50+ What Do You Want To Be When You Grow Up

50+ What Do You Want To Be When You Grow Up50+ What Do You Want To Be When You Grow UpINBOX Ive been working in the same field for the last 15 years and I got laid off. I liked my work, I was good at my work, but I didnt love it. Now I feel like Im at a crossroads. I thoroughly enjoyed what I did earlier on in my career. But now I dont know how to let the employer know that. How do I get back into what I used to do? Or do I just continue on with my mediocre but more recent work?There are 2 key criteria to consider when youre at, near, or over age 50, to decide whether to continue along your current career trajectory, make a pivot into either something new, or resume work from your past. Evaluate the strengths you bring to the table, then think about whether youll actually enjoy a professional opportunity to put them to use. Lets take a deeper look.Inventory Your StrengthsI offer a litmus test when it comes to inventorying your strengths. Ask yourself, What are the skills I have that an employer would cut me a check for every 2 weeks? These skills are central to the job, not tangential qualities like being, motivated, dynamic, passionate, a good kollektiv player, or a problem solver. Faux-strengths such as those have to do with BEing. The task here is to zero in on what you would be DOing.Searching the job boards can help you with this. Type in titles that strike your fancy at the moment, and pull up a few ads. Read them carefully. An ad for a sales manager will say, Manage high-performance sales teams, generate leads with consistency and determination, and drive revenue from new and existing accounts. Those phrases are what the employer would be paying you for every 2 weeks. Therefore, the skills required are Sales Management, Lead Generation, and Revenue Growth.Emphasize What You EnjoyIn building LinkedIn profiles for and with my candidates, we spend a significant amount of time on keywords these are the drivers of the profile. The first thing I do is identif y opportunities to cut the fat, by asking the person, What keywords currently listed in your Skills & Expertise section can you part with for whatever reason you dont do them, you dont want to do them, you dont remember how they got there Not wanting to do some particular area of expertise that you used to do is an important factor to consider. You can be good at something without necessarily wanting to do it. Early on in my own career, I was actually denied a vorrcken based on this reasoning. I had applied for position X in the organization, after holding position Y for 2 years. I was told, We want to keep you in position Y because thats where you perform well. I resigned from there within 60 days, and got position X at a competing organization. (By the way, thats a prime example of managing your career like a Boss you dont let others define you. You define you.)Cut out what you dont want to do anymore. I know that seems counterintuitive, as if youll miss out on opportunities. Yo u will. But every opportunity is not for you. And whats the point of getting opportunities that you dont.want.to.do?Snap Out Of Analysis ParalysisThe above are the only 2 factors I recommend you consider as you determine what professional path to pursue. Then, pursue it. Clarity doesnt come through thought. It comes through action. Make a decision. Embrace that decision. Then execute that decision and only that decision. Heres what I recommend to the candidates I work with well pursue objective A for some period of time. This approach helps us focus. Where you focus is where you will find what you want. Focus on objective A in order to get objective A. Then, at whatever point the candidate decides hes not seeing any movement, progress, or responses, we can move on to objective B. One focus at a time give it 100% of your attention and energy.Career clarity is essential, especially when youre in the age 50+ category. Statistics say it takes candidates over age 50 approximately 20% lo nger to get hired than someone whos age 41-45. Theres a cheat sheet and video training that will provide you with clarity on how age 50+ jobseekers are landing the right job and right salary in 8 weeks or less. Download yours today, to understand the steps in the correct order, and go from job searching to job found

