Effective Predictors of Sales Performance

Discussion 2: Predictor Effectiveness in Criterion Measure
Estimation
After a potential predictor of employee performance is
identified, it is necessary to observe its relationship with one or
more criterion measure(s) of work related behaviors and/or
performance. The criterion measures selected for employee
performance predictors usually align with job-related tasks,
behaviors, and outcomes. Depending on the specificity of the
criterion, an in-depth analysis of the job may or may not be
needed. How relevant are organizational factors such as
turnover and absenteeism? How relevant is an employee’s
personality or credit history? The criterion should dictate what
you are measuring. Criterion measures should be selected based
on job relevance, the relationship with chosen employee
performance predictors, stability, and alignment with
organizational outcomes (Society for Industrial and
Organizational Psychology, Inc., 2003).
For this Discussion, select two employee performance
predictors described in Learning Resources and current
literature. Consider how each may or may not be effective in
predicting sales performance.
Post a descriptions of the two predictors you selected. Explain
which might be the most and least effective predictors of sales
performance as a criterion measure. Provide concrete examples
and citations from the Learning Resources and current literature
to justify your post. 1.5 pages, at least 4 references in APA
Style
Example 1:
Descriptions of the two predictors you selected
My options have been narrowed to aptitude testing and the
experience listed on the applicant’s resume.
Explain which might be the most and least effective predictors
of sales performance as a criterion measure.
Effective personnel assessment involves a systematic approach

towards gathering information about applicants’ job
qualifications, such as the applicant’s resume. Factors
contributing to successful job performance, such as oral
communication (interview) or problem solving (aptitude test)
are identified using a process called job analysis. Job analysis
identifies the duties performed on the job and the competencies
needed for effective job performance. Basing personnel
assessment closely on job analysis results makes the connection
between job requirements and personnel assessment tools more
transparent, thereby improving the perceived fairness of the
assessment process (U.S. Office of Personnel Management,
2007).
Criterion measurement is the empirical and concrete evidence
that can be quantified. The strongest predictor that achieves this
would-be aptitude testing. Aptitude testing can be designed to
fit the specific jobs; in this case, the salesperson position.
Testing can be done on things such as spelling and sentence
composition. A salesperson must possess the ability to
communicate not only orally, but must also possess the ability
to compose and correspond in writing. The aptitude test can be
quantified by a score that ranges from 0-100. Applicants could
be selected based on their score, and if there is a tie, the
selection could then move to the experience listed on the
applicants’ resumes.
Provide concrete examples and citations from the Learning
Resources and current literature to justify your post.
Predictive validity compares the measure in question (aptitude
testing) with an outcome assessed later (APA, 1974). An
organization could implement an aptitude test for selection, then
compare it to sales that are recorded over time. This would give
the organization an idea if there is a relationship between the
aptitude of the applicant and their ability to sale. Personality
tests could essentially “predict” how a person might perform,
but some argue that the responses of the applicants may not be
genuine. A common criticism of the use of personality
assessments for selection purposes is the possibility that job

applicants might engage in response distortion or faking (e.g.,
Morgeson et al., 2007).
REFERENCES
American Psychological Association, Inc. (1974). "Standards
for educational & psychological
tests" Washington D. C.: Author.
Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck,
J. R., Murphy, K., & Schmitt, N.
(2007). Are we getting fooled again? Coming to terms
with limitations in the use of
personality tests for personnel selection. Personnel
Psychology, 60(4), 1029-1049.
Sackett, P. R., & Lievens, F. (2008). Personnel selection.
Annual Review of Psychology, 59(1),
419–450. Personnel Selection by Sackett, P. R., &
Lieven, F. in Annual Review of
Psychology, vol 59. Copyright 2008 by Annual
Reviews, Inc. Reprinted by permission of
Annual Reviews, Inc. via the Copyright Clearance
Center.
U.S. Office of Personnel Management. (2007). Assessment
decision guide. Retrieved from
http://apps.opm.gov/ADT/ContentFiles/AssessmentDecisionGui
de071807.pdf on
March 2017.
Example 2:
The two predictors selected were personality test and work
sample. Often times organizations rely on personality test in
employment selection to learn more, than the general KSAO's,
an individual may possess. Through personality testing, an
employer can gain insight as to how an individual might
respond and interact with others (Baez, 2013). Personality
pertains to one's thoughts, feelings, behavioral patterns and they
vary from person to person (Bauer & Erdogan, 2010). Big Five-

