Blogging4Jobs

I graduated college on May 15, 2010 with a Bachelor of Business Administration in International Business. I knew before I graduated that it would be hard getting a job. My dad was laid off from his job and it took him six months to find another. He then had that job for six months and got laid off again in which he was unemployed for another six months before finding his current job. Our economy sucks.  That’s a ‘duh’ statement, but I think there has been a breakdown in communication between the HR world and those applying for jobs. I don’t necessarily blame this on Human Resource professionals because their industry has been affected just as much, if not more than other industries.

I have applied for job after job after job after job to no avail. You send your resume to employers through job sites such as Monster.com, CareerBuilder.com, Yahoo Hotjobs, Craigslist (which is a joke), Simply Hired, Snagajob.com, and directly to employers. My experience through these job sites is awful. You spend over an hour filling out ridiculous surveys that employers say really do help, only to find you aren’t qualified for a certain job. That isn’t including perfecting your cover letter for each job and fine-tuning your resume to make it stand out for a certain job. I have learned that it’s not directly HR’s fault most of the time because these are required systems and it costs a lot of money to deviate.

I’m not sure HR professionals really understand the effort and time it takes to fill out these applications. If a job applicant was only applying for their job, I’d understand the time that it takes, but we are filling out 5-10 applications a day. That’s a full time job! I have been told in the past that if an application takes more than an hour to fill out, that I shouldn’t waste my time in completing it. I wish I could afford that luxury, but in reality most people can’t. I spend hours a day filling out these surveys to test if I like to build ships or solve math problems. I think these assessments are jokes nonetheless, but essential if you want to get a job. I’ve read different job boards and blogs that have broken down the logic of these questions.

I know for a fact that Human Resource specialists and directors have tons of applicants per job, and in doing their job they don’t have time to read and carefully consider every applicant. They brush over your resume in five seconds, when it took you an hour or more to fill out the entire application. There are even more professionals out there that give you opinions on how to make your resume stand out, but there is no logic to it, because everyone differs, there is no one way.

Everyone is frustrated. College graduates who don’t have a job by the time they graduate are told to return to school and get their masters, but what about after their masters? With no experience and a lot of education, you won’t get anywhere. Internships that are paid are few and far between and you usually have to be enrolled in school to obtain one. Once you graduate, you are thrown to the wolves without experience, which means you are less likely to get a job that you want.

If the position makes under 25K, then I’m over qualified. Do HR professionals understand that we all have to start somewhere? There are two sides to the coin, but I think HR professionals usually look at the wrong side. It’s been two months since I graduated college. Those who are looking for jobs explain the process as depressing. I think it could be a lot better if HR professionals were more transparent in the process. I know it’s hard with 100,000 applicants per job, but it’s hard on our end as well applying everyday for months at a time until we hear news. We can show patience if you help us out and if we didn’t get the job, send us an email, anything.

What do you think?  Are HR professionals looking at potential applicants in the wrong manner? Are the job assessments really useful? I would love to hear from previous HR professionals about these assessments and what they tell you about applicants.

Disclaimer: This post is not meant to upset Human Resource professionals because I know your job is just as hard, your budget is being slashed, and you have tons of applicants to few HR Specialists. What I said isn’t anything that I haven’t been told by people who are searching for jobs. It’s a rough process and I believe if there was more communication we would all peacefully co-exist and finding a job wouldn’t be such a long and depressing process.

Blake McCammon, is an intern at Xceptional HR and is also our Gen Y twice monthly blog contributor.  Connect with Blake on LinkedIn, Twitter, and Facebook.  Blake is a recent grad of Northeastern State University with a degree in Business Administration.  During school he created and managed his university’s social media strategy while also spearheading a university “Go Green” campaign.

Photo Credit: eWashtenaw

The job search can be especially tough for executive level candidates.  Salary requirements are high and their are a limited number of open positions available which are often go unadvertised.  Earlier this year, the Ladders conducted a survey which listed the top 3 biggest mistakes made by highly compensated and qualified job seekers.  And to round out the list to five, I’ve added two more based.

• Desperation. I had a VP level candidate at a previous employer call more than 15 times in one day without leaving a message.  The candidate was among the two finalists and had just interviewed two days prior.  Because my cell phone was forwarded from my office phone, I was able to see that he had called 15 times without leaving a message.  He did however, leave a message the next day but left a bad taste in mine and the hiring manager’s mouth.  Someone at this level must be able to maintain composure and professionalism at all times.