Intro to the Management and Human Resources Dictionary

Intro to the Management and Human Resources DictionaryIntro to the Management and Human Resources DictionaryThe limits of my language are the limits of my mind. All I know is what I have words for. Ludwig Wittgenstein (1889-1951) Nobody needs to tell you that Human Resources (HR), management, and geschftlicher umgang professionals have a language all their own. Sometimes,figuring out theshared meaningsbetween their language and the one everyone else uses feels nearly impossible. There are so many different words and terms which have subtle shades of variation in their meaning. With this in mind, here is an ever-expanding, comprehensive glossary of Human Resources, management, and business words, terms, and concepts. For people who are beginning careers in business-related fields, the glossary will provide a growing resource over time. For those readers who are currently active HR, management, or business professionals, the glossary is a convenient, easily-accessible resource. Con tents of the Dictionary A search of the Web revealsa multitude of glossaries for the working and business professional. What has been missing until now are comprehensive dictionaries that provided the detailed examples and samples necessary to provide clarity about a word or concept. Few glossaries linked to additional Web resources that further defined the word or concept. In order to remedy that inadequacy,this glossary will provide examples, samples, and resources whenever possible. Unlike most dictionaries, this glossary will elend be organized alphabetically, but by concept and concept complexity. It will be easier for you to fully comprehend the subject you are looking up if all the information is in one place. The glossary will also begin with the most simple introductory concepts and progress to more complex ones. This way, you will be able to read the entire glossary from beginning to end without missing out on the basic information you need to understand the more complica ted concepts. If you choose to skip ahead or start at the end, you know you only need to backtrack in order to reference something you do not already understand. Lets Make the Dictionary Project Interactive Recently, a poll was run to test the interest of website visitors in a glossary.80 percent of the people who voted said they would like a glossary to be put together another17 percent of respondents said they would check it out. Please take the time to provide feedback about whether you find the glossary useful. The more specific your feedback, the faster changes and improvements can be implemented. Also of interest is which words and concepts you would most like defined in a handy, one-stop glossary. As you know, there are thousands of words that impact the business world. This is not intended to be a rewriting of Websters or the Oxford English Dictionary. This is meant to be a significant, useful tool for the business community. You may wish to bookmark this glossary so yo u can easily reference it and to check it frequently for updates. If a word in the dictionary were misspelled, how would we know? Stephen Wright, Comedian

Attention all new small business owners Its time to rip off the band-aid

Attention all new small business owners Its time to rip off the band-aidAttention all new small business owners Its time to rip off the band-aidFive steps to ensure the financial stability you need to start your own business. Its 6 A.M. Your alarm goes off youre about to begin your 9-to-5 day. But, unlike most of your co-workers, you also have a 5-to-9 day on top of that. You are an entrepreneur. You decided to start your own business, but are leery of quitting your day job. You have bills to pay. Youre unsure how successful you will be on your own. Too many worries to take the plunge. But plunge you must in order to give it your all and make a success of your own business.Have no fear, there are a few precautionary measures you can take to ensure financial stability. This will give you the push you need to just rip off that protective covering and quit your job. If you write out a plan and follow it to the letter, you should be fine.Heres what you need to doSet up a monthly budget, outlining the bills you MUST pay and setting aside the spending on things you dont really need.Make sure you have enough savings in the bank to cover your must pay bills for a period of time and give yourself that time to make a go at it.Limit your discretionary spending, curtailing all spending that is deemed unnecessary until you feel you are taking in a bit more than you are putting out. It may not be fun, but it will be worth it in the long run.As you take in income from your own business, instead of immediately going out and rewarding yourself, why not extend your time frame for going it alone, without re-entering corporate America just yet.Be realistic If you are not making the money you thought you should be making or enough to cover your bills after your window of time expires, reassess. Look for ways to cover those expenses, be it re-entering the workforce with a full-time job if you really must or compensating the loss of money with a part-time job and continue working on your own business.If you pledge to truly follow the rules youve set up for yourself, you should feel a little better about walking into your bosss office and giving notice. Remember, do it gracefully and make sure to always maintain that relationship as you never know when you may need it, be it as a future client or even a return to the workforce.

