Executive Resume Words and Phrases You Should (and Shouldnt) Avoid

Executive Resume Words and Phrases You Should (and Shouldnt) AvoidIf youve been searching for executive positions for some time, its possible that youve gotten into the habit of utilizing catchphrases to describe yourself. While theres nothing wrong with choosing great brand attributes to define who you are, you want to avoid those that sound generic to decision makers who read your resume.Sometimes, a word or phrase sounds impressive, but when broken down into simple language actually means that you are organized, or work well with otherssomething all executive candidates should be great at by now. To avoid sounding too clichd or ordinary on your resume, lets take a look at some phrases that you should and should not include.Phrases to AvoidOnce youve spent hours finding amazing skills and accomplishments to share on your executive resume, you assume your work is complete. But the real challenge comes with finding unique ways to describe those qualities.Many job candidates causa int o a pattern of using certain words and catchphrases they know sum up skills into a neat little package. However, those very words have been seen time and time again by key decision makers and are just too redundant and inauthentic to offer real meaning.What are some of those phrases you want to avoid? Superior communication skills Team player Strong work ethic Exceeded expectations Proven track record of successWhile these phrases may describe you to a T, they also (should) describe every candidate who applies for any job in any organization. These are base-level skills that companies assume all candidates bring to the table. They dont make you stand out as a top candidate.So if you do list them on your resume, you run the risk of leaving the impression that youve either carbon-copied your resumeor you dont have any more specific qualifications to offer.Words You Shouldnt AvoidWhen it comes to choosing phrases to include in your resume, it gets a bit tricky. You dont want to choose clichd phrases that make your resume sound redundant, as it would by using the phrases listed above. Instead, you want to come up with descriptions based on specific experiences that show youre an authentic candidate.A great way to come up with great descriptions is by combining action verbs with colorful adjectives. Here are a few action verbs to consider Accelerate Orchestrate Incentivize Capitalize Revolutionize Fortify CatapultAnd some adjectives that you might add include Encouraging Unbiased Courageous Upbeat Harmonious Confident ImpartialThere are many other strong words out there that can help you to create a more powerful presence on your resume. So dont be shy about looking for others that genuinely describe the impact youve had in every position youve assumed, as well as in your field as a whole.Its important to remember to brand your resume before applying to each new position for more information on branding check out my recent article 5 Key Areas to Target When Brandin g Your Resume. You can also get additional job search and career related advice by checking out our blog or following us on Twitter GreatResume.

5 Phrases That Will Immediately Disqualify You In a Job Interview

5 Phrases That Will Immediately Disqualify You In a Job Interview When prepping for an exciting job interview, you can easily deploy a Google search and pull up any number of tips and suggestions for questions to ask and ways to phrase your accomplishments and your interest. However, in many cases, its equally important to know what elend to say when speaking with a prospective employer. To avoid an off-the-cuff dismissal caused by an unfortunate turn of phrase, stay far away from these 5 phrases.1. My old boss/coworkers welches/were crazy.This is one of those honesty isnt always the best policy situations. It might be true that youre desperate to leave your current place of work because your boss and colleagues cause and reinforce a toxic work environment. But because your interviewer doesnt have a clear perception of you yet, she lacks the necessary information to determine whether your estimation is correct. And even if you can compellingly argue your former bosss dysfunction, com panies typically arent interested in hiring employees who will later go on to say negative things about them in future interviews. Keeping your word choice neutral and your tone positive will help you tremendously. Instead of saying I have to leave because my colleagues are impossible to work with, less accusatory phrases like Its time for me to move on to new opportunities or Im seeking growth potential that I dont currently have at work will serve you better.2. My biggest weakness is that I work too hard.If youve ever visited a particularly out-of-touch career counselor, youve likely heard this old chestnut When asked about your weaknesses, just reframe your strengths Heres the thing, though if you do that in an actual interview, your interviewers will immediately know what youre doing, and theyll likely be annoyed by your effort to dodge the question. Instead, offer an honest response that will both help the employer imagine you as a realistic employee and will help you screen fo r jobs that actually fit your strengths. Ask A Manager author Alison Green told New York Magazine the following Youll get far better outcomes for yourself if you use the interview as a chance to figure out whether or not the job is a strong match for you, taking into account what youre great at and what youre not-so-great at. You should want to make sure your interviewer is aware of your weaker points and doesnt think theyll be big obstacles in the job. Were inclined to agree3. What will my salary be, and how much vacation time will I get?Generally, conversations about pay and benefits should come after receiving an employment offer. Rightly or wrongly, many employers believe that asking about compensation during the interview is a jumping-the-gun move. The interview phase should focus on discovering more about the position, determining whether your skills and experience make you a fit for the role in question, and ascertaining your level of interest in the role. Pay negotiations ta ke place once the company decides that they want you and you figure out what font of offer youd need to accept the job.4. I dont have any questions.Contrary to popular belief, job interviews arent auditions. The goal isnt just to convince the employer that youre the best one for the job you also need to gain all the information you need to make an educated decision for yourself. Thats why the question-and-answer period typically held at the end of the interview should be taken seriously. Dont miss your opportunity come to the interview with at least 3 questions already prepared, and also keep your mind open to new questions that may arise during your conversation with the hiring manager.5. Anything racist, sexist and/or homophobic.This one should absolutely go without saying. However, were going to mention it anyway even if you think youre telling a joke, anything even remotely tinged with racist, sexist, or homophobic bias should be completely avoided during a job interview (and, r eally, in every other circumstance). Nothing will trigger an immediate no like a discriminatory remark...for good reason.

