This document summarizes a presentation about optimizing resumes and LinkedIn profiles. It discusses highlighting relevant experience, skills, and keywords. Examples are provided of strong resume summaries that emphasize specific results and accomplishments. LinkedIn profiles should include a descriptive headline and summary that incorporate keywords. Experience sections should tell a story about what was learned from each role.
Brandoos Inspiration: "How to develop an Employer Brand"Tobias Ammann
Developing an impactful employer brand.
This Brandoos Teaser “Employer Branding” captures the essentials of Employee Value Proposition (EVP) development. It provides you the necessary knowledge, assignments and work templates to develop an EVP for your company.
The EVP framework you are about to develop defines how your company is positioned on the job market vis-a-vis existing and future talents and thus helps you build an effective foundation for employee recruiting and retention.
Learning Objective: Examine the elements to constructing superior resumes
Having an efficient and strong resume will greatly improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to make sure that your resume stands out above the rest without overdoing it. How does one make sure that his or her resume is top-notch and bulletproof? This seminar will give you the scoop on creating the standout resume that will get you your next interview. We will discuss tips such as determining what your resume’s purpose is, supporting your strengths, using appropriate keywords, the benefits of proofreading and bullet points, and proper font usage.
At the end of this seminar, participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern good from bad resumes.
c. Analyze the resume factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy*.
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this APAC webinar, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch. You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
Brandoos Inspiration: "How to develop an Employer Brand"Tobias Ammann
Developing an impactful employer brand.
This Brandoos Teaser “Employer Branding” captures the essentials of Employee Value Proposition (EVP) development. It provides you the necessary knowledge, assignments and work templates to develop an EVP for your company.
The EVP framework you are about to develop defines how your company is positioned on the job market vis-a-vis existing and future talents and thus helps you build an effective foundation for employee recruiting and retention.
Learning Objective: Examine the elements to constructing superior resumes
Having an efficient and strong resume will greatly improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to make sure that your resume stands out above the rest without overdoing it. How does one make sure that his or her resume is top-notch and bulletproof? This seminar will give you the scoop on creating the standout resume that will get you your next interview. We will discuss tips such as determining what your resume’s purpose is, supporting your strengths, using appropriate keywords, the benefits of proofreading and bullet points, and proper font usage.
At the end of this seminar, participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern good from bad resumes.
c. Analyze the resume factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy*.
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this APAC webinar, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch. You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
What to Expect From a Small vs Large Company by Salesforce Sr.PMProduct School
Main takeaways:
- Benefits and shortcomings of Product Management at a small vs large company
- Tips to making the transition easier
- Understand additional subtleties between working at a small and large company and determine what is best for you
#FIRMday Manchester 22nd September 2016 - Cubiks: 'The new candidate experience'Emma Mirrington
Feedback and themes emerging from Cubiks’ candidate experience survey were used to inform the design of the new online sifting assessment for Beauty Advisors at Boots,
combining situational judgement questions and personality data. The solution has been developed with the intention of increasing candidates’ perceptions of the relevance and fairness of the assessment, and also enhancing their perceived enjoyment of
the assessment experience. The provisional impact and outcomes of the new candidate experience are presented,
along with candidate feedback perceptions gathered since the
launch.
How to Leverage Technology to Maximize Employer Brand EquityJeff Waldman
I had the privileged opportunity to speak at the inaugural HR Tech Summit Canada 2017. The event hashtag was #HRTechCanada and the attendance at this event was phenomenal. My 30-minute talk was about how to leverage technology to maximize employer brand equity.
SESSION ABSTRACT:
Regardless of the company size, employer brand is a huge part of successful organizational business strategy. Further, the proliferation of technology during the past decade has resulted in employer brand being at the forefront of people strategy. Well known employer brands such as Westjet, Starbucks, Adidas, Nurse Next Door, GEICO and Airbnb are building strategies that successfully integrate and leverage the power of technology to create memorable and unique experiences. In this tech talk, learn how to leverage technology and social media to take your employer brand and candidate experience to the next level, including:
1) Understanding the main drivers of employer brand equity and how technology influences it.
2) How to leverage social media (LinkedIn, Twitter, Snapchat and Instagram) as your key communications and engagement channels to build brand equity.
3) Case studies and practical examples of how companies are successfully using social media and technology to elevate their brands and improve their candidate experience.
4) Tips to easily start leveraging technology into HR and recruitment practices.
The CareerCENTRE helps to define the right career path for an individual based on self assessment. Organisations that invest in career management have greater levels of employee engagement.
Organisations with high employee engagement are more productive, more profitable and generate greater shareholder value.