What does it mean to be great

What does it mean to be greatWhat does it mean to be greatWhat is fruchtwein obvious is also often most concealed. Much of what we think we know has depths never ventured to because we mistake the surface for the bottom. Such is the case, especially, with human zeugungsfhigial.There are two major theories of how history is shaped, the distinction between them being the degree to which individual humans have any say in it. The first is the deterministic one, arguing that everything that has ever been is a product of a long chain of causes and effects, one leading to the next, without any gaps- and it says that its not individuals that shape history but randomness, which particular individuals have no control over, creating the conditions for them to rise to challenges and for things to happen at exactly the right place at exactly the right time. The second theory takes the free-will stance, suggesting that if it werent for certain figures like, say, Alexander the Great or Charles Dar win and their determination, with or without the supporting conditions, the world would be different.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraThe truth, as is often the case, likely lies in some nuanced paradox that sits between ansicht theories. Thomas Carlyle, a 19th-century polymath, made his case for the latter with his famous workOn Heroes, Hero-Worship, and The Heroic in History, coining what is known as The Great Man theory. To study history, according to Carlyle, is essentially to read the biographies of the big names that we hear again and again. The novelist Leo Tolstoy, of course, argued otherwise, usingWar and Peaceto illustrate that its not the big names that change things but many small ones we never hear of. The historian Will Durant, too, argued otherwise, favoring a version of the former theory and the role of situations rather than any particular persons.In each versio n, however, the question that boils to the surface is this To what degree can individual humans alter the course of history? And more interestingly, the implication of this question?- ?at least as framed by Carlyle and those favoring the choice of free-will?- ?then, becomes Human greatness is something that is measured by size and impact and influence.Now, this idea of greatness is so banal on the surface that even talking about it feels hollow. Its a definition we have all internalized, and while we may have our own subjective lens through which we conceptualize it, for the most part, all of our own definitions are an extension of this cultural definition that partly stems from this dilemma. Greatness is action. Greatness is visibility. Greatness is more. Greatness is legacy. Everything that augments our image in the eyes of others can be called great. And if we stop here, then maybe what is seemingly obvious remains obvious The word greatness has a very particular definition, and when enough conditions meet it, we can feel good about using it. But what if we dig a layer deeper, to something less concrete but, perhaps, a little more sincere?Remains of the Dayis a novel by Kazuo Ishiguro. Its about a butler named Stevens, and Stevens, after years of unwavering service at an old English country house sets off on a road trip to see an old colleague. Much of the book is narrated from his own point-of-view, jumping between scenes of present day and scenes conjured out of memories and flashbacks.There are many themes and threads running through the chapters, but one of the core ones concern work and dignity. In particular, Stevens spends a good portion of the narration attempting to figure out what it means to be a great butler. This question, of course, begins innocently enough but then evolves into such an unraveling of his identity that the distance between where he started and where he ends leaves behind only more questions. Nonetheless, early on, there is a de finition of greatness he gives, as he surveys the countryside of 20th-century England, wondering what makes it so different, that captures an essence that translates beyond the grip of natureAnd yet what precisely is this greatness? Just where, or in what, does it lie? I am quite aware it would take a far wiser head than mine to answer such a question, but it I were forced to hazard a guess, I would say that it is the very lack of obvious drama and spectacle that sets the beauty of our land apart.What is pertinent is the calmness of that beauty, its sense of restraint. It is as though the land knows of its own beauty, of its own greatness, and feels no need to shout it.History, in a sense, is a drama and a spectacle. When we read about it in books, it may be discussed as a series of interconnected facts, but in actuality, given the various complexities that arise when documenting something like the past?- ?such as the very subjective perspective of the writers, the limitations of ex isting knowledge, the exaggeration of cause and effect, etc.?- ?what we end up with is more a story than a science. And in this story, there are characters, good and bad, big and small, who do things. And if these characters happen to be the main ones, we measure their greatness according to the definition handed down to us.All of this changes, however, if we make a simple switch If instead of thinking of greatness as a definition, we were to think of it?- ?first and foremost?- ?as a feeling we experience when we sense something. And if we stay with this switch, the ability to evoke this feeling in others would be the truest and purest measure of greatness. Rather than using history, or legacy, or praise, or external validation as measuring sticks?- ?all things that can be manipulated with different forms of excess?- ?we did the exact opposite measure greatness not by what is present but by what is absent and what that absence says about everything that remains when the excess is st ripped away.One thing that becomes very clear to me any time I spend a sustained amount of time in nature, and around animals, is how bad humans are as collective designers. If you walk around in a relatively untouched forest or jungle, actually looking at the patterns surrounding you, comparing them to, say, the average downtown city, its hard not to be moved?- ?its like everything just fits, a puzzle that solves itself in recursive loop, where your attention isnt forced but quietly invited. Evolution has slowly stripped away the inessential, leaving only what is necessary. And what is necessary is, of course, skilled, because its survived the trials and tribulations of time and competition, but that skill isnt any more visible than it needs to be?- ?and that, as Stevens noted, is exactly why its visibility is so potent to our senses.The same can be said about people Those who are truly great dont fit definitions and categorizations of what it means to be great rather, theyaregreat by virtue of the feelings they evoke in other people. They are skilled, and they know who they are, and what they are capable of, and that can be picked up in all of the unconscious signals that the human brain uses to create our mental and emotional impression of the world at any moment. And, paradoxically, the less they do, the less effort they exert into showing what they know, the more their base competence shines through. And perhaps even more paradoxically, all of this eventually molds those external definitions and categorizations of what it means to be great as a byproduct.When we find ourselves around people like this, we generally have a hard time pinpointing exactly what it is that makes them different. We sense that something is indeed different because the emotions they evoke in us tell us so but rarely are we able to fully verbalize what exactly that something is. All we are left with is an intuition that there is more here?- ?in this space in front of us?- ?than is v isible to the naked eye.History can make people great, but most people are great in spite of history. They are great not because of what they are able to outwardly project about themselves, but more so, they are great because they dont need to project anything at all. They show nothing more than what is. And with that, their presence and their shadow sing louder than the words they speak.This article originally appeared on Design Luck.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Customize this Outstanding Print Traffic Coordinator Resume Sample

