Electronic Resume Formats – The 6 Most Popular For E-Resumes

In today’s job market, one needs to fully embrace electronics and the power of the internet. But job seekers are quickly confronted with a number of formatting options for delivering their electronic resume to their intended target. Get the format wrong, and your resume won’t get read.

The 6 Popular Formats For The Electronic Resume

- The Formatted Resume. The traditional resume you see in printed form. Written using a word processing program (most commonly Microsoft Word), the formatted resume is also suitable for email transmission as a file attachment. Two potential problems with the latter. 1) It’s dependent upon the email recipient to have the same word processing software application on his or her computer in order to open the attachment and view its contents. 2) It’s vulnerable to viruses. For that reason, such attachments are often not acceptable by companies.

- The Plain Text Resume. Also known as an ASCII (American Standard Code for Information Interchange) resume, this is a simple text format that allows your resume to be read by practically any computer in the world. It’s devoid of graphics and embellishments: no fancy bullets, no bold, no italics. The ASCII resume can be transmitted as an email file attachment, pasted onto the body of an email, or pasted piece-by-piece onto e-forms on job boards, corporate websites and the like. It’s not pretty to look at, but gets the job done.

- The Scannable Resume. Basically a plain text or ASCII resume that is printed out. This is applicable when a company requests a hard-copy resume with the intent to scan the document into their keyword-searchable database. Transmitted by mail or fax. Sidebar: hard-copy scannable resumes are rapidly losing favor in the marketplace as databases are increasingly able to accept resumes directly from email, negating the need for someone to sit around physically scanning paper.

- The Rich Text Format Resume. Also known as an RTF (Rich Text Format) resume, this is a file format easily created from most word processing applications (Word, WordPerfect, etc.) by simply saving the resume as Rich Text (it will have a file extension of.rtf). Use the two-step “File, Save As” procedure in Word. As a general rule, simple graphics and embellishments (bold, italics, etc) will remain intact through the conversion, although more complex enhancements – graphs and tables – may not fair so well. An RTF resume sent as an email attachment is accessible across platforms and regardless of word processing software. And an RTF file attachment is less prone to viruses than Word.

- Portable Document Format Resume. A PDF resume is a file format that retains all the design elements – interesting fonts, bolds and italics, bulleted lists and the like – normally ascribed to application software. But it is delivered independent of application software. Which means, recipients of your emails don’t need to have your particular version of Word (or WordPerfect, et al.) on their computer systems to be able to open your attachment. It’s accessible on both PCs and Macs, and it’s considered virtually virus proof. On the down side, if a PDF resume is intended for a keyword-scannable database, the document itself must be physically scanned first (unlike an ASCII file, a PDF can’t be send directly from the email to the database).

- Web Resume. The Web-based or HTML resume is basically a published page on a website. It is advantageous because you can direct Web traffic to the site, and the resume can be as feature-rich as your imagination (and common sense) allows. You do need to have a host and the architecture to publish a Web resume.

Choosing The Right Electronic Resume File Format

The particular format with which you transmit your electronic resume will be dictated by the method of transmission (email, for example, vs posting to a job board or corporate website) as well as the intended target (human eyes vs computer software which will be scanning for keywords).

Get the file format right, and get your electronic resume read. Beyond that, it’s up to the talent that went into crafting that resume.

This is a guest post. About the author:

David Alan Carter is a former recruiter. Writing for the website http://TopResumeServices.com/, Carter has confronted the Web’s most popular resume writers in his Resume Writing Services Reviews, reviewing quality of workmanship, spelling out their pricing, and giving each a star ranking.

Related posts:

1. Robert Scoble on Why (Most) Resumes Suck
2. Ask Brian- What’s the Best Way to Send My Resume?
3. Resume Tip- 4 Quick Ways To Make Your Resume Stand Out

How To Quit Your Job Without Burning Bridges

An article about quitting in today’s economic climate may seem slightly oxymoronic, but an increasing number of people are discovering that it is actually more monetarily advantageous to create their own small business and work from home.  Small things like being able to eat three meals a day in your home, no longer needing weekly dry cleaning service, cutting down on childcare costs, and reducing the necessity to pay for gas or other commuting fees, can have a large impact on a family’s economic health.  Branching out on your own requires a lot of planning, and if you have a number of monetary responsibilities it is advisable to achieve a certain level of stability with you small business, before leaving your primary position.  If a level of stability has been achieved, and leaving your current work environment is an option, there are appropriate ways to go about giving your notice, and a couple of actions that should avoided.

