Best Resume Layouts 20+ Examples (from Idea to Design)

Best Resume Layouts 20+ Examples (from Idea to Design) Welcome to the only resume layout guide youll ever need.Read it, apply the advice, and your resume will make a great first impression.And first impressions matter: employers dont read resumes, they scan them.The right resume layout will help them find what they need to decide youre the right person for the job.Make the process hard for them and theyll simply move on to the next candidate..Just look at the two resume layout examples below.Same contents, different layout. Which will attract more attention?Sample Resume Layout Made With Our Resume BuilderWant to save time and have your resume ready in 5 minutes? Try our resume builder. Its fast and easy to use. Plus, youll get ready-made content to add with one click. See 20+ resume templates and create your resume here.Sample resume made with our builderSee more templates and create your resume here.One of our users, Nikos, had this to say:[I used] a nice template I found on Zety. My resume is now one page long, not three. With the sam e stuff.Create your resume nowAlright, so youve seen two resume layouts:The first one: generic. A bit sloppy.The second: professional. Easy to scan.Time to learn how to lay out a resume that gets read.It will take no longer than 7 minutes.Heres what youll get in this guide:Table of ContentsBasic Resume Layout Design Rules: Margins, Spacing, Fonts, and MoreThe Best Resume Layout Examples and Templates for 2020 (Gallery)What Goes Where on a Resume (Infographic)The 3 Main Formats of a Professional Resume Layout (Infographic)BONUS: Extra Resume Layout Tools and IdeasOkay. Time to dive in!1Basic Resume Layout Design Rules: Margins, Spacing, Fonts, and MoreLets walk through creating a good resume layout step by step.Set the MarginsMargins on your resume should be one inch on all four sides.You need balance between white space and text. Your resume layout shouldnt feel cramped.Pick the Right FontYour font should be clean and easy to read.For an easy resume layout, choose one of the standar d resume fonts and stick to it throughout your resume. Use a 10-12 point sans-serif or serif font.If you prefer sans serif fonts, go for Arial, Tahoma, Calibri, Helvetica, or Verdana. Serif fonts are your usual picks? Choose Garamont, Cambria, Georgia, Times New Roman, or Bookman Old Style.For ideal readability, keep the font size consistent. The exception is increasing the font size for your name, job title, and section headings.In the end, its less about specific typefaces and all about how easy to read they are.For more details on the best font for simple resume layouts, see: Ideal Fonts for a Resume in 2020Choose Proper Line SpacingGo for single or 1.15 line spacing (double line spacing after subheadings.)Create a Resume Header That PopsMake the header layout of your resume visually distinct. Include your name, job title, and contact information.Learn more here: Resume Header Layout: Examples Full GuideDivide Your Resume Layout Into Proper SectionsResume Layout StructureHeader with Contact InformationProfessional Summary or ObjectiveWork ExperienceEducationSkills(Optional) Additional SectionsMake Smart Use of Bullet PointsUse resume bullet points in your experience section. They make the layout easier to skim by pointing out your most relevant achievements.6 bullet points per job, tops.You can also use resume bullets for your education details or skills.How Long Is Too Long? Know the Ideal Resume LengthYour resume layout should be succinct. ButYou dont have to cram everything into a one-page resume layout if that would mean omitting important information about your work history.If you have enough experience to go for a two-page resume layout, its 100% fine.Not quite sure what length is the optimal solution for you? Here are our best resources on the topic:One-Page Resume Layout: How to Make a Resume Single-PageTwo-Page Resume Layout: Will It Break You Chances?When Is a Resume Too Long? Proper Resume Length2The Best Resume Layout Examples and Templates for 2020 (Gallery)Getting the resume or a curriculum vitae layout right in word processing software is a challengeYou make one change and the whole layout breaks.You dont have to struggle to create the best resume in the pile.You can simply pick a well-formatted, neat template and just fill it in with your information.Our resume builder offers 20+ beautiful blank resume layouts you simply update with your details and download in PDF.Check them out!