Humanities ? Jobs what

Humanities ? Jobs… what When I was choosing my major I figured I should major in something that would help me land a job. I was pretty short-sighted and didnt quite understand what that meant but I figured there were some majors that either didnt get jobs or that got very low-paying jobs. I ultimately chose to get a degree in business with an emphasis in Computer Information Systems.  The only other alternative I seriously considered was an emphasis in accounting, but I had ZERO intention of going that route. Armed with my BA in CIS I was ready to meet the professional world.  Of course, I had an education complex so I eventually got my MBA also, and was sure I was on the path to serious job security!! I would look at other majors, namely humanities, and think good luck, but seriously, didnt you realize you were putting yourself at a disadvantage? Yes, short-sighted, I know.  I realize different, now, but back then thats what I thought. Okay, thats a long intro for such a short point I recently came across an awesome, amazing blog for humanities majors. This is written by Scott Sprenger, the Associate Dean at BYU, and is called Humanities+ (or, Humanities Plus).  Heres the description on what the PLUS means: Humanities+ To provide ideas and resources for bridging the traditional humanities major to the professional work world. Which is different if you put the PLUS before Humanities, like this: +Humanities To provide students in business, social science, engineering, pre-law, etc., with reasons and strategies for enriching vocational training with skills provided by the Humanities. Summing it up: Whether its H+ or +H, the Humanities should play an important role in everybodys education. I LOVE that very clever, very thoughtful. Beyond that, though, Ive skimmed through a number of Scotts posts and they are very high-value for a Humanities type. Go check it out and Scott, excellent job! Humanities ? Jobs… what When I was choosing my major I figured I should major in something that would help me land a job. I was pretty short-sighted and didnt quite understand what that meant but I figured there were some majors that either didnt get jobs or that got very low-paying jobs. I ultimately chose to get a degree in business with an emphasis in Computer Information Systems.  The only other alternative I seriously considered was an emphasis in accounting, but I had ZERO intention of going that route. Armed with my BA in CIS I was ready to meet the professional world.  Of course, I had an education complex so I eventually got my MBA also, and was sure I was on the path to serious job security!! I would look at other majors, namely humanities, and think good luck, but seriously, didnt you realize you were putting yourself at a disadvantage? Yes, short-sighted, I know.  I realize different, now, but back then thats what I thought. Okay, thats a long intro for such a short point I recently came across an awesome, amazing blog for humanities majors. This is written by Scott Sprenger, the Associate Dean at BYU, and is called Humanities+ (or, Humanities Plus).  Heres the description on what the PLUS means: Humanities+ To provide ideas and resources for bridging the traditional humanities major to the professional work world. Which is different if you put the PLUS before Humanities, like this: +Humanities To provide students in business, social science, engineering, pre-law, etc., with reasons and strategies for enriching vocational training with skills provided by the Humanities. Summing it up: Whether its H+ or +H, the Humanities should play an important role in everybodys education. I LOVE that very clever, very thoughtful. Beyond that, though, Ive skimmed through a number of Scotts posts and they are very high-value for a Humanities type. Go check it out and Scott, excellent job! Humanities ? Jobs… what When I was choosing my major I figured I should major in something that would help me land a job. I was pretty short-sighted and didnt quite understand what that meant but I figured there were some majors that either didnt get jobs or that got very low-paying jobs. I ultimately chose to get a degree in business with an emphasis in Computer Information Systems.  The only other alternative I seriously considered was an emphasis in accounting, but I had ZERO intention of going that route. Armed with my BA in CIS I was ready to meet the professional world.  Of course, I had an education complex so I eventually got my MBA also, and was sure I was on the path to serious job security!! I would look at other majors, namely humanities, and think good luck, but seriously, didnt you realize you were putting yourself at a disadvantage? Yes, short-sighted, I know.  I realize different, now, but back then thats what I thought. Okay, thats a long intro for such a short point I recently came across an awesome, amazing blog for humanities majors. This is written by Scott Sprenger, the Associate Dean at BYU, and is called Humanities+ (or, Humanities Plus).  Heres the description on what the PLUS means: Humanities+ To provide ideas and resources for bridging the traditional humanities major to the professional work world. Which is different if you put the PLUS before Humanities, like this: +Humanities To provide students in business, social science, engineering, pre-law, etc., with reasons and strategies for enriching vocational training with skills provided by the Humanities. Summing it up: Whether its H+ or +H, the Humanities should play an important role in everybodys education. I LOVE that very clever, very thoughtful. Beyond that, though, Ive skimmed through a number of Scotts posts and they are very high-value for a Humanities type. Go check it out and Scott, excellent job!

