The Sequence of Writing a Resume

The Sequence of Writing a ResumeAs the saying goes, 'Every step is a beginning', so it's crucial that you do everything you can to make sure your resume sequence of writing a resume is right. When you've finally worked out the process you'll need to go through, then your job search will be much easier. Read on for more about how to do this.The first thing you should do is set the pace. Don't panic if your work history is really long - it might be very well worth it to you at this point to see what kind of return you'll get. It's often a common mistake to think that it's time to write your resume, when you need to stop and clear your head. Your mind will be better suited to what you're going to do next.Think about it like this - when you're trying to get over a particularly tough period in your life, you might have had a temporary high (or low) in your self-esteem, but you must avoid trying to be too optimistic at this stage. Instead, you should focus on the issues you're going to hav e to deal with - and do them by working hard. In other words, you should pay your dues, rather than thinking you're getting ahead too soon.You could even look into some sort of certification for your area of expertise or the degree you want to show employers when they read your resume. This will give you a little boost as you go along.In the meantime, it's highly likely that you'll be happy with the way things are going, in terms of your situation. If that's the case, you can relax and enjoy the ride, knowing that it won't be the end of your career any time soon. The key to making your resume sequence of writing a resume is to keep on writing as soon as you've had time to mull things over. By working on it over the course of a few months, you'll start to see how it might flow, which means you should stick to it at least until your next interview.Finally, remember that a bit of taking a break is all it takes to make your job search flow smoothly. At least for a while, think about you r job search as something that needs to be taken care of in an orderly manner. Acknowledge that you will need a change of pace from time to time, and try to find ways to cope with it.The easiest way to learn the steps of the resume sequence of writing a resume is to consult a professional writer. They know the whole process, from the top to the bottom, and they'll make sure you don't make any mistakes, either in wording or in grammar, that would hurt your chances of landing the job.

Why Workplace Diversity Initiatives Are Struggling

Why Workplace Diversity Initiatives Are Struggling Companies have long trumpeted sweeping diversity initiatives, but even in era of “Chief People Officers” and “transparent company cultures,” a growing body of research shows that workplace racial segregation is greater today than it was a generation ago. Sociologists from Stanford University and Harvard Business School recently looked at more than 40 years of data on the racial makeup of every large private-sector workplace in the U.S., and found that while there are more people of color across occupations, individual employers are still pretty homogenous and actually more divided than they were in the ’70s. “In terms of integrating workplaces, employers are making less progress than we thought they were,” says John-Paul Ferguson, PhD, one of the lead researchers. What gives? Our perceptions of diversity are partially to blame, he says. Most workers, particularly the white ones, are operating under the baseline assumption that companies, while not perfectly impervious to racial bias, have made measurable strides in ramping up diversity over the last several decades. It’s a reasonable position to take: after all, our country is certainly becoming more diverse as a whole. In 2016, the U.S. population was about 61% white, compared to 76% in 1990, and 81% in 1975, according to Census Bureau estimates. But while almost everyone knows non-white sales reps, marketing directors, and every other type of professional in today’s workforce, there are still more non-white workers in low-wage janitorial, kitchen, and service roles that each office relies on. And since a wave of outsourcing has led entire industries to tap outside contractors to fill these jobs, many of the employees who take them aren’t even on the same payroll as the people whose desks they clean, meals they serve, and packages they deliver. It’s diversity with an asterisk. And what’s worse, new companies don’t seem to be better at attracting, retaining and promoting people of color than their predecessors were, according to Ferguson. “If everyone in the mail room is black, and all the white people are computer programmers, it doesn’t matter if the labor force as a whole is a lot more diverse,” he says. The implications are hard to ignore. For companies, this persistent lack of representation leads to a scarcity of the ideas, backgrounds, and experiences every employer claims to value. For individuals, this divide quietly manifests into every facet of workplace policy â€" from hiring bias that makes it less likely for people with “black sounding names” to get an interview, to workplace dress codes that ban natural hairstyles. Most troubling, though, is the growing racial pay gap that points to the average black man earning just 70% of what a white man makes, and the average black woman earning 82% of a white woman’s paycheck. For what it’s worth, companies seem to want to be inclusive. In a February survey from Deloitte, 69% of CEOs said they consider diversity to be an important issue. And there are more corporate diversity trainings, inclusion initiatives, and tech-based hiring solutions than ever before. For white workers, this probably look like progress. But so far, there’s no proof that any of these things do more than add another box for HR departments to check off their to-do list. Unconscious bias training, the courses many Fortune 500 companies use to help employees alter their assumptions about race, has as many critics as it does supporters. And the new solution du jour, “algorithmic hiring,” a favorite tool of recruitment platforms that claim to negate application bias by taking humans out of the process, also has its shortcomings. “Algorithms are helping to get a broader set of resumes in front of the hiring manager, without question,” says Erica Volini, Deloitte’s Human Capital Leader. “But if you don’t have managers who are still thinking on a more inclusive basis, the technology can only get you so far.” Today, a handful of companies are working out how to do this type of hiring without any human interaction at all. No humans, no bias, right? Tilr, a Cincinnati-based startup that launched in 2016, places vetted job seekers directly into open gigs based on their skills, without any interview or phone screen. In its current form, the platform is mostly used for temp roles, with some companies agreeing to let Tilr pick permanent hires after they’ve seen the algorithm at work. Carisa Miklusak, Tilr’s CEO, says the company plans to roll out a beta version for traditional, full-time positions in late 2018 or early 2019. By then, she hopes, employers will learn to trust the same sort of technology that matches Uber drivers and riders to find their next employee. “There’s a trust curve, but like telemedicine, where algorithms are matching people with doctors, it’s just a matter of acceptance and proof,” she says. Jopwell, another new entrant to the recruiting space, partners with large companies like Pinterest, UBS, and the New York Times to match open jobs with black, Latino/Hispanic, and Native American job seekers. Jopwell’s executives claim companies who use their platform see hiring yields up to 20 times higher than their broader applicant pools. Will any of these efforts translate to a more integrated office? Maybe. But even the companies behind them, and those whose success hinges on a more diverse workforce, admit we’ve got a long way to go. “This isn’t an overnight fix,” says Ryan Williams, cofounder of Jopwell. “But the fact that companies are recognizing that some individuals don’t have a seat at the table is a good thing.”

