10 Resume Writing Tips for College Students

10 Resume Writing Tips for College Students Creating a captivating resume can be a daunting task for college students the reason for that is obvious: at this early stage of their lives, students haven’t reached many significant achievements. However, when you take a look at the list of skills that are valuable for employers, you will understand that there is much more you can write about than what you initially anticipated. If you know how to write a resume, you will easily convince your potential employer that you possess the exact skills they are looking for! Here are some resume writing tips that will help you present your background in a manner employers would appreciate: 1) Before you start, make a list of your experiences: Your resume descriptions will require precise language that should sound professional, but represent your personality at the same time. Achieving that tone is the most challenging aspect of writing resumes anyone could take inventory of their experience, but not everyone can make them sound in a way that will make the employer think “That’s exactly what I need!” The best approach is to start with small steps and make a list of the most significant experiences you have gone through up to this point. You can list any achievements from the fields of academics, internships, jobs, athletics, community service, and school activities. Distinguish the experiences of the list that helped you learn the most or motivated you the most. 2) Highlight the most relevant experiences and skills: Take a look at that list you just brainstormed â€" what are the most relevant experiences and skills for the job you’re applying for? The most effective applicant resumes are those that are aimed towards the requirements for a specific job. While you’re at college, you have the ability to arrange a meeting with the staff of Career Services. This is a valuable opportunity for you to see your future in a certain career and understand what that niche requires. Don’t worry if you can’t make a final decision just yet you can pick a broad area or several goals for employment and make few versions of your resume, depending on the job you are applying for. 3) Show yourself as a dynamic person: When you describe your experiences relevant for a specific job, you should present yourself as an active persona. Add powerful impressions to your statements with action verbs that will represent your skills, such as trained, learned, organized, wrote, interviewed, oriented, researched, led, evaluated, calculated etc. READ MORE:  Key Action  Words  to Use in your  Resume 4) Make your experiences sound impressive and responsible: The mundane aspects of your individual experiences should be left out if you want your resume to present you as a responsible person who acts as a real professional. 5) Include information about the successes you achieved in a certain role: When you write about an experience, try to portray any accomplishment or success you achieved in that role. Employers are only looking for job candidates who are able to achieve positive results for their companies, so these aspects of your resume will be greatly appreciated. For example, when you write about being part of a certain organization, think about how you made it a little better and contributed to its success. 6) Appreciate yourself as an engaged learner: That’s your most important role as a student in college, so make sure to include the successes you have achieved while studying. If you have high GPA, make sure to include that information in the resume. Describe the serious academic projects you took part in, such as independent studies or senior theses. This will present you as an active learner with skills in presentation, research, and writing. 7) Showcase leadership skills: Your potential employers will value leadership skills, so make sure to include information about motivating, training, leading, recruiting, and organizing your peers while taking part in a certain co-curricular activity. Not all students can have leadership skills, so you should be proud of such accomplishments and make sure to include them in your resume. READ MORE:  6 Things You Must Do to Be a Great Mentor and  Leader 8) Give value to community service: Your potential employers will appreciate the fact that you took part in community service. This type of activities indicates that you are a mature person who is willing to give without expecting anything in return. 9) Review and revise: If you want your resume to end up being perfect, you will have to review it obsessively. You cannot allow any grammar or spelling mistakes to go by unnoticed under your radar. Don’t be afraid to ask for constructive criticism from your friends, parents, advisors, and career services staff. 10) Share samples of your work: Your perfect resume will be worthless if it doesn’t entice potential employers to seek more information about you and your work. Include a link to a portfolio site, LinkedIn page, or your personal webpage, where you will showcase recommendations and samples of your work. Your resume can make great impression on potential employers only if you work on it obsessively and perfect it to the best possible version. Take your time to complete it and make sure to follow all above-mentioned steps. Author: Robert Morris is freelance writer from essay writing service  Ninjaessays.com. Loves writing tips and tricks for students. He is interested in improving his writing and learning through technology.