1.  Start at the Top

Even if all of your friends know that your custom cake business is a huge hit and that you have so many clients you can barely keep your eyes open during the day, do not tell your best office buddies that you are quitting.  Start the resignation process with the person who hired you.  That person took a leap of faith in inviting you to join their business, so they should be the first person to know that you are leaving.

2.  Write a Letter of Resignation

Writing a letter of resignation allows your boss or supervisor to read the letter when they have a moment.  Knocking on your supervisor’s door and announcing that you are leaving in a few weeks is a recipe for disaster, as they may have their mind and energy focused elsewhere and your news will seem quite jarring and unpleasant.  The letter should be positive, clear, and devoid of lies.  If you feel that you need to give a reason for leaving, make the reason about the new opportunity as opposed to how much you dislike you current situation.  Thank them for their understanding and be prepared to do refuse any counter-offers or incentives to stay.

3.  Give Appropriate Notice

Two weeks notice is standard and anything less is rude, frankly.  Unless an emergency necessitates a quick exit, two weeks from the day you hand in your resignation is appropriate.  If you hold a job with a number of responsibilities, or a position that is highly specialized, consider giving a few more weeks notice, so that a smooth transition can be made.  Work until the agreed upon date and maintain an appropriate work standard during your last few days with the company.

4.  Formulate an Exit Strategy

Leaving positively is extremely important.  If you go off on your own and it does not work out the way you planned, you may find it necessary to return to your previous position.   Do not drop everything and walk out.  Try to wrap up any projects and open-ended discussions that have not been resolved.  If you have the opportunity to train your replacement, leave notes about everything.  The notes should give information about the history of a project or client, but not instruct the newcomer as to how things should be done.  Your replacement will most likely find the working process that is most appropriate for them.

5.  Check Back-In

A few months after you leave, check-in.  Ask how everyone is doing.  Find out if your replacement has any questions.  Maintaining a positive relationship with your former job is very important, as you may need a recommendation from them in the future.  Also, good friendships can form at the office and it would be a shame to quit those along with your former position.

Leaving the stability of a corporate environment is certainly not for everyone.  No matter whether you have a small business that is thriving, or you have chosen to focus on childrearing, or maybe you have just decided to pursue one of the millions of online degrees available, leaving your current job with a modicum of finesse is extremely important.  Be clear, concise, honest, and above else, committed to your decision.  Best of luck!

This is a guest post from Terri Lambert, from OnlineDegrees.org.

Related posts:

1. How Much Notice Should You Give When Leaving a Job?
2. Ask Brian- When Do I Tell My Old Job About My New Job?
3. Ask Brian – How Much Notice To Give When Quitting An Overseas Job?

What Makes an Effective Leader In The Workplace?

The extent of growth and success of an organization depends on effective leadership of the managers or other key employees. Leadership is not just managing things. It is actually doing right things at the right time in a right way. Being a good manager is, therefore, different from being a good leader. However, managing with effective leadership is important. This article helps managers to know what makes an effective leader at workplace.

Qualities of a good leader
A manager should possess distinct leadership qualities to motivate and develop subordinates. This is very much essential to promote a proper work environment. Here are some qualities of a good leader:

Good team player
A good leader is always a good team player. Successful implementation of a project is possible only through collaborative or team work. As an effective team player, a good leader knows strengths and weaknesses of the team members. He will have the competency to organize and assign the work properly among the group. In addition, the leader contributes to build a successful team and represents self on behalf of the group. The leader will not only try for excellence in team performance, but also encourages and rewards the members for their contribution.

Stand up for his beliefs
It is often difficult to stand at one’s beliefs when working with a group of people. Many undesirable situations may arise at workplace that disturbs these values and beliefs. However, a good leader does not leave his faith in such situations. He will have self-stated (or organizational) values and beliefs to solve issues at workplace. A good leader delivers whatever is promised maintaining his self-respect.

Ability to absorb challenges
Risks and challenges are common at any level of an organization. Accomplishing the task in difficult situations even under pressure is a special art of great leaders. When others fail, they win as they have the ability to absorb challenges at any time. Their desire and passion towards the work makes them ready to take the risk and finish the job.

Lead by example
True leaders do lead by example. Their conduct and actions, indeed, influence their peers in workplace. They will set and follow the established principles. This encourages team members to follow the principles. Being a right role model, they create a positive and professional work atmosphere in the organization.