personality measure is a commonly used model that has been
connected to job performance.
Previous research has shown to support the belief that
personality measures predict performance; in particular, Big
Five personality factors have shown that conscientiousness and
stability have a general relationship with job performance
(Bartram, 2005). The Big Five-personality dimensions of
extraversion and conscientiousness has been shown to predict
sales success when specifically looking at potency and
achievement (Vinchur, Schippmann, Switzer & Roth, 1998).
However, Schmitt, Cortina, Ingerick, & Wiechmann (2003) note
the Big Five personality model is too broad and a previous
study conducted by Sackett et al. (1998) failed to find
supporting evidence connecting personality and ability to
predict performance (Schmitt et al., 2003, p. 87). Additionally,
Meinert (2015) points out despite the wide use of personality
assessments, they are the least effective in predicting
performance (Meinert, 2015). However, it is an effective tool to
use to assess for a good fit within the organization.
According to HR guide (n.d) a work sample test is
based on the belief that they are "the best predictor of future
behavior by observing behavior under similar situations" (HR
guide, n.d). For example, in a scrimmage game or tryouts
players are asked to perform their tasks and are rated based on
that performance to help coaches predict which players will be
their top performers. Through that observation, based on
simulated event, players personalities come out demonstrating
to the observer how each player interacts, reacts and responds to
the situation. There is also evidence showing high validity in
predicting job performance (Bobko, Roth, & Buster, 2005).
While work samples have a high validity and low adverse
impact, they are not cost effective because they are
administered one applicant at a time and rated by a trained
expert (Cook, 2016).
While I do like work-sample test, because of the
limitations, it would seem a personality assessment might be an

appropriate predictor, however, it should not be the only method
used in the selection process. When paired with other measures
such as ability and/or integrity test, predictive validity increases
(Meinert, 2015).
References
Baez, H.B. (2013). Personality tests in employment selection:
use with caution. Cornell HR Review,
http://www.cornellhrreview.org/personality-tests-in-
employment-selection-use-with-caution/
Bartram, D. (2005). The great eight competencies: A criterion-
centric approach to validation. Journal of Applied
Psychology, 90(6), 1185–1203. Retrieved from the Walden
Library databases.
Bauer, T., & Erdogan, B. (2010). Perceptions, attitudes, and
behavior. In Organizational Behavior - Chapter 4 (1.1st. Ed.)
Flat world. http://2012books.lardbucket.org/pdfs/an-
introduction-to-organizational-behavior-v1.1.pdfBobko, P.,
Roth, P. L., & Buster, M. A. (2005). Work sample selection
tests and expected reduction in adverse impact: A cautionary
note. International Journal of Selection and Assessment, 13(1),
1–10.Cook, M. (2016).Personnel selection: adding value
through people - a changing picture. John Wiley & Sons, 368
pages.HR guide to the Internet (n.d). Personnel Selection:
Methods: Work Sample Tests. http://www.hr-
guide.com/data/G316.htm
Meinert, D. (2015). What do personality test really reveal?
personality assessments are being used more often in the hiring
process. Are they accurate? Society for Human Resource
Management (SHRM), https://www.shrm.org/hr-today/news/hr-
magazine/pages/0615-personality-tests.aspx
Schmitt, N., Cortina, J. M., Ingerick, M. J., & Wiechmann, D.
(2003). Personnel selection and employee performance. In W.
C. Borman, D. R. Ilgen, R. J. Klimoski, & I. B. Weiner
(Eds.), Handbookof psychology: Vol. 12. Industrial and

organizational psychology(pp. 77–105). Hoboken, NJ: John
Wiley & Sons, Inc.
Vinchur, A.J, Schippmann, J. S., Switzer, F.S., & Roth, P.L,
(1998). A meta-analytic review of predictors of job performance
for salespeople. Journal of Applied Psychology, 83(4), 586-597.
http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.459.1
742&rep=rep1&type=pdf
Copyright © 2013 Pearson Education, Inc. publishing as
Prentice Hall
Chapter 15 - *
Chapter 15
Building Careers and Writing Résumés
*
Learning Objectives
Prentice Hall
Chapter 15 - *
List eight key steps to finding the ideal opportunity in today’s
job market
Explain the process of planning your résumé, including how to
choose the best résumé organization