(Note: Each of the resume layouts below is easily customized. You can change fonts, colors, add, remove, and re-order sections.)Professional Resume Layout SampleCreate my resume nowWe called this resume layout Crisp, and crisp it is indeed. The resume side column on the left is for your personal information and skills, allowing you to save space. Big section headings draw recruiters eyes to whats important.This resume layout design is very universal: will work for candidates in traditional, conservative fields, as well as those applying to mo re relaxed companies.Creative Resume Layout SampleCreate my resume nowCubic is one of our takes on creative resume layouts and designs.With a three-tone background depending on the section, different areas of your resume stand out easily from each other. The header is sharply distinct from the rest of the template, making your name and job title more prominent and, thus, memorable.A perfect resume layout for tech, graphic design, and creative jobs.Simple Resume Layout SampleCreate my resume nowThis ones called Vibes. And what sort of vibes does it send, huh?Simplicity, they say, is the ultimate sophistication and here you can witness simplicity at its finest.Tiny, elegant icons next to section headings are eye-catching but not too invasive. Simple bar charts for your skills let you describe your proficiency level easily.A fantastic resume layout for corporate jobs, as well a good CV layout for academic positions.Basic Resume Layout SampleCreate my resume nowNanica by Zety.Nanica is a basic resume layout using a lot of white space. It allows space on the left side to serve as a timeline for the work and education sections. A full-width area for your heading statement allows you to grab the recruiters attention with a captivating resume summary or resume objective.Elegant Resume Layout SampleCreate my resume nowLast but not least, heres Concept.A very dynamic and unique resume layout with a dark stripe for the timeline on the left-hand side. Recruiters will love this one, no doubt!But hey! We have plenty more. See all the templates weve got to offer, pick your favorite, and create your resume in our builder now.3What Goes Where on a Resume (Infographic)For most candidates, the reverse-chronological resume layout is best.The structure of this simple resume layout comprises:Contact InformationSummary or ObjectiveWork ExperienceEducationSkills(Optional) Additional CategoriesHeres an infographic to illustrate the proper layout of a resume:The Best Resume Layout, Out linedIf youre ready to start working on the contents of your resume, check out How to Write a Resume That Gets Jobs4The 3 Main Formats of a Professional Resume Layout (Infographic)There are three standard resume layouts for you to choose from:ChronologicalFunctionalCombinationThey differ slightly in their setup and purpose.Heres how to structure sections in each of the main resume formats:Again, the reverse-chronological resume format is common standard. This professional resume layout is easy to scan and compare to other resumes.The two main sections in a reverse-chronological resume layout are education and experience. Either can come first.You will list both your jobs and degrees in reverse-chronological order. This means you start with the most recent position.If you have relevant job experience, lead with the work history section.Fresh out of school? Your education comes first.The functional resume layout has a detailed skills summary at the top.If takes the pressure off of you r work history and emphasizes your skills.The combination layout also focuses on skills but its main purpose is to link those skills with your work history and verifiable achievements.Below the summary of your skills, you also list work history in reverse-chronological order. This layout combines the best features of the reverse-chronological and the functional resumes, hence the name.Learn more about each of the 3 standard resume layouts:Reverse-Chronological Resume Layout Writing GuideFunctional Resume Layout Writing GuideCombination Resume Layout Writing GuideOr, see this overview of all the 3 resume formats and get tips on how to pick the right one for you: Resume Format: How to Pick the Best One5BONUS: Extra Resume Layout Tools and IdeasTo get inspiration for designing your resume layout, see: The Best Resume Design Ideas and ExamplesWed love for you to give our builder a try, but if you insist on messing around with MS Word layouts, at least pick the best of the best: Free MS Word Resume Templates and Layouts (15+)Want to give Google Docs resume layout a shot? Weve got you covered: Google Docs Resume Layout TemplatesGoing to an interview or a job fair and need to print a resume? Make sure your layout will look good on paper: Resume Paper: How to Choose The Best One (10+ Photos)Finally, see some of our galleries and compilations of the best resume layouts youll ever find online:Creative Resume Layout TemplatesInfographic Resume Layout TemplatesSimple Resume Layout TemplatesProfessional Resume Layout TemplatesKey TakeawayHeres how to have the best resume layout out there:Use professional fonts, single line spacing, clear section headings.Pick one of the three standard resume formats.Divide your resume into sections in the correct order.Make your resume brief and relevant.Follow the above strategies, and youll soon set your sights on any job you want.Got further questions? Need assistance? Let me know in the comments, Ill get back to you double-quick!

