Resume Tips: What a Recruiter Can See on Your Resume in 30 Seconds

By Corey Hastings

Screen Shot 2016-03-29 at 11.42.36 AM

Becoming a stand-out candidate and adopting the A-Player mentality are sure-fire ways to get hired. And while many tactics can help throughout the job search process, your resume is your first foot in the door. It has to speak to the person hiring.

A top recruiter can often know if you’re qualified for the job within 30 seconds of reading your resume. Certain attributes weigh stronger than others. So what should stand out?

Below, we’ve highlighted 3 important things a top recruiter can see upon first glance of your resume.

1. Stability

The first thing that stands out on a resume is job stability, a hot button that almost all recruiters can agree is integral in the hiring process. If a candidate changes jobs every 1-2 years or less, it’s a major red flag.

Stability says a lot about a candidate, which is why it’s such an important part of a resume. Long term job stability shows loyalty and career direction. It also helps give a look into a candidate’s personality. If there are constant job changes, this could mean the candidate gets disenchanted quickly, or behaviorally, they don’t get along with others for the long haul.

While there are certainly cases of companies going out of business, or just bad luck, generally a lack of stability is a warning sign recruiters prefer to avoid.

2. Accomplishments

When a recruiter does see long-term stability on a resume, they also want to see what accomplishments were achieved during that time frame. These accomplishments help validate job stability.

While it’s one thing to have been with a company for a long period of time, showcasing your track-record of achievements gives the recruiter a sense of how driven and talented you are. An exemplary employee can turn job duties into accomplishments.

When listing successes, don’t just describe what you did, but how well you did it. For example, if you’re in sales, list your sales volume per year and how many new accounts you’ve opened up. 

3. Goals or Objectives 

Including a goal or objective at the top of your resume is a common and suggested practice. But what that goal or objective says makes all the difference.

Ensuring your listed goal or objective lines up with your job stability and accomplishments is crucial. Often, recruiters will see an objective that seems impractical, one that doesn’t tie into the story the rest of a resume is telling.

Let’s take a sales professional for example. Say this candidate has listed their career objective as “Becoming a Vice President of Sales,” but they have changed jobs every 2 years and have no major accomplishments under their belt. This shows the recruiter that their experience and their objectives do not line up.

While it’s great to have long-term goals for your career, your resume should reflect appropriate goals for your experience level. If you’re still finding your footing in your industry, let your goals or objectives reflect that.  Alternatively, if you have the accomplishments and long-term stability to tout, let your goals or objectives be the first thing a recruiter sees.

Advertisements

How to Keep Your Employees Motivated

By Corey Hastings

Screen Shot 2016-03-22 at 12.20.30 PM

Picture this: It’s a new hire’s first day on the job – they’re eager, they’re excited, and they’re bustling with ideas to contribute to the team. Their energy is palpable, but will their enthusiasm last? Chances are, their work “honeymoon” phase will come to an end.

It’s no secret that employees can become overwhelmed, even bored, and this affects their productivity. To prevent disaster, establish a culture that focuses on employee happiness and offers incentives that drive motivation. This extends beyond the paycheck – along with a fair salary, employees need a workplace that caters to their personal needs and allows them to feel at home.

We’ve put together a list of ideas from some of our most successful clients on what works in keeping their employees motivated.

Incentives

The definition of incentive is, “a thing that motivates or encourages,” which is precisely why they’re a great idea to keep your employees productive. As an employer you’re probably aware of traditional employee perks – company outings, gym memberships, paid time off. But today’s companies are thinking outside the box, and it’s working.

Tech companies like Google, Salesforce and Airbnb are leading the way. Google not only offers free gourmet meals (breakfast, lunch, and dinner), but also allow all employees to bring their pets to work, which helps keep up energy and adds spontaneous bursts of joy throughout the day.

Salesforce offers the unique ability to take six days of paid volunteer time per year. They also give employees up to $1,000 to donate to their favorite charity.

Airbnb, an online apartment and home rental website, gives employees $2,000 per year to stay in any of their site listings around the world.

Offering fresh incentives that cater to your employees’ interests will give them something to work for, and something they can get excited about.

Celebrating Milestones

Nothing shows your appreciation for an employee better than celebrating their successes. From hitting sales goals to just showing up for work on Monday, it’s important to remind employees that you value them as a part of your team.

When employees hit certain milestones, whether they hit their numbers or land a new client, reward them. Your celebration could be a simple as a pizza party, or an acknowledgement and round of applause during an all-hands meeting. People love parties and praise, and these celebrations will act as a motivating factor for more and more employees to hit their goals, too.

We all know how easy it is to get “a case of the Mondays” after the weekend, which inevitably leads to a slow start to the week. Why not start off your week in the office with something employees can look forward to, like a Monday morning game or 30-minute donut and coffee party. Engaging with your team at the top of every week will give them something to look forward to on Monday mornings, and help jump-start their week.

