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Should You Include a Temp Job on a Resume?

April 28th, 2015

In recent years, companies have increasingly relied on temporary or contract employees to fill holes in their workforce. Over those same years, a tough job market drove many professionals to take on temporary positions. That means there are a lot of job seekers with temporary experience in their past who are wondering if it belongs on their resume.

The short answer is yes. A temporary job is still a job, and you can pick up a lot of valuable skills and experiences spending just a few weeks or months with a company. And since so many companies have turned to temporary workers, they understand this as well as you do.

It’s important, however, to put this experience into context and frame it appropriately on your resume. You can leverage these positions to bolster your credentials but only if you are honest about the nature of the job. Use these tips to cover your bases:

Decide on a Grouping

You can either list all of your temporary positions together under one heading marked “Temporary Jobs,” or elect to discuss each one separately. If you have worked a lot of temporary jobs and mostly want to demonstrate that you have been keeping busy, collecting them together makes more sense. But if you have worked temporarily for a major company in your industry, or had a responsibility that is particularly worth highlighting, it’s perfectly appropriate to single this one job out.

Filter Your Experience

Hiring managers don’t want to waste time reading about experiences that are irrelevant to the position they are trying to fill. If your temporary experience was especially varied, avoid mentioning the positions that have nothing to do with the one you are seeking now. For instance, if you worked as a construction laborer for a few weeks it won’t help you get a job in an office.

Format Correctly

When listing temporary positions on your resume, write down the staffing agency you worked through, the company you worked for, your title, and the dates of employment. Then be sure to designate that this was a temporary position. If you didn’t get the job through a staffing agency, don’t hesitate to characterize yourself as a consultant or freelancer. This can help establish your industry authority.

Highlight Your Achievements

Even temporary workers make a contribution to the company. If there are any achievements you can point to, be sure to highlight them. Just make sure you are not stretching the truth or exaggerating your role. Whenever possible try to cite specific metrics, and be sure to focus on high points that are relevant to the position you’re seeking.

Every detail of your resume must be carefully considered and closely scrutinized. It’s not an easy process. Get the help you need to optimize your resume and your job search by working with The Concorde Group.

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Why Teach Current Employees New Skills?

April 16th, 2015

young-men-learning-computer-skills

Employee training is a time and labor-intensive process that can have a number of attendant costs. For that reason, it’s tempting to put new hires through an initial training process but leave everyone else on your workforce to go about business as usual. After all, it they’re getting their work done, why do they need more training?

As pervasive as this attitude is, it’s almost always a shortsighted and incorrect one. The simple fact is that prioritizing ongoing, strategic training with your existing workforce has significant benefits that serve the aims of your business for years to come. Learn about a few, and decide if it’s time to rethink the way you handle training.

Increase Employee Loyalty and Morale

There is a common fear that if employers train their workforce in new skills, then employees will simply leverage those skills to find a better position elsewhere. However, this cynical attitude rarely reflects the realities of the workplace. In fact, employees that receive more training tend to be more loyal to their employers because they feel valued and respected by the companies they work for. This strategy creates a feeling of shared objectives that has a powerful effect on productivity, efficiency, and morale enterprise wide.

Introduce Flexibility into Your Workforce

Hiring managers across industries are struggling to close skills gaps within their ranks and find qualified candidates to fill in their vacancies. The obvious but often overlooked solution is to cross-train your employees. Not only does your workforce become more dynamic and innovative when your team members aren’t confined to discreet roles, but your projects don’t have to grind to a halt when someone leaves. Another employee with overlapping skills can pick up the slack until you find a qualified replacement. This strategy also makes it easier to promote from within, enabling you to refocus recruitment efforts on easy-to-fill entry-level positions.

Work with a Broader Pool of Talent

Recruiters typically look for a candidate who ticks every box on the job description. That ends up disqualifying a lot of talented applicants simply because they don’t posses every single one of the required skills at the time of application. Organizations that prioritize training and professional development are able to be more creatively selective because they know they can mold promising talent into the professionals they require. This expedites the recruitment process while enhancing the overall quality of the workforce.

Building dynamic teams is a complicated process, and ongoing training is only part of the strategy. Find resources to help you meet your other recruitment and retention challenges by working with The Concorde Group.