Describe the tasks involved in writing your résumé, and list the
major sections of a traditional résumé
LEARNING OBJECTIVES
After studying this chapter, you will be able to do the
following:List eight key steps to finding the ideal opportunity
in today’s job market Explain the process of planning your
résumé, including how to choose the best résumé organization
Describe the tasks involved in writing your résumé and list the
major sections of a traditional résumé
*
Learning Objectives
Characterize the completing step for résumés, including the six
most common formats in which you can produce a résumé
Prentice Hall
Chapter 15 - *
LEARNING OBJECTIVES
After studying this chapter, you will be able to do the
following:
4. Characterize the completing step for résumés, including the
six most common formats in which you can produce a résumé
*

Finding the Ideal Opportunity in Today’s Job Market
Prentice Hall
Chapter 15 - *
Whether you’ll be looking for your first professional job on
graduation or you’re already in the middle of a career, you need
to put as much thought and care into finding the right job as
employers put into finding the right employees.
Identifying and landing the ideal job can be a long and difficult
process, particularly in today’s tough employment markets.
Fortunately, the skills you’re developing in this course will give
you a competitive advantage. This section offers a general job-
search strategy with advice that applies to just about any career
path you might want to pursue.
*
Securing Employment in Today’s Job Market
Prentice Hall
Chapter 15 - *
Get Organized
Start Now and Stick to It
As you craft your personal job search strategy, keep these two
guidelines in mind:
Get organized. Your job search could last many months and
involve multiple contacts with dozens of companies. You need
to keep all the details straight to make sure you don’t miss
opportunities or make mistakes such as losing someone’s email
address or forgetting an appointment.

Start now and stick to it. Even if you are a year or more away
from graduation, now is not too early to get started with some
of the essential research and planning tasks. If you wait until
the last minute, you will miss opportunities and you won’t be as
prepared as the candidates you’ll be competing against.
*
Finding Your Ideal Opportunity
Prentice Hall
Chapter 15 - *
In today’s job market consider paying attention to the following
steps to help land the ideal opportunity:Write your story:
Explore possibilities, identify your passion.Think like an
employer: Consider the steps can you take to present yourself as
the best candidate.Do your research: Be creative, consider
contacting current customers.Define your potential: Explain
how well your attributes and experience will translate to the
challenges of a specific position.Find opportunities: Focus your
efforts on the companies you want to work for instead of going
through the traditional sources.Build your network: Go on and
offline to make new business contacts.Seek career counsel: Go
to your career center, job fairs, etc.Avoid mistakes: Polish your
cover letter and résumé, make a good first impression.
*
Summary of Objectives
Prentice Hall
Chapter 15 - *

This section covered the following elements involved in Finding
the Ideal Opportunity in Today’s Job Market: Securing
Employment in Today’s Job MarketFinding Your Ideal
Opportunity
This concludes our discussion of Finding the Ideal Opportunity
in Today’s Job Market. The next section will cover Planning a
Résumé.
*
Planning a Résumé
Prentice Hall
Chapter 15 - *
Although you will create many messages during your career
search, your résumé will be the most important document in this
process. You will be able to use it directly in many instances,
adapt it to a variety of uses such as an e-portfolio, and reuse
pieces of it in social networking profiles and online application
forms.
*
Applying the Three-Step Résumé Process
Prentice Hall
Chapter 15 - *

