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Mastering the Art of Résumé Writing: Take Control of Your Future

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With stiff competition at every corner, finding a job is a daunting process. To increase your chances of being selected, you should understand the hiring funnel. Here’s a quick breakdown of the typical online job posting:

  • 1,000 individuals will see a job post;
  • 200 will begin the application process;
  • 100 will complete the application process;
  • 75 of those 100 will be screened out by either the applicant tracking system (ATS) or a recruiter;
  • 25 résumés will be seen by a hiring manager;
  • four to six will be invited for an interview;
  • one to three of them will be invited back for a final interview;
  • one will be offered the job, and 80 percent of those receiving an offer will accept it.

With odds like these, how can anyone stand out? For starters, make sure you’ve reviewed your résumé. Eliminating common mistakes is the first viable step to getting noticed … and in a good way!

Common sumé Mistakes

The quickest way to put yourself out of the hiring funnel is having misspelled words on your résumé. While the interview will land you the job, the résumé gets you in the door. It’s your chance to make a first impression, so don’t screw it up with easy-to-correct errors. Proofread, proofread, proofread and for goodness’ sake, proofread!

Have someone else look over your résumé to catch any errors you might have missed. (Remember: Computer spell-check functions don’t catch everything.) For college students, utilize the career services center, as its staff members are there to help you. For everyone else, ask a friend, family member, mentor or colleague. Mistakes are a direct reflection of you and your personal brand. Don’t let your first impression also be your last.

With regards to formatting, the rule of the one-page résumé is gone. The important thing to consider is whether your skills are reflected accurately. That said, your résumé isn’t meant to be an essay, so don’t go over two pages. Be sure to use action words and sentences to best reflect your abilities, but if you think it’s not necessary, leave it off. Fluff equals clutter.

For certain individuals, the résumé has evolved into a more creative space. Formatting parameters are usually based on preference, but consider the job for which you are applying. A résumé for a graphic designer will look significantly different than one for an entry-level financial position.

Outside of misspellings and formatting errors, having an objective that doesn’t match the job for which you are applying could cause you to be filed under “undesirable.” Rather than including an objective, list your key expertise and skills. Remember that a résumé is a marketing tool to sell yourself, so be realistic about what you can do and showcase that in the most appropriate light.

A final rule: If you cannot recall the details of a particular situation, leave it off. Assume you will be asked, so if you have nothing to recall, not only would you look unprepared, but devalued. Further regarding details, be sure to quantify and qualify. For instance, rather than writing “Process Accounts Payable,” use “Responsible for $1M in payables monthly.” Your credibility increases simply by adding a measurable value.

Demand Attention

With an abundance of résumés floating around, yours is just another piece of paper to add to the stack, unless you can demand attention. During any given week, 427,000 résumés can be found on the popular job site Monster. In order to garner attention from a recruiter, you will have to find a game changer. Here are a couple tips and tricks to creating a more appealing résumé:

  • Keep it simple.
  • Accentuate your accomplishments.
  • Show progression.
  • Provide empirical data to support your successes.
  • Don’t just say you want to succeed; show how you will.

One strategy I have found to set candidates apart is having a personal website. This nontraditional method grabs attention, and is a creative way to showcase your abilities. Having a unique identifier can give you an edge over the competition, but in some instances, a website may not appropriate for the job.

What’s the Take on Cover Letters?

A good rule of thumb for cover letters is to determine if the company you’re applying at requires one. If it doesn’t, don’t. While some argue that a cover letter is an opportunity to frame your candidacy for the employer and expand upon your interest in the position, it may do more harm than good. Your résumé should reflect enough of your skill set to set you apart. Usually, a cover letter is more fluff than concrete information, and fluff doesn’t hold near as much value.

However, if you must submit a cover letter, it should tell why you are excited about the position. Indicate why you are best for the role, especially if it is not readily apparent from your past experiences. And above all, keep it short.

Writing a résumé is an art. Take these dos and don’ts, apply them and become the master of your fate. A few simple changes could mean the difference between simply being a candidate or becoming a new hire.


