August 2018

3 Reasons Your Job Application Didn’t Get a Response (And What You Can Do About It)

The real test of patience begins after supposedly sending the needful for a job application. For a lot of us, getting no response from an employer could be a torturous experience, your confidence gets shaken and you end up being quite the pessimist. But wait up as we unveil a few things that you might have been doing the wrong way. With this article, Career Marshal identifies those mistakes and brings forth a few solutions that you would love to adopt.

Careless application

It has happened a lot of times to many job seekers. In a hurry to send the job application, it is highly likely that you did not go through the whole job profile especially the job description and the qualifications/experience required for the job. Another thing that a lot of applicants miss out on is reading the job application instructions properly. There are times when you have to follow a certain set of instructions for a certain profile – some ask for cover letters while some don’t; some ask for references while others don’t.

Possible solution – Here is what you can do, be very careful while applying for a job. Read the job profile properly, give it ample time and go through every bit of it. Make sure that your educational qualifications and your experiences meet the requirements of the position that you’re applying for. Pay attention to the instructions given and be very specific about following the instructions. Be cautious, deliver what has been asked for, nothing more and nothing less.

Sky-high competition

We live in a highly competitive environment, therefore do not assume that yours would be the only application that employers will have to go through. There is a high possibility that there is just one hiring manager/ HR person to see all the mails from the applicants and they are too busy to view all the resumes, which is sad but true. For every vacancy, there are a lot of job application mails that need an assessment; this is why numerous companies have opted for a software known as Applicant Tracking System (ATS) to make their hiring process a lot lighter.

Possible solution – Your resume should have a mention of your skills that will complement the job profile, make sure that your experiences and your core strengths mentioned in your resume are in alignment with the position you’re applying for. Coming to ATS, you will have to do your research on the words that are most used in describing the job profile as well as the industry you’re up for. This will help you get the right keywords that you can put on your application documents such as your resume and cover letter.

Resume with the wrong pattern

The misconception that “the longer the resume, the higher the chances of getting a response”, needs to be debunked. A lengthy resume doesn’t really make any difference if you have nothing substantial on those pages. If your resume has a lot of irrelevant details on the first page, there are high chances that the second page and the pages after that will never be viewed – this simply means you’ve followed the wrong pattern and structure.

Possible solution – Know the job profile inside out, identify your skills and experiences that make you a strong candidate. Follow the right pattern by putting those details on the first page and highlight the same. The work experiences that do not relate to the job requirements can always be erased from your resume, a resume of 2 pages is good enough with the right details.

In your quest for a new position or a new job, keep in mind the importance of staying proactive – do your follow ups but never get to an extent of hounding the employers. The competition is tough and stiff, but as you follow the suggestions given above, keep looking for opportunities actively and never give up.

 

 

 

 

 

 

 

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Improve Soft Skills to Defend Your Job against Robots.

It is an undeniable fact that the rapid growth and advancement in technology today has brought us closer to the automation of jobs than we were many years ago. With several countries leveling up their game with concepts such as self-driven cars, India too has its expanding smartphone market which gives a lot of leverage to its artificial intelligence. Once AI and robots start having their influence on one industry, than it is definitely contagious to other industries. This automation isn’t a full-fledged reality till date but a lot of us however tend to be ignorant of the revolution taking place around us.

Here is the big question Career Marshal would like y’all to ask yourselves right now, “Will you be okay with a robot taking your job away from you?” Well, we bet not! This is the exact reason why you should start working on polishing and improving your soft skills. Soft skills are those qualities that are desirable in a professional; human qualities that are not based on acquired knowledge like common sense, imagination and a flexible attitude.

So how to improve your soft skills? What are the ways through which you can have a permanent claim on your job? We bring you a few suggestions that will help you through the journey.