Selection criteria examples show potential employers what, why and how you performed or demonstrated that particular selection criterion. It displays that you are competent and are already trained in the skill.
John Ham, Founding CEO and Chairman of Ustream Inc., and Luan Lam, Vice President of Global Talent Acquisition at AppDynamics, share how you can build an effective hiring strategy that will help you gain a competitive edge and scale your business in the new year.
Register for more SMB webcasts: http://linkd.in/1wN7l4p
Talent Development As A Journey: from Competencies to CapabilitiesSeta Wicaksana
Talent Development is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees.
What to Expect From a Small vs Large Company by Salesforce Sr.PMProduct School
Main takeaways:
- Benefits and shortcomings of Product Management at a small vs large company
- Tips to making the transition easier
- Understand additional subtleties between working at a small and large company and determine what is best for you
#FIRMday Manchester 22nd September 2016 - Cubiks: 'The new candidate experience'Emma Mirrington
Feedback and themes emerging from Cubiks’ candidate experience survey were used to inform the design of the new online sifting assessment for Beauty Advisors at Boots,
combining situational judgement questions and personality data. The solution has been developed with the intention of increasing candidates’ perceptions of the relevance and fairness of the assessment, and also enhancing their perceived enjoyment of
the assessment experience. The provisional impact and outcomes of the new candidate experience are presented,
along with candidate feedback perceptions gathered since the
launch.
How to Leverage Technology to Maximize Employer Brand EquityJeff Waldman
I had the privileged opportunity to speak at the inaugural HR Tech Summit Canada 2017. The event hashtag was #HRTechCanada and the attendance at this event was phenomenal. My 30-minute talk was about how to leverage technology to maximize employer brand equity.
SESSION ABSTRACT:
Regardless of the company size, employer brand is a huge part of successful organizational business strategy. Further, the proliferation of technology during the past decade has resulted in employer brand being at the forefront of people strategy. Well known employer brands such as Westjet, Starbucks, Adidas, Nurse Next Door, GEICO and Airbnb are building strategies that successfully integrate and leverage the power of technology to create memorable and unique experiences. In this tech talk, learn how to leverage technology and social media to take your employer brand and candidate experience to the next level, including:
1) Understanding the main drivers of employer brand equity and how technology influences it.
2) How to leverage social media (LinkedIn, Twitter, Snapchat and Instagram) as your key communications and engagement channels to build brand equity.
3) Case studies and practical examples of how companies are successfully using social media and technology to elevate their brands and improve their candidate experience.
4) Tips to easily start leveraging technology into HR and recruitment practices.
The CareerCENTRE helps to define the right career path for an individual based on self assessment. Organisations that invest in career management have greater levels of employee engagement.
Organisations with high employee engagement are more productive, more profitable and generate greater shareholder value.
Selection criteria examples show potential employers what, why and how you performed or demonstrated that particular selection criterion. It displays that you are competent and are already trained in the skill.
John Ham, Founding CEO and Chairman of Ustream Inc., and Luan Lam, Vice President of Global Talent Acquisition at AppDynamics, share how you can build an effective hiring strategy that will help you gain a competitive edge and scale your business in the new year.
Register for more SMB webcasts: http://linkd.in/1wN7l4p
Talent Development As A Journey: from Competencies to CapabilitiesSeta Wicaksana
Talent Development is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees.
Employability skills of young graduates | MCB – An employer of choiceMCB
Employability skills of young graduates
Overview of the MCB
MCB Vision and Values
MCB Core Activities & Support functions
Career Opportunities at MCB
MCB and its people
Next Steps for you
Tricks and traps for effective IT resumesDonna Shannon
Learn the best resume writing techniques, strategies, and formats that help get you hired from Donna Shannon, owner of Personal Touch Career Services. A former HR Recruiter, Ms. Shannon is intimately familiar with what works to not only survive the screening process but also make the right impression on the hiring manager.
*Slides are from the Connecting Tech Talent Day in Denver on March 14, 2017
Contact us for more information: http://personaltouchcareerservices.com/contact
Digital Prospecting for an Advanced Sales Course (Undergraduate)James Fyles
Presentation given to the Sales Education Academy session, June 2019. An outline of a five week unit in an advanced undergraduate sales course designed to introduce students to the tools, techniques and process of digital prospecting and engagement
Do you feel like you are the captain of your career, or more like a galley slave—chained to a job that you don’t like, or perhaps one that pays slave wages?
In this webinar professional recruiter, business owner and best-selling author Jack Molisani discusses short-term tactics and long-term strategies for increasing your corporate value—and thus your standard of living.