Tiffany McGowen

by Tiffany McGowen


Author Bio: Tiffany McGowen, Paycom’s national director of recruiting, is responsible for the oversight of staffing corporate headquarters and growing the nationwide sales force. She has more than 10 years of recruiting experience, ranging from executive-level talent to interns, with a specialty in sales professionals. Passionate about motivation, McGowen is constantly on a coast-to-coast hunt for the best and brightest talent in every market.

IRS Continues to Enforce Affordable Care Act

IRS Continues to Enforce Affordable Care Act

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The IRS recently released an information letter indicating that the IRS continues to enforce the Affordable Care Act (ACA).

Dated June 30, Letter 2017-0010 was sent to a member of Congress who reached out to the IRS at the request of a constituent, a tax-exempt entity concerned it may owe an employer shared responsibility payment (ESRP) because it did not comply with the ACA rules on offering health insurance to its employees, for both financial and religious reasons.

The letter first provides a brief summary of the circumstances that might lead to a large employer owing an ESRP, and notes that there is no provision in the ACA that provides for the waiver of an ESRP.

The letter then addresses the effect of the president’s Jan. 20 executive order on the enforcement of the ACA. Titled “Minimizing the Economic Burden of the Patient Protection and Affordable Care Act Pending Repeal,” the order directed federal agencies to exercise discretion permitted to them by law to reduce potential burdens imposed by the ACA.

However, it did not change the health care law. The legislative provisions of the ACA are still in force until changed by Congress; therefore, taxpayers remain required to follow the law and pay what they may owe.

For more information on the executive order and the current tax filing season, visit https://www.irs.gov/tax-professionals/aca-information-center-for-tax-professionals.

What This Means for Employers

Since Congress has not yet passed a bill that would repeal the ACA, and Republicans have struggled to draft a bill that would receive majority support, employers should use caution and plan to comply with the law’s requirements unless and until the ACA is repealed and any new law’s provisions actually go into effect. Continued compliance may be required for a transition period, following passage of an ACA repeal bill, depending on the language of that legislation.

 

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Posted in ACA, Blog, Featured

Erin Maxwell

by Erin Maxwell


Author Bio: As a compliance attorney for Paycom, Erin Maxwell monitors legal and regulatory changes at the state and federal level, focusing on health and employee benefits laws, to ensure the Paycom system is updated accordingly. She previously served as assistant general counsel at Asset Servicing Group in Oklahoma City. She holds a bachelor’s degree from the University of Central Oklahoma and a J.D. from the University of Oklahoma. Outside of work, Maxwell enjoys politics, historical mysteries and spending time with her family.

Missouri minimum wage

Missouri Minimum Wage to Decrease from $10 to $7.70

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An overwhelming trend in the U.S. is cities and states increasing the minimum wage employers must pay their employees. However, St. Louis, Missouri is bucking this trend – although not willingly – by decreasing its minimum wage from $10 to $7.70, effective Aug. 28.

Court Battle

In 2015, St. Louis passed an ordinance raising its minimum wage to $10, with an automatic increase to $11 scheduled for January 2018. This prompted the Missouri legislature to pass legislation to pre-empt the ordinance from taking effect. The legislation was quickly enjoined in a lawsuit that went all the way to the Missouri Supreme Court.

In May of this year, St. Louis prevailed in the lawsuit and the minimum wage increased to $10. However, three months after the $10 minimum wage was implemented, the Missouri legislature passed another law disallowing any city in the state from having a higher minimum wage than the state, which is currently $7.70, this forcing St. Louis to reverse.

States vs. Cities

State governments dictating cities’ minimum wages is not altogether uncommon. In 2016, Alabama’s legislature shut down the Birmingham City Council’s efforts to raise its minimum wage. Similar efforts were undertaken by Ohio to block the City of Cleveland.