Customize this Outstanding Print Traffic Coordinator Resume SampleCustomize this Outstanding Print Traffic Coordinator Resume SampleCreate Resume Cacilia Martinez100 Broadway Lane New Parkland, CA, 91010 Cell (555) 987-1234 example-emailexample.comProfessional Summary Multifaceted Print Traffic Coordinator with ten-plus years of experience with all aspects of print media distribution and traffic coordination. Adept at applying problem-solving skills in typically fast-paced environments. Specialize in allocating resources, identifying market trends and directed print advertising efforts accordingly.Core QualificationsMedia schedulingMetrics analysisClient billingMarket researchPrint ad layoutVendor/distributor relationsMultitasking capabilitiesExperience Print Traffic Coordinator, February 2011 Present Nelson Smith New Cityland, CASchedule the distribution of print ads.Track results after print ads are placed.Print ad proofs and review copy for accuracy and flow. Print Traffic Coo rdinator, October 2007 December 2010 KCTY-FM New Cityland, CAArranged for the placement of ads on billboards and in local newspapers and appropriate magazines.Determined how long each print ad ran and pulled ineffective ads as warranted.Identified any quality issues with print ads before placement. Print Traffic Coordinator, November 2004 September 2007 Simmons Corporation New Cityland, CACoordinated print ads to coincide with new product roll-outs.Negotiated contracts with vendors and media outlets.Oversaw the placement of multiple print ads.Coordinated efforts with digital traffic coordinator when campaigns overlapped.Education 2004 Bachelor of Science, Advertising University of California New Cityland, CACustomize Resume

