Marketing strategy is an enormously vast, fun, and exciting topic. In that forest of thinking, I would argue that positioning is the first-domino idea to consider. It’s a 40 year-old idea that is just as important as it was in 1972, when Al Reis and Jack Trout wrote a fateful article in Advertising Age here. When student asks…
If you want to succeed with your organization’s security awareness program, here are some of the top „faux-pas“ you should be sure to avoid. Here are some of the errors we have seen over the years that you do not want to make. 1) AVOID: Singling out employees that click on a phishing link and…
This widescreen template shows various slides with brainstorming idea machine diagrams.
Quelle: Forbes - 5 Items
Top schools, Fortune 500 companies, household brands, and hot start-ups. Recruiters’ preferences depend on the search. At the executive level, top schools still carry weight but not as much at this stage of the career as recent companies. For a recent graduate, the school brand matters more because there is less other information. If the role is for a fast-growth newer company, a history with successful start-ups may be preferred over even Fortune 500 companies. If the search is for a large company, then Fortune 500 names will carry the day.
Recruiters search for specific keywords: technical skills like software or programming languages, certifications like the CPA or PMP, and functional skills like direct response for a specialized marketing search or regression analysis for a data analyst position.
Recruiters zero in on gaps, short tenures, and lack of progression. A gap in the middle of an otherwise solid career is less of an issue than a recent gap. A shorter gap (less than six months) is a non-issue. Multiple jobs with a year or less of tenure raise suspicions that the candidate has no staying power. If there is longevity but no increase in responsibilities, title or results, then this shows a lack of progression.
Spelling and grammar mistakes jump out and make you look sloppy, unprofessional, and uncaring. If proper names are misspelled (a company in the Experience section, a software in the Skills section) it raises doubt as to whether or not the candidate really worked at that company or knows that program.
This is not one specific item on a resume but the feel across the entire resume. Brand names, relevant keywords, longevity and progression, and no mistakes all signal positively to potential. Body of work – skills plus experience plus specific industry or functional expertise – also signal potential. The aesthetics of the resume – layout, readability, conciseness of descriptions – signal professionalism and attention to detail. The emphasis in the resume – the summary on top, the first bullet of each job, the results that are quantified – represents the candidate’s value proposition.
Training Service Provider: GreyCampus – Training Project Professionals, Enhancing Careers — Virtual Project Management Consulting
Certification training to develop new skills is an important aspect of career advancement. It not only recognizes your skills, but helps you get hired in a dream job. A 2012 Microsoft study highlights certification as an important hiring criteria. For hiring managers, a certification represents high skillsets for a candidate. In a recent IT professionals…
Ever wonder if your Facebook feed is only telling you one side of the story? Well, research has shown that it can do just that. Social media feeds can morph into echo chambers of your political beliefs, telling you only what like-minded friends and family think, and in doing so, ignoring the news and political…