Listen to the voice of experience

Listen to the voice of experience My friend Ann has a really deep voice. Not a sexy, deep voice like at a 1-900 service. Its more like Oscar the Grouch with a sore throat, or maybe even like Darth Vader on Prozac. Her voice, the result of a birth complication, is a disability that she must deal with daily, and for the most part has overcome. I know that now, but I didnt always see things that way. I knew Ann in grade school where I confess to having had evil thoughts: Why is she first chair in saxophone and I am last chair in oboe? She has a weird mouth and I dont. Its not fair. Why is she class president and I am not even getting invited to boy-girl parties? How is someone with such an awful voice so much more popular than I am? In high school, Ann and I were on the track team together and we became close friends. I spent so much time with her that I stopped noticing that her voice was different. It seemed normal to me. But there were constant reminders: People in restaurants stared when they heard us talking. Often sales people did not understand her question at first because they were so stunned by her voice. Ann never lost patience, never looked uncomfortable. I never knew how she did it. In the track world, you meet tons of kids from schools all over the state, and when Ann walked by, I heard lots of them say: Whats wrong with her voice? When I asked Ann if she felt uncomfortable about how she sounded, shed say no. A deep voice sounds authoritative, shed tell me. Ann flourished in college. She learned to be extra nice to people because they usually would be extra nice back. She became very loyal to friends who stuck by her because so many other acquaintances walked away after hearing her speak. Naturally, she knew she was different, so she concentrated hard in school since good grades would help her overcome prejudices. After college she went to a top advertising firm. I assume that her voice was not a problem during interviews, or at least that the interviewers believed Ann could overcome her voice impediment enough to impress potential clients. But then she was assigned to a manager who hated her. He berated her intelligence, made sexually explicit comments in her presence and generally let her know he did not want her around. In truth, his actions amounted to harassment. But harassment is usually thought to occur when a man in power is attracted to a woman with less power. No one would have thought of anyone harassing Darth Vadar girl. Then, too, her harasser was powerful in the company, so Ann didnt have much leverage. Ann left the company. And once you leave a high-profile company without recommendations, you can forget going to another company in that industry. So she went back to where she flourished: school. She took programming classes and impressed a classmate so much that he got her a job. His software firm needed someone who knew advertising and someone who knew programming, and the company liked the idea of Ann wearing two hats. The company went under in the tech meltdown of 2002, but Ann found that by switching gears, she had developed a new specialty in a very narrow niche that she dominates. She would not want me to say that in this column because she didnt even want me to write the column in the first place. But the bottom line is that things are good for Ann. She weathered many storms and is successful despite her disability. Her tips for others who are struggling with some kind of impediment amount to good advice for any of us: Convince yourself you are great. Then convincing other people is so much easier. Dont blame other people for your failures. Take responsibility for your life and move past people who dont help you. Have patience with yourself if you dont choose the right career on your first try. Trust that you will find a place that is right for you, and keep looking. Dont make friends with a writer. They never stop using their friends lives as fodder.

Resume PDF or Word DOC The Great Debate!