Concern for the future of the organization as well as the team
Good leaders at workplace are more focused on development of the organization than their own financial benefits. They build up the vision of the company’s future and find new ways to be part of its success. They always strive to build the organization as they know that if it grows, the manager will automatically grow in his career. When it comes to his team members, a good leader knows that they are valuable resources to the company. So he supports them to perform better and grow in career.

Servant leadership
One of the most important characteristics of an effective leader at workplace is ‘servant leadership’. A dynamic leader inculcates the belief ‘To lead is to serve’ and does not wish to increase self-authority or power. His or her main attitude is to primarily serve the team and the organization. Such quality brings in valuable characteristics like trust, honesty and respect in the team members. Servant leadership stresses on moral and principled use of power. Its main purpose is to develop the growth of people in the firm and build team work.

Emotionally intelligent
Emotional intelligence is the ability to monitor and manage self-emotions at workplace. A good leader develops self-awareness, motivation, empathy, social and self-management skills to be emotionally intelligent. With such distinct behavioral characteristics, he meets the organization’s demands such as growth, challenges, glory and team spirit. It enhances the ability to take right decisions and also promotes to maintain a good relationship with the peers.

A combination of these qualities should be inculcated by a manager. With these leadership traits, a perfect leader makes sure that the following things are achieved.

Getting best out of the team members
A good leader at workplace finds ways to receive the excellent output from the team members. He sometimes involves in informal chat with the team members, but at the same time ensures that their productivity is maintained. He gives proper training to the subordinates and helps them build the required skills. He motivates the team to achieve the productivity targets of the projects.

Making the team members think through the issues
No accomplishment is successful without team work. A good leader expects opinions and suggestions from the team members. He provokes them to think through the work issues and find innovative ways to get better solutions. This not only creates interest among the team members but also promotes their skill development.

Creating broad framework in which team members can get their jobs done
A clear and effective framework is developed by a good leader to help the team members get the job perspective. He makes it easy for the team members to finish the job. He makes them think through the company’s viewpoint and encourages them to work whole heartedly for the progress of the company. He also inspires them to stretch when required.

Inculcate the above-mentioned leadership qualities to be an impressive leader at workplace.

This is a guest post from Peopleconnect.

Peopleconnect’s startup recruiters provide a full service high tech executive search connecting outstanding candidates with wonderful clients. Providing contingency search and contract recruitment solutions to clients. Peopleconnect’s Los Angeles recruiters will help you in finding the right people in New York.

Related posts:

1. The Monday Yawns- 10 Effective Ways to Increase Your Energy Levels
2. The 6 Most Effective People To Use As References For A Job Application
3. Don’t Bring Your Politics Into The Workplace

Why Didn’t I Get The (Job) Interview?

Today I’m going to start a “why” series on this blog. A lot of the questions I get from readers (and plenty of the posts in our reader forum) revolve around the question “why?” So I’m going to try to offer some generic reasons “why” things might not be working out in your job search.

Not every point will apply to you, but you should consider each one seriously because if you can change the one or two things that are tripping you up, then you’ll hear more “yes” on your way to landing a new job.

First up:

Why didn’t I get the interview?

So you’ve been sending out resume after resume but you’re not getting interviews. You’re not even getting call-backs or emails! Why? What are you doing wrong? Consider these possibilities:

1. Your resume is hurting you. A resume is all you’ve got to make a first impression. It’s like a pickup line in a singles bar. If what you’re doing isn’t working, then you have to look at what you’re saying. Maybe your resume is not effective enough. Maybe it’s not standing above the crowd. Worse: some resumes make basic mistakes that could actually hurt your chances of landing that interview. Consider tweaking or even rewriting your resume wholesale. If you’re not getting results, then tweak the one thing that is your calling card. Of course, I would strongly recommend engaging professional resume services to help you out. But you know I’m biased on that front.
2. You’re trying too hard. 200 resumes sent out does not equal 200 interviews. If you’re taking the shotgun approach to job applications, then you’re doing it wrong. Seriously study the openings out there and try a targeted application approach. Focus on the 5-10 most likely positions and do your best to stand out for those.
3. You’re not qualified. Be honest with yourself. Are you applying for jobs that are over your head? You might really want that prestigious job, but maybe you’re just not qualified for it yet. If you’re applying for jobs that are out of your league, then you’re just wasting time. Try focusing on jobs that are attainable. Be realistic about your qualifications.
4. You’re not paying attention. The only information you have about what the employer wants is in that job ad. So, is your application/resume targeting what the job ad says the employer is looking for? Have you done your homework and addressed what they say they’re looking for? If you’re just sending out generic resumes without taking the time to do some research and tailor your resume to what they say they need, then you might as well not apply at all.
5. You’re late. In this job market, any job opening can rapidly attract hundreds of applicants. If you’re applying to a job posted 2 weeks ago, you could be completely perfect for it, but your application just joins the pile that has been building all that time. It may seem annoying to constantly monitor the job boards and try to jump on new postings, but it could be well worth your time to do so.

