccounting giant PricewaterhouseCoopers (PwC) is one such company. Coming out of the recession - and a few lower-than-normal recruiting cycles - some students approached PwC recruiters looking for advice on how to stand out in the tough, crowded job market. In response, PwC launched Personal Brand Week, a five-day intensive on how to create and manage a positive image - with considerable focus on building a strong web presence.Now in its second year, PwCs US Recruiting Leader Holly Paul says Personal Brand Week has elend only helped PwC locate talented new hires, its also significantly increased online chatter around the company as well.This year, Personal Brand Week added a contest in which students could submit a short video making their best elevator pitch. The videos were uploaded to PwCs Facebook pagewhere users were encouraged to vote for a winner. For Twitter promotions, PwC used the hashtag PwCBrandWeek, allowing followers to track and comment on the events in real time.When the dust settled, Paul says PwC received more than 10,000 votes on 181 elevator pitch videos. In fact, since Personal Brand Week launched l ast year, the companys Facebook fan base has grown more than 400% - triple the growth of their primary competitors - all by reaching out through social networks and giving users the means to spread the word and enhance PwCs company brand.Employees Your Brand AdvocatesAn employer who understands the power of harnessing their internal network is global facilities company Sodexo. Arie Ball, Vice-President of Sourcing and Talent Acquisition, hired a photographer to take profile pictures of her staff for use on their social networks. She also had Soxedos design team insert the company logo into each one.As a result, employees received a professional photo, while Sodexo garnered additional branding online. We encourage our team not only to be brand ambassadors for our company, but to build their personal brand as well, says Ball. This helps create authentic relationships and ultimately strengthens the credibility of the company brand.Ball says the photo promotion has been successful in part because Sodexo works hard to maintain a company culture where employees are proud to align themselves with the organization. Its truly a win-win, she says.For businesses looking to create their own social media wins, Schawbel recommends a three-step process. First, draft general social media guidelines that provide basic ground rules for what can and cannot be discussed about the company. (Note Its always best to consult your legal team when writing official guidelines.)For PwCs elevator pitch contest, the firm posted entry rules on their Facebook pagewhich outlined acceptable format and content.Once these parameters are set, Schawbel says employees and others should be encouraged to talk to managers about their blogs and online profiles, and feel comfortable doing so. Finally, adds Schawbel, its important to offer solid training on your corporate message so employees can actually promote your company and be consistent in their delivery.In other words, perhaps its time we all a pproached social networks from the standpoint of what our employees SHOULD do - versus what they shouldnt.Legal Disclaimer None of the information provided herein constitutes legal advice on behalf of Monster.Author BioEmily Bennington is co-author of Effective Immediately How to Fit In, Stand Out, and Move Up at Your First Real Job(Ten Speed Press, 2010). She is a frequent speaker to students and organizations on the topic of career success and Founder of Professional Studio 365, which provides onboarding programs for new grads and their employers. Emily is also a regular contributor to the college section of The Huffington Post. She can be reached via email at emily professionalstudio365.com or on Twitter EmilyBennington.

Persuasion Techniques for Sales Professionals

Persuasion Techniques for Sales ProfessionalsPersuasion Techniques for Sales ProfessionalsWhenever anyone tells you that they know the secret to sale, you should listen closely but know that there truly is no secret to success in sales. Success in sales is a culmination of hard work, strong rapport skills, a dedication to improving sales skills and knowing how to close sales. There are, however, secrets that can lead you towards success when coupled with other critical success factors. One of these secrets is a commonly used word that is one of the most persuasive words in the English language.? Because The word because has been shown in multiple studies to be extremely powerful. For those in sales who understand how important their ability to persuade is in their careers, intelligently adding the word because into their talk track could actually make an astounding difference. The intention of this article is not to delve into the psychology behind this persuasive word but instea d to offer a few quick suggestions about how to use the word in your daily sales activities. Cold Calling Whether you are cold calling on the phone or face to face, you should have a goal for each call. But when you do have a goal for a cold call, a funny thing happens. Someone in the office you are calling on has a mission to prevent you from reaching your goal. They are often called the gatekeepers and they are paid, it seems, to weed out callers or visitors. So when a sales professionalstops in or calls, asking to speak to a decision maker, the gatekeeper goes into action If the cold calling rep would simply change the approach used and include the word because the cold call success rate will increase drastically. The simple inclusion of the word because validates the reason for your call and lets the gatekeeper know that you actually have a valid reason to be calling. It is interesting to note that the research indicated that the given reason which follows because does not e ven need to make a lot of sense. Just hearing the word because is often enough to accomplish your goal. Getting Appointments Professionals are busy. Many of the people you will or are calling on are doing more than one job and have very little time to meet with every sales professional who calls on them. So getting an appointment is often times the hardest step in a sales cycle. The main thought in a persons mind when being asked to schedule a meeting is why should I? If you, the sales professional, cant give a strong enough reason for someone to meet with you, they wont. If you are having continued challenges getting prospects to agree to meet with you, try inserting because into your requests. Closing a Sale Closing a sale comes down to how well you did in each step of the sales cycle, so do not expect you can start using a magic word in your closes and be able to cut down on the work required in the other steps. Remember, there is no secret to sales but rather, a series o f secrets that need to be blended together. If you havedone well with prospecting, qualifying, building rapport, designing a solution and are ready to close the sale, try adding because into your talk track. Again, dont expect that using because will make up for or replace hard-work or diligent effort throughout the sales cycle, but you may realize that your closes go a lot smoother and your closing percentage increases.

