3 step formula for resume ‘bullet-points’

3 step formula for resume ‘bullet-points’

Taking “Best Practices” and making them “How-To’s”

Hi everyone,

In our effort to continue providing concrete ‘how-to’ content vs. just ‘best-practice’ content, we wanted to further explore tips for writing a resume.

While writing this post, I kept finding myself reaching back to a LinkedIn article from 2014 by Laszlo Bock (former SVP of people operations at Google) and I realized that I’m not going to say this better than Laszlo already has

We all know that ‘bullet-points’ on the resume are really important, but if you’re still listing out responsibilities and using a thesaurus (do they still exist?) to dress it up, please click the link below, it’s worth the 10 minute read.

Laszlo did a terrific job breaking down the resume to a tangible ‘how-to’ using the formula:

Accomplished [X] as measured by [Y] by doing [Z] (click to link to the article!!)

If you’ve read the article and still need help taking your resume to the next level applying this formula – please send me an e-mail, I’d be more than happy to walk through this tailored to your specific resume (jpickering@psgstaffing.com)

Job Search Resources: How Many is Too Many?

Job Search Resources:  How Many is Too Many?

Taking “Best Practices” and making them “How-To’s”

Answer: There’s no such thing as too many resources for a job search! (ok, maybe 50+ is too many, but hear me out)

My goal with this post is to help provide a Check-List of Job Search Resources and let you experiment with each one to figure out what works best for you. I’m not here to declare which resource is better than the other because in the real world, it’s completely dependent on the person and their specific situation.

Depending on who you ask, everyone has a different “go-to” resource for the job search (probably on the list below) and each person swears by their method as the only way to find a job. I’m not a believer in a one-resource-fits-all model which is why I strongly recommend trying each resource, even if on a small scale, for the most effective results.

I’ve also included at least 1 quick tip for each resource, but I’d love to do a more thorough action plan if you want to talk more. Shoot me a quick email (jpickering@psgstaffing.com) or give me a call (617 250 1078) and who knows… if people want to see it, I can even write more detailed posts for each of the listed resources below.

Here’s the check-list based on the most popular suggestions I’ve heard from both active and passive job-seekers over the past year:

  1. Networking – Quick Tip: Make a list of family, friends, classmates, old colleagues, alumni, etc. and send at least 10 e-mails or make 10 phone calls a day working down the list asking for help
  2. Referral from someone at the company – Quick Tip: Use LinkedIn to target someone you know at the company you want to work for and have them to submit your resume on your behalf
  3. Referral from someone outside the company – Quick Tip: If you aren’t connected to anyone directly at the company, find someone who works there that is connected to someone in your LinkedIn network and ask for an email introduction
  4. Job boards (post your resume) – Quick Tip: if you’re worried about unwanted emails, set up an email account specifically for your job search where all resume inquiries can go
  5. Job boards (apply to ads) – Quick Tip: Don’t just use the major job boards (Indeed, ZipRecruiter, Monster, Glassdoor, etc.) Use the specialized sites too like Higheredjobs.com, idealist.org, or Dice.com
  6. Corporate websites – Quick Tip: Take advantage of instant connection opportunities like Live Chat and Messenger apps for companies on the cutting edge of hiring
  7. Staffing agencies – Quick Tip: Don’t partner with just one; sign on with multiple recruiters to maximize your exposure to new opportunities.
  8. Social media – Quick Tip: If you’re interested in start-up’s or Tech-savvy companies, check out classic social media sites like Facebook, Twitter, and even Snap Chat where new jobs are posted.

PS – Have another great way to find a job that didn’t crack our list? I want to hear about it! Leave the suggestion in the comments or contact me directly with the feedback

Happy Searching!!

5 ways to get your resume to 1 page

5 ways to get your resume to 1 page

Taking “Best Practices” and making them “How-To’s”

If you’ve heard it once, you’ve heard it a hundred times – “your resume should be 1 page!” The problem is; that’s where the advice ends. Everyone seems to agree that a resume should stick to 1 page, but an actual guideline for what to edit is still missing

Here are 5 tips as part of our “1 page resume guideline” that will take you from knowing your resume needs to be shorter to actually making your resume shorter.