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How to Have a Winning Employment History

April 13th, 2015

August 29th

One thing that people struggle with most when completing a resume is the employment history section. You have to think, on some level, that it’s also the most boring aspect of the resume for people reading it too. Unfortunately, it’s a section that’s somewhat necessary. But that doesn’t mean you have to follow the ancient formula of the 1950’s. This is one area where you can really shine by offering something a little different than the rest of the job seekers out there.

Read on to learn how to present a winning employment history to recruiters.

Focus on Skills Rather than Duties

Everyone and his or her brother is going to put down a not-so-exciting, but incredibly detailed list of duties performed as part of the job description. It would be so much more interesting for the person reading your resume to read about the skills you mastered as a result of the job instead.

Be sure to relate those skills to the job for which you’re applying as well. This is the perfect way to prove your worthiness and abilities for the job in question. It will also help you reaffirm some of your skills and capabilities before you go through a rigorous interview and exclusion process.

Point Out Your Accomplishments – Lead with Them

One thing you want to do is include the things you’ve accomplished in your current position. Focusing on achievements and outcomes rather than a dry list of skills and talents is a great way for potential employers to view you as someone who gets things done.

If you don’t believe anything else you read here, believe this: employers want people who will get results. The best way to show that you’re the best one for the job is to show them a long line of results you’ve achieved for previous employers.

In the world of business, more often than not, the one who gets the job is the one who looks best in black and white. Meaning, you need to present yourself in a way that looks really good on paper. Don’t be afraid to highlight your accomplishments; be proud to have been part of those accomplishments, as they have helped to refine your skills and shape your abilities for future opportunities.

Be Truthful

It’s one thing to use the truth about what you’ve done to help paint yourself in a favorable light. It’s something else entirely to tell tall tales about your experience and involvement or be less than truthful in the resume writing process.

It’s much better to deal with being honest now and missing out on a potentially great job, than to land the perfect job – until they find out you weren’t honest during the resume and interview process.

Writing a resume will never be an easy task. Too many things rely on the power of the resume you create for you to take it lightly. But, when you apply these tips for writing a winning employment history, you should see a marked improvement in your resume’s power to attract the attention of possible employers.

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Tips for Choosing an Intern for Your Business

April 7th, 2015

July 25th HR Managers

Businesses use interns for many reasons. Some business owners view hiring interns as a way to “pay forward” invaluable skills and industry knowledge they learned during college internships of their own. Other business owners see it as a method of “pre-qualifying” potential job applicants who may be interested in full-time positions after graduation. Still others see internships as a rite of passage for the interns and a “good will” opportunity for the business.

Regardless of how you view the hiring of interns, there is a process you’ll want to consider to ensure that you’re betting on the best intern for your business and its needs.

Here are a few things you may want to keep in mind as you choose an intern for your business.

Play the Field Before Placing Your Bet

This doesn’t mean you should hire a wide range of interns and only stick with a few. What it does mean is that you should interview several different candidates before you settle on one (or however many interns you plan to be hiring at the moment). You’ll encounter a lot of different interns from a wide range of backgrounds. You’re shortchanging yourself and your business if you take the first one that comes along without at least exploring a few other options.

Remember that you’re investing a lot of time and attention on your intern and you are entrusting this person with something very important to you – the good name and reputation of your business. You don’t want to rush into hiring decisions that really may not be in the best interest of your business.

Look Outside the Box for Candidates

The general consensus is to go with people who are majoring in a specific field and looking for careers in a specific industry. That’s fine for some businesses. But, could it be holding your business back from new ideas and innovations? If you really want to make sure you’re getting the best of the best, then you definitely need a bigger pool to draw from. You never know when you’ll find a real gem in some seemingly unrelated program of study.

Consider What YOU have to Offer Them

While many businesses are in search of the perfect candidate to meet their needs, it’s not a bad idea to take a step back and consider the candidates and the needs they bring to the table as well. Most businesses focus on the well-rounded, polished, and refined intern candidates. Consider exploring those that really shine in some areas while remaining a little rough around the edges in others.

These are the candidates that bring the most to the table in reality. They are also the candidates that you can best shape into the flawless gem you know is lurking just beneath the surface. You have the knowledge to help bend them and shape them into a beautiful mixture of talent, technique, and enhanced confidence. This will, in turn, give you back so much more from this candidate than you would have ever anticipated before.

The key to finding the perfect intern for your business is in your willingness to explore the candidates that are available to you and interested in your business. The relationships forged during the internship process can be some of the best and most mutually beneficial relationships you’ll ever build in business.

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