Re-learn and re-define yourself

Robots and Artificial Intelligence are man made, therefore they are capable of doing what they are told to do, nothing more and nothing less. Humans on the other hand have empathy, creativity and the ability to plan ahead. One must work on polishing the skill sets that are more human for example, strategy making skills, socializing skills and the essential intrapersonal skills. If need be, take up a short course to re-educate yourself, be prepared to be an overseer to the robots.

Be willing to go the extra mile

Bring to the table more than what is expected of you.  Suppose your job profile requires you to identify a problem, you can deliver the same with the benefit of a solution. The point here is to really prove your worth using your ability to think and plan for the future, an initiative like this will help you prove your worth to your employer. Also, you can always look for other positions within your company that requires more human skills, learn those skills and work on them; this will make you a qualified candidate even if you decide to shift to those other profiles. Taking that extra step will help you a long way in minimizing your chances of getting knocked off.

Embrace the revolution

The ability to adapt and adjust is another great benefit that humans have. Develop an in depth knowledge of how robots are made to function, absorb the soft skills that will still come in handy while supervising this automation. Defend your jobs not by seeing AI and robots as threats, but as a stepping stone to higher positions in your career. Blend with the trend!

 

 

 

 

 

 

 

 

 

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4 Lessons I Learned from Quitting My Job with No Back-up Plan.

First and foremost, we have no intention of encouraging any of our readers to quit their jobs or on the other hand, continue doing a job they do not have any liking for; it’s a free world indeed. The act of quitting one’s job with zero back up plan is one topic that is so widely discussed today, it could be a liberating action to take or it may be a decision that you may later regret – its outcome can never be generalized. Whatever the outcomes may be, one thing is sure – the whole process would give you life lessons that you will never forget. With a neutral outlook, Career Marshal has listed out 4 lessons anyone would learn out of quitting a job with no backup plan.

1.Reality check on the true value of money

You have been working and getting your pay slip, then you spend your salary on different things thinking that it will all be taken care of with your next pay; a habit, a thought process and a state of being that you have developed now faces a major switch. You start being dependent on the savings that you’ve made (if you have made any) and the worth of money becomes crystal clear to you. You learn that nothing is guaranteed in life, you appreciate the smaller things in life, realize the importance of savings and you learn to live on little money.

2. The development of resilience

The days, weeks and months after quitting your job with no back up in hand can be quite an exhausting phase, especially on the psychological front. The willpower to survive through this phase and the resilience that this stage will make you develop are the things that will prepare you for the bigger things in your career. You get to learn that you are more resilient that you ever thought you would be.

3. Discovery of dreams

Being jobless with no plan B seems like a complete disaster at first thought, but this period of unemployment could bring about a more intense self-discovery of what you really want to do in life. Your dreams take on a new urgency and you realize more options through which you can try and make your dreams a reality. This phase could be your time to rewind and gain more encouragement to pursue what you believe in.

 4. Random opinions start to matter less

You quit your job because you didn’t like it and you’re sure that your dream job lies somewhere else. This is when you learn that everybody’s opinion doesn’t matter and you should go after what you really want; you overcome your fears of being talked about or being judged, you start to understand that the other side of life isn’t so scary after all. It’s a beautiful feeling to realize that jobs do not define you or what you are; sometimes you need to wander before reaching your ultimate destiny. As they say, not all who wander are lost!

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What to Know When Hiring Recent College Graduates

The graduation season is on and so is the hiring process for another class of young professionals. Recruiters will have the arduous task of skimming through the resumes of these graduates and recruit them for entry-level jobs and career success.

One stark difference that you’re going to encounter is the generation gap between you and the Millennials and Generation Z. Their behavioral and economic tendencies and sensibilities differ from the older professionals in your workplace. You may have first-hand experience in this matter while working with 20-something interns. Apart from the obvious generational differences, how you approach hiring someone with no work experience should be quite different from how you’re used to doing this process i.e., hiring seasoned professional with loads of work experience. We bring you some pointers on how to better hire among the pool of fresher to accommodate your workplace needs.