Is Going Back To School Your Best Path To Career Growth - Work It Daily

Is Going Back To School Your Best Path To Career Growth - Work It Daily Whether you're searching for a job or simply pondering your next career move, you might be considering going back to school. Returning to school to pursue a degree to be more career competitive is a commonly held belief. But… is it really the right thing to do? For those out there aghast for questioning the wisdom of schooling or education, let me assure you that I’m a perpetual student myself. In fact, I think we should all continue to improve ourselves. The bigger question is around setting your expectations about what you are pursuing and whether or not your expectations can actually be met. Is Going Back To School Right For You? Here are some tips and things for you to consider: Clarity Is Critical Do your research.You need to understand the requirements for the type of position you desire to move into. Too many people think they know the path from where they are to the career of their dream without doing their homework to know for sure. You don’t want to invest both time and money without first confirming you are on the right path. Specific Degrees Lead To Specific Careers There are programs out there that have a direct correlation to the career you would pursue, such as engineering or nursing. Certainly if those professions are your direction, you should go for them in a big way. It also doesn't hurt that both areas are in high demand right now in this tough economy. Non-Specific Degrees Require You To Know Your Direction Degrees in Environmental Studies or Business Administration are open to your own interpretation of what career you can pursue. Way too many people exit these programs without any concept of what career it might support. If you are looking into a program that is more general, identify if there are specialization programs within those degrees that could guide you directly into your next career step. An MBA Degree Is No Guarantee Of A Management Position Most companies want to grow you into a management position. The reason for this is they want to ensure you know “how things work” before allowing you to direct the work of others. Deep experience and a willingness to take responsibility are characteristics that will move you into management. Course Content Does Not Equal Work Content Don’t be fooled into believing that the types of classes you take in a program are the same type of work you would be doing professionally. When you study law, the environment for practicing law is very different and sometimes a surprise. Building New Skills Can Help You Progress If you are simply pursuing various classes to up-level your skill in specific things related to your profession, that is a great course of action. You already know the demands on you professionally and can see where the opportunities for growth exist. Going after specific classes to help your growth can make sense. Your challenge once you’ve done that is to see to it that you get work assignments to help solidify your new skills. You still have to do your own self-promotion around your new skills or no one will know. If you’re pursuing a degree program to get promoted or go after a better position, make sure to check your expectations against the reality of the hiring situation. In our environment, employers are no longer just looking for a degree. They are looking for specific expertise, specialization, and depth of experience. Make sure you know what’s needed for your next career step. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!