Resume â€" PDF or Word DOC The Great Debate! Resume â€" PDF or Word Doc? I love this debate.When writing a resume and cover letter, you need to think about which MS Word format to use when you save them.What Does PDF mean?First, lets understand what PDF means. PDF is the acronym for portable document format. This format allows resumes to be opened across devices without format glitches. Users also think it prevents anyone from making unauthorized changes to their documents. In other words, PDF gives users total control of their resumes. (And don’t we often dream about having total control?)The Problems with PDF ResumesHowever, total control in any aspect of life tends to choke the vitality out of whatever a person attempts to control. That’s the case with resumes. While a DOC resume is a living, breathing, interactive document, a PDF resume isnt.The pro-PDF argument often assumes that other people, whoever they are, might change a resume in some sort of dishonest manner.But consider this â€" maybe people (recruiters) want t o annotate your resume to anticipate and answer hiring managers questions. When I was a search consultant, I:Asked candidates about missing information and added it their resumes (clearly noted as my addition) when I knew a given client would notice the omission.Noticed questions resumes raised but didnt answer. I asked for the answers and added them (again, clearly noted as my addition) to candidates resumes.Added comments to highlight positive information.Etc.If I had received an interactive DOC resume, I could easily give my clients richer information about candidates backgrounds.On the other hand, if I had a locked-up, PDF resume, then it was harder to help those people (yes, those people).I had to ask for DOC versions of their resumes, which slowed their progress through the assessment process (never good).I didnt send my clients incomplete resumes. It was my job to anticipate and answer their questions about the people I presented to them.They needed to be able to look at a re sume once and make an interview decision. Done. Final. Move on to the next step in the process.When the Recruiter Asks for a DOC FileYou will notice that many job postings and job descriptions specifically ask for DOC resumes. When recruiters then get PDF resumes, be sure that they draw bad conclusions about the senders. They wonder about topics such as:Cooperation.Attention to detail.Ability to respect processes.Will their clunky, old applicant tracking system be able to read this?Always send a Word document; its the standard. Then, if a recruiter asks for a DOC file, give them a DOC file. Dont annoy them (see cat above).However, if you dont care about recruiters emotional states when theyre considering your candidacy, go ahead and submit your resume as a PDF file.If they dont ask for a DOC file, dont worry about it, go with your preference.The WrapPlease think about what I’ve written here about the resume â€" PDF or Word DOC the next time you apply for a job.Oh, and that total c ontrol thing I mentioned above? Pure illusion. Check out the comments below. (BTW, it doesnt work in interviews either.)Note: This post has upset some readers. I welcome your comments. Kindly keep them constructive and within the bleeding edge of civil discourse.Image: Fotolia/patryssia Updated March 2019 2013 2019, Donna Svei. All rights reserved.Donna SveiDonna Svei, an executive resume writer and former C-level executive, retained search consultant, and CPA, writes all of AvidCareerists posts. She has written for and been quoted by leading business, general, and career media outlets, including Forbes, Mashable, Fast Company, Entrepreneur, Business Insider, Lifehacker, Ask.com, Social Media Today, IT World, SmartBrief, Payscale, Business News Daily, and the Muse. Let her background and experience inform your job search strategy and decision making.Learn more about Donnas executive resume writing service or email Donna for more information. Resumes â€" Structure Format (5 Posts)