• Poorly Prepared Marketing Materials. Out of date resumes, cover letters, and online profiles are one of the most common mistakes of job seekers regardless of their education or salary level.  Most CEO’s have spent hours in meetings talking with their management teams and marketing departments agonizing over PR, marketing, and advertising strategies with careful planning and consideration.  Use an Resume Writer or Executive Coach to provide you personal branding and marketing support.

• Lack of Interview Preparation. Interviews are your chance to sell your skills, qualifications, and what you bring to the table.  Bring in a team of industry experts, professional level contacts, and others to help you get the support and preparation you need and deserve. Don’t rely on only your brilliant personality or savy business sense to help you land the job.   Most C-Suite candidates have a stellar supporting cast just like the assistant coaches and trainers on Division 1 level college football and basketball teams.  Roy Williams or Joe Paterno would not be where he is today with out a supporting cast.  Why should your job search be any different?

While I certainly agree with the Ladders survey, I believe they left out two key mistakes made by executives while searching for a new position.  These two bullets are often overlooked opportunities for job seekers.  And because executive tenure is often much higher than the average job seeker (which is 18 months), executive job seekers do not practice or consider these important skills in the context of the job search as frequently.

• Nerves. Since most job seekers at the executive level are not in the job market very often, they are often very uncomfortable in situations they are not familiar with.  A Director level candidate had a stellar resume.  My Director and myself were eager to meet him after conducting several pre-screen phone interviews.  Once he arrived to the interview, however, it was clear he was very uncomfortable, flustered, and rambled uncontrollablely.  Although extremely impressive prior to meeting him, he was not confident and comfortable enough and was no longer considered for the job.

• Your interview starts from the first phone call. I have had a number of high level candidates who were either rude to the receptionist that was scheduling the interview by phone or upon arriving to the interview and checking in with the receptionist.  Administrative assistants and secretaries who work closely with their executive teams are called upon more often than not to provide insight and thoughts on candidates.  It pays to always be humble and confident yet gracious when in the job hunt no matter what position level or job title.

What are your thoughts?  And should the executive job search be that much different from the average jobseeker?

Photo Credit Ninthlink

Keywords should be an extremely important component of both your online social media profiles as well as your resume.  These keywords can be a difference maker in getting your resume front and center and in front of a recruiter. I had the pleasure of having Jennifer Scott, the President of Hire Effect on my job search webshow every Sunday, at 9:00 PM EST on MomTV.

Jennifer has over 15 years experience working as a recruiter both as a corporate recruiter and third party and human resource professional.  These experiences allow Jennifer some great insight into the world of hiring and talent management.

• Include 20-30 Different Keywords. Use keywords from the job description and job posting in your profile or resume.  These are words that will most likely be used by recruiters to search for on job boards or the company’s applicant tracking system.
• Research. Visit industry white pages, leaders within your field and aggregators like Indeed.com to research common keywords used within your field of choice.
• Acronyms. Jennifer recommends including both the shortened acronym as well as spelling them out.  (e.g. SHRM and Society for Human Resource Management)
• Avoid Text Boxes. ATS and the internet don’t often recognize words or information placed in text boxes on your resume.  If you must use text boxes, I recommend converting your word document to pdf format for easier viewing.
• Don’t Overlook Online Profiles. LinkedIn is the first place recruiters go to to look for qualified candidates.  Make sure to include keywords, skills, and qualifications from your profile on your resume.  The same holds true for your FaceBook and Twitter profiles.  Don’t miss an opportunity to make an impression.

Jennifer has been gracious enough to provide us with a downloadable copy of her Keyword Tips (click on the link to the left). You can visit Jennifer’s website Hire Effect and don’t forget to connect with her on Twitter.

Photo Credit by Rise Interactive.

Are resumes and hamburgers an unlikely metaphor?  I think not.  A couple weeks ago I met my  friend, Martha for lunch at our local Red Robin.  Martha is quite particular in her food choices which is why we always meet for lunch there.  In the last four years that I have known her, she has never once ordered something other than a cheeseburger without the cheese.  And apparently Red Robin happens to have the best cheeseless cheeseburger in Oklahoma.  I wouldn’t know.  I’m more of a California Burger or Pita Wrap kind of gal.  And while we were sitting enjoying our burgers, fries, and discussing our careers and family lives, I realized the connection.