 

Related posts:

1. The Secret of a Successful Job Interview
2. A Successful Job Interview: My One Best Tip
3. Things To Avoid At Your Job Interview

Why Haven’t I Heard Back After The Job Interview?

Continuing my “why” series, it’s time to tackle the most asked question on this blog.

Consider this scenario: you’ve gotten the interview. You think it went well. They told you they’ll get back to you with their decision.

So you wait. And wait…. And wait…

Why are employers so bad about geting back to you after the job interview? Is this a bad sign? I’ve already written several posts about this situation, including a discussion on how long you should wait before following up, and some rules on how to follow up after a job interview.

But let’s just deal with the “why” of it for now. Why is it taking so long to hear back?

These are the most likely scenarios:

1. You’re not going to get the job. I know, this is exactly what you didn’t want to hear, but it might be the most likely reason.
2. Some employers are just slow. Have you ever applied for a government or public sector job? The mountains of bureaucracy involved can be immense. Don’t underestimate the glacial speed at which some organizations move when it comes time to make decisions.
3. Maybe the position is not available. I can’t tell you the amount of times I’ve had clients tell me they’ve interviewed for a position only to find out it had already been filled. Sometimes an employer is big enough that one hand doesn’t know what the other one is doing.
4. Maybe they’re just filling a quota. There are tons of instances where an employer is simply advertising and interviewing for an opening just to say that did, when, in fact, they are going to end up hiring the person they had in mind all along.
5. Maybe the person who interviewed you isn’t the same person who makes the final hiring decision. You might have been interviewed by one person, or by a team, but either way, in the end the decision is made by committee. If it’s one person interviewing and that same person makes the decision, then the decision can come fast. But if it’s decision by committee, then that could take a while to hash out.
6. Maybe you’re their second choice, but they expect their first choice to turn them down. They’re keeping you on the line just in case.
7. Maybe they no longer want to hire anyone, much less you. Sometimes the actual act of seeing who’s out there to fill a given position makes an employer change their mind and decide it’s not worth it after all.

Related posts:

1. Ask Brian- How Long Should I Wait Before Following Up After An Interview?
2. The Virtual Job Interview – Job Interviews Via Skype
3. Why You Didn’t Get That Job- Part 2

Book Review: Job Searching with Social Media For Dummies

Thanks to Joshua Waldman, I was lucky enough to get an advanced copy of Job Searching with Social Media For Dummies. I don’t usually do book reviews on this blog, but this is an important topic. Social media has completely transformed the world of recruitment and job searching in the last 5-6 years. Any modern job seeker needs to at least be aware of the social aspects of job searching… and mastering these tools can be key to landing the right job quicker.

Job Searching with Social Media For Dummies is aimed at the average job seeker. It assumes that the reader has at best a medium understanding of the internet. It assumes you at least know what blogs are and probably have a LinkedIn profile. So, if your mother wonders “what a blog is” then this might be a bit advanced for her.

But if you’re familiar with social sites, Google, Twitter and all that, then this book offers some comprehensive strategies that are key for a social media job seeker. It will help you understand how to:

• Manage your on-line reputation, which can be key, key, key. Do you just assume, “Well, I’m a nobody, so I’m not on the internet.” Big mistake! You need to know what an employer will find if they search for you.
• Effectively utilize your existing online networks.
• Use LinkedIn as the driving force to manage your professional online professional brand.
• Make Google work for you, not against you.
• Use Twitter to build an online reputation.
• Manage your time online.

All in all, the book is comprehensive and pretty excellent. In it’s more in-depth sections, it goes into social tools even beyond LinkedIn and recommends advanced strategies like keyword marketing and CRM contact databases. I think the book could have touched more on the more advanced tools that are out there (especially for creative professionals and those in the media) such as Wix, Weebly and portfolio repositories like figdig.com. But all in all, this is a “For Dummies” career guide that has been sorely needed for some time now.

