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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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