• Resumes are subjective. So are cheeseburgers, hamburgers, boca burgers, or whatever.  Some hiring managers prefer an objective, others are particular about a coverletter, and some have no opinion whatsoever.  I once had a hiring manager who would not interview any candidate who misspelled a state abbreviation.  If you were a candidate with the right credentials but accidentally wrote Missouri’s state abbreviation as MI instead of MO, you were out of luck.
• Preferences matter. Because recruiters, hiring managers, and human resource professionals spend approximately 10-15 seconds skimming your resume, job seekers need to make a great first impression.  What is extremely important is to read the job description and understand the specific instruction outlined as to how to apply.  Some applications request that you list your salary expectations while others do not.  These details are extremely important.
• Go bold or go home. Some hiring managers like burgers that sizzle.  It is important to consider what style, format, and type of resume that is acceptable for your industry, position, or company you are applying for.  For example,  Jeff Nelson is a marketing director with a very creative and unusual resume.  I located his resume after doing a keyword search on Google using the words, “hamburger resume.”  Some companies want a little spice with colorful graphics, fonts, and formats while more conservative companies and industries prefer a more standardized format like Guy Macon’s, an electrical engineer which I found using the keyword search “my engineering resume.”  Both these examples were found on the first page of the Google keyword search and illustrate how powerful resumes and keywords are when posting your resume online.
• Stay positive & focused. Not every cheeseburger can be their favorite. Not every resume appeals to every hiring manager’s tastes.  Some prefer portabella mushrooms while others enjoy extra bacon.  What is important is to be yourself and articulate your uniqueness and experiences through your resume.  Stay inward focused but also outward and look to ways to improve your plating & presentation skills by refining your resume, coverletter, or even your interview.  Because as the candidate we are so focused on ourselves we fail to see the ingredients or characteristics that attract others.  Use persons with whom you trust and experts to provide you with outside opinions and guidance to help you refine your recipe.

A couple weeks ago I was having a discussion with a client about resumes and interviewing.  Typically, what happens is that someone recommends that I can assist their friend in getting a job, we talk, and they try to sell me, very badly I might add on helping them for free.  Do mechanics repair your car for free?  What about your favorite Starbucks barista?  Does she give you your double shot soy chocolate mint latte for free?  Well, you get my point.

As an expert, I am an expert.  I see your resume objectively and through the eyes of someone who has looked at thousands upon thousands of resumes.  I’ve facilitated more interviews than days I’ve actually worked since graduating college.  What I’m really saying is that I’m an expert and I know my stuff.

More people should see your resume like a visit to the mechanic.  You might think that your resume is fine and with a car wash and turning up the volume on the radio dial, that squeaking and scraping noise might go away.  A resume is a lot like a tune up.  An expert, like me takes a look at your resume, changes the oil, rotates your tires, and maybe vacuums your car.  Often times, your resume already has good information, it just needs a vacuum and an oil change before it’s ready to go out on that long trip.  Other times, your resume needs a new transmission, a complete overhaul.  I know, I know.  You don’t want to admit it either.  In fact, you’ve been turning up the volume on your radio to avoid the noise and telling yourself that by using the premium gas that sound will go away.  Believe me.  I’ve been there.  It’s called denial, and not it’s not a river in Egypt.

The difference between your car and your resume is that when your car breaks down along the highway, you know in that construction area with no room to pull over, you know it’s broken and seek out the expert to get it repaired and back on track.  With your job search, your resume could be only a small part of the problem.  Unfortunately, it is the most overlooked piece of a job seeker’s job search.  Your resume is the first impression you have with a prospective employer.  It’s alot like the exterior of your car.  I remember that my guy friends in high school would spend hours detailing, washing, and waxing their car before they went to prom, just to make an impression whether it be for their date or for their friends.  A properly written resume is no different.  A resume can be a game changer.  It could be the difference between whether or not your prom date decides to go to the after party or heck, if they even get into the car when you pick them up.

As many of you know, I have a weekly live webshow on MomTV Sundays at 9:00 PM EST where we talk about the unwritten rules of the  job search.  This week’s show was amazing and  featured Geoff Webb, the Radical Recruiter.  Geoff provided viewers some great information on how to reach hiring managers and recruiters using sourcing methods and other traditional methods.

Just to give you an insight into Geoff  (@radicalrecruit), he has over 20 years of experience in recruiting and has been designed by SourceCon as a Master Sourcer, so basically he knows his stuff and is one of the best in the recruiting business.  He provided some insight a number of different and interesting topics.