35 Ideas to Jazz Up Your Candidate Experience

35 Ideas to Jazz Up Your Candidate Experience John’s flight arrives on-time at Regan National Airport in Washington, D.C. The only problem is, his luggage doesn’t. Ordinarily, this would be a hassle, yes, but today this could be a life-changing concern since John has a job interview tomorrow at Capital One’s headquarters and he can’t very well show up in his ripped jeans and T-shirt from yesterday. He calls up Tanya, his recruiter at Capital One, and explains the situation. Tanya empathizes with him and wants to help, so she decides â€" on the spot and without an arduous approval process â€" to take John shopping to find a new suit that afternoon. Luckily, John finds an off-the-shelf suit that fits, and ultimately, gets the career of his dreams the next day at Capital One â€" in large part due to his recruiter’s kindness and above-and-beyond efforts. Now, this is an adaptation of a real candidate experience as shared by the Talent Board. And, according to their study, “Candidates share their positive recruiting experiences with their inner circles over 81 percent of the time, and their negative experiences 66 percent of the time.” Can you imagine the positive brand traction Capital One received from this authentic candidate experience with John (whose real name is not John, by the way)? We know the candidate experience matters. It’s impactful to your organization, your employer brand and your candidates. So, how can you improve it and provide that positive experience that people talk about? Now you’re asking the right question. Walk a mile in their shoes: The first, and best tip, is to ensure you have a thorough understanding of who your candidates are, and to go through the candidate process and test it out yourself. Do two additional things here: 1) Use a stopwatch to time how long it takes from start to finish; 2) Jot down the number of “clicks” it takes you. Then do it all again on a mobile device and notice the discrepancy. Communicate â€" often: If you fix nothing else, then fix this as it’s generally the top candidate complaint. Let your candidates know where they are in the process, and what comes next. Even if it means there’s no update right now, tell people that. “Just the FAQs, ma’am”: Document your most common questions and give your candidates an idea of your process and what comes next through a series of FAQs. Do a ‘blind’ application: Set up an actual interview with a recruiter who doesn’t know you (or if that’s not possible, ask one of your co-workers to do it and give them one of those cool James Bond hidden cameras). The goal here is to look at your interview experience with fresh eyes, so make it as real as possible (think Undercover Boss or a secret shopper). Take notes on your impressions along the way. Survey applicants for honest feedback Survey new hires for honest feedback Survey your recruiters and teammates for honest feedback (and ideas) Focus on the rejection: One study showed that only the top 2% of applicants get through to an interview, so in reality, most of your candidate interactions happen with those you’re declining. Make sure they don’t hate you after that stage. Create smiles: Find ways to make your candidates smile throughout the experience. Even the most serious brands have an opportunity here. Like sending a video of a silly turtle or cute kids laughing. Find a way to work some humor into what can be a very serious process. Kill the “Black Hole”: Don’t let your ATS application become a black hole of communication. See point # 2 above. Don’t make your Talent Network become the Black Hole 2.0: Many companies are utilizing a Talent Network, but many are also allowing it to become “the new black hole.” Candidates sign up because they want to stay in touch with you. Give them what they’re asking for. Hire recruiters who care: Test for this in your own recruiter interviews and ensure that they care about their candidates (like the recruiter in our Capital One example above). Give recruiters the time to care: It’s one thing to care; it’s another to put forth the effort. Keep a close eye on your team’s workload to make sure they have the time to go that extra mile. Listen: A simple skill that’s often overlooked. Ask questions and LISTEN to the answers to get a better sense of what’s important to your candidate. Provide the right information and experience to align to that (this helps you, too, of course). Be on time: What does it tell you about a candidate who is 15 minutes late? They’re thinking the same of you when you make them wait. Use technology (calendar reminders, phone alerts, etc.) to help you stay on task. Stay in touch: Leverage your talent network to send branded communications (i.e., newsletters), but also to nurture