How to Write a Resume Summary - Key Tips to Give You a Quick Introduction

How to Write a Resume Summary - Key Tips to Give You a Quick IntroductionIn the resume writing process, the resume summary is generally the easiest part to create. It has the simplest job description and provides a quick overview of the work experience or education you have to offer. This part of the resume also provides you with a better chance to sell yourself, and it gives the reader a little sense of what your strengths are, your weaknesses and how the employer may view you. Thus, the summary statement is very important.Writing a resume summary can be challenging. You need to give your reader a quick overview of your abilities and skills, and explain the key benefits and objectives of the employer that may be hiring you. You must convey the message clearly so that the reader can easily get caught up in what you have to say. However, in order to write a compelling summary statement, you must know the basics of it and not try to go overboard with it.A resume summary is essentially a 'note' of what you have to say in career planning, and how the information provided in your resume is relevant to the potential employer. Your resume summary should include your goals, desired career path, educational history, awards and accomplishments, and any other relevant information that will provide the employer a basic idea of your potential as an employee. With this kind of information, the employer can get a better understanding of who you are, what you are looking for, and how you would fit into the organization's culture.One of the most important parts of a resume summary is to include the essential information about you. After writing the content, the rest of the resume writing process is very similar to that of creating a resume in general. As mentioned earlier, it is very important to put the information in a summary statement. However, you cannot keep your readers from seeing it at all. This is why a resume summary statement must be a very brief one, however, the s ummary must still be very appealing to the reader.Resume writing summary is a good starting point if you want to get started on your own. There are many ways to outline your information and put it in the resume summary, but not all of them are necessarily good. There are only two basic methods, and they are the bulleted list format and bullet lists. Remember that in bullet lists, you are being asked to summarize the information and list all the relevant information so that the reader can easily see what is written.In bulleted lists, the writer simply has to list the items in a single column. This form is much easier to read, but the writer still needs to clearly state the information. This is especially true if the writer is writing a lot of information. If your resume writing summary is lengthy, you will have a hard time getting the attention of the reader.Besides being a form of writing, resume writing summary is also a form of marketing. It is usually used by recruiters and hirin g managers to find out more about applicants. This is another reason why it is so important to be precise in describing the information in your resume. After all, this is how the hiring manager will find out what you have to offer the organization.