“My career has had its highs, its lows, and everything in between. I learned from each win and each challenge, and I’ll share my life- and career-changing realizations with you in this entertaining and informative session.
As a mentor once told me: ‘Learn from the success and failures of others—it’s faster than making them yourself!’”
Want to increase your standard of living?
View the slides to this webinar!
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning and development
Max Blumberg: How can #PeopleAnalytics prevent incidents like the Twitter fir...Edunomica
Max Blumberg: How can #PeopleAnalytics prevent incidents like the Twitter firings?
People Analytics Conference 2022 Winter
Website: https://pacamp.org
Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ
FB: https://www.facebook.com/pacamporg
Using Competency Modeling to Enhance Leadership DevelopmentOnPoint Consulting
What behaviors and skills do you want to see in your company's next leaders? Discover how to use competency modeling to set the foundation for leadership development initiatives.
4. • Summary
• Writing descriptors
• Strategic use of Keywords
• Appealing to ATS
• Any other basics we can get to
Agenda
5. • Who are you?
• Who is the person who gets the job you want?
Gap Analysis
6. • “Pharmaceutical marketing executive with 20 years of experience creating
commercial infrastructures, growing brands, and optimizing product value
throughout launch, re-launch, and sunset life cycles across all customer
segments—payers, physicians, and patients. Lead global marketing and
commercial operations teams with P&Ls up to $2B.”
• “EHS director with 20 years of experience driving regulatory compliance
and employees’ health and safety across industries—manufacturing,
retail, and healthcare. Develop award-winning, injury-reducing ergonomic
equipment. Launch LMS training programs and engaging websites to
inform thousands of employees.”
• “Online ad sales director with 12 years of experience leading sales teams
in start-up, rapidly growing, and established companies. Maximize
profitability of ads across all platforms, including games, mobile, social,
and web. Consistently exceed revenue targets—even when battling
Facebook and other relentless competitors in crowded markets.”
Summary - Examples
7. • Tailor your summary to each job application
• Focus on specific results
• Note the types of organizations and industries
you’ve worked in
• Avoid generic terms
Summary – Best Practices
Summary Examples and Best Practices from, “Yes, Your Résumé Needs a Summary”, HBR, Jane Heifetz, July 28, 2015
8. • Degree – MS in Supply Chain Management
• Your most relevant experience – Be specific
• Your most relevant skills – Be specific
• No opinions – They lack credibility
– Bulleted statements
– Instead of a paragraph
– Are acceptable
• No Summary is also acceptable
• Keywords
Summary
9. • This section is vital for some
• Customize the Title of this section. For example:
– FINANCE PROJECTS
– ANALYTICS RESEARCH PROJECTS
– ACADEMIC PROJECTS
– PRACTICA AND CAPSTONE
• Describe like it’s a job
• Keywords
Relevant Projects
10. • Can include
– Jobs
– Internships
– Volunteerism
– Student groups and activities
• Metrics if you have them
• Relevant details
• Keywords
Experience
11. Action Words
Conducted
Determined
Calculated
Developed
Drafted
Wrote
Authored
Measured
Maintained
Created
Analyzed
Modeled
Performed
Researched
Presented
Won
Predicted
Collaborated
Visualized
Assessed
Evaluated
Represented
Interviewed
Scoped
Never use “Responsible for…”
12. No tables/text boxes on the resume
• Unless you PDF it
Don’t use these statements
• “To obtain a position where I can use my skills to further my career…”
• “…where I can exhibit hard work and enthusiasm…”
• “Highly motivated, enthusiastic, people person…”
• “…looking to gain experience…”
How many pages?
Warnings
13. • Every responsibility, experience, accomplishment
• Longer than one page? Good!
• You don’t know what the next job will require
• Edit and reformat once we have a target
Master Resume
15. • Name
• Headline
• Summary
• Experience
• Anything else we can get to
LinkedIn Agenda
16. What we see first
Name Geographic Area
Headline Industry
17. • Should match all other appearances of your
name/brand
– Resume
– Cover Letter
– Google+
– Facebook
– E-mail signature
Name
18. • Establish and reinforce your brand
• Use them EVERYWHERE
• Find them:
– Relevant job postings
– Other LinkedIn profiles
– Industry articles
– Coursework
Keywords
19. • If you don’t know what you want to do
– MS candidate in Business Analytics | SQL | Data
Mining | ETL
• If you know what you want to do
– MBA candidate and aspiring Mergers and
Acquisitions Analyst | Corporate Finance
Headline – load keywords
20. • There are 147 choices
• Do not choose “Education Management”
• Choose based on what you know right now
– You can always change your mind
Industry = another keyword
21. • Tell your story
– Motivations
• “I love using my portfolio analysis skills to solve complicated
asset allocation issues”
– Skills
• “Through my MS in Quantitative Finance, I’ve developed the
ability to…”
– Aspirations
• “I’m looking to begin my career (with a type of company/in a
specific industry)”
– “When I’m not elbow deep in VBA macros, I run
obstacle races and…”
– List your keywords and skills
Summary
22. • Present Job Title
– MS in Supply Chain candidate
• Do not use this as your default Headline
• Keywords in Job Titles – SEO looks for them
– Supply Chain Intern
– Operations Project Assistant
– New Product Development Associate
Experience
23. • Tell your story
– Humans are hardwired to respond to stories
• Why did you do this job?