candidates, stay in touch with alumni, etc. Share stories a behind-the-scenes look: Sharing real employee stories is a great way to bolster your employer brand and match the right candidate to your open role and company. Personalize: Personalize the candidate experience where you can by incorporating what you know into your emails and interactions. Make it mobile friendly: Every aspect. Speed matters: From the moment the job is open, you should have a ticking clock in your head. The time to beat is whatever your time to fill is. Your best candidates aren’t going to wait around long (nor should they). Give stuff away â€" unexpectedly: Along the same lines as the “smiling” note above, giving something away generates a positive response and goodwill. It doesn’t have to be an expensive item to bring joy (think candy, a branded T-shirt, a stress ball, a gift card, etc.). The timing of these gifts is just as important as the item itself, so remember that too. Provide a tour of the office: During an interview, take some time to give your candidate a tour, meet potential new co-workers and get a feel for their future workplace. Progress correlates to effort: The further along a candidate gets in the journey, the more out of the way you should go for them. If your runner-up for a position gets declined after the third interview, please don’t send them an automated email from the ATS for that notification. Offer a drink: Talking extensively plus nervous butterflies can leave people pretty thirsty. During the interview, offer them something to drink. Change the setting: Do all interviews have to take place at the corporate office or store location? Consider a more relaxed setting like a coffee shop or outdoor café for key roles, where your candidate can relax and you can really spend some time with them. Make it fun: Hosting an in-person recruiting event? Play some music, offer food, a raffle giveaway, dance parties, etc. Conducting a pre-screen phone call? Ask an offbeat question to kick it off (“what’s your favorite food?”) just to lighten the mood. Where can you inject some fun into your process? Train EVERYONE: The candidate experience is not just in the hands of your recruiters. Everyone plays a role â€" your executives, your greeters, your front desk staff, your hiring managers, your average employee who smiles at a candidate in the hallway. Make sure the company is on the same page here. Make your candidates feel at ease: Interviewing is stressful. Help them relax and shine (see item # 35). Share your EVP: Find ways to infuse your Employer Brand and EVP into the interview process. Are interviewees waiting in the lobby? That’s a great time to play a video with employee testimonials or a day-in-the-life series. Where else can you offer handouts, videos, interesting tidbit cards, etc.? Pull out the white gloves: Have a highly competitive, executive-level candidate you want to impress? Go all white glove on it and think of yourself as a concierge at a fine hotel. Book all the arrangements (like a car pickup) and have branded materials in the car for your guest (note the word “guest” here). Text him when he arrives at the hotel to ensure he has everything he needs. Include a nice little surprise in the hotel room (a fruit basket or something related to your brand, perhaps). Provide directions and traffic updates the morning of the interview. Call her after the interview to thank her for her time and provide initial feedback. Clearing your calendar ahead of time can allow for this type of hands-on approach. It’s worth it for your top-level positions. Measure it: Think about how a poor experience translates to lost revenue or lost employee referral opportunities. Tie your survey results/satisfaction scores to KPIs where possible. Don’t forget about the on boarding experience: This can be laborious, but don’t think the candidate experience ends at the point of offer. Don’t forget about the new hire experience: Transfer your knowledge of the candidate to their new manager, and help arrange for a warm Day 1 welcome from the team. Be honest. Sometimes we’re so busy we didn’t have time to read the candidate’s resume just yet. Sometimes he’s just not the right fit. Sometimes, just sometimes, we’re having a bad day. Candidates can understand these things if you just explain them in a respectful, honest way (see the next point, too). Be human. Remember how important this job is to your candidate. It’s how they pay their bills and support their families, but it’s also how many people derive purpose in their day-to-day lives, too. It’s meaningful, so respect that â€" always. Hopefully this has given you some spark of an idea on ways to improve your candidate experience. What other ways have been effective for you? What else can we add to this list?