  1. How big is the font? If the answer isn’t 10, make this change now… font size ’10’. If you’re already ahead on this one, take it down to 9.5. It might seem like a small concession but in reality it could save you 2-3 lines of valuable space.
  1. Do you have an objective or summary at the top? I get it, it can be tough to tell your story through a resume, but using an objective or summary is a DOUBLE NEGATIVE! Not only does it take up prime resume space, but you’re also holding yourself to a specific position or background. It can box you in and land in the dreaded “no” pile
  1. Save the Personal Interests for Social Media! You’d be shocked how many resumes include a section at the bottom of personal interests. I’m all for building a relationship and getting to know a person, but the bottom of a resume isn’t the time or the place.
  1. Stop equally dividing bullet points under each job! Your most recent position should have 5-8 accomplishment-based bullet points. That doesn’t mean all the jobs on the resume deserve the same real-estate. The further back the job in your career, the fewer bullet points it should have describing your accomplishments (2-3 tops). The more jobs you have, the less space you’ll have for bullets so make sure to save the majority for your most recent positions.
  1. Spacing, spacing, spacing. There are so many little ways to save a line here, or a line there on a resume that can really make a difference. Here are a few quick hacks:
    1. For Contact Info, put your email and phone # on the same line (instead of 2)
    2. For Skills, list them on one line using commas instead of multiple lines with bullet points
    3. Instead of double spacing between sections, try single spacing after inserting a “line break”
    4. Leave off employment from pre-graduation / non-relevant experience to the job

 Tried all 5 tips and still over a page? Here are a few more hints…

  • Put your best foot forward (lead with your strengths on top)
  • If it’s not relevant to the job you’re applying to… leave it off!
  • Assess each line of the resume looking for “wasted space”

I’d love to connect about this if you’re still having trouble or want to share feedback. Here are the best ways to get a hold of me and I promise you’ll hear back within 24 hours!!

  • Send me an email (jpickering@psgstaffing.com)
  • Give me a call 617-250-1078 (that’s my direct line)
  • Or, if you happen to be on our website, chat in and tell the operator you’re looking for me and 1 page resume advice. They will help us connect!

PSG Wins Inavero’s 2017 Best of Staffing® Client Diamond Award

Professional Staffing Group is proud to announce it has earned Inavero’s Best of Staffing Client Diamond Award for providing superior service to clients. Diamond Award winners have won the Best of Staffing Award for at least five years in a row, and this is the eighth consecutive year that PSG has been named a Best of Staffing Award winner for earning industry-leading satisfaction scores.

 

Presented in partnership with CareerBuilder, Inavero’s Best of Staffing Client Diamond winners have proven to be industry leaders in service quality based completely on the ratings given to them by their clients. On average, clients of winning agencies are 2.6 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.

 

With fewer than 2 percent of all staffing agencies in U.S. and Canada earning the Best of Staffing Award, just 23 percent of the 2017 Best of Staffing winners earned the Diamond Award distinction. The winners of this award truly stand out for exceeding client expectations.

 

“PSG works hard to make service a priority and we are proud and honored to be recognized for our efforts in this way,” said Aaron Green, founder and president of PSG.

 
Inavero’s team reports on over 1.2 million satisfaction surveys from staffing agency clients and talent each year, and the company serves as the American Staffing Association’s exclusive service quality partner. Inavero’s Best of Staffing® Award award winners are showcased by city and area of expertise on BestofStaffing.com – an online resource for hiring professionals and job seekers to find the best staffing agencies to call when they are in need.

 

“Staffing firms are giving top companies a competitive advantage as they search for talent in North America,” said Inavero’s CEO Eric Gregg. “The 2017 Best of Staffing winners have achieved exceptionally high levels of satisfaction and I’m proud to feature them on BestofStaffing.com.”

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Massachusetts’ Unemployment Rate Drops Below 3 Percent

The unemployment rate in Massachusetts dropped to 2.9 percent in November, falling from 3.3 percent in October and marking the first time it has been below 3 percent since January 2001. Employers added 5,800 jobs in November — 3,800 of which were in government, while more than 1,000 jobs were added in each of the following three industries: construction, financial activities, and professional, scientific and business services.

 

Nationally, the unemployment rate is 4.6 percent.

 

The tight labor market has created a talent shortage locally and is prompting Massachusetts employers to move quickly through the hiring process. PSG advises employers to stay in touch with what is going on in the market and develop a clear picture of their talent needs. Organizations that begin the recruitment process when they are unsure of the role or unprepared to move quickly risk wasting time and even hurting their employer brand.  For more advice on how to operate efficiently in the current job market, reach out to a PSG rep today for a consultation!

Massachusetts Unemployment Rate Falls to 3.6 Percent

The unemployment rate in Massachusetts fell for the fourth consecutive month, from 3.6 percent in September to 3.3 percent in October, the lowest rate since 2001.