• What did you learn?
• What types of people did you work with?
• How are you better now because of it?
• Use keywords throughout
More Experience
24. • Many opportunities for keywords
• Supports your story and your brand
Still More Experience
25. • These should be relevant and descriptive
– Pictures
– Presentations
– Portfolios
– Video
• LinkedIn =/= Facebook
Add Media
26. • Used in LinkedIn’s
education page search
• Two kinds of skills:
– The tool (Microsoft
Excel)
– What you do with the
tool (Cash Flow
Analysis)
Skills
27. • Always be updating your LinkedIn profile
– But we don’t all need to know everything
• Updates engage your audience more than
most other LinkedIn actions
• Next steps
– Building a relationship strategy
– Targeting employers / contacts
(Never) The End
Editor's Notes
Just one thing
It gets you an interview
Shows adequate communication skills
Displays a customized profile
Uses appropriate keywords
Offers proof rather than opinion
Pairs
Describe your strengths
Brag
Present the facts
Don’t forget to include WHO YOU WILL BE!!!
Group
What are employers looking for? NO ONE IS ALLOWED TO SAY “EXPERIENCE”
Strengths
What do these Summaries do well?
Write one
Paragraph or Bullets
This section is not always necessary. If you have internship experience, student leadership positions, etc., you may not need to make the case for your fit using your academic projects. Examine your academic works as you think about jobs/industries of interest. Be ready to incorporate them when appropriate.
The section can also be modified to fit the job/industry. For example:
FINANCE PROJECTS
MANAGEMENT PRESENTATIONS
MARKETING PROJECTS AND PRESENTATIONS
FINANCE SIMULATION EXPERIENCE
The options are limited only by your experience and how it matches up to your industry of choice
Ideally, you will use the format above, which works perfectly for those who have relevant experience with measurable impacts and accomplishments. Some of you do not. In those cases, we will create a bulleted list of detailed descriptors.
This bit of advice goes for all parts of the resume. Spend time thinking about your experiences from a stranger’s perspective. You know exactly what you mean with every word you write on this document. You have mental shorthand that fills in the blanks when your language is actually quite vague. The employer does not have access to your mental shorthand. You must translate your experiences to some extent so a stranger from industry X will be able to comprehend the logic and meaning of your work.
This section can include your computer skills (software and hardware). It can also include skills relevant to your industry. Financial simulation, modeling, etc.
When in doubt about listing a language, ask yourself this question: Would I be comfortable answering if I was asked a question in (insert language here) during the interview? If the answer is yes, list the skill. If the answer is no, list it with the qualifier “Basic” in front of it.
Only list languages in this section that are not the native language of the country in which you are applying (i.e. do not list “English” on your resume if you are applying for jobs in the U.S.).
This section should only be included for a resume that is headed for Applicant Tracking Software (ATS) or online applications. This section will be populated by terms pulled from the job advertisement. The object is to create a section that will cause the software algorithm to pass your resume through so a human will look at it. Enough of the “right” language will cause this to happen.
This section can include your computer skills (software and hardware). It can also include skills relevant to your industry. Financial simulation, modeling, etc.
When in doubt about listing a language, ask yourself this question: Would I be comfortable answering if I was asked a question in (insert language here) during the interview? If the answer is yes, list the skill. If the answer is no, list it with the qualifier “Basic” in front of it.
Only list languages in this section that are not the native language of the country in which you are applying (i.e. do not list “English” on your resume if you are applying for jobs in the U.S.).
This section should only be included for a resume that is headed for Applicant Tracking Software (ATS) or online applications. This section will be populated by terms pulled from the job advertisement. The object is to create a section that will cause the software algorithm to pass your resume through so a human will look at it. Enough of the “right” language will cause this to happen.
English name?
Quickly:
What are keywords for
Finance?
Supply Chain?
Business Analytics?
Marketing?
Tech Commercialization?