Personal Branding Weekly - Stop Ranting, Mobile Phones and Meetings - Personal Branding Blog - Stand Out In Your Career

Personal Branding Weekly - Stop Ranting, Mobile Phones and Meetings - Personal Branding Blog - Stand Out In Your Career I know. I know. It’s rude to talk on your phone in a meeting or a workshop. That’s just common sense and we all know how uncommon that is. But how much must the ranting go on? Ever thought that there’s a different way to look at it? This week a well-known networking guru who’s created one of the largest international referral networks in the world ranted about how unprofessional you are when you take out and use your phone during a meeting. He referenced, in his post, checking your phone screen and texting. The photo he showed with his rant is of someone in a meeting who looked like she was texting on her phone. The comments under his article are filled with rants of people working on their computer or on their phone and never even looking up to see or “pay attention” to people in the meeting. Reading the Letters to the Editor of The Rotarian Magazine, a Rotarian’s letter also ranted about how rude it was for people to take their phone out in meeting and to continue to text while the speaker was talking. So, as you can see in these instances from this past week, the focus in not “talking on the phone”. Let me share a different perspective. I’m sitting at New Media Expo getting ready to listen to the amazing Chris Brogan and Lewis Howe.   Chris is about to take us through a visioning exercise to start the event and he tells everyone to put their phone down for the next two minutes. The gal next to me responds with, “How will I take notes?” Chris assured us that there would be no need to take notes for the next two minutes but there’ll be time for massive note taking after that. You see. Phones, these days, are notepads.  [tweet this] It’s where we store our thoughts. We might text someone reaching out to them instantly for ideas, to contribute to the conversation, to ask a question or for clarity. Why do we reach out to them instantly? We do it because we can. If you’re in a meeting and someone picks up their notepad/padfolio/sheets of paper to take notes and pulls out their pen, would you stop them? Would you tell them they’re rude? Would you go on (and on) that they were not valuing the people around or meeting with? If you’re in a meeting and just asked the attendees who’s available to help out at an important event on Saturday, would you stop the person who was texting their spouse to see if there’s any plans so they can respond to you before you leave the meeting? I agree there are some inappropriate and even extremely inappropriate moments to look at or use your phone. Yet, I have learned that you cannot “assume” what someone’s doing on the phone. And, with our tech resources it’s ignorant to think that someone with their laptop open in a meeting is not paying attention. I know when I have my laptop open, it’s recording the audio of the meeting and I am taking notes along the way. What does this mean to your personal brand? Are you getting feedback that you’re a bit angry; quick to jump to conclusions; not with the times; a little too old fashioned; a bit confining in your beliefs? Then, take this article into consideration. I’m not saying that this is all that’s contributing to that perception of who you are but it could be a contributing factor that you’ve never considered. Some stellar posts this week â€" take a look at what you missed: How Solo-Entrepreneurs Can Take Guilt Free Vacations by Skip Weisman Hoarders At Work: Get Help Before Its Too Late by Nance Rosen Common Characteristics of Successful Entrepreneurs by Ceren Cubukcu 3 Tips for Networking with Business Cards by Heather Huhman Extreme Loss Provides Invaluable Lessons for Recovery by Elinor Stutz Three Common Leadership Disconnection Phrases by Eddy Ricci Do You Have That Spark in Your Eyes? by Alex Freund Aerodynamics of Yes: An Interview with Christian Capozzoli by Bill Connolly What Good Networkers Do and Dont Do by Richard Kirby Reasons to Promote Your Brand on Sites Like Buzzfeed by The Young Entrepreneur Council Your Personal Brand and the 5 Languages of Appreciation by Maria Elena Duron What Does Your Brands Target Market Look Like? by Susan Gilbert If You Are Not Billing, Be Skilling by Jeff Shuey 6 Ways to Handle Irritating Colleagues by Glassdoor.com How to Turn On Your Top Employees at Work? by Beth Kuhel Getting Perks at Work by Leslie Truex Social Networking for Business Success Book Review by Marc Miller Things Entrepreneurs Should Know When Speaking to the Media by The Young Entrepreneur Council Thanks to Jenna for these great tweetables from this past week! Your values are at the core of who you are. http://ow.ly/tT9JC  [tweet this] The lack of urgency in our day-to-day business allows distractions to creep in. http://ow.ly/tT9L0  [tweet this] Respect for others is paramount, no matter what else you do. http://ow.ly/tT9Zo  [tweet this] Entrepreneurs are disciplined risk takers who are not afraid to fail. http://ow.ly/tTa7J  [tweet this] When you hand someone your business card, it’s critical to ask for their card if they don’t offer it themselves. http://ow.ly/tTabv  [tweet this] Prior to joining an exciting venture requiring a large investment, do your research. http://ow.ly/tTal3  [tweet this] Don’t assume your team members understand the task or why the task is important the first time they hear it. http://ow.ly/tTasY  [tweet this] Like an actor’s role, the interviewee’s role can be learned too with the proper guidance. http://ow.ly/tTaE1  [tweet this] When networking, aim to meet in person to strengthen interpersonal rapport and face-to-face feedback. http://ow.ly/tTaHL  [tweet this] With 75 million visitors per month, BuzzFeed’s posts can drive a lot of visitors and shares and are free to make. http://ow.ly/tTaRn  [tweet this] Appreciation does not always have to be verbal. http://ow.ly/tTaVZ  [tweet this] By verifying pain points of your target market, your brand can offer the right solution that meets their exact needs. http://ow.ly/tTbjI  [tweet this] The simple cure for boredom is curiosity. http://ow.ly/tTboG  [tweet this] When you only dwell on the negative, it can distract you from being productive at work. http://ow.ly/tTbt5  [tweet this]