• Be found. Geoff recommends creating a Google profile.  When recruiters or companies use Google as their search engine of choice, all Google products and platforms are always at the top of the search results.  He also recommends including the word resume either in your website url or the name of a blog post.  This will drive these keywords higher in the search engine search results.
• Job boards. There are thousands upon thousands of job boards.  Geoff suggests using job board aggregator’s like Indeed, Simplyhired, and HashJobs to help you find jobs quickly and easily without spending your days and nights surfing the web for hours upon end.
• RSS feeds. Using these are a great time management tool to view blogs as well as search sites like Twitter with ease.  In Search.Twitter.com you can create RSS feeds by keywords, hash tags, and even use the advanced search method to narrow the content by zip code radius.
• Tweeting your way to employment. Geoff recommends tweeting on the busiest days which are Tuesday and Wednesday and also after 5:00 PM.  Most recruiters and sourcers don’t work traditional work hours so be prepared to engage them from morning to night.
• Resumes suck. Recruiters are in agreement with job seekers.  They are difficult to read and hard to get a good grasp of the entire candidate.  Geoff is in favor of a social media resume and recommends using your LinkedIn profile and About page on your blog to highlight you skills and what interests you.  He believes that blogs and social media profiles are better indicators of who candidates really are.   This concept is somewhat radical, hence his name so don’t go chucking your resume just yet.
• LinkedIn. LinkedIn isn’t just about making connections.  It’s about engaging others and joining in the conversation.  This can be accomplished by joining LinkedIn Groups and commenting on discussions and messaging group members with ease.  I recommend joining the maximum number of groups which is 50 for the maximum exposure.  You don’t have to be active every day on each group, but I do recommend they you subscribe to the weekly digest and do your best to engage others as often as possible.
• The phone is your friend. Although a great deal can be accomplished over the web, picking up the phone is a great way to make contact with hiring managers to learn more about the position.  Candidates who make real connections outside of when they submit their application via the Applicant Tracking System or ATS fair much better than those that don’t.  Use LinkedIn to search for people who work in your target company and not just people within HR.  HR departments get hundreds of phone calls a week.  Connect with someone in the department you want to work in and ask who the manager is.

A special thanks to Geoff for being on the show.  If you missed, it the replay of is available below.  I apologize in advance as I forgot to hit the record button and did not record the entire show, roughly 40+ minutes.  It’s the breaks of hosting a live webshow.

Leave a comment and get entered in a chance to win your choice of either a Resume & Brand Package valued at over $600 or a $75 Gift Card.

Leave a comment between now and August 1st.

Thanks for your support of the new and improved B4J. So many more exciting announcements & new features to com. . .

Cheers!  Jessica

Just like the Bermuda Triangle, it is easy for job seekers to get lost in the sea of applications, customized cover letters, and advice from experts and friends on how to successfully and effectively manage the job search. Throughout the job search, job seekers often lose their sense of direction mysteriously vanishing and falling victim to the Job Search Bermuda Triangle. However, with proper preparation and a good sense of direction, job seekers can navigate the seas of change.

• Know your Destination and a Plan to Get There. For a job search to be effective, job seekers must have a marketing plan and strategy to promote themselves in this crowed market. Job seekers need solid marketing materials to effectively and creatively market themselves in these economic times. This includes eye catching business cards, customized cover letters, job specific resumes, and career portfolios. Job seekers also must consider both their online and offline brands. Candidates are strongly urged to pay close attention to those in the professional community and their perception of them in the every day face to face interaction and also online through social media networking platforms like LinkedIn as well as reviews and blog comments on sites including Amazon and YouTube.
• 
   Tune Up Your Engine. Many professionals fail to take a personal inventory of their skills and abilities while in the job search. Seek out mentors or advisers to provide you with guidance, advice, and direction. Your “Professional Tune Up” could be in the form of a career coach, community college class, or other recommended reading list. Find creative ways to fine tune your brand and experience through volunteering or serving on professional committees. Follow a brand and development strategy. Understand that a strategy or plan such takes time. New skills, abilities and experiences must be developed and cannot be rushed. Pace yourself and do your best not to over commit.  

