3 Vague Phrases Your Resume Can Live Without

3 Vague Phrases Your Resume Can Live WithoutLately, Ive found three phrases that seem to be flooding job seekers resumesand they can drown out the uniqueness and distinctiveness you offer. If one of ansicht three phrases is in your resume, I suggest you take immediate action to cut the fluff and be more direct.Exceeds expectationsThis term didnt use to be on my hit list, but now it has grown so much in popularity that most job seekers are tempted to utilize it. Avoid this phrase. The term exceeds expectations actually means NOTHING. Your expectations, the companys, and the customers are all so very different that unless you state specifics using some definable metric, fact, or figure, one can only assume what expectation youre referencing. And assuming isnt exactly what you want the potential employer to be doing dont leave it up to their imagination. If the expectation in question at your last employer welches to achieve an 85% customer satisfaction ratingand you consistently delive red a 95% customer satisfaction ratingthen state that instead.Proven track record of This one should be obvious, but instead of stating just that you have a proven track record of XYZ, tell them which record youve proven. Whats your record of?Achieve 99% customer satisfaction?Surpass your sales quota by 20% every single year for the past five years?Its so much more impressive when you use numbersand tell me specifically what you can dorather than just stating you have a proven track record of exceeding your sales quota.Demonstrated ability to What in the world does this actually meanand how does it in any way, shape, or form show the prospective employer that you can add value to their gruppe? Wouldnt it be more impactful to state that you managed, oversaw, directed, pioneered, launched, quadrupled, streamlined, or cut costs by $100,000 than to just say you have an ability to do something? Given the choice between someone who has the ability to do something and someone who shows me what theyve actually donesuccessfully backed up by factsIll choose the second.It can be hard to be so specific about yourself on your resume. We are so tempted to speak in generalitiesbut when you dig deeper, use facts to support your career history, and get specific about what youve done, youll see a far greater resume response rate.While youre working at improving your resume, check out this great article on how it can hinder your job search not to use a cover letter.Want more great advice like this? Check out these two articles5 Things You Should Never Say in Your Cover Letter7 Things You Should Never Include on Your ResumeP.S. Id love to meet you on Twitter here.WANT TO WORK WITH US? Find out more here

These 5 Things Could Help Increase Womens Pay By Over 50% Worldwide

These 5 Things Could Help Increase Womens Pay By Over 50% Worldwide We know all too well that we need to close the pay gap and that we need more women in leadership positions, and many employers have set goals to make that happen. But figuring out the best way to execute these objectives can be tricky.One company, though, is making moves to uncover tangible solutions. In its annual Getting to Equal research report, timed to coincide with International Womens Day, Accenture reveals what, exactly, it might take to get more women into top roles (which, by the way, is an objective key to Accentures mission).Accenture is Hiring Now Browse Opportunities.This year, the theme of the report is when she rises, we all rise.The company surveyed 22,000 working men and women in 34 countries to determine employees perception of factors that contribute to the culture in which they work. Out of 200-plus factors which include policies and behaviors Accenture has identified 40 that are statistically shown to influence advancement, and 14 that are most likely to effect change. Leaders of businesses and organizations have the power to close the gender gap in career advancement and pay, Accenture CEO, North America Julie Sweet and Chief Leadership HR Officer Ellyn Shook wrote in their introduction to the report. We found that when these 40 factors are most common, women are four times more likely to reach senior manager and director levels. Globally, for every 100 male managers, there could be up to 84 female managers, compared with the current ratio of 100 to 34.Womens pay could increase by 51 percent, or up to an additional $30,000 per woman each year. Globally, that equates to a lift in womens earnings of $2.9 trillion, Sweet and Shook added.Accentures report offers some real, actionable solutions to advancing women at work. And here are five ways the company is leading by example1. Having women on leadership teams.Having at least one woman on a companys leadership team can tr iple the number of women in that companys management pipeline. A part of why Accentures declared a goalto grow its percentage of women at the managing director level to 25% globally, by 2020.2. Setting diversity targets.When leadership teams are held accountable for improving gender diversity, companies are 63 percent more likely to have seen the share of women in senior leadership roles increase over the past five years. Accenture is walking the walk the firm has declared that its workforce will reachtrue gender balance by 2025.3. Parental leave policies are most beneficial to women when theyre inclusive of men.Accentures report indicates that when companies implement policies that target women only like maternity leave but not paternity leave this can actually be counterproductive and hold women back. Yet when employers offer inclusive parental leave policies to all parents, that negative impact disappears completely. To level the playing field rather than creating a mommy track , Accenture offers paid leave to both mothers and fathers, and allows both men and women who often travel for work the opportunity tostay in their hometown for a year after the birth or adoption of a child.4. Womens networks are effective tools.Accenture, which offers an array of internal networking andmentorship opportunitiesfor employees, has found that two-thirds of fast-track women participate in womens networks at their company (the firm defines fast-track women as those whohave become an owner, partner, or c-suite executive within less than 26 years women who have become an EVP in less than 21 years women who have become a VP in less than 16 years and women who have become a manager in less than five years.)5. Establishing trust in employees essential.Womens advancement at work is accelerated at companies that trust employees and encourage freedom and creativity. Sixty percent of Accentures survey respondents say that when their company gives them trust and responsibility, it helps them advance. Establishing trust is a key pillar of Accentures culture. Jessica Hartley, a business development director at Accenture, explains how that trust translates to results One of the things that was most exciting to me about coming to Accenture was the possibilities and the potential, Hartley says. Most of the people you meet here if theyve been here for five or seven years whatever door they came in is probably slightly different, or in some cases very different from what theyre doing now. Its fascinating for me to hear them share their story of how they started out.--Fairygodboss is proud to partner with Accenture. Find a job there today

The Resume Writing Umn Stories

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