Personal Touches

Supporting your team with incentives and celebrations is all fun and games, but with activities needs to come encouragement from bosses and managers. A personal touch goes a long way.

It’s important to let your employees know you’re engaged with their work, and can offer feedback to help them learn and grow. When an employee hands in an assignment or task, rather than just thanking them, take the time to outline what was great about the work, “Thank you, I appreciate how you’ve included supplemental research to prove your point, it shows you’ve gone the extra mile.” Or, if the work is in need, constructive criticism, “Thanks, great start, but can you show me how you got from point A to point b? Additional research would help interpret your work.”

3 Tips for Becoming a Stand Out Candidate

By Corey Hastings

Screen Shot 2016-03-14 at 3.52.15 PM

It’s no secret that the job search process can be complex and trying at times. It’s also no secret that your application will face a lot of tough competition.

So how do you stand out from the crowd? We’ve compiled a few tips to help you differentiate yourself and get your resume to the top of the stack. 

1. Quantifiable Achievements

While you may possess the top skills needed to fill the position, so may everyone else who is applying. Differentiate yourself by letting numbers do the talking. Quantifying your achievements will allow hiring managers to form a clear image of what your skills can do for their company. Numbers provide an impact.

Do you work in sales? Provide a summary of how much you sell by month. Do you manage a team? List how many people work under you. If you don’t manage, maybe you’ve helped train 10 incoming employees. Have you ever managed a large budget? Disclose how much.

Providing hard data and metrics on your resume is not only impressive, but crucial for making your resume stand out. 

2. Beyond the Resume

A resume is a great starting point to show off your skills, but have you thought beyond the resume? If you catch a hiring manager’s eye with quantifiable achievements and experience, we suggest offering additional resources where they can learn more about you and your work.

An online portfolio can act as a one-stop-shop to communicate your expertise. Use this platform to go into detail about projects or talents that you didn’t have room for elaboration on your resume. You can also use it as a place to list references, find a downloadable version of your resume, share your contact information and link to your Linkedin profile.

Additional resources like an online portfolio also display your dedication and drive, and show that you’re not afraid to go the extra mile.

3. Following Up

To some it may seem obvious, but following up after a job interview is not something to let slip through the cracks. But what is the best way to follow up?

After any type of interview, be it phone or in person, following up with a thank you note or email is a great idea. We suggest taking your follow up one step further by providing a brief summary of key topics of discussion and reiterating why you’re fit for the job.

There’s no need to recount every little detail of your conversation. Instead, focus on recapping the most poignant topics and why you’re the best fit to succeed. This summary will allow the interviewee to recall your interview with ease, and share details they may have forgotten with others involved in the hiring process.

To recall what was discussed and the names of the people you interviewed, make it a habit to write down notes immediately post-interview. This will ensure that you have all the proper information you need to craft the perfect follow up.

SS&C Recruiter Feature: Ryan Gonyo Helps Place Great People with Great Companies

For our first Recruiter Feature, we’d love to introduce SS&C Regional Recruiter Ryan Gonyo!

featuredrecruiter-01

Gonyo, an outdoorsman who spends his time outside the office camping, fishing, boating and hiking with his family, has been with SS&C for three years. Gonyo is focused on constantly improving his skills and tactics in order to find the right candidate for the job.

What is your favorite part of being a recruiter?

I like the idea of helping people and building companies. When you can prove the quality of a candidate and the quality of the process of on-boarding, whether it’s after the first or fifth hire, your clients start to respect your opinion and suggestions. Seeing companies make changes and seeing those changes work out – this is my favorite part, I love being a part of that process.

What makes working at SS&C unique?

The feel that you have your own business within the company is a huge asset. SS&C teaches you the fundamentals to support individual situations with advice and guidance, and then allows you to work the best way that you see fit.

Can you tell us about an awesome job match you’ve made lately?

I had worked with a certain candidate for three years who had a goal of working in consulting. Over those three years, I continued to stay in contact with him and he with me, helping him focus on expanding his experience, tools, and certifications. He is now a consultant in his field with a six-figure income, reaching his dreams and goals.

What tips would you share with aspiring recruiters?

Figure out who is doing well in the organization you’re looking to join or have just joined and learn from them. Be self aware and realize what your strengths and weaknesses are and put your ego aside. Try to embody and implement what those people who are successful are doing, and really commit to doing it.

Also, always be improving. Focus more on incorporating all the little things so they don’t weigh so heavily on you, and so you can get to where you want to be faster.

What motivates you to succeed?

My family. Being able to set them up to have what they want and to have a great life.

And constantly improving, that motivates me to succeed.