How Millennials Are Shaking Up the Workplace

How Millennials Are Shaking Up the Workplace Over the last few years, millennials have been in the spotlight for many reasons. At work in particular, much has been discussed about them: their goals, their ambitions, their overall mindset. Yet there are so many enigmas still to solve. How do we recruit the right talent when dealing with a generation that’s looking to expand its experiences constantly and job-hopping becoming the norm? How do we motivate a generation with a personal mission statement of ‘making the world a better place’? How do we combat limited attention spans which, by the way, a study by Microsoft, found was down to eight seconds from 12 in the year 2000- to keep them engaged? Exactly. That’s my point made. Most of us still don’t know how to. You only have to take a peek at our recent research around the most googled workplaces searches online to realize this: Only in 2017 the phrase ‘what do millennials want at work?’ was searched 3,100 times in the UK. In the US, on the other hand, ‘how do millennials want to work and live?’ increased from zero searches in 2015 to 15,900 in 2016 and 13,400 in 2017. Conclusion: there’s something we’re not getting right.  We still don’t quite “get” millennials. And considering that by 2050 millennials will make up half or more of our global workforce…I suggest we take a step back and evaluate. Stop the stereotyping We often find ourselves stereotyping people we see completely different to us. Science says we do this because it’s cognitive efficient once we have categorized, we no longer need to consider information about each individual member of the group. But our biggest problem with millennials is that we haven’t quite got our heads around who they are or what they want, so we often find ourselves contradicting each other about them. For example, our recent research shows that:    â€˜Why are millennials so depressed?’ is the UK’s most searched question online by keyword ‘millennials’ with an average of 2,800 searches over the last year. But in the US, ‘Why are millennials so lazy?’ tops the online searches of the last three years (2015-17) with an average of 2,227 searches per year. Can millennials really be categorized as both lazy and depressed simultaneously? Tricky The crux of the matter Instead, join me to look at the bigger picture, because there’s something more interesting to realize from the above. Millennials at work and outside it want different sort of incentives to the ones we’re used to, and that’s what’s constantly disconcerting us. For them it’s not only about the money, the company name and/or their job title like it once was for us.  It’s about having a sense of purpose and fulfilling it. ‘Being happy’ isn’t an employment perk for them, it’s the result of holding a career that’s rewarding. They place a strong emphasis on finding a job that is truly fulfilling. One that offers them the opportunity to grow, learn and have a future. When that doesn’t happen, they become unhappy, unmotivated and start focusing just on making money or getting through their day so that they can get on with outside interests. As a result, they may come across as lazy or depressed.  We need to realize this and evolve, adapt to the needs of the new generations. Building relationships, practicing proper communication, and creating transparency, will help. Everyone is different but one thing’s for sure, stereotyping and/or complaining won’t solve the problemthough nor will searching for the answer on Google! About the author: Chieu Cao, Co-founder, and CMO at Perkbox; the UK’s fastest growing employee benefits provider.