An Honest View of How Many References on a Resume

An Honest View of How Many References on a Resume Formatting your resume references is a comparatively straightforward task. Others might tell you they dont need a references page, so its important to read the advertisement and application process carefully. If youve got more than six, you need to consider using subheadings to organize the section and cause it to be more readable. Its possible to have a paragraph under the heading Other expert experience if you would like so that you may mention earlier work of specific interest or relevance. Generally, objectives are only a sentence long and medical your job goal simple to comprehend at a glance. Whether you are searching for your very first job or attempting to earn a career change, the method starts with your resume. The second explanation is that the procedure for putting together a portfolio will help you remember important projects and results you had in your career that you may be forgetting. With the work market so competitive, standing out is service of the fruchtwein crucial things that you can do. For instance, if youre going into the work market for the very first time, you may just should list three references. Why Almost Everything Youve Learned About How Many References on a Resume Is Wrong Sometimes prospective employers will say how many and what sort of references they want. One theyve been contacted, thank every one of your references. When an employer would like to find out more about you sample a candidate, you ought to be prepared to supply references. If an expected employer attempts to contact one of the references and has the incorrect info, it is not going to look good on you. When you give out somebodys name for a reference, to begin with, be positive you have permission to use them as a reference. Choosing friends as references isnt entirely unorthodox, and can assist in some specific scenarios. Indicate your relationship to every reference and how much time youve been acquainted. You also need to utilize concise sentences which do not go into superfluous detail, and each word ought to have a purpose. Strategies for an Archaeology Resume CV if you simply graduated or. A Career Overview should supply the reader with a fast preview of what he or shes going to see in your resume. Ask each reference if theres any information they dont want listedthis will help safeguard your contacts private info, Nolan states. References are an essential portion of the work search process thats often overlooked. Although some employers might ask you to submit resume references as a piece of the application procedure, others might ask after a telephone screening, face-to-face interview or before the last step in the hiring process. An academic advisor, based on the period of time you spent with them, is another good solution for a reference. Following your interview, your references could be a vital component of whether you get a job offer from a busine ss. An inadequate reference can lead to a company rescinding or canceling the work offer they extended. Use buzzwords and technical terms pertinent to the area, but you should be aya that you understand them. Format you are able to start experience statement with a particular action word that tells the reader just what you did. References arent utilised in private sector resumes in the present job marketplace. Its possible to add your email, as well as a social channel you need to share. In some instances, its hard for employers to validate the trustworthiness of a worldwide applicant because you may not have worked in Australia before. Employed as a government employee can provide you the chance to have a positive effect on your country and the world. When an employer uncovers a negative reference, you might not ever hear from the business ever again. From time to time, a possible employer will inform you how many references they expect. What How Many References on a Res ume Is - and What it Is Not A preceding employer can supply the ideal insight in your work ethic. References are often those who have worked with you and may give you valid information in regards to your work ethic and capability to accomplish tasks. Creating a resume with no working experience is among the most troublesome challenges when looking for work. If you are in possession of a long and appropriate work history, attempt to lower each one to the absolute most important perfect points that provide different information than you listed for different jobs.

Job Search Confidentiality #INFOGRAPHIC - Spark Hire

Job Search Confidentiality INFOGRAPHIC - Spark HireDo you think you would know if one of your employees was looking for a new job? Since nearly everything these days is done online, its exceedingly difficult for job seekers (and your employees) to keep their job search a secret. At the same time, should job seekers that are currently employed be afforded a certain amount of privacy?Well, according to this infographic from Visual.ly 76 percent of job seekers do not think it is even possible to keep an online job search private. However, 88 percent of them feel as though it is very important to keep a job search secret. Somehow, these two things to not quite add up. Furthermore, 30 percent of job seekers that were employed said that it would be worse if their coworkers knew they were searching for a job than if they were participating in an office romance? Do you agree? Take a look at the infographic below and see how confidentiality in the job search is viewed by your employees, and p erhaps even yourself.