Taking your Business International

Taking your Business International If you’ve reached the stage with your business where you are successfully operating in one country then you should be very pleased. You’ve achieved something many SMEs can only dream of as they struggle to make an impact in the national markets. That being said, now is not the time for you to rest on your laurels. What you should be looking to do is to head to the international business world and ultimately take your company to the next level of success. If you’re wondering what you can do to take your first steps overseas, be sure to read on. Here you will find a number of examples of ways you can work to take your business abroad. Research the Markets Before you start doing any international business you need to do your research. Carry out some studies to learn about where there is potential demand for your product, or where there might be gaps on the foreign consumer markets. Visit the Locations With a few of these locations in mind you should then look to visit the locations to find out more about how they do business. Look for any available trade fairs or exhibits where you could network and make some connections to potential new business partners â€" and  your future rivals. Learn about the Challenges When you’ve made your final choices, you should then look into the finer details of doing business with them. The chances are that you’ll have shared interests in how you want to trade or work but there will also be some challenges you might face. These include: Differing attitudes to business Cultural beliefs or ways of working which are different to yours Language barriers Political or economic situations which might make trading more regulated or more challenging Varying exchange rates Trial with International Deliveries A great way to essentially dip your toe into the international markets is to offer international deliveries right now. This can be a great indicator for which countries are responsive and where there is some demand for your product. It pays to use an established international delivery company though such as ParcelsPlease. These companies have the expertise you can rely on to get your goods successfully overseas. Doing Business Overseas As aforementioned, you shouldn’t just be content with doing well in one country; do your business the service it deserves and turn it into a successful global company by using some of the above methods. Images: Main

2013 National Careers Week Will Be Sponsored By Barclays

2013 National Careers Week Will Be Sponsored By Barclays It has been revealed by Nick Newman, founder of CareersBox, that the  2013 National Careers Week will be sponsored by Barclays. In the world of careers, this is a major coup, and this years National Careers Week aims to get more publicity and involvement from careers industry nationwide. If you are involved in #careers then watch out for the forthcoming National Careers Week 2013 , sponsored by #Barclays follow @careersweek â€" nick newman (@newmanswords)   The 2013 National Careers Week is scheduled for the week of 4th 8th of March, 2013. National Careers Week (NCW) is a celebration of careers guidance and free resources in education across the UK.   The aim is to provide a focus for careers guidance activities at an important stage in the academic calendar to help support young people leaving education. National Careers Week encourages education providers to bring together students, local employers and advisers through careers events and activities.  During National Careers Week, it is up to every school, academy and college to offer careers advice and guidance to their students.  We are here to help and can provide free resources, information on current career opportunities and advice on activities and exercises to run. Last year services provided to students during National Careers Week included daily drop-in workshops; careers fairs; employer visits; focus on subject relevant careers in lessons and showing careers films. At a time of high youth unemployment, there has never been a bigger need for careers guidance to be promoted and celebrated in education.   National Careers Week is your platform to advise and inspire our next generation as they enter the world of work. You can sign up to get involved in the National Careers Week and share your plans of what you are working towards for the week of 4th 8th March, 2013. National Careers Week is supported by the  Institute of Career Guidance, Apprenticeships and jobcentreplus. source: National Careers Week/Nick Newman (Twitter) 0