Other states have preemptively prohibited localities from passing minimum-wage ordinances – even before cities have commenced such efforts. Some of these states include:

  • Colorado
  • Idaho
  • Indiana
  • Kansas
  • Kentucky
  • Michigan
  • North Carolina
  • Oklahoma
  • South Carolina
  • Tennessee
  • Texas
  • Wisconsin

 

Although the St. Louis minimum wage decrease runs counter to the national trend, state legislatures prohibiting local increases is not uncommon. As more cities begin to adopt higher minimum wages, expect some state legislatures to push back.

Disclaimer: This blog includes general information about legal issues and developments in the law. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and must not be taken, as legal advice on any particular set of facts or circumstances. You need to contact a lawyer licensed in your jurisdiction for advice on specific legal problems.

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Posted in Blog, Featured, Payroll

Jason Hines

by Jason Hines


Author Bio: Jason Hines is a Paycom compliance attorney. With more than five years’ experience in the legal field, he monitors developments in human resource laws, rules and regulations to ensure any changes are promptly updated in Paycom’s system for our clients. Previously, he was an attorney at the Oklahoma City law firm Elias, Books, Brown & Nelson. Hines earned a bachelor’s degree from the University of Central Oklahoma and his juris doctor degree from the Oklahoma City University School of Law, where he graduated cum laude. A fan of the Oklahoma City Thunder, Hines also enjoys exploring the great outdoors with his wife and daughter.

WOTC Tax Credits

What Tax Credits Are You Leaving on the Table?

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Federal tax credits for businesses are far from easy if you aren’t familiar with the program, and business leaders may find themselves in unfamiliar territory when it comes to their company’s eligibility for tax credits. As a leading provider of comprehensive human capital management software, we have found that the Work Opportunity Tax Credit (WOTC) is one Federal tax credit many leaders underutilize, meaning that they are leaving money on the table when it comes time to do their taxes.

In fact, one Paycom client in the fast-food industry found $447,000 in government-appropriated funds available once they took full advantage of the tax credits available to them. Read more about this client’s experience in our recent case study.

Is your organization is leaving money on the table?

The Purpose of WOTC

WOTC was designed to encourage employers to hire people from segments of the general population who have “consistently faced barriers to employment.”

On average, one in eight new hires potentially qualifies for the WOTC, and that number increases when it comes to the fast-food industry, in which one in four new hires is potentially eligible for the credit.

What WOTC Means for Your Company

Depending on which target group your new hire represents, the number of hours they work and the wages they earn determine the amount of the credit, you can receive up to $9,600 for each eligible new hire.

Like the client in our case study, you may find, that many of the people in your hiring pool are already eligible for the tax credit. They received an average of $1,128 per certified employee.

Who You Can Hire

Qualifying new hires can be full- or part-time workers. They must belong to specific “target groups” designated by the U.S. Department of Labor. These target groups are populations of people who are able and willing to work, but have found barriers to employment for a variety of reasons. Target groups include:

  • veterans
  • Temporary Assistance for Needy Families recipients
  • SNAP recipients
  • designated community residents (living in empowerment zones or rural renewal counties)
  • summer youth employees living in designated communities
  • long-term unemployed

 

 How You Can Receive These Tax Credits

To receive these tax credits, 8850 and 9061 forms must be completed on or before the job offer and sent to your state employment agency within 28 days of the employee’s first day of work. The client in our case study was able to save 75 hours (nearly two weeks of work!) by working with Paycom to process their available tax credits.

If you’re intimidated by or unaware of Work Opportunity Tax Credits, you’re not alone. But you might be missing out by leaving money on the table. Paycom clients using its tax credits service pay nothing for the search if they are found to have eligible employees. Want to learn more about WOTC? Sign up for our August 3 webinar “What’s New With WOTC” to learn the most up-to-date information on WOTC and ask questions specific to your business.

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Posted in Blog, Compliance, Featured, Franchises, Hospitality, Restaurant

Rich Stupansky

by Rich Stupansky


Author Bio: Rich came to Paycom in January of 2010 from Cleveland Ohio and is the Director of Tax Credits at Paycom. Rich was instrumental in developing and creating our tax credits program. Rich has more than 12 years’ experience with federal tax credits and an extensive background in working with companies of all sizes to maximize their full tax credit potential.

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