How a Career Information Center Can Help You Find Your Career

How a Career Information Center Can Help You Find Your Career Finding the right career is an absolutely enormous decision, but by taking the time to visit a career information center, you can make that decision in a much faster and much more informed manner. A career center will give you access to a tremendous amount of resources that will ultimately help to facilitate this very important life decision. The career counselors and professionals at a career services center can provide you with the information necessary to ensure that you embark on the best and fruchtwein suitable plan for your future. A career center can be a great tool for people who might just need a nudge in the right direction when it comes to determining their ideal career path, but a career center can also help those who have absolutely no idea what the next best move is for their future. Youll be able to find information on th e necessary educational requirements for certain careers. A career center could possibly put you in direct contact with schools or educational centers that will help you take the next step in pursuing your ideal career.A career information center will also give you access to a wealth of information from qualified career counselors. A career counselor can delve into your background and identify certain skills, interests, hobbies or attributes that may make you more prone to success in certain career environments. A counselor may also have you take a career aptitude test in order to identify specific personality traits that could lead to a strong performance or a certain level of success in specific fields.Its also very likely that youll be able to find individual career profiles at a career information center. A career profile can give you a bit more in depth information on exactly what a specific career in a particular field may entail. You should also be able to find job descriptio ns of specific positions and information on salaries for specific careers in the area that you live or plan on living.Choosing the right career is a decision that should not be taken lightly. In order to end up in a field that you enjoy and that is rewarding to you both financially and emotionally, youll need to do plenty of research and listen to a wealth of advice. Thankfully, a visit to a career services center can provide you one stop access to a great deal of the information that youll need to choose the right career. A career information center can also put you in contact with the most qualified professionals to help you make the most informed choice when it comes to your career.

Salary Negotiation Tips How to negotiate a job offer

Salary Negotiation Tips How to negotiate a job offerSalary Negotiation Tips How to negotiate a job offerThey will want you to reveal your salary history, but hold fast, and win the job offer before you establish your salary negotiation.The Ten Commandments of Salary Negotiation (Part 3) Salary expert Jack Chapman offers 10 lessons on salary negotiation in the vein of the Ten Commandments.Employers want to know your most recent salary for one main reason to screen you out. When faced with many applicants they use the salary as a quick shorthand way of assessing the fit and narrowing down the list. They will want you to go first in the compensation discussion and theyll ask you to reveal your expectations and salary history. Going first is sacred ground. Dont give it up or you can get screened.Is it ever in your interest to get screened? There are exceptions where your situation would be improved upon by revealing your salary history. But in most scenarios, if youre qualified for the j ob (or if you think the job can be altered to fit you), no Your first objectives are to discern whether this job is a fit for you and to establish what you can do for the employer.The risk you zustrom by speaking first is that your salary history may scare them off. If you go first, youll either be too high, or too low. But since you wont know ahead of time which of those three numbers applies to you, you can lose the offer by coming in too high or too low.Instead, wait until you know theyre serious about hiring you - let them make you an offer. That way you lock in an offer and youve got the job - and you can negotiate from that place of security. Let them offer you the job and raise the question of salary.By speaking first, you can also leave money on the table if youre too low or within the range they are prepared to offer. The best strategy is to let them make the first offer first. That way, you know you have an offer, and you have a solid base from which to negotiate.There a re exceptions to the rule and situations in which it would help your cause to declare your salary history, including when speaking to an executive recruiter, where transparency is beneficial. Try to get their estimate of your market value first, though, so you know where you stand then fill them in on your salary history and expectations.Safety or MomentumEmployers use salary as a screening tool. If you have already passed the screening and if youve gotten to the point where they definitely want to hire you, not your competitors, you can name a salary figure first. In other words, if you know you have the job locked up, then going first with a high number can act as a magnet and pull their offer up higher without risk of getting them upset and moving to the next candidate in line.ooked at in another way, choosing who speaks first can offer either safety or momentum. If its the safety/security of the offer thats most important to you, let them go first and establish the offer its sec ure.If you speak first, you can provide momentum to the salary offer. Going first with your top number will act like a magnet, pulling up the employers offer. If you are secure they will offer you a job, this method puts you in a strong position - it is easier to negotiate down from a high number than to push up from a low number.Whichever strategy you choose, winning a job offer is the aim. Once you have achieved that you can consider the offer and accept or begin the back and forth of negotiating.Read other installments in this seriesPart 1 Salary Negotiation Tips Thou Shalt notlage Speak Too SoonPart 2 Salary Negotiation Tips Thou Shalt Not Regret Salary DisclosurePart 3 Salary Negotiation Tips Let the Employer Make the First Salary OfferPart 4 Salary Negotiation Tips Thou Shalt Not AgreePart 5 Salary Negotiation Tips Know How Much Money Youre WorthPart 6 Salary Negotiation Tips Thou Shalt Covet Thine Own Benefits and PerksPart 7 Salary Negotiation Tips This Is the Job Thou Cove tethPart 8 Salary Negotiation Tips Thou Shalt Not Worry about Earthly EconomyPart 9 Salary Negotiation Tips Thou Shalt Not Take the Name of Thy Salary in VainPart 10 Salary Negotiation Tips Honor Thy Wealth and Prosperity