12 Things Your Candidate Should Say at Interviews

12 Things Your Candidate Should Say at Interviews Recruiters have a whole arsenal of advice for the candidates in their care. But a lot of this advice tends to be negative: don’t say this, don’t shake hands like that. As with most feedback, when critiquing a candidate’s mock-interview it is easier to address what went wrong than to cook up positive new ideas about how to do better. However, there are plenty of positives you can offer. Strengths that the candidate should stick to, for example. And complementing their choice of tie doesn’t hurt. But in addition to mentioning some stuff that candidates should go out of their way to avoid saying, there are also some great one-size-fits-all phrases that interviewees can adapt to make an extra special impression on the interview panel. For example, Vicki Salemi, a career expert at Monster, recommends demonstrating your enthusiasm for the role as clearly as possible. Try opening with something like: “I was so excited when I learned this position was open.” Kelly Marinelli, Solve HR’s president, and principal consultant suggests pairing this with a more precise explanation, perhaps by explaining briefly what it is about this specific company that has had your client waiting for a vacancy to arise. They could go so far as to describe a specific achievement or technique that the company has exhibited â€" something that demonstrates the candidate has done their homework. Once your client has sat down and the interview proper has begun, there’s a pretty high probability that they’ll be asked to tell the panel more about themselves. This question is common, yet tends to either paralyze the recipient or lead them onto a meandering speech taking in everything from their childhood dreams to the order in which they put on their socks in the morning. So, what makes for a good alternative? “It should be a high-level overview of what you’ve done in your career and where you want to go and it doesn’t hurt to mention a few things you like to do in your spare time to add color,” says Carolyn Betts Fleming, the CEO, and founder of Betts Recruiting. She recommends candidates to “practice and prepare” for this question and “keep it to one minute or less.” Impressing interviewers isn’t just about the information your candidate provides, but the framework in which they provide it. Sure, interviewers want to know what your candidate can do. But if your candidate can specifically explain what they can do for this employer then they’re sure to find a more avid listener on the opposite side of the table. “Nothing says hire me more than letting the interviewer know you know what issues they are facing and you also know how to help them fix them,” says Erin Kennedy, CEO at Professional Resume Services. “It’s a case of an attitude or approach that focuses on the value you can bring to the employer,” agrees Georgia Adamson, CEO of A Successful Career. “You need to clearly indicate potential value and relevance to the employer’s needs.” And what to say on the way out, so as not to blow the good work? It’s very simple, according to bestselling management author Suzy Welch. So obvious that most people forget to say it. Four little words: “I want this job.” The wise people over at resume.io have done their homework and researched 12 winning phrases to use at job interviews â€" as recommended by a raft of top careers experts. And they’ve packed it into this fine new infographic. Why not share it with your candidates? It’s an excellent way to keep things positive preparing for their next job interview â€" and hopefully to get the positive outcome they desire. About the author:John Colewrites on behalf of NeoMam Studios. A digital nomad specializing in leadership, digital media, and personal growth topics, his passions include world cinema and biscuits. A native Englishman, he is always on the move, but can most commonly be spotted in the UK, Norway, and the Balkans.