To distinguish yourself from all the other people looking for
work, you need to start with a well-written résumé. Some job
searchers are intimidated by the prospect of writing a résumé,
but a résumé is really just another specialized business message.
Follow the three-step writing process, and it will be easier than
you think:
Planning résumés. First, analyze the situation, recognizing that
the purpose of your résumé is to get an interview, not to get a
job. As you gather information, research target industries to
learn what they look for in new hires, learn about various jobs
and what to expect, and learn about the hiring managers, if
possible. In order to choose the best medium, start with a
traditional, paper résumé, then develop scannable, plain text,
HTML, and PDF versions, as needed. Choose a model of
organization that highlights your strengths and downplays your
shortcomings; use the chronological approach, unless you have
a good reason not to.
Writing résumés. Adapt to your audience by planning to catch a
recruiter’s eye within seconds. In order to do so, translate your
education and experience into attributes that employers value.
Write clearly and succinctly as you compose your message by
using language that is appropriate to the companies and
industries you are targeting; moreover, use a professional tone.
Completing résumés. After writing your first draft, revise your
résumé to make sure it is clear, concise, and correct. Next,
produce your résumé, giving it an attractive, professional
appearance. Proofread the final product for typos, spelling
errors, and other mechanical problems. Finally, distribute your
résumé following the specific instructions of each employer or
job search website.
*

Analyze Your Purpose and Audience
Prentice Hall
Chapter 15 - *
A résumé is a structured, written summary of a person’s
education, employment background, and job qualifications.
Before you begin writing a résumé, make sure you understand
its true function—as an advertisement intended to stimulate an
employer’s interest in meeting you and learning more about
you. A successful résumé persuades a prospective employer to
invite you to interview with the company. Thus, your purpose in
writing your résumé is to create interest—not to tell readers
every little detail.
Learn as much as you can about the individuals who may be
reading your résumé. Many professionals and managers are
bloggers, Twitter users, and LinkedIn members, for example, so
you can learn more about them online even if you’ve never met
them. Any bit of information can help you craft a more effective
message.
*
Gathering Pertinent Information
Prentice Hall
Chapter 15 - *
If you haven’t been building an employment portfolio thus far,
you may need to do some research on yourself. Gather all the
pertinent personal history you can think of, including the dates,
duties, and accomplishments from any previous jobs you’ve

held. Compile relevant educational experience that adds to your
qualifications—formal degrees, skills certificates, academic
awards, or scholarships. Also, gather any relevant information
about school or volunteer activities that might be relevant to
your job search, including offices you have held in any club or
professional organization, presentations given, and online or
print publications. You probably won’t use every piece of
information you come up with, but you’ll want to have it at your
fingertips before you begin composing your résumé.
*
Organizing Your Résumé Around Strengths
Prentice Hall
Chapter 15 - *
The most successful résumés convey specific qualities that
employers seek. They demonstrate that you think in terms of
results and know how to get things done, are well-rounded,
show signs of career progress and professional development,
have personal standards of excellence, are flexible and willing
to try new things, and communicate effectively.
Although you may want to include a little information in all
categories, you will naturally want to emphasize the information
that does the best job of aligning your career objectives with the
needs of your target employers—and that does so without
misrepresenting the facts.
*
Typical Résumé Formats

Prentice Hall
Chapter 15 - *
Personal
Background
Personal
Objectives
Chronological
Combination
Functional
Work History
Educational Level
Skills and
Accomplishments
To focus attention on your strongest points, adapt the
appropriate organizational approach—chronological, functional,
or a combination of the two. The “right” choice depends on your
background and your goals.
In a chronological résumé, the “Work Experience” section

occupies the most prominent slot. This approach is the most
common way to organize a résumé. It has three advantages: (1)
employers are familiar with it, (2) it highlights growth and
career progression, and (3) it highlights continuity and stability.
This approach is especially appropriate if you have a strong
employment history and are aiming for a job that builds on your
current career path.
A functional résumé emphasizes skills and accomplishments,
identifying employers and academic experience in subordinate
sections. This pattern stresses individual areas of competence,
so it is useful for people who are just entering the job market,
want to redirect their careers, or have little continuous career-
related experience. The functional approach also has three
advantages: (1) without having to read through job descriptions,
employers can see what you can do for them, (2) you can
emphasize earlier job experience, and (3) you can deemphasize
any lack of career progress or lengthy unemployment.
A combination résumé includes the best of the chronological
and functional approaches. Nevertheless, it is not commonly
used for two reasons: it tends to be longer, and it can be
repetitious if you have to list your accomplishments and skills
in both the functional section and the chronological job
descriptions.
*
Prentice Hall
Chapter 15 - *
This section covered the following elements involved in

