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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.

What Substance Abuse in the Workplace Costs Employers

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Of the estimated 14.8 million Americans who use illegal drugs, 70% of them are employed, according to the U.S. Department of Labor. Therefore, odds are your company employs workers who fall into this group. The use of drugs or alcohol by employees inside or outside the office can be costly for a business, leading to:

  • increased turnover rate
  • workplace incidents
  • poor workplace morale

From a financial perspective, the National Institute on Drug Abuse found substance abusers cost employers twice as much in workers’ compensation and medical expenses. Additionally, substance abusers are five times more likely to file workers’ compensation claims.

Furthermore, employees with alcohol dependencies are nearly three times more likely to have injury-related absences, according to the National Council on Alcoholism and Drug Dependence. In 2015, that council reported that federal surveys indicate 24% of workers reported drinking on the job at least once in the past year.

Recognizing the signs

Knowing how to handle substance abuse in the workplace starts with recognizing the existence of a problem. Whether it is abuse of alcohol, prescription drugs or illegal substances, a number of visible signs can indicate an employee needs help:

  • change in appearance
  • frequent tardiness
  • decline in job performance
  • slurred speech and drowsiness
  • mood swings and irritability
  • scent of alcohol

None of these signs alone indicates a substance abuse issue, but intervening early with employees displaying a combination of these signs may be valuable to your business. Implementing a companywide policy, training managers to recognize signs of substance abuse, and setting expectations with employees through training can help safeguard your business and your workforce.

 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, Compliance, Featured

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.

Podcasts

5 Podcasts That Every HR Professional Should Download

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Podcasts provide the opportunity to sit like a fly on the wall and listen to some of the most brilliant minds in the world converse about today’s biggest trends and challenges.

According to a study by Triton Digital, nearly one quarter of Americans listen to a podcast at least once a month. Education is a popular subject, with 40% of podcast listeners tuning in to that type. If you’re an HR professional or business leader looking to broaden your knowledge of HR and HR technology this year, I highly recommend filling your ears and brains with these five podcasts throughout ’18.

1. HBR IdeaCast

From Harvard Business Review, the weekly HBR IdeaCast features leading thinkers in business and management discussing a variety of key topics in the work world.

It is an excellent resource for insights on a wide array of subjects including, but not limited to, HR. The discussions apply directly to organizations nationwide. The podcast reminds me of NPR’s Fresh Air, but with an emphasis on business leaders.

Recommended episodes:

2. HR Happy Hour

Since 2009, HR Happy Hour has featured thought leaders, workplace and technology experts, academics and more to take on important aspects impacting HR, technology and the workplace.

The podcast is so long-running that it has episodes dedicated to just about every HR topic under the sun. The charming hosts Steve Boese and Trish McFarlane make trending topics fun and informative.

Recommended episodes:

3. CIPD

From the UK’s Chartered Institute of Personnel and Development, the monthly CIPD podcast covers everything from talent acquisition to workplace training and cybersecurity.

CIPD’s international perspective brings fresh eyes to subjects that resonate with many American HR professionals. With a backlog of more than seven years’ worth of episodes available, it’s easy to recommend.

Recommended episodes:

4. Workology Podcast

Covering the science and art of the workplace, Jessica Miller-Merrell’s Workology Podcast offers insights and actionable tips on HR and recruiting. Each 45-minute episode promises an in-depth look at every company’s most valuable asset: the employee.

In asking sharp, pointed questions about the latest HR trends, Miller-Merrell does an excellent job as host, bringing a unique and often unexpected take on familiar subject matter.

Recommended episodes:

5. HR Break Room

The official podcast of Paycom, HR Break Room brings you quick conversations on hot topics in HR and HR technology. Co-host Chelsea Justice and I talk with guest experts about the challenges faced by the everyday workplace, as well as their solutions.

To be a bit self-indulgent, I love doing this podcast because it gives me the opportunity to talk with some of the most brilliant minds in the industry. In our first year, our esteemed guests have included New York Times best-selling author Cy Wakeman, millennial expert Adam Smiley Poswolsky, HR Bartender’s Sharlyn Lauby, futurist Jacob Morgan, author and Harvard professor Mihir Desai and of course, motivational speaker and leadership expert, Mark Sanborn.

Recommended episodes:

You can learn more about goings-on within the HR sphere by subscribing to HR Break Room podcast. Here’s to a year full of professional growth through podcasts!

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Posted in Blog, Featured, HR Management, Leadership

caleb.masters

by Caleb Masters


Author Bio:

Caleb is the host of The HR Break Room and a Webinar and Podcast Producer at Paycom. With more than 5 years of experience as a published online writer and content producer, Caleb has produced dozens of podcasts and videos for multiple industries both local and online. Caleb continues to assist organizations creatively communicate their ideas and messages through researched talks, blog posts and new media. Outside of work, Caleb enjoys running, discussing movies and trying new local restaurants.

Deadline Extended

Employer Deadline Extended for Furnishing 2017 ACA Forms

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Distribution of 2017 Affordable Care Act (ACA) Forms 1095-B or -C to your employees has been extended.

As issued in Notice 2018-06, the IRS has extended the deadline from Jan. 31 to March 2. (However, the deadline to provide Forms W-2 and 1099 to employees and contract workers remains as Jan. 31.)

Filing deadlines unchanged

While the deadline to furnish forms was extended, the filing deadlines remain the same: Feb. 28 for paper forms, and April 2 for electronic forms.

IRS Notice 2018-06 emphasizes that employers who do not comply with the due dates for furnishing or filing are subject to penalties under sections 6722 or 6721.

Good-faith transition relief extended

The IRS also announced the extension of good-faith transition relief. This may allow an employer to avoid some penalties if it can show that it made good-faith efforts to comply with the information reporting requirements for 2017.

This relief applies only to incorrect and incomplete information reported on the ACA forms, and not to a failure to file or furnish the forms in a timely manner. Additionally, the IRS stated it does not anticipate extending either the good-faith transition relief or the furnishing deadline in future years.

Contact a trusted tax professional if you have questions on how this may affect your business specifically.

Click here to read more about how the ACA is affect by the new Tax Cuts and Jobs Act.

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 ACA, Blog, Compliance, 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.

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