Important Tips When Writing a Resume

Important Tips When Writing a ResumeIt is very important that you know a few important tips when writing a resume. You may have been applying for jobs, but the paper trail has probably been wiped clean. Or maybe you simply never wrote one and you want to start making your mark in the job market right away. Whatever the case, knowing some of the important tips when writing a resume will help you out.The first thing you need to do is get out your letterhead. You can use your name or another business name. Regardless of which name you use, make sure you use the letterhead with the company name on it.The next thing you need to do is find a reliable writer. First of all, if you are applying for a position in which there is a deadline, then it is best to find a reliable writer. Also, if you are looking for a position that does not have a deadline, then that is okay too. You can still use a professional to write your resume.Once you have a writer you are comfortable with, get a second opini on on your resume. Do a little research and see what other people have written about the same position. See how much attention it has received. Compare your resume to those other resumes and see if yours has any better feedback. If you find it does, then consider getting a higher quality writer to help write your resume.The third and most important tips when writing a resume is to keep it short. Too many resumes are over 2 pages long. Some even exceed 3 pages! That is definitely too much information for the average applicant. It may seem appealing to fill up every line with information, but it simply does not give your reader the information he or she needs.The final tip to remember is to have a clean, crisp appearance to your resume so your overall impression is good. You want to leave an impression of yourself as a hard worker and someone who have earned the position. Keeping your information simple and easy to read is essential. Keep the spelling and grammar correct and take a br eak from the excessive details.Now that you know a few important tips when writing a resume, you should be on your way to gaining an edge in your job search. Before you submit your resume, make sure you review it and proofread it for errors. Then take a second look at it and make sure you didn't miss any mistakes and continue on from there.Now that you know some of the important tips when writing a resume, you are well on your way to creating a successful job hunt. Be sure to check back for more articles related to this topic.