   

• Working on Autopilot. The job search can be turbulent and sometimes their are even flight delays on your way to a new position or career. Do your best to understand and realize that the flight to your destination takes time and offers personal and professional challenges. Companies are now receiving hundreds of resumes for one open position. Because of this, it is easy for your luggage to get lost in the shuffle. Know when to led and when to follow. Your job search has many different layovers before your final destination. These might include the phone interview, the face to face interview, and the job offer and negotiation process. The art of balance is very important in these processes. Be confident but not overbearing, available but not desperate, and polished but not brash.

And with proper planning, preparation, and creative spunk, job seekers are sure to see clear blue skies ahead. . .

The future of communication is with mobile technology, and iPhones are no exception. Below are some interesting iPhone apps that can be used in an interesting and usual way while in the job search.

1. LinkedIn. Access connections, view your profile and immediately invite others allowing you to networking anytime and anywhere with just the touch of a button. Be sure to update your profile and keep others in the know.

2. Jobcompass. This application allows you to access online job postings anytime and anywhere. Use the keyword search function and sort by distance from your location. View job descriptions and email job details with ease.

3. PublicSpeech. This application is a great tool that allows you to record and save your speeches. I recommend using this app to perfect your elevator pitch and to record and analyze your responses to interview questions.

4. MyCard Free. Don’t commit the cardinal sin of networking. Never been without a business card with MyCard Free. Exchange electronic business cards with MyCard Free application. Send a card or exchange with other iPhone app users.

5. Action Word Lite. This application provides impactful auction words sorted by category and its usage in sentence form. This application is great and very useful for quickly updating resume, cover letters, or as part of interview preparation in a pinch.

6. Twitter Summarizer. Easily keyword search Twitter without a user account to view trends and keyword topics. This application is useful in the job hunt for sorting newly listed job openings and positions that allow you to sort by city or zip code. This app also allows you to stay up to date with trending topics.

With the current state of the economy, the girl scout motto says it best, “always be prepared” especially when it comes to your job search and my friend Mark is no exception. Four weeks ago, Mark started to feel uneasy in his job as a IT professional.

Over the last eight months, Mark had survived two reductions in force and been witness to massive cuts in employee benefit programs, expense reductions, and most recently offers to staff for unpaid voluntary time off. He is relatively tenured at the company working there for 5 years. Mark began to feel increasingly uneasy when his supervisor began requesting to be copied on daily emails and questioning daily tasks. So to protect himself and his family Mark did the following.

• Network. Mark networks regularly both online using social media sites like Facebook and LinkedIn in addition to the face to face networking events he regularly attends. He put his online and traditional network on notice that he was interested in entertaining new opportunities.
• Update his resume. Mark updates his resume on a regular basis so within a matter of minutes it was perfectly polished and ready for distribution.
• Scour the internet. Mark visited traditional job boards like Monster and CareerBuilder in addition to niche job boards like Dice as well as other non-traditional methods like Twitter using RSS Feeds and Craigslist.
• Informational Interview. Using Mark’s network, he was able to schedule informational interviews with two top companies he is interested in working at. If an opportunity arises at one of these companies that fits Mark’s skill set, he will be at the top of the list.

The Result:
Mark is still in the job search but in his own words he feels more in control and better prepared in the event he is laid off. He has applied for three positions, has received one interview, and two informational interviews thus far. For many of us in the job search, Mark’s story is not that different from our own. The key is always being prepared because within a matter of days or minutes, your situation can change drastically. A good defense is the best offense.

Mark’s Story. . . To Be Continued. . .

Just last week in Illinois, over 1,000 applicants were accepted in the first hour for 125 open grocery warehouse positions. Two weeks ago in Florida, a job fair in Miami had over 7,000 candidates in attendance. With so many unemployed and in the job search, even high qualified candidates and their resumes can get overlooked and lost in the shuffle.

Working with a professional recruiter or headhunter could be the answer to navigating the growing candidate pool. Decision makers and human resource professionals are now faced with thousands of applications per open position. Companies are overwhelmed with piles of resumes and phone calls from desperate job seekers looking to make contact with the decision maker. Professional recruiters and headhunters should be considered as an option for job seekers looking to land a position in a difficult, niche, or specific industry. These individuals work on a 100% commission and contract basis directly with the employer.

A recruiter who specializes in an industry can help you do the following:

• Candidate Marketing. Headhunters sell and present the highest quality candidates and assist the job seeker in highlighting qualifications and experiences.
• Connected. They are connected with industry leaders and know the industry trends. These individuals interact directly with the decision maker.
• Forefront. Headhunters contact the decision maker directly. Job seekers who work with headhunters can avoid the red tape associated with applications.
• Sales Oriented. Headhunters are revenue driven and typically no nonsense. Their direct nature is to the point and clear cut.