Planning a Résumé: Applying the Three-Step Résumé
ProcessAnalyze Your Purpose and AudienceGathering Pertinent
InformationOrganizing Your Résumé Around StrengthsTypical
Résumé Formats
This concludes our discussion of Planning a Résumé. The next
section will cover Writing a Résumé
*
Writing a Résumé
Prentice Hall
Chapter 15 - *
As you follow the three-step process to develop your résumé,
keep four points in mind. First, treat your résumé with the
respect it deserves. A single mistake or oversight can cost you
interview opportunities. Second, give yourself plenty of time.
Don’t put off preparing your résumé until the last second and
then try to write it in one sitting. Third, learn from good
models. You can find sample résumés online at college websites
and on job boards such as Monster and CareerBuilder. Fourth,
don’t get frustrated by the conflicting advice you’ll read about
résumés. Résumés are as much art as science, and there is more
than one way to be successful with them.
*
Writing Your Résumé

Prentice Hall
Chapter 15 - *
As you follow the three-step process to develop your résumé,
keep four points in mind. First, treat your résumé with the
respect it deserves. A single mistake or oversight can cost you
interview opportunities. Second, give yourself plenty of time.
Don’t put off preparing your résumé until the last second and
then try to write it in one sitting. Third, learn from good
models. You can find sample résumés online at college websites
and on job boards such as Monster and CareerBuilder. Fourth,
don’t get frustrated by the conflicting advice you’ll read about
résumés. Résumés are as much art as science, and there is more
than one way to be successful with them. Consider the
alternatives and choose the approach that makes the most sense
to you, given everything you know about successful business
communication.
*
Keeping Your Résumé Honest
Prentice Hall
Chapter 15 - *
Résumé fraud has reached epidemic proportions, but employers
are fighting back with more rigorous screening techniques.
Applicants with integrity know they don’t need to stoop to
lying. If you are tempted to stretch the truth, bear in mind that
professional recruiters have seen every trick in the book, and
frustrated employers are working aggressively to uncover the
truth.
*

Adapting Your Résumé to Your Audience
Prentice Hall
Chapter 15 - *
Your résumé needs to make a positive impression in a matter of
seconds, so be sure to adopt a “you” attitude and think about
your résumé from the employer’s perspective.
No matter which format you choose or what information you
include, the single most important concept to keep in mind as
you write is to translate your past accomplishments into
perceived future potential. In other words, employers are
certainly interested in what you have done in the past, but they
are more interested in what you can do for them in the future.
Keep in mind that you may need to “translate” your skills and
experiences into the terminology of the hiring organization.
Moreover, educational achievements in other countries might
not align with the standard U.S. definitions of high schools,
community colleges, technical and trade schools, and
universities.
Regardless of your background, it is up to you to combine your
experiences into a straightforward message that communicates
what you can do for your potential employer.
*
Composing Your Résumé
Prentice Hall
Chapter 15 - *

The first thing an employer needs to know is who you are and
where you can be reached: your name, address, phone number,
email address and the URL of your personal webpage, e-
portfolio or social media resume.
The brief introductory statement that follows your contact
information can take one of three forms. A career objective
identifies either a specific job you want or a general career you
want to pursue. A qualifications summary offers a brief
overview of your key qualifications. A career summary offers a
brief recap of your career, with the goal of presenting
increasing levels of responsibility and performance.
If you are still in school, education is probably your strongest
selling point. Present your educational background in depth,
choosing facts that support your “theme.” The education section
also includes off-campus training sponsored by business or
government. Education is usually given less emphasis after you
have worked in your chosen field for a year or more. Whether
you list your GPA depends on the job you want and the quality
of your grades.
The work experience section focuses on your overall theme.
When describing your work experience, highlight the
relationship between your previous responsibilities and your
target field. List your jobs in reverse chronological order, with
the current or last one first.
Describe volunteer activities that demonstrate your abilities.
List projects that required leadership, organization, teamwork,
and cooperation.
Experts advise you to leave personal interests off your résumé—
unless including them enhances the employer’s understanding of
why you would be the best candidate for the job. Also prepare a
list of references (in the same format as your résumé), as you
will be asked for them at some point.
*