How Long Does the Average Job Search Take

How Long Does the Average Job Search Take This might be one of the questions I am most frequently asked. My answer is always the same…it depends. While it’s not unusual for a senior-level executive to spend six to 12 months in an active search, there are numerous factors that contribute to the length of a search. Here are the biggest ones to consider.The amount of time you spend on job boards. It seems so sensible. There is a list of open jobs. Your skills match the job requirements. Of course the hiring manager will deem you to be the perfect candidate. But while you are thinking this, so are 100+ other people. And simultaneously, there are one or two other candidates that were referred in. They are the people who will generally get the interview, because someone who knows and trusts them recommended them. The other 100+ candidates will most likely hear nothing.Instead of spending hours applying to the jobs online posted by employers who aren’t likely to respond to you, identify companies where you think there may be a good fit based on your skills and try to make contacts at those companies despite there being no indication if there is a current opportunity there. Start conversations that showcase your value before there is a live opening and become a company insider. That way you may be able to become one of the two candidates referred in when there is an open job and not one of the 100+ who most likely will hear nothing.Your reliance on recruiters to find you the next job. Most recruiters will tell you that you are more likely to land your next job through a relationship than through a recruiter. . Recruiters are inundated with candidates, and it’s unrealistic to assume they will remember you based on the fact that you once sent them your resume.Recruiters are only exposed to a certain portion of the market; the jobs at companies willing to pay a steep recruiter fee. Companies hire recruiters to find the exact match; the needle in the haystack. It’s not unusual for them to request a slate of candidates strictly from particular companies, schools, or degree programs.Instead of thinking about how a recruiter can help you, think about how you can help them. Network with them and pitch your value, but also be gracious and offer to make introductions to others that may be suitable for their current openings. This will make you more memorable and improve the chances that you will be top-of-mind with them should a role that matches your background become available.The quality and quantity of your network. In order to network effectively, you need both. You need to reach some level of “critical mass” in order to more easily leverage the strength of your second and third degree connections. I recommend trying to build your network to at least 300 connections and using LinkedIn as the tool for tracking those connections. But having a large network where you barely know the majority of your first degree connections will not have much value because your relationship with th ese connections may not be strong enough to have them become advocates for you. Building a quality network will generally yield better results, because people who know you are more likely to recommend you or be willing to make other introductions.How you frame the “ask.” Most job seekers reach out to their network and say something like, “I’m in a job search, and if you hear of anything that matches my skills, let me know.” The problem with this ask is that the likelihood that your contact knows of an open opportunity right now that is an exact match is quite remote. Additionally, with this type of ask, your contact is likely to assist with some well-intentioned, but limited help. They will probably say, “Send me your resume, and I will see what I can do.” They will probably send it to their HR department, where it will go unnoticed unless miraculously there is a job that you are a direct fit for.While it may sound counterintuitive, creating a broader ask will generall y lead to better results. Instead try, “I am currently in a job transition, and while I understand you don’t necessarily know of a role right now that matches my skills, I am reaching out to learn more about (your role, your company, your industry views-pick the most appropriate ask) to help inform my job search. People are more likely to share information when it is not linked to an expectation of a job. They may even feel flattered that you asked for their insights and opinions. As part of your conversation, ask if there is anyone else they suggest you speak to, reiterating that you make no assumption that their contacts know of an open job. By gaining these introductions, you increase the likelihood that someone you meet actually knows of an open role that may be suitable for you.The amount of time you put into your networking. If you are not currently employed, view your job search as your fulltime job and dedicate at least 35 hours per week to your search. There is a lot to do. You will need to create an entire suite of self-marketing tools including a resume, cover letter, executive bio, and LinkedIn profile. You will need to identify and activate your network, ask for meetings, take those meetings, send follow up letters, research companies of interest, prep for interviews, and more. If you only spend half the allotted hours working on your search, it will take you twice as long to land your next job.How helpful you have been to others in the past. What goes around comes around. Do you have a reputation as a connector or a mentor? Have you made any meaningful introductions to colleagues or friends that led them one step closer to their next job? People remember people who have helped them. Do you fall into this category? If not, it’s never too late to start. As a job seeker, you probably have some new-found empathy for people in a similar situation. Try to help others in search, and become a connector for contacts who may need recommendations for referrals for other roles outside your professional level, industry, or area of expertise.How realistic your salary requirements are. Most job seekers use their past salary as the main benchmark for determining their salary requirements. They hope to make more, but will settle for the same or a bit less. But all a salary represents is the amount of money an employer was willing to pay you to do a particular job at a certain point in time. It may have no bearing on what the current market value for that role is or it may not represent the responsibilities of the new role you are seeking. If your salary requirements are higher than what the market will bear, you may end up extending your search, holding out for a salary that is no longer realistic. Be sure to research the competitive value of the jobs/level you are applying for. Consult colleagues, recruiters, industry surveys, and online resources like Glassdoor, Payscale, and LinkedIn for salary survey data.Your willingness to reloc ate. Particularly at the senior executive levels, there will be fewer roles to compete for. Candidates who are willing to relocate will have a competitive edge over those who are not. If relocation is not an option, consider ways you could still be considered a candidate. Perhaps you would be willing to travel or can outline a path to success through virtual work. Pitch the value you bring to the table that a local candidate might not have, and prove that an alternative to relocation could work.Luck. There is a certain element of luck in a job search, and I wish every job seeker a good dose of it. While we can’t control this factor, we can try to influence it somewhat to increase the likelihood of being in the right place at the right time more frequently. This occurs when you are open-minded about helping others, create a strong professional brand and industry presence for yourself, and remain diligent to the task at hand.

Motivation Monday How You Spend Your Time

Motivation Monday How You Spend Your Time It has been said you cant manage time. It moves forward and this you can not control.   What you can control is HOW you spend your time! If I were to dispense just ONE piece of advice to job seekers it would be STOP SPENDING SO MUCH TIME ONLINE! This week, please, try really, really hard to re-structure how you are spending your time. Suggestions for Re-Structuring Your Search Are you uncertain what activities you should be investing your time in? Read Structure Your Week and get ideas on how you can chunk one-hour increments of time on your calendar. Literally, Get Out of Your House! You wont find a job waiting for you in the closet. You have to meet people! This is a blow by blow example of how you can structure your time! And as my friend, Tom Peters says The Calendar Never Lies. Toms video explains how your calendar is a reflection of what you have done! Employed and ready to make a change Perhaps you are employed. How do you make time to job search?   You will want to develop a plan and honestly, you will have to give up some of your free time to work on your search. I am sure this comes as no surprise. This post has ideas on how to build a strategy! Even More Ideas In this Monday Motivation post, youll get some more ideas for how to measure activities, resources for building a list of target companies and more!