Being Reviewed by the Qualifications Review Panel

Being Reviewed by the Qualifications Review PanelBeing Reviewed by the Qualifications Review PanelA Qualifications Review Board (QRB) is a panel of Senior Executive Service (SES) members who decide whether a candidate for SES membership will be admitted. The U.S. Office of Personnel Management (OPM) administers SES processes, which include assembling QRBs and overseeing the activities of each one. While the U.S. Office of Personnel Management ensures boards adhere to process requirements, boards make independent decisions about SES candidates. Review Panel Composition OPM provides a staff member for each board that serves as the QRB Administrator for each board, conducts a briefing about the hiring selection methods used by agencies, gives instructions about the certification process, answers questions from QRB members, and provides any other guidance and staff support as appropriate, states OPM. Each board is made up of three executives from different agencies. At least two of t he three must be career public servants. One of the three must have served on a QRB before. This composition helps OPM de-emphasize technical skill and promote transferable leadership skills in the SES. This independent and objective review is intended to ensure that the (U.S.) government is hiring executives with the qualifications needed in todays environment, especially the ability to lead in times of change,and that technical expertise does not outweigh leadership skill in the selection of new senior executives, OPM says. Board Members Volunteer to Serve Board members volunteer their time and effort. Their motivation for volunteering is to ensure the federal government has a quality stable of applicants ready to fill leadership positions. Volunteers have the opportunity to leave a mark on the SES beyond their own careers. Boards help the federal government maintain a baseline of excellence in top-tier career service positions. Those interested in volunteering should work wit h their agencies human resource offices or contact OPM directly. Communication among board members about board geschftsleben is privileged. OPM may release the names of individuals who have volunteered on QRBs. OPM does not release the makeup of particular boards. All Qualifications Are Reviewed and Considered QRBs evaluate the credentials of those applying for admittance into the Senior Executive Service. Admittance allows career federal employees to assume some of the highest leadership positions in the federal government. Senior Executive Service members compete for jobs directly supervised by Presidential appointees. A candidates approval by a QRB is no guarantee of a job it only means the candidate can legitimately apply. QRB members evaluate each candidate based on the executive core qualifications, but members do not limit themselves to only those factors. The QRB is responsible for the fair and objective assessment of all case documents in the candidates QRB case to dete rmine if the candidate possesses the required executive core qualifications (ECQ). Board members do not limit their assessment of executive qualifications to the candidates ECQ documentation statement they consider all of the information included in the application package. The candidates qualifications taken as a whole must demonstrate that the individual has the leadership qualities needed in todays SES, OPM says. SES candidates are not compared to each other in QRB deliberations. Instead, candidates are evaluated individually on their own merits. Anyone deemed worthy of approval is approved without competing with other candidates. A Focus on Succession Planning Succession planning is essential in all levels of government. While hiring processes should be open competitions, managers need to groom likely successors. When promotion opportunities arise, current employees need to be ready to step into roles with greater responsibilities. If an organization has a person who can pro mote into a new job, that person can likely be up to speed more quickly than someone entering the organization from the outside. QRBs play a vital gatekeeping role for succession planning in the highest levels of the federal government. By playing this role, QRBs set baseline expectations for the leadership skills possessed by SES members.