How To Identify Ageism In The Workplace - Ageism Series Part II - Career Pivot

How To Identify Ageism In The Workplace - Ageism Series Part II - Career Pivot Ageism In The Workplace Can you identify when ageism in the workplace occurs? Very often ageism is very subtle or veiled in language that on first blush is acceptable but after some reflection, you might say “they said I was too old”. In the first post in this series, I discussed how to define ageism in the workplace. Ageism is a relatively new phenomenon and theterm“ageism” was coined in 1969 by Robert N. Butler, M.D. If you have not read the first post,Ageism â€" What It Is, How to Identify It and What to Do About It, I suggest you do that now. How to Identify Ageism in the Workplace I found a great article from Sherman Lawcalled11 Ways to Identify Age Discrimination in the Workplace [+ FAQs]. Here is their list: Facing Harassment Based on Your Age Seeing a Pattern of Hiring Only Younger Employees Hearing Age-Related Remarks Getting Turned Down For a Promotion Being Overlooked for Challenging Work Assignments Becoming Isolated or Left Out Being Encouraged or Forced to Retire Experiencing Layoffs Having Your Position Eliminated Receiving an Employment Improvement Plan Facing Unfair Discipline Have you experienced any of these forms of ageism in the workplace? Let me take you through some examples of ageism in the workplace that I have experienced or have been told about. Facing Harassment Based on Your Age At both of the tech startups where I worked, I was much older than many of my colleagues. At my last “job”, I had a boss that was 15 or so years younger than myself and was very immature for his age, and level of experience. I wrote about this once before in the post When Your Ethical Boundaries are Crossed [Updated]. I made a trip to Australia, to teach a week-long series of classes, and I decided to grow a mustache during that time. I decided to keep it very well trimmed and it was somewhat “old school” in appearance. Even though my hair color had faded a bit from the flaming red I had in my youth, my hair is not gray. Well, my facial hair was very gray. It made me look older but I was fine with that. When I walked into a meeting soon after returning, I watched with amazement as my boss and one of my colleagues snickered at my appearance. It was like a couple of young school girls gossiping off in the corner. I remember the event to this day as I found their behavior insulting but … I did nothing. I was already planning my departure from the company but this was plainly harassment in the most basic form. Listen to the most recent episode Unfortunately, harassment, in general, was overlooked at this company and it was best for me just to move on. Seeing a Pattern of Hiring Only Younger Employees I have several members of the Career Pivot Communitywho have been working on making a pivot into big data. They have some great experience from their past careers that would make them ideal candidates but they keep on getting passed over for recent graduates. The hiring managers are looking for someone with textbook knowledge with little experience but will not look at someone with lots of experience but no textbook knowledge. Similarly, when I left the corporate world to teach high school math in my late 40s, school districts had no interest in hiring men over 40. Every single guy who was over 40 in my teaching certification program could not get interviews. Everyone under 30 had a job before any of us were able to land an interview. I was able to land a position but only because there was no one else available. By the way, I was a phenomenally good Algebra I and II teacher for 2 years in an inner-city high school but left exhausted. Getting Turned Down For a Promotion I remember having a discussion with a colleague at one of my tech startups. We both had long careers at the same major tech employer. I left when they made major changes to the pension plan and I no longer trusted them that they had my best interest in mind. My colleague stayed on but his career just stalled. He was passed over multiple times for a promotion and he assumed it was ageism, as the person who got the promotion, was always 10-15 years younger. He cornered his boss one day and asked why he had repetitively been passed over and his boss finally responded: You do not have enough career runway left! Another way of saying it is: You are too old to invest in. My colleague had no intention of retiring for many more years. He wanted to keep working and more importantly, he wanted to be challenged. He left the following year because he knew ageism in the workplace existed at the company. Being Encouraged or Forced to Retire I know multiple people who have been asked, so what are your retirement plans? These are people who were in their mid to late 60s and really do not want to retire. This often comes out of the blue and completely out of context. Frequently, this is followed by some form of resource action where they are either laid off or duties curtailed. A few past colleagues were offered a transition to retirement program and there was not an option to say no. For several of my pastcolleagues, this was actually a good thing as they were consummate workaholics. This was a pathway to stop some of the behaviors that would eventually kill them. The still wanted a choice which was not offered. They could take the transition program or be laid off. Experiencing Layoffs orHaving Your Position Eliminated I have not directly experienced this but in my years as a board member for Launch Pad Job Club,I saw where companies would layoff an entire group of employees only to hire a new group several months later for less money. Companies have gotten very good at hiding this behavior. IBM has been accused of this behavior. More can be found in the Forbes articleThe IBM Age Discrimination Lawsuit Sheds Light On A Harrowing Employment Trend. Not Being Hired Because of Your Age This was not on Sherman Law’s list but I have 2 great examples of not being hired because of the candidate’s age and in each case, neither the candidate or I saw it until later. We had a recruiter present at Launch Pad and he told the story of being courted by a major tech employer in the pacific northwest. They flew him out and he interviewed for 10 grueling hours. They asked him to stay another day so that he could interview with one of the key executives. In that interview, he asked the exec if they had apprehensions about hiring him. The hiring exec said she was not sure he had the energy for the job. He left and soon was on the plane when it hit him â€"she said he was too old! He was not offered the position! Another example was when I was trying to hire a technical trainer. I was 95% through the process when my boss hired someone over me and took away much of my managerial responsibilities. The gentleman I wanted to hire was about the same age as myself and I was in my mid-50s at the time. I was ready to make an offer when my new boss balked and told me my candidatejust did not have the energy to meet his requirements. It hit much later thathe said the candidate was too old.Had I picked this up immediately I would have thrown the age discrimination card back at him. I was already planning my exit and wanted to make sure I had a replacement that would carry on my work. That did not happen! Both are examples of ageism in the workplace where on the surface it did not immediately appear to be ageism. Do You Have Examples? I have given lots of examples of ageism in the workplace that are not strictly overt. I am sure many of you have examples that I would love for you to share in the comments below. In my next post, I will discuss what you can do about ageism when you see it. Tell us about your experience with ageism in the workplace. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