How Employee Stories Build Your Employer Brand

How Employee Stories Build Your Employer Brand Is transparency the key to building an effective employer brand  and positive company culture? And how can you use employee generated content to shape your brand and provide an honest representation of the organisation that people will trust? I had a chat with  Lisa Cervenka and Jason Seiden of Brand Amper  to find out how to turn employee stories into brand equity. Listen to this episode  below and make sure you subscribe to the Employer Branding Podcast. About Brand Amper: Lisa: Brand Amper is a branding platform, and Jason and I developed it to really help companies engage employees in telling stories and shaping the brand based on what is true to employees today. So its really an employee-centric approach, like no other solution or tool that weve heard of or found. And we make sure that employees kind of really know whats in it for them. Why companies need employee generated content: Jason:  So simply put, its because thats where candidates and prospects go to look to discover whats real. Weve been trained to go beyond the companys party line. Corporate websites are great, but sites like Glassdoor are becoming the go-to for prospective employees. One of the things that Lisa will often go back to is the hard numbers that are actually starting to come up around just how real this move to employee generated content is. So what makes somebody buy, or, in this case, buy into an idea, is determined far more now based on what people in your network say than what experts say, right? People are 90% more likely to trust their network than a brand. The gap between trusting an employee like me versus a CEO is significant. That trend is here to stay and were just watching the numbers grow year over year. Bold transparency: Jason: So bold transparency is, goes back to this idea that youre letting your employees state whats true on your behalf. Youre creating alignment between the employee and the company, and so instead of having to sell something, youre simply replacing your walls with windows and letting people see what actually exists. And the power there is, not only is it a far more efficient way to be because youre not constantly selling, but the feedback loop is immediate, because people can react to what they see to be true instantaneously. Lisa:  I think we call it bold transparency, because I think a lot of companies claim to provide transparency. They want candidates to see what life is really like get a look at their culture, however, they want it done in a very specific, compliant way. And so the idea of the bold is really we need to make a little bit of an improvement on what were calling transparent. The risks of not having employee generated stories: Lisa:  First of all, you might be marketing a brand to prospects that really do not exist or resonate with current employees, because they cant relate to it, so its more aspirational. So, unless youre gathering their stories to validate whether or not what you think is true, is true, that could be a big problem. And theres nothing worse than advertising a place to work falsely and not have it meet expectations for new employees. And then also, what if your competitions are offering these transparent compelling looks into the company culture, and all the other things like hard benefits are basically equal? You might be missing out on a really big differentiator. Recently, Ive read a lot of articles about how people would rather get paid less and work for a company with a really good reputation that they could be proud of. So more and more its becoming an absolute differentiator. The  challenges with current methods of creating  and sharing stories: Jason:  The reality is most of the current tools and solutions have everything backward, right? And this is what we saw long before we ever developed our tool. This was something that frustrated us for years. A lot of the solutions out there require company leadership to assume three things. One, that they know who their employee advocates are. Two, that the employee at large will care enough about the company to engage, right? Meaning that leadership does not think that they need to show employees whats in it for them. And then three, that leadership can predict which content channels are most important. And none of those three assumptions are true. And, because of that, your premise is only going to be as good as the assumptions its built on. So when they go in and they put in a solution or they develop a process built on thinking they know who their advocates are, thinking that people are going to jump up and partake, and thinking that they can predict where they should be sharing content, it means they end up with all kinds of problems, all kinds of mismatched incentives. And anyway, they all kind of snowball from there. How to work  with employees to create and share original and branded content: Jason:  The reality is, every companys a little different, but what well tell you is, people are the same. So there are some commonalities that absolutely should exist across every program anywhere. As long as theres a human being in the program, there are some similarities that should percolate up. So the key to Brand Ampers success is we give the employee the company brand and we say, Here, use this to make yourself look better. And then ask directly if the employee wants to share content. Lisa:  I think companies need to let go of this notion of, On brand, when it comes to employer branding. Thats something we hear all the time with consumer branding, and now were dealing with people. So I think wed argue you need consistency, for sure, but not compliance. People need room to be able to customise and expand on ideas about the brand. The most important  social and digital channels: Lisa:  Well, first of all, I have to give the caveat that its different for every company. Its like that marketing 101, where are your prospects looking to engage, and where are your employees actually willing to? So you have to start with that and I think companies make huge mistakes in launching five channels at once. Jason:  We mentioned Glassdoor before, were actually seeing Glassdoor in particular become increasingly important. It is the leader in employee generated content. Interestingly, if you had asked the question two years ago, we would have said it would have been LinkedIn. Now Glassdoors coming up. In two years were not sure what itll be two years from now. So our recommendation is focus on the foundational stuff, keep the end in mind, and then be responsive to which channels the people you care most about are using. Follow Brand Amper on Twitter: @BrandAmper  and dont forget to subscribe to the Employer Branding Podcast.