When the job hunt feels like the dating game

When the job hunt feels like the dating game When the job hunt feels like the dating game Just when you thought you could keep your personal and work life apart, turns out the job hunt and the dating game are remarkably alike. No, really. The process goes something like this You dress the part- whether thats smart casual for a meeting or for a coffee date. Or maybe you put on your best outfit because first impressions count across the desk as much as the dinner table.Then as you start to get to know each other, you might pull out some stories that feel rehearsed because of the number of times youve told them why you left your last job (though on good terms), why your last relationship didnt work (though youre still friends), what youre looking for now (which has an uncanny similarity to why youre there in the first place.)You tell your potential boss about your strength and weaknesses stressing how well you adaptjust like you run down your likes and dislikes with your maybe babe stre ssing how much youre open to trying new things.At the end of the encounter, you walk out with one of you promising to call. The hiring manager might say, be in tick with a handshake while your date might say, Ill text you, with a smile. Either way,you walk away a bit unsure about what just happened.Weve found that the job search, like the dating game, can be a universally confusing experience. Since we believe that finding your place to belong in the working world is so important, we looked into this analogy a little deeper. With the help of Kelton Research, we conducted aTransparency in the Workplacesurvey to see how people found their work life match. Here are a few surprising statsThe interview is just as confusing as datingNearly 1in 4 (23%) say theyve beenintentionallymisled during a job interview, nearly the same amount(25%) who say theyve been misled in online datingThere is more temptation to lie during a job interview than during a date 25% percent of Americans say theyd be tempted to misrepresent themselves while on a job interview compared to 23% who would be on a first dateOver half (52%) of Americans believe people will misrepresent themselves in job interviewsOne of the big differences, however, is that you can obviously go on many dates before you have to decide whether that person is for you. But when it comes to the job hunt, you cant really dip in and out of your work day to see if you might like it more or less next time. Where dating relies on your first-hand experience, how do you find out what a company is really like before taking a job? The options are few. Besides having personal connections at a company who will give you the goods and the dirt,86% of people we surveyedsaid they didnt know of any online resources forfindingcompany information.If only you could job dateThats our mission at kununu. Were here to help you get honest impressions about companies straightfrom employees.We want to fill your job dating pool with as many real ex periences as possible so you can make an informed decision about your work life- before you have to commit to it. Our goal is to inspire workers everywhere to share their company reviewsso they can help others get to know those workplaces vicariously. We are the platform. You are the voice. So maybe you cant date your job, but you can save some heartbreak for would-be employees who might otherwise experience that first-day regret. Your review can alsohelp your employer recognize what they can change to create healthier and happier work relationships. Sound idealistic? We hope so.Help set the record straight at your company.This article was originally published on Kununu.com.