Cut some slack for experience requirements

Young graduates cannot have extensive resumes and it is unreasonable on your part if you expect them to have one. Even if a student spends the better part of their 3 or 4 year college experience preparing for a particular career, they still have a lot to learn about your industry and the position. They might not be aware of the nit-picks, the lingo, tools and best practices that the job entails. It is also somewhat unreasonable to expect them to have hands-on experience of the job they are applying for. Try instead to look for candidates who are intelligent, driven and can be moulded into doing the job as per your requirement. Shortlist the ones who have good GPAs and extra-curricular background(debating, social work, internships etc.). If someone has struck the perfect balance between marks, extra-curricular activities and a social life, you just might have struck gold in terms of hiring. Bingo!

Orientation and training is the key

Remember that the person you just hired was until recently living in the closed and protective environment of their college. Hence, you need to buckle up to provide them with some hands-on training and orientation. However, if you find your resources and time stretched thin by the idea of such exercises, you might be better off hiring an experienced person. Let’s just admit one fact straight out. A majority – if not all – companies that hire recent graduates do it to cut costs. One more advantage that you derive out of hiring someone fresh out of school is that they can be thought of as a ball of clay that  can be moulded into an ideal team member. An experienced professional might try to shake things up and do stuff the way they already know best but a fresher is more receptive to learning the exact processes your company requires employees to follow. A subordinate in every sense of the word.

It’s also important to teach a young employee how to conduct themselves at the workplace and deal with the challenges a career present. In addition to a comprehensive training program, a formal mentorship program will help them grow professionally. Consider pairing any recent graduate you hire with a senior employee who can provide guidance and feedback.

A meticulous interview is a must

An interview process forms the backbone of the hiring process. However, when you are placing your bets on a newcomer who has a total blank sheet in terms of past records, the interview process becomes all the more crucial. Try and get to know the pulse of the candidate from the word go. Get them to disclose their professional ambitions and how they perceive your company in the bigger scheme of things. Does the person looks trustworthy or will they jump ship in search of greener pastures as and when the opportunity arises? Gauge their maturity level and try to ascertain whether they are ready for the transition from college life into the cutthroat competitive world of adulthood.

Don’t go too much into the skills and experience domains for reasons already made clear above. Point blank ask them why they applied for the job and how are they planning to tackle it on a day-to-day basis if get hired. Get an idea of their interest in the role and your company since many people with no experience apply to multiple entry-level jobs and hope for the best.

Be fair and legally compliant when hiring interns

A fairly common practice for a company is to hire someone from college as an intern before hiring them as a full-time employee once they graduate. The young professional has the opportunity to get their foot in the door and the company has the chance to train and get to know them before making an employment commitment. Internships are generally mutually beneficial in nature. Most employers make the intern sign an agreement before bringing them on board. Although the internship scenario in India is mostly unregulated, there are safeguards that employers can put in place to ensure workplace harmony, no incidents of harassment or worse and a general protection of self-interest of both the parties involved. The young person should receive training that benefits them as their career starts in exchange for working for free.

Some guidelines that can be put in place:

The intern fully understands they will not be compensated (if they fall under unpaid category) or understands the compensation they will be receiving (for providing enterprise or labour) clearly.

The intern receives training that relates to their field of study.

The internship schedule accommodates the student’s class schedule.

The internship concludes when the intern has completed their company-provided training.

The intern does not replace a full-time, paid employee.

The intern does expect a paid job at the end of their internship.

Never take the intern you hire for granted and as someone who can do your company’s tedious work for free. Instead, create a formal internship program that provides the participants with valuable training and helps get their careers off to the right start.

 

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Hiring Your First Employee? Pointers one should keep in mind.