Prentice Hall
Chapter 15 - *
This section covered the following elements involved in Writing
a Résumé: Writing Your RésuméKeeping Your Résumé
HonestAdapting Your Résumé to Your AudienceComposing
Your Résumé
This concludes our discussion of Writing a Résumé. The next
section will cover Completing a Résumé.
*
Completing a Résumé
Prentice Hall
Chapter 15 - *
Completing your résumé involves revising it for optimum
quality, producing it in the various forms and media you’ll
need, and proofreading it for any errors before distributing it or
publishing it online.
*
Completing Your Résumé

Prentice Hall
Chapter 15 - *
The last step in the three-step writing process is no less
important than the first two. As with any other business
message, you will need to revise your résumé, produce it in an
appropriate form, and proofread it for any errors before
distributing it to your target employers.
*
Revising Your Résumé
Prentice Hall
Chapter 15 - *
Ask professional recruiters to list the most common mistakes
they see on résumés, and you will hear the same things over and
over again. Keep your résumé out of the recycling bin by
avoiding these flaws:It is too long or too wordy, verbose rather
than concise, relevant, and to the point.It is too short or
sketchy, not giving enough information for a proper evaluation
of the applicant.It is difficult to read, lacking white space and
devices such as indentations and boldfacing to make the
reader’s job easier.It is amateurish, indicating the applicant has
little understanding of the world of business. It is poorly
produced, being difficult to read or on cheap paper. It contains
spelling and grammar errors, showing that the candidate lacks
communication skills.The boastful tone makes the reader doubt
the applicant’s self evaluation.The gimmicky design departs
widely from accepted standards.
*

Producing Your Résumé
Prentice Hall
Chapter 15 - *
Hardcopy
Résumé
Scannable
Résumé
Plain Text
File
PDF File
MS Word
File
Online
Résumé
Design Elements
Keep It
Simple
Avoid
Excess
Good design is a must, and it is not difficult to achieve. Good
designs feature simplicity, order, effective use of white space,
and clear typefaces. Make subheadings easy to find and easy to

read, placing them either above each section or in the left
margin. Use lists to itemize your most important qualifications.
Color is not necessary by any means, but if you add color, make
it subtle and sophisticated, such as a thin horizontal line under
your name and address. The most common way to get into
trouble with résumé design is going overboard.
Depending on the companies you apply to, you might want to
produce your résumé in as many as six forms (all are explained
in the following sections): Printed traditional résuméPrinted
scannable résumé Electronic plain text file Microsoft Word
fileOnline résumé, also called a multimedia résumé or social
media résuméPDF file
*
Producing a Traditional Printed Résumé
Prentice Hall
Chapter 15 - *
High-Quality
Paper
Professional
Image
The traditional paper résumé still has a place in this world of
electronic job searches, if only to have a few copies ready
whenever one of your networking contacts asks for one. Avoid
basic, low-cost white bond paper intended for general office use
and gimmicky papers with borders and backgrounds. Choose a
heavier, higher-quality paper designed specifically for résumés
and other important documents. White or slightly off-white is
the best color choice. This paper is more expensive than general
office paper, but you don’t need much, and it’s a worthwhile
investment.

*
Printing a Scannable Résumé
Prentice Hall
Chapter 15 - *
Keyword Summary
Simple
Format
You might encounter a company that prefers scannable résumés,
a type of printed résumé that is specially formatted to be
compatible with optical scanning systems that convert printed
documents to electronic text. A scannable résumé differs from
the traditional format in two major ways: it should always
include a keyword summary, and it should be formatted in a
simpler fashion that avoids underlining, special characters, and
other elements that can confuse the scanning system. If you
need to produce a scannable résumé, search online for
“formatting a scannable résumé” to get detailed instructions.
*
Creating Digital Résumé Formats
Prentice Hall
Chapter 15 - *
A plain-text file (sometimes known as an ASCII text file) is an
electronic version of your résumé that has no font formatting,
no bullet symbols, no colors, no lines or boxes, or other special