Construction Worker Resume - Creates a Well Constructed One

Construction Worker Resume - Creates a Well Constructed OneA construction worker resume is your way to grab the attention of the employers. So how do you create a great construction worker resume?When creating a construction worker resume, what you need to do is put in just a little bit of effort and write up a really effective one. Before you even start the process of writing the resume, try to find out the job skills you should have for this kind of job. You also need to choose a name that's descriptive and a few details about your education, your experience, experience with the industry and several letters of reference.The construction worker resume should start with the job description. This is something you want to highlight because it will outline exactly what you will be doing. This is something that has a very specific meaning for the employer and one that you should know so that you can be certain that you are conveying the exact information he needs. It is best to understan d this concept because this will help you tailor your own construction worker resume to it.Aside from this, when you are building your construction worker resume, you should talk about the duties that you performed in this job. You should also include any accomplishments or even awards that you might have won while working at the construction site. This is to make sure that the employer will not have doubts if you are indeed capable of handling the job. There are many construction worker resumes that lack any mention of any achievements or awards.Also, you need to include your experience in the field in which you are applying. This is something that will give your prospective employer an idea of how well-rounded you are. In addition, it will also tell him how you can handle different scenarios that he might encounter during the hiring process.When you write a construction worker resume, it is important to note that it should be able to display that you are a hard worker who can take on many responsibilities. It should also be able to highlight your abilities in particular trades that you are interested in working in.To construct your resume, you can write as long as you want, as long as you can give a very detailed and realistic picture of yourself. Make sure that it tells the employer why he should hire you and that it shows that you are someone who can take on this job and make it successful.Remember that your construction worker resume should be all about you. It should highlight all of your strengths as well as showcase your weaknesses. This will help to attract the attention of your prospective employer.

One quick Twitter tip for job seekers

One quick Twitter tip for job seekers 0 Flares 0 Flares Twitter is a virus.  Twitter is infectious.  Twitter is spreading. Since Twitter arrived on the scene it appears more and more people have forgot about MySpace.  Who really uses MySpace anymore?  If Facebook and MySpace were considered the #1 and #2 social media websites, you can now consider Twitter #2 and MySpace #gone.  Twitter is here to stay, and I suggest you create your account if you havent done so already. There are a number of reasons why job seekers should be utilizing Twitter.  http://twtjobs.com/ is one. Twtjobs allows users to either post a resume or a job opening.  Ill discuss with you the features of the resume posting function.  Its rather simple, and very quick to create considering the section where you actually write out your resume can only be 140 characters.  Maybe not easy for everyone to do, but if you can scale your resume down and just include the most important words, phrases, and accomplishments than you will have an effective resume on Twitter.  The following are sections youll need to fill out on twtjobs: Twitter Name Headline Twitter Resume If your resume had to be 140  characters  long, what would it say? Skill Tags LinkedIn Profile Genius, twtjobs will push people over to your longer, more detailed profile on LinkedIn if youve done a nice job with your Twitter resume Industy Education Level Experience Level Lastly, youll see two boxes that can be checked off.  The first is Display on search results and is already checked for you.  You can decide to uncheck of course if you are not ready to display the resume in results.  The second is Currently employed, and youll see this is unchecked. Done.  Finished.  Time to watch Oprah, Springer, or Family Guy.

List Accomplishments to Build Your Resume and Your Confidence

List Accomplishments to Build Your Resume and Your Confidence I just wrote a resume for my teenage daughter so she can apply for an internship this summer. The first thing I had her do was make a list with the headings academics, leadership, activities, and community and then I asked her to list everything she could think of that she had done during high school that could fit within each of the category headings. By grouping what she participates in by themes she was better able to recall everything she has done and create a more compelling record of her achievements.But beyond systematizing the process of recording achievements, the exercise had another, more profound effect on her. It helped her realize just how much she had accomplished in a relatively short period of time and it made her feel really good about herself. Its not that easy to feel good about yourself as a high school junior. You are constantly being measured by subject tests and entrance examinations. One bad grade in your junior year and you feel like you will never recover. So the exercise helped put everything in perspective. And it allowed her to realize that she could actually be a real catch for a company seeking a summer intern.I think job seekers sometimes feel like high school juniors. They may feel judged during interviews and the whole process might make them feel very anxious. If they have a bad interview, they may feel like they will never recover. But assessing your skills and accomplishments and grouping those skills into categories or themes can also help job seekers see the value in what they do and allow them to better articulate their brand proposition. These themes can be used to create content for a resume or hone interview stories. Yet they can do more than that. They can provide that boost of confidence on the days when you are feeling down about your search.   Reviewing your themed stories of success around such competencies as business development, process improvements, operational transformations, and staff development can serve as a great reminder of the value you bring to an organization and the fact that there is an employer out there that will need someone with those skills.