Your start-up is finally gathering steam and you are on cloud 9 because of it! After the ecstasy of this achievement wears off, you are left to take some important decisions on the future course of action. One of them is the act of hiring your first employee. As of right now, all the people involved in your start-up are close friends and/or family. So you share a certain dynamic and camaraderie with them. But the person you are going to hire now is a complete stranger and therefore you need to look out for the best interests of both the parties involved.

You are going to be ‘the boss’.

Let that sink in. Don’t be nervous.

You need not wrack your brains out and just follow the below mentioned guidelines. Keep these pointers in the subtext and hire the best person for the job!

  1. Cost

Deciding on the salary is a matter of keen observation of logistics, what the new entrant brings on board and some of those entrepreneurial chops that led you to this important milestone. If you just keep in account the salary offered and forget the myriad of other expenses, such as the cost of training, taxes, employee benefits and perks then you might be heading into choppy waters. Account for all of the above and make an informed decision. Ensure that economically you are getting more out of hiring the person than not hiring anyone. In short, make sure that it makes economic and accounting sense.

  1. Legal requirements

You need to be aware of your obligations as an employer and act in the purview of what you can and cannot do. Some things to think about include employment laws, employment contracts, tax obligations (as previously discussed), the implications of firing the employee, minimum hour and wage requirements, overtime stipulations and more.

  1. Finding applicants

One headache that you’re going to face is the obstacle of skimming through the large volume of applicants and zeroing in on the best hire among the given candidate pool. Design an application form that tests the potential hires on every spectrum you deem fit. This will eliminate out all the candidates that are not up to the mark. You may think that the hiring process is a cakewalk, but trust us, it is not! Hence you need to put your best foot forward to get the best candidate in return.

One common problem with prospective appliers is that majority of them won’t even put in the effort of reading about the job profile offered. Or they just might not have the aptitude for the job applied. A prime example is a case where around 1 lakh U. P. citizens applied for 10,000 odd jobs as Junior and Senior Engineers in the Railways. Although you might not be hiring on such a big scale, even after scaling down the numbers you can expect a deluge of candidates. Have a proper screening method on board for weeding out such candidates. You could field questions from the job application form itself and screen out the non-serious candidates. That will save a lot of your time.

  1. Interviewing

Don’t fall for the common mistakes that every employer makes and carefully assess the talent pool available to you to choose the most suitable person. Many new hires may be technically competent but fail to integrate themselves into the culture of your workplace. That accounts for the reason why the majority of new employees are fired or resign themselves. So keep a keen eye out for compatible styles in terms of communication, pace, constructive criticism and work-hour commitments in candidates’ responses.

Since your company is taking baby steps in the corporate jungle and hence may not have much of a workplace culture, the first few employees that you hire will determine the kind of workplace it will be. So choose wisely. You’re setting the tone for your business and want to make sure everything from the skill set to personality aligns with your goals.

  1. Training and Onboarding

Congratulations! You have finally hired the most suitable candidate. The hiring process doesn’t end here though. What comes next is the onboarding and training exercise. What your company needs out of its employee is unique to it. Such uniqueness requires hands-on training as well.  So, picture your new hire like a lump of clay. He or she is raw and has potential but still has to be shaped into the kind of employee you want.

Don’t miss any detail whole undergoing such exercise. When in doubt, over-train rather than under-train. The last thing you want is for your employee — who is costing you money — to be more of a nuisance than a help.

Take hiring seriously.

A bad hiring has repercussions for you as well as the new employee itself. A botch-up by you can have the negative effect on the future of your company as well as the future of the new entrant itself. Hence, don’t take the entire process for granted and devote ample time, money, resources and manpower to it.