Gender Pay Gap Why the Next 18 Months Are Critical for Closing It

Gender Pay Gap Why the Next 18 Months Are Critical for Closing It Back in January, a proposal was put forward by the Equal Employment Opportunity Commission and the Department of Labor that would require employers with 100 or more employees to report earnings data by gender, race, ethnicity, and job category. The 60-day period for public comments closed on April 1. If this proposal moves forward, the reporting requirements will go into effect in September 2017. The agencies say they plan to use this new data “to assess complaints of discrimination, focus agency investigations, and identify existing pay disparities that may warrant further examination.” Whether you support the EEOC proposal or not, this is a game changer. That’s roughly 18 months for companies to get their houses in order. And even companies that publicly lend support to gender equity in the workplace may not have turned the microscope inward to ensure they’re paying equitably to a degree they’d feel comfortable reporting to the federal government. Many object to the new EEOC reporting proposal, citing issues such as the requirement to report W-2 earnings vs. base salary and the lack of detail on how the EEOC plans to use the data to enforce pay equity. But it’s unclear at this point whether any opposition will prove persuasive enough to forestall the 2017 deadline. Video Player is loading.Play VideoPlayMuteCurrent Time  0:00/Duration  0:00Loaded: 0%Stream Type  LIVESeek to live, currently playing liveLIVERemaining Time  -0:00  Playback Rate1xChaptersChaptersDescriptionsdescriptions off, selectedCaptionscaptions and subtitles off, selectedAudio TrackFullscreenThis is a modal window.Beginning of dialog window. Escape will cancel and close the window.TextColorWhiteBlackRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentBackgroundColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentTransparentWindowColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyTransparentSemi-TransparentOpaqueFont Size50%75%100%125%150%175%200%300%400%Text Edge StyleNoneRaisedDepressedUniformDropshadowFont FamilyProportional Sans-SerifMonospace Sans-SerifProportional SerifMonospace SerifCasualScriptSmall CapsReset restore all settings to the default valuesDoneClose Modal DialogEnd of dialog window.PlayMuteCurrent Time  0:00/Duration  0:00Loaded: 0%Stream Type  LIVESeek to live, currently playing liveLIVERemaining Time  -0:00  Playback Rate1xFullscreen So what should employers do to ensure they can comply if and when the proposal goes into effect? Many organizations have worked to tackle potential gender discrimination by providing diversity training for employees or creating committees to focus on diversity and inclusion. Unfortunately, those programs haven’t worked. According to Harvard Business Review, “A study of 829 companies over 31 years showed that diversity training had ‘no positive effects in the average workplace.’ Millions of dollars a year were spent on the training resulting in, well, nothing. Attitudes â€" and the diversity of the organizations â€" remained the same.” What does work is data. Do you have any existing gender pay gaps you can’t readily explain within your organization? If so, dig in to figure out why. Address it. And, then figure out how to ensure it doesn’t happen againâ€"by doing things like ensuring pay increases and bonuses are tied to market data and measurable results. Equitable pay doesn’t necessarily mean 100% equal, but it does mean that the reasons for the differences are clear. And if you’re having trouble selling the ideaâ€"up or down the corporate ladderâ€"keep this in mind: Gender equity in the workplace isn’t just the right thing to do; it’s good business. Ensuring all workers are paid fairly puts your organization in a better position to attract and retain talent and protects against any liability issues. In the war for the best talent, a visible commitment to equitable pay is a competitive differentiator, so don’t wait for the 2017 deadline. The more vocal you are about your organization’s commitment to equitable pay, the better. READ NEXT: Your Company Can’t Close the Gender Pay Gap Equal pay for equal work is step one, however. There’s also work to do to ensure equal opportunities for all workers when it comes to access to the best-paying positions within an organization. If women are underrepresented in leadership positions or specific in-demand jobs, the organization can suffer. It’s been definitively demonstrated that more diverse teams lead to better business outcomesâ€"increased revenue, more innovation, etc. According to an analysis by McKinsey Company, companies in the top quartile for gender diversity were 15% more likely to outperform those in the bottom quartile. The bottom line: Now’s the time to take action on this. Ensure that your pay decisions are data-driven, documented and defendable. Businesses can’t afford to get this wrong.

Zebit Challenge Day 2 Budgeting 101 - Work It Daily

Zebit Challenge Day 2 Budgeting 101 - Work It Daily Okay, I survived Day 1 of the challenge. The biggest thing I noticed was how much more I was thinking about money. Your thoughts get easily consumed with weighing the pro’s and con’s of even the smallest of purchases. That’s why I had to go into research mode… Related: Zebit Challenge Day 1: My Financial Stress Reality Check Instant budgeting blows my mind. When Zebit mentioned they had a free budgeting calculator, I thought, “That’s nice.” However, it wasn’t until I actually tried it that I got hooked. I can’t even begin to emphasize how valuable this would have been to me early on in my career. I decided to play with the calculator to see how much it could help me prioritize my finances. Below are a few screen shots to show you how easy it was to work with. Single, making $45,000/year. Once I set up my free account, I was brought to a screen where I could put in my zip code, an annual salary, and how many people were living off that income. From there, it instantly gave me a basic budget for all my necessary living expenses. When I clicked on the question mark next to each one, it shared with me what that portion of the budget covers. After that, I could continue on in the process and put in my actual expenses to see where I could be over-spending. It was a quick, easy way to instantly assess the health of your current budgeting. It’s your turn… My challenge for you is to go to www.ZebitInstantBudget.com and use it (for free!) to assess the health of your own budgeting. Don’t be afraid. Remember, you can’t reduce your financial stress and get on the path to financial freedom until you know (and, take accountability for), your current financial situation. Then, come back tomorrow to see my own progress on the seven-day challenge and what I’m learning next. Don't miss out on Day 1 of my Zebit Challenge! Related Posts 5 Tips To Uncover Company Culture 3 Sneaky Ways To Research A Company Company Culture Is Important To Hiring Managers 18+ years of experience in the development of professional HR tools and resources. Has delivered 200+ presentations to more than 10,000 professionals on a wide variety of career topics. Managed teams of 50+ with budgets of $35M+. Launched www.CAREEREALISM.com, which is now a top 3 career blog with 2,300,000+ monthly pageviews, 1,000,000+ visitors/month, 1,500,000+ social media followers, and 100,000+ daily email subscribers. Founded the first Career Improvement Platform, www.CareerHMO.com, an online resource that helps users solve their career problems faster and better than they could on their own. Currently has 5,000+ active members..   Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!