Work at Home - Call Center Jobs in Pennsylvania

Work at Home - Call Center Jobs in PennsylvaniaWork at Home - Call Center Jobs in PennsylvaniaIf you live in PA and want to do phone work from home, youll want to concentrate your search around thosecall center companiesthat hire in the Keystone State. Call Center Jobs in PA Accolade Support Call Center Services The virtual, tech betreuung agents at this company are all independent contractors. These agents provide customer service to this companys clients. Compensation is on a per-minute basis with amaximumrate of $10/hour but there is no minimum wage.American Express Experience in reservation systems or as a travel agent is an important qualification for these home-based customer service jobs at American Express because the jobs are in its corporate travel division.Bilingualism is plus. Apple At-Home Advisors Apple At-Home is the remote call center agent program from AppleCare, its customer service division. Jobs have a geographic location listed but can usually be done from an ywhere, including Pennsylvania. Apple provides a computer and phone and hires employees, not contractors.ARO Call center agents worka sortiment of jobs from their home offices, These include schlussverkauf and customer service as well working as insurance auditors and LPNs and RNs.Aspire Lifestyles Specializing in virtual assistant or concierge services, this companys work-at-home employees usethe phone, e-mail, and chat to service clients. Fluency in French, German, Spanish or Italian is a plus. CenturyLink This voice, broadband, and video services provider employs home-based agents in the areas where it does business. Compensation is $10 to $11 per hour. Bilingual agents are needed.?LiveOps Candidates hiredare independent contractors, not employees. Agents for this outsourcing company work in customer service sales as licensed insurance agents. Bilingual customer service (Spanish and French) agents are needed. Compensation is based on minutes of talk time plus sales incentives. Th ere are several costs that fall on the agents at this company, including paying for training and a background check. SYKES Home Powered by Alpine Access Work at home employees take customer service and sales calls and are paid for training. After starting, candidates receive$9 an hour. Applicants who are offered a position must pay $45 for a background check. Bilingual skills a plus, especially Spanish, Mandarin, and Cantonese. Requires a minimum commitment of 20 hours per week with up to full-time available.Support.com The company provides remote tech support to clients, via home-based tech support chat and call center agents. Its remote services technicians answer inbound calls and its solutions center supervisors support and supervise the remote services technicians. Sitel WorkHome Sitel hires remote employees to handle inbound customer service calls for its clients, providing service in billing, account inquiries, product orders/inquiries, installation scheduling, or technical t roubleshooting. Bilingual agents with fluency in English, French, German, Italian, Korean, Mandarin, Portuguese and Spanish are especially desired.TeleTechHome TeleTech is a in aller welt business process outsourcing (BPO) company which employs associates in some U.S. states and the U.K. to work from home as call agents and other fields. Benefits include paid training and 401(k) plans. Pay is $9 to $10/hour. ThinkDirect ThinkDirect hires employees as inbound work-at-home agents, selling magazine subscriptions. Pay with incentives is $10 to $14 an hour.Transcom Customer service and tech support agents work from their Pennsylvania homes for this global call center company.Ver-A-Fast Independent contractor, work-at-home call center agents use a predictive dialer system to make verification calls for the companys clients, which are primarily from the newspaper industry.