7 Types of Advertising Agencies

7 Types of Advertising Agencies7 Types of Advertising AgenciesIt may seem like a basic question with a straightforward answer, but the modern advertising agency is more complex than it sounds. An ad agency creates, plans, and manages all aspects of a clients advertising. Ad agencies can specialize in areas such as interactive advertising, or they can be a full-service agency that creates advertising materials like websites, erreichbar and social campaigns,brochures, catalogs, direct mail, print ads, radio and TV commercials, and sales letters. Types of Ad Agencies You cannot simply paint every ad agency with the same brush. That would be like saying every TV station is the same. Yes, they all have very similar functions, but there are many variations that separate them. For a start, there are three different types of agencies Above The Line (ATL) behauptung are the big agencies that handle the prime accounts and create the national and even international advertising campaigns tha t take a significant chunk of the clients budget. Their work shows up in big TV campaigns, n magazines, newspapers, and non-traditional media (stunts, guerrilla campaigns).Below The Line (BTL) These agencies dont have the budgets or recognition of the ATL agencies, but are still vitally important to the media mix (even more so these days with the prevalence of online ads). BTL agencies typically handle direct mail, regional ads, text ads, online text and banner ads. However, they will sometimes handle ATL type of accounts too, although it is not their bread and butter. Through The Line (TTL) Perhaps the most common of the three, TTL agencies are a blend of ATL and BTL. They create campaigns from soup to nuts, from the big stunts, outdoor, TV and radio, right down to microsites and coupons. Tactics that were once considered BTL are getting big budgets put behind them, including campaigns on SnapChat, YouTube, Facebook, and Twitter. Aside from these three basic types, there are also s pecialist agencies that include Digital Advertising Agencies These agencies have a primary focus on all things digital. They develop websites, apps, online campaigns, and anything else considered digital advertising. While they can also produce print, radio and even TV, their day-to-day operation is all about digital.Healthcare Advertising Agencies There is a need for specialists that focus on just healthcare products and services because these areas can be a legal nightmare to handle. Healthcare ad agencies handle pharmaceutical accounts, hospitals, medical equipment, and anything else considered too niche for a traditional ad agency. Financial/Tech Advertising Agencies Just like healthcare, the worlds of finance and technology can be a minefield to negotiate. These agencies have specialist writers and art directors who know the ins and outs of these subjects.In House Advertising Agencies These agencies are based within a corporation or company and do work only for that entity. Whe ther its a big brand like Apple or Nike, or something much smaller, they work exclusively on that product or service and are employed by the company itself. Types of Ad Agency Jobs Typical employees found at an ad agency include the agency president, creative director, account executives, copywriters, graphic designers, and a media director. Some agencies also work with freelance copywriters and/or freelance graphic designers who usually do not work on-site. More often, smaller ad agencies grow and shrink based on client projects, hiring contractors on an hourly, daily, or project-by-project basis. Downsides of the Job This is not a typical nine-to-five job, and most employees will be asked to work long hours and weekends from time to time. It is a stressful environment, and layoffs are common. Typically, if a client pulls an account from the agency, layoffs will follow. Clients can be very demanding, and employees can be asked to drop everything to work on an urgent projec t. Benefits of the Job Its a creative environment that mixes fun with some great opportunities to travel, potentially meet famous people, and even put your feet up while drinking a beer coming up with ideas. Many agencies have areas that allow the staff to enjoy a game of pool or darts, relax in bean bag chairs, and even take a nap. The pay can be excellent, and some agencies will give you unlimited vacation days- not that youll often get to use them or, hopefully, want to.

Out-of-control employees had the chutzpah to expense these ridiculous things

Out-of-control employees had the chutzpah to expense these ridiculous thingsOut-of-control employees had the chutzpah to expense these ridiculous thingsFilling out an expense report can be anxiety-inducing. That dinner with a client was legit, right? Those drinks were work-related, werent they? What if they get rejected and you end up eating the cost of four scotches, two of which you didnt drink, two of which you drank only to impress a potential client?Certain employees dont have this problem. Theyll expense anything, purchased anywhere, anytime. Whether its glamorous trips, to personal services inside their home, animals, or over-the-top home decor, their first line of thought when it comes to paying seems to be expense it.Consulting firm Robert Half asked 1,000 CFOs if they had seen an increase or a decrease in inappropriate expense report requests in the past three years. The CFOs response? Theyd noticed a 56% increase. (Specifically, a 27% significant increase and a 29% somewha t increase.)Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreHere are some of the fruchtwein audacious expense-report capersTrip to Italya cowSuper Bowl ticketspogo stockbear rugchandelierPedestrian, but bizarretaxesinvoices for another companybedbug removalplungerThen theres the employee who sees the expense report as an extension of their home financesdaycarepetsittingchildrens clothingcat littertoysFinally, theres the simply unbelievableChicken statue with top hatYachtPearlsMotorcycleLamborghiniSome of the more absurd expense report submissions may seem laughable, but they can be an expensive problem for businesses, said Tim Hird, an executive vice president with Robert Half. Companies must have effective review systems, policies, and processes in place.Robert Half found that only 14% of companies use manual processes to go through expense reports although this number rises with firms with u nder 49 employees. Whatever method you use, Robert Half suggests overcommunication is key when communicating with employees about what is a proper business expense (although it should be noted that no amount of communication will ever make it clear to the person who expensed a chandelier that their action was inappropriate).