Job Action Day Soul Search, Research Job Search to Create REAL Opportunity

Job Action Day Soul Search, Research Job Search to Create REAL Opportunity Im excited to participate again this year in Job Action Day created by Quintessential Careers. It is a day of empowerment for workers and job-seekers to put your career and job in the forefront, making plans, taking action steps. In support of Job Action Day, Id like ask you to reflect on your core geniuswho you are, what do well naturally and what you feel compelled to do. You see, I find most people are not operating from their core genius and that is the reason for so much career pain and frustration. Why? People are shoehorning themselves into only whats out there (which is shrinking). Theyre revising their resumes to become what an employer or recruiter wants them to be, focusing their job search on the latest hot field, and/or spending thousands getting degrees because they dont know what else to do and figure another credential couldnt hurt.This may have worked in the past. But in the new world of work, shoehorning is not the way to real career opportunity. For one, you may n ot genuinely be interested in that new hot job/field (beyond the paycheck), and two, whats hot can change overnight or worse, can be outsourced. To create real opportunity, reflect on your core genius and how you can make a living from it. To do that, youve got to Soul Search Research, BEFORE you Job Search.Start your Soul Search by identifying the value you provide to others by naturally being who you are and doing what is it you most enjoy doing. Get specific about what it is you bring to the table by looking back over your life and noticing what people tend to come to you for help with. Then make a list of your best, most fun projects or moments. Lastly think about what you would do with your time if you didnt have to worry about making money.All of these clues point to your core genius. Its not something new. Youve been using your core genius your whole life, you just havent formalized it yet into a career.Formalizing your core genius in your career might feel strange at first. To get used to operating from and valuing your core genius, Research your new career by piloting projects with friends or family. Create your elevator speech (try this easy-to-use pitch wizard) to describe what you do and practice saying it to others as much as possible. As you get comfortable with formally sharing your core genius, focus your Job Search on the role that is the best fit for you to put your core genius to work. This may be a full-time job but it can also be your own business or project-based contract work. You may even want to informational interview potential customers of your core genius to understand the way theyd most like to be served by you as an employee or by you on a project or contract basis.After years of working with my career coaching clients and SIRIUSXM radio listeners to uncover their core genius and formalize it into career, I know each and every one of us has unique value to offer through our work. We dont need to look at the want ads to find our next opportunity. Its waiting for us to define, create and dedicate our time to. Are you ready to take these actions to Soul Search, Research and Job Searchand uncover your core genius? Please check out these posts from fellow career experts that are joining me in supporting Job Action Day 2010: Quintessential Careers Blog, Third annual Job Action Day arrives with job-seekers struggling with a new and more challenging future of work, future of job-hunting. Career Doctor Blog Job Action Day 2010: 5 Things to Help You Thrive in the Relentlessly Changing World of Work.Quintessential Resume and Cover Letter Tips Blog, Career Experts Offer Tips for New Job-Search Realities: Job Action Day 2010. A Storied Career, Job Action Day 2010: Stories of Creating Opportunity Through LinkedIn. Susan Guarneri, New World of Work: Job Action Day 2010 Career Assessment Goddess.Wendy Terwelp, Job Action Day: Create Your Own Opportunity, Rock Your Career.Laura Labovich, Give-to-Get in the Protean Workpla ce!, Aspire! Empower! David Couper, Job Action: what can you do to help, David Couper Blog.Barbara Safani, Job Action Day-Opportunities Knock Harder When You Use Social Media, Career Solvers Blog. Steven Rothberg, On Job Action Day 2010, Focus on Your Competencies, Interests, and values, CollegeRecruiter.com Blog Miriam Salpeter, Job Action Day how to create job opportunities by being a connector, Keppie Careers. The Career Management Alliance Blog [multiple posts].Stephen Hinton, Focus On Certifications: How Can a Certification Help My Green Job Search?, Hinton Human Capital Blog. Hannah Morgan, Job Action Day: Create Opportunity In Your Career, Executive Career Brand. Deb Brown-Volkman, Job Action Day 2010, Surpass Your Dreams.Jason Alba, Im Dumb: Connect the Dots for me, JibberJobber Blog.Deborah Shane, Job Action Day 2010-Career Experts Offer Tips for New Job Realities, Deborah Shane Toolbox.Darrell Gurney, Job Action Day 2010, Career Guy Blog. Debra Wheatman, Dont Let Fear Sca re You Out of a New Job, Careers Done Write Blog.Rich Milgram, Its Time to Take Action: Five Nontraditional Job Search Methods To Get You Hired!, EmploymentMetrix Blog. Willy Franzen, Creating Opportunity with No Experience, One Day One Job.

Writing a Resume When You Are a Freelancer

Writing a Resume When You Are a FreelancerWhen you are a freelancer, writing a resume is a challenging task. There are no formal format in this case. You need to find your own way to write your resume and get it passed by the hiring company.You will need to be ready for this if you are a freelancer. A recruiter or employer would not have time to spend on reading through several resumes and he would know it is pointless. If you do not want to write a resume, then you will need to have a good resume that highlights your qualifications in your work history and skills.Writing a resume for a freelancer does not mean you need to follow a specific format. A lot of employers do not want to read a resume, as they are busy hiring, so they do not have time to go through resumes. So, you would have to tell them what qualifications you have got. This may sound strange but it will make your resume stand out from the rest.You need to be organized to finish your writing on time. You need to finish t he resume on time and it must be neat. Do not make a mistake that may lead to rejection. Keep a pen and paper nearby so that you can write your resume while waiting in the queue for the interview.One of the most important things that you should include in your resume is your personal information. You will need to give your full name, contact details, e-mail id, and your job title.In the past, the length of your job title was considered but today you can change your job title. Therefore, the job title could also be the same as yours. In your resume, you should indicate your current job title and the details you have for your new job as well.You can mention all your relevant experience in your resume as well. In addition, you can indicate a few skills that you have that will help you carry out the job duties. This will highlight your skills and qualifications in your resume. It should be short and to the point.Finally, you need to mention in your resume how you found the job. This wil l give the hiring manager the idea that you really have come across as the best candidate.