formatting. In some cases, an employer or job-posting website
will want you to upload a Microsoft Word file or attach it to an
email message. (Although there are certainly other word
processors on the market, Microsoft Word is the de facto
standard in business these days.) This method of transferring
information preserves the design and layout of your résumé and
saves you the trouble of creating a plain-text version. Creating a
PDF file is a simple procedure, but you need the right software.
Adobe Acrobat (not the free Adobe Reader) is the best-known
program, but many others are available, including some free
versions. A variety of terms are used to describe online
résumés, including personal webpage, e-portfolio, social media
résumé, and multimedia résumé. Whatever the terminology used
on a particular site, all these formats provide the opportunity to
expand on the information contained in your basic résumé with
links to projects, publications, screencasts, online videos,
course lists, social networking profiles, and other elements that
give employers a more complete picture of who you are and
what you can offer.
*
Proofreading Your Résumé
Prentice Hall
Chapter 15 - *
Strive for
Perfection
Attend to
the Details
Review Personal Data
Spelling and Word Choice

Grammar and Punctuation
Headings and Lists
Employers view your résumé as a concrete example of your
attention to quality and detail. Your résumé doesn’t need to be
good or pretty good—it needs to be perfect. Although it may not
seem fair, just one or two errors in a job application package are
enough to doom a candidate’s chances.
Your résumé is one of the most important documents you’ll ever
write, so don’t rush or cut corners when it comes to
proofreading. Check all headings and lists for clarity and
parallelism and be sure that your grammar, spelling, and
punctuation are correct. Double-check all dates, phone numbers,
email addresses, and other essential data. Ask at least three
other people to read it, too. As the creator of the material, you
could stare at a mistake for weeks and not see it.
*
Distributing Your Résumé
Prentice Hall
Chapter 15 - *

How you distribute your résumé depends on the number of
employers you target and their preferences for receiving
résumés. Employers usually list their requirements on the career
pages of their websites, so verify this information and follow it
carefully. Beyond that, here are some general distribution tips:
Mailing printed résumés. Take some care with the packaging.
Spend a few extra cents to mail these documents in a flat 9 by
12 envelope, or better yet, use a Priority Mail flat-rate
envelope, which gives you a sturdy cardboard mailer and faster
delivery for just a few more dollars.
Emailing your résumé. Some employers want applicants to
include the text of their résumés in the body of an email
message; others prefer an attached Microsoft Word file. If you
have a reference number or a job ad number, include it in the
subject line of your email message.
Submitting your résumé to an employer’s website. Many
employers, including most large companies, now prefer or
require applicants to submit their résumés online. In some
instances, you will be asked to upload a complete file. In others,
you will need to copy and paste sections of your résumé into
individual boxes in an online application form.
Posting your résumé on job websites. You can post your résumé
(or create one online, on some sites) on general-purpose job
websites such as Monster (http:// home.monster.com and
http://college.monster.com) and CareerBuilder (www
.careerbuilder.com), on more specialized websites such as
Jobster (www.jobster.com) or Jobfox (www.jobfox.com), or
with staffing services such as Volt (http://jobs.volt .com).
*
Prentice Hall
Chapter 15 - *

This section covered the following elements involved in
Completing a Résumé: Completing Your RésuméRevising Your
RésuméProducing Your RésuméProducing a Traditional Printed
RésuméPrinting a Scannable RésuméCreating Digital Résumé
FormatsProofreading Your RésuméDistributing Your Résumé
This concludes our discussion Completing a Résumé. The
presentation will close with a review of this chapter’s learning
objectives.
*
Prentice Hall
Chapter 15 - *
Chapter 15
Building Careers and Writing Résumés
*
This concludes the PowerPoint presentation on Chapter 15,
“Building Careers and Writing Résumés.” During this
presentation, we have accomplished the following learning
objectives:Listed eight key steps to finding the ideal
opportunity in today’s job market Explained the process of
planning your résumé, including how to choose the best résumé
organization Described the tasks involved in writing your
résumé,́ and listed the major sections of a traditional résumé
Characterized the completing step for résumés, including the six
most common formats in which you can produce a résumé
For more information about these topics, refer to Chapter 15 in

Excellence In Business Communication.
Prentice Hall
Chapter 15- *
*

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