Contacting a recruiter is relatively simple. A LinkedIn keyword search for recruiter will result in thousands of hits. I recommend utilizing industry specific LinkedIn groups to find a recruiter(s) that specializes in your industry or a more specific keyword search. Do not be discouraged. Recruiters log your information in databases and will contact you once a position that meets your qualifications surfaces. Depending on your industry, qualifications, and ability to relocate will determine your marketability as a candidate for the recruiter. Contact them regularly, to keep you at the forefront of their minds and atop the resume pile.

Need to jumpstart your job search?

Receive a job tips pdf from Blogging4jobs. Leave a comment on any of my blog postings between now and April 1st and receive a free job tips pdf via email from me. Make sure you include your email address with the comment posting.

A good friend of mine hosted an event in Topeka, Kansas, earlier this week called “Resumes & Wine.” Young professionals received my job tip sheet, a free resume critique, networking opportunities, and of course wine! Don’t miss an opportunity to get a leg up on the job search!! This job tip sheet is a great start.

Leave me a comment. Request a topic or post your link/website address. A great deal of my blog traffic comes from other recruiters so this is a great opportunity for self promotion. Don’t have a link? Use your linkedin profile address.

Cheers,

Jessica

**Don’t forget to follow me on twitter @blogging4jobs

Slideshare is another great site much like youtube to market your personal brand. Slideshare is a site that allows members to upload presentations to share with clients, friends, and even potential employers. Take a look below and consider the possiblities.

The beginning of October signals the beginning of the holiday staffing season for retailers. A temporary holiday position can add some much needed cash to your bank account while gaining some valuable work experience.
A temporary position usually lasts anywhere between 30-120 days allowing for an increased customer service presence to account for the additional customer traffic and increased sales during the holiday. Some big box retailers like Target and Wal-Mart will add anywhere between 75-150 temporary associates each to account for the increase sales during the busy season.

If you decide to broaden your horizons and experience the retail industry during the holidays, consider the following:

1. Flexibility. The schedule you work and the numbers of hours you work will fluctuate each week depending on the retail locations projected sales and peak sales times. If you are working as a customer service associate, expect to work evenings and weekends when customer and sales volume is the highest.
2. Temporary Gig. The holiday season doesn’t last forever and neither will your newly found position. However, companies will keep a select few top performers if sales budgets permit. Make managers aware of your interest or ask for a referral or store transfer.
3. Resume Builder. Retail affords a wide variety of experiences including inventory and budget management, cash control, and customer service. These are all skills you can use in most industries and are great skills to highlight in your resume.
4. Store Discounts. Not only can you make a little green but you can save some green too. Retails companies like Target and Lowe’s offer a 10% associate discount while higher margin retail clothing stores like Old Navy offer a 40% discount in addition to the fact that you have first pick of clearance and discontinued items.

Lastly, do not forget other seasonal industries. Companies like Williams Sonoma hires seasonal help for their catalogue call center. This company offers flexible scheduling and a substantial employee discount.

Seasonal work can not only be a great opportunity to expand your skill toolkit but it can lead to a great long-term career as well.

Just yesterday received a resume via fax from a candidate who is interested in a career opportunity. I spent less than 5 seconds glancing at her resume before something stopped me in my tracks, the objective.

OBJECTIVE: To work for a company that uses my many years of experience in fast food in either management or administrative in a position with your company. If given the chance I will meet expectations in a position with your company and use my experience in fast food and vocational school to the best of my ability.

And to this I ask—WHY? This objective is long and rambles in addition to not getting to the point. Personally, I am not a fan of the Objective. I think it is a waste of valuable marketing space on your resume. Your coverletter can do a much better job of highlight your interest and focusing on any qualifications or characteristics that you feel set you apart from other candidates for the job. If you decide to include an Objective, make sure the objective directly relates to the position you are applying for. Don’t be lazy and lump your administrative and management aspirations in the same objective. A resume is a marketing piece that is designed to grab the attention of the hiring manager much like a billboard or commercial does and in a short period of time, roughly 10-15 seconds.

As I mentioned before, I am not a fan of Objectives but if you choose to include one here is an example of one that in my opinion is acceptable.

OBJECTIVE: To secure a challenging position where skills, motivation,and performance will be utilized for mutual profit.

This is short, sweet, and to the point. Happy Hunting!!