Is it Possible to Over-prepare for a Job Interview

Is it Possible to Over-prepare for a Job InterviewIs it Possible to Over-prepare for a Job InterviewPreparation is one of the basic tenets of searching for a job. If you show up underprepared, youll rarely leave a good impression. For that reason, we always recommend researching the company and job for which youre interviewing. But can you over-prepare to the point where you hurt your chances of being hired? Put simply yes.As one of the leadinginterview prep, career coaching, and professional resume writing services, ResumeSpice knows that over-preparation can result in sounding like a robot instead of an authentic human being. You might also back yourself into a corner. If the interview doesnt go according to the script youre writing, you might freeze and, strangely, come off as unprepared.When prepping for an interview, look to these three tips for guidancePrepare for your interview, but dont memorizeIf youve spent countless hours Googling interview questions, writing out answers, and practicing your responses like your interview is opening night on Broadway, youre going to sound rehearsed and inauthentic. Instead, look up common questions and simply jot down a few bullet points youd like to get across about each one. Yes, practice, but dont memorize your answers. You should be able to deliver a great answer without sounding scripted.Speak to your strong pointsSpend time thinking about your experience and hintergrund and what unique strengths you bring to the table so that you can honestly answer questions. Really think through the job and why youre a great fit for it. Have relevant accomplishments in mind that youre ready to talk about and which showcase your skills and abilities.Be yourselfSure, you might look great on paper. But if you appear nervous, jittery, or give canned answers, youre not going to get hired. Employers want to hire people who have positive attitudes and are enthusiastic about the job. So dont deliver stiff answers, even if you think theyre the right ones. Instead, let your personality shine through and show the hiring manager why youre interested in the job.Remember, theres a big difference between being well-prepared and sounding rehearsed. You need to think about why youre a great fit for the job and be ready to get specific with examples. But you dont need to script exactly what youre going to say ahead of time.Do you need more help preparing for interviews?Call the team at ResumeSpice Our team of career consultants and career coaches can help you prep for any interview situation.

10 Reasons Your Resume Isnt Getting You Interviews

10 Reasons Your Resume Isnt Getting You Interviews10 Reasons Your Resume Isnt Getting You InterviewsIf youre sending out lots of resumes without getting many calls for interviews, its time to conclude that your resume isnt doing its job. If youre like fruchtwein people, youre making at least a few of these mistakes- which will put your resume promptly in the no pile.1. Its generic. If your resume reads just like dozens of other candidates, no employer is going to call you. Your resume needs to convey that youre an exceptional candidate, not just an average one whos no different from other applicants. Which leads us to2. It just lists duties and responsibilities, not accomplishments. In a job market thats flooded with candidates, a resume that reads like a series of job descriptions wont excite a hiring manager. What will excite a hiring manager is a resume that shows a track record of achievement, so you need to list specific accomplishments, not just duties.3. Its full of dense para graphs rather than bulleted lists. Employers will only skim your resume initially, not read it word-for-word, and large blocks of text are hard to skim. An employer will take in mora information about you if you use simple bulleted points.4. It leads with your education, even though youve been out of school for more than a few years. Generally, your education should go beneath your work experience, because employers are most interested in what work experience youve had. Leading with your education just buries what will make you most attractive to an employer.5. It doesnt include the dates of employment for each job youve held. Employers want to know how long you were at each job and when. Resumes without clear dates are an immediate red flag that make hiring managers suspect youre hiding something.6. It wastes space on things that are irrelevant, like descriptions of your employers business. Some candidates devote two to three lines per job to describing the employer itself- its siz e and the nature of its business. Hiring managers might want that information when you move to the interview stage, but your resume isnt the place for it. Your resume should focus on you and you alone.7. Its not specific. Employers want concrete specifics. Its not enough to say that you revitalized a department or publicized a program. What exactly did you do and what did it result in?8. It includes everything youve ever done, rather than just the highlights. The longer your resume is, the less likely an employer is to see the parts you want them to see. The initial scan of your resume is about 20 seconds- do you want that divided among three pages, or do you want it focused on the most important things you want to convey? Short and concise means that employers are more likely to read the parts you most care about.9. It includes irrelevant details, such as your age or your childrens names. Yes, people really do this. Employers dont care about these details, and including them will c ome across as naive and unprofessional.10. It describes you in subjective terms. Your resume is for experience and accomplishments only. Its not the place for subjective traits, like great leadership skills, strong writer, or creative innovator. Hiring managers generally ignore anything subjective that an applicant writes about herself, because so many peoples self-assessments are wildly inaccurate theyre looking for provable facts. If you have those traits, list the accomplishments that demonstrate them instead.Alison Green writes the popular Ask a Manager blog, where she dispenses advice on career, job search, and management issues. Shes also the co-author of Managing to Change the World The Nonprofit Managers Guide to Getting Results, and former chief of staff of a successful nonprofit organization, where she oversaw day-to-day staff management, hiring, firing, and employee development.