Resume Guide Drawing

There are lots of free resume examples (or free resume samples) on the web.

Try searching for “free resume example” at Google and take a look at the almost 5 million pages that come back (the less restrictive “resume example” gives you 7 million pages, if you’ve got more time on your hands).

But what good are they?

Plenty, if you DON’T do what most people do with them, which is copy them.

You want your resume to stand out. Sure, all successful resumes have certain things in common, but you don’t want your resume to sound just like everybody else’s.

If you download some free resume examples, pick one you like, slap your name and address on it, and tweak the job experience to match yours, what have you done?

You’ve joined the crowd!

Nothing says “run-of-the-mill” quite as loudly as a copied resume. “Adapting” a free resume example by changing a few words and names is a bad move. There’s a better strategy.

The wiser thing to do is to create the content of your resume yourself. Use the resume examples you download as fodder for ideas.

This approach allows you to stretch your mind to imagine new ways to advertise what you’ve done. It can show you new, visually grabbing ways to present that information. And it can help you make your personal marketing message more hard-hitting.

All of those thing make you stand out.

Do yourself a favor and look at LOTS of examples. Don’t just look at a few and pick one.

Why do more work?

Because recruiters see hundreds and thousands of resumes. If you pick one template and make no changes at all, you dramatically increase the odds of looking like everybody else. Your resume will be in the bin within a minute.

Look at lots of free resume samples and pick the best features to meld together into your super-resume. You’ll avoid looking like everybody else that way.

(c) Copyright 2005 by Roy Miller

An article by Roy Miller, creator of http://www.Job-Search-Guidepost.com. He recently developed a simple, powerful, job-winning resume template package. You can get your FREE copy here: free resume template. And if you liked this article, be sure to sign up for Roy’s free weekly newsletter.

Would you like never to need a resume again? Visit Roy’s new site http://www.resale-money-machine.com to find out how.

This article may be reprinted for use in newsletters and on websites provided that this information box is kept intact. Email notice of intent to publish is appreciated but not required: roy@job-search-guidepost.com.

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Purpose: Learn about the new Polygraph for management hires

His heart dropped when he saw his boss from his current company walk into the interview room with his prospective new employer. In a flash, every exaggeration on his resume was known. All of the excitement of a new and better-paying position instantly vanished.

That meeting ended quickly with an exchange of courtesies and a kind rejection. The interviewer walked back to her office frustrated at the amount of time and effort she had invested into this candidate. She had been excited about his strong resume and test results and happier yet that the exhausting search process was nearly over. At the same time, she was glad to know now about his weaknesses. They certainly would have cost her company a great deal more time, money and frustration if she had hired him.

70% of Resumes Can’t Be Trusted
Research shows that 70% of the resumes on your desk right now contain fabrications and exaggerations. And it’s not just for that sales or middle management job. An executive search firm reported that after reviewing thousands of resumes the top three lies were the number of years in a position, personal accomplishments, and the size of the organizations they’ve managed. Look at the people you’ve already hired to staff your company. I’m not suggesting that you distrust them, but that same 70% applies to the resumes you looked at last year too.

It is no wonder that the 80/20 rule is in effect at your company and on your team. Despite all of the testing, analyzing, interviewing, screening, background checks and gut feels, you would still like someone more effective in 80% of the positions of your company. That is true for your upper management also. You’d like to see 80% of them hit the road and be replaced by people with abilities and values that mirror those of the 20% that produce 80% of the results.

Avoid The Costly Hiring Mistake You’re About to Make
It’s enough to make you cry, because you simply want someone who can handle the responsibilities of the job, and you’ll gladly pay well for their services. To complicate the matter, when considering upper management and executive staff, a great deal of their responsibility is as a leader. You are no longer looking for a technical expert, whose abilities are easily graded; you are now in that horribly grey area called soft-skills. Can you truly evaluate leadership skills and a person’s ability to operate effectively under stress from a resume, interviews and personality tests?

Look around you for the evidence.

What’s worse is that despite the gross volume of different paper tests, interview techniques and evaluation tools, you are still making mistakes in your hiring decisions. Yet, these mistakes are easily identified in advance, but not by using the existing passive methods. The wrong hiring decisions cost you enormous amounts of money and frustration and resulting inefficiencies. Studies show that the cost of turnover is three times the annual salary of the replaced employee. However, if you could make more informed hiring decisions, especially when filling your higher-paid leadership positions; it will have the opposite effect. You begin to reap monetary and efficiency benefits in an upward spiral.

What is needed is an advanced evaluation tool. You verify that someone can swim by putting them into the pool. You verify that someone can lead by putting them into a real leadership scenario. Like the pool the characteristics of the leadership scenario don’t have to match the job exactly. To swim, you need enough water over a long enough distance. To lead, you need a task, a team, real stress and real consequences like the kind found in the Leading Concept’s Ranger TLC Experience.

Use This Polygraph to Identify the Real Leader
This leadership scenario is your new polygraph, and it’s legal. It’s like having the candidate’s old boss sitting at your side pointing out exaggerations and lies. Putting your top management candidates into this leadership scenario and evaluating them gives you the ability, in conjunction with the other tools, to avoid costly mistakes and have trust and confidence in the people you do hire.

To learn more about how immersion team building and leadership training can help you visit: http://www.leadingconcepts.com

Copyright 2005 Brace E. Barber

Brace E. Barber works extensively with Leading Concepts, Inc. (http://www.leadingconcepts.com) in the field of immersion soft-skill training with a focus is on how to develop leaders, who are prepared for and can succeed under stressful circumstances. He is the author of the book No Excuse Leadership. (http://www.noexcuseleadership.com)

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Are you looking for a top-paying job in the corporate environment? If so perhaps you cannot cut it in a business for your own or you have no entrepreneurial savvy. Many people who lack the skills, talent or wisdom to run their own company will try to get a job in corporate America. A perfect r

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