 

With a gain of 1,700 positions, the professional, scientific and business sector added more jobs in October than any other industry tracked by the government. Several of the state’s industries experienced job losses, however, including education and health services; trade, transportation and utilities; leisure and hospitality; and financial activities.

 

The job losses could be an indicator that employers are not adding jobs because they cannot find the talent to fill them. Massachusetts is currently at full employment.

 

Nationally, the unemployment rate is 4.9 percent.

Massachusetts Unemployment Rate Continues to Drop

The Massachusetts unemployment rate fell again, from 3.9 percent in August to 3.6 percent in September, the lowest level it has been since June 2001.

 

Massachusetts employers created 5,100 jobs in September with the biggest gains coming in education and health services, leisure and hospitality and manufacturing, according to the state’s Executive Office of Labor and Workforce Development.

“The rate has fallen dramatically in the last two months, 0.3 percent this month, and 0.2 percent the month before,” Ronald L. Walker II, the state’s secretary of labor and workforce development, said in a statement. “While these are preliminary estimates, this is very good news for the Commonwealth.”

Massachusetts’ unemployment rate is lower than the national rate of 5 percent.

Report from SIA’s Collaboration in the Gig Economy Conference

Last week PSG President Aaron Green attended the Staffing Industry Analysts’ first conference on Collaboration in the Gig Economy  in Las Vegas. Green shares his thoughts on what the Gig Economy means for employers and candidates:

 

“This was the first time that the staffing industry has joined together with human cloud companies and large VMS companies to discuss the changes in our industry,” says Green. “We’ve seen how employers and workers are connecting in new ways, and as an industry, we’re talking about how we can be part of, and add value to, that new way of connecting.”

 

Green adds, “There are a lot of new and different tools on the market now to help employers and candidates connect and to make the transaction more efficient.”

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Attendees at the conference heard from a range of platform providers, including online staffing and just-in-time staffing providers, as well as human cloud companies and private talent clouds, that integrate with VMS, MSP and RPO technologies. Companies such as 99 Designs, UpWork, IQNavigator, Allegis Global Solutions, Catalant, UpCounsel, Freelancer.com, WorkMarket, Lystable, MBO Partners, Wonolo, Shiftgig, Blue Crew, and Gigwalk participated in panel discussions and offered best practice perspectives.

 

Green likens the trend to a B2C movement for the staffing industry, with more opportunity for direct-to-consumer connections. Speakers at the conference claim that 99.7 percent of transactions on a web site don’t involve human beings anymore and many of the functions are being automated and changing dramatically, such as the need to submit a resume, the ability to search for jobs, the shift from candidate references to ratings, and the streamlining of the payment process.

 

Green thinks there are opportunities for staffing firms to take advantage of technology and new platforms and combine it with their value-added services. He also believes that the sector is a “bit like the wild west right now” and that we’ll see more regulations and worker protections in the near future.

Massachusetts’ Unemployment Rate is Lowest in 15 Years

News that Massachusetts’ unemployment rate is at the lowest point since 2001  follows a trend that we’ve been experiencing for several years now. The unemployment rate has been decreasing, especially among workers with college degrees in professional roles, as the economy has continued to get healthier.

 

While this news excludes other trends, such as the number of workers who are in jobs that they actually like or those who are working part-time when they’d prefer to be in a full-time position, it is trend in the right direction. Another positive trend includes the recent news that wage growth hit 2.6 percent for the past year, the highest level since the Great Recession. Job and wage growth are signs that employers are feeling confident and investing in the economy.

 

What does this mean for employers? As many Boston firms know, hiring talent when unemployment rates are low means being flexible, acting quickly, and staying focused. It’s also important to focus on retaining existing staff and to make sure you are on top of staff development and promotions to reduce the risk of losing people. PSG is proud to help clients meet their recruiting and hiring goals in this challenging market.

 

Massachusetts Adds 7,300 Jobs in July; Unemployment Rate Dips to 4.1 Percent

According to the Executive Office of Labor and Workforce Development, Massachusetts added 7,300 jobs in July 2016 and saw its unemployment rate fall a tenth of a percentage point to 4.1 percent.

 

July estimates show 3.4 million Massachusetts residents were employed and 146,100 were unemployed, for a total labor force of 3.6 million. At 4.1 percent, the seasonally adjusted unemployment rate is down 0.7 percent over the year from 4.8 percent in July 2015. Over the year, the labor force participation rate has increased 0.1 of a percentage point compared to July 2015.

 

Nationally, the unemployment rate is 4.9 percent.