You can order it from Amazon here.

 

Related posts:

1. Can Facebook Harm Your Job Search?
2. Kickstart – Social Networking For Jobs?
3. Social Networking Sites As Job Search?

Why Didn’t I Get The Job? Here’s The Number 1 Reason:

Well, it’s time to finish my “why” series (why #1 here) (why #2 here).

That leaves us with the big question: Why didn’t I get the job?

I mean, you thought the job interview went well. It went SO well! The employer seemed enthusiastic. You even heard through the grapevine that they’d probably hire you. And you were qualified! Oh, you were so qualified for this. This job was right up your alley!

So why didn’t you get the job?

In my 15 years working with clients on their job search, I’ve found there are plenty of likely reasons why you might not have gotten hired:

• There was someone more qualified. You might even have been the best person they had interviewed so far, at the time of your interview. But then someone came along and blew you out of the water.
• The employer changed what they were looking for over the course of the interviewing process. You might have been perfect for what they thought they wanted, but later on, they decided to go in a different direction.
• You were mistaken. You thought the interview went well. You thought you were impressive. But perhaps you had this all wrong. You have to be honest with yourself in evaluating these things.
• The job wasn’t really yours to win. They were just interviewing to say they had. Really, they had someone else in mind all along.

But you know, over the years, the number one reason… by far… that I’ve seen for why otherwise perfectly qualified people don’t get the job is simple:

They Just Didn’t Like You.

I think that when it comes to job search, interviews and hiring, a lot of people underestimate how much personal relationships come into play. Obviously, the hiring manager is trying to determine if you can do the job and do it well. But they’re also deciding on something a little more subtle, but no less profound: can this person work well with my existing team?

Even simpler than that, they have to decide: do I want to work with this person day in and day out.

So sometimes, it really is a matter of, they just weren’t that into you. And I bet if you could somehow get people to be honest about it… I bet way more than 50% of the time when someone seemingly perfect for the job doesn’t get hired, it comes down to a personality call.

So if they just didn’t like you, just didn’t think you’d fit, there’s really nothing you can do. And you can’t take it personally, really. I mean, who’s to say they’re wrong? Who’s to say you wouldn’t have been a bad fit? Who’s to say you wouldn’t have gotten along with them?

If you suspect you didn’t get the job because you just didn’t click personally, think of it like dating: there are other fish in the sea. And there are other jobs you are qualified for that will end up being a better personal fit.

Related posts:

1. Why You Didn’t Get That Job
2. Why Didn’t I Get The (Job) Interview?
3. Dead-End Job Search? Why Not Go Where The Jobs Are?

SAT/ACT teachers (Doral/Sweetwater)

We are the recognized learning center expert offering supplemental education to our nation’s schools with over 30 years of experience and over 300 centers from coast to coast
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• No homework to correct
<br>
• No lesson plans to develop, everything is ready for you.
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• Flexible hours, it’s an ideal supplemental job that’s even better than tutoring on your own.
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Requirements
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Bachelor’s degree is a must.
<br>
Be able to score high in the section that will teach (600 for SAT and/or 28 for the ACT)
<br>

SAT/ACT teachers (Doral/Sweetwater)

We are the recognized learning center expert offering supplemental education to our nation’s schools with over 30 years of experience and over 300 centers from coast to coast
<br>
• No homework to correct
<br>
• No lesson plans to develop, everything is ready for you.
<br>
• Flexible hours, it’s an ideal supplemental job that’s even better than tutoring on your own.
<br>

<br>
Requirements
<br>
Bachelor’s degree is a must.
<br>
Be able to score high in the section that will teach (600 for SAT and/or 28 for the ACT)
<br>

SAT/ACT teachers (Doral/Sweetwater)

We are the recognized learning center expert offering supplemental education to our nation’s schools with over 30 years of experience and over 300 centers from coast to coast
<br>
• No homework to correct
<br>
• No lesson plans to develop, everything is ready for you.
<br>
• Flexible hours, it’s an ideal supplemental job that’s even better than tutoring on your own.
<br>

<br>
Requirements
<br>
Bachelor’s degree is a must.
<br>
Be able to score high in the section that will teach (600 for SAT and/or 28 for the ACT)
<br>

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