 

 

 

 

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5 Ways to Get an Award-Winning Employer Brand on a Budget

Congratulations on setting up a company with a good number of employees! Your company is now your brand that you ought to take pride in flaunting. As a brand that employs, there are a few questions that you should regularly ask yourself while you run the company. How popular is your brand to the outside world? Do outsiders have a positive or negative impression about your brand? How appealing is the employer-employee relationship to the audience? Will the picture that you paint of your brand as an employer encourage job seekers to apply to your company for employment? This is what an employer brand is all about, it refers to how you brand your company as a strong and attractive employer. Employer branding doesn’t necessarily have to be expensive, it’s an art that can be perfected even on a low and limited budget. Career Marshal tells you 5 simple and affordable ways in which your company can head towards becoming the best employer brand.

Identify your USP as an employer

What is that one unique quality that makes your company a better working place than other offices? Identify the Unique Selling Proposition that you offer as a brand. Be honest and clear in stating what you can offer when you employ and make sure that your company lives up to that statement. This being said, never exaggerate on your USP, know where your limits lie and do not go overboard with your declaration.

Focus on perfecting the HR Department

The Human Resource Department plays a vital role in painting a picture of your company as an employer. It is most likely that any job seeker’s first interaction will be with the HR department for inquiries regarding job openings and interview processes. Therefore, the communication that goes out from the HR team should be very polite and precise as this is where potential employees will get their first impression of the company. From briefs about hiring processes and expectations that job seekers should have from you, your HR team should make sure that they’re being realistic.

Leverage your email responses

Be it automated or customized responses, a revert to mails should always be sent. If an automated response is not what the query has asked for, then it must be made sure that it is forwarded to the concerned department; a response should be mandatory. Good communication in any form has done no damage ever.

Bring your star employees to the forefront

Signing up to hire a brand ambassador or a popular face to represent your company is something that mostly requires high budget. What can be done instead is bringing your highest performing employees to the limelight on your website/social media pages and highlighting the ways in which they’ve excelled in their field of work. To add to this, you can mention the rewards and benefits that have been offered to them for high productivity – this is a subtle way to tell people that your company is an employer that acknowledges and appreciates the efforts of its employees.

Never miss out on social media

Make your presence felt on different powerful social media platforms like instagram, twitter, LinkedIn and facebook. It is a fact that social media is not just a platform any more; it is one of the most influential tools available today. Treat your employees right and highlight the epic work culture that you provide – post pictures and videos of your employees enjoying their work, post visuals of office outings and trips; put in the effort of posting a birthday wish/message for each employee with their pictures. Another great idea is to make a post related to the great clients that your company caters to. In short, share posts that portray the best of what you’ve been delivering. Spread the positivity, transform your company into an employer brand that every job seeker wishes to be a part of!

 

 

 

 

 

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How to Keep Your Star Employee Motivated When You Can’t Offer a Raise or Promotion

The task of being a manager or an employer is not an easy one. There are times when you know the true worth of an employee and you want to generate further productivity yet you can’t offer him/her a raise or a promotion due to lack of the right resources. What do you do then? Just sitting back and feeling helpless is absolutely not an option, there are a number of ways to make up for it.  In this article, Career Marshal brings to you a few suggestions that you might want to consider if you’re a manager looking for ways to keep and motivate your star player without offering a promotion.

  1. The power of a one on one conversation

Words are powerful! Get your star employee to sit and have a serious talk with you, take your time out and show that you care. Try to make the employee understand that while you know how deserving the employee is, there are certain restrictions that bind you; try and get honest opinions from your employee to know where they stand emotionally about this “no raise/promotion” issue. Be the comforter and the encourager your favorite employee needs.

  1. Acknowledge that your employee is worthy

Let your employee know that he/she is truly an asset to your company – offer a monthly bonus and give special credits to this employee on projects. Also advisable is making your star employee choose the projects he/she wants to work on and deliver what has been asked for, another way to provide a special treatment would be the act of granting a scheduled and consistent work from home days or even paid vacations.

  1. Convey that there are opportunities for growth in the same position/ profile

Identify the talents in your star employee and discuss how these talents can be projected differently in a unique way, make innovative suggestions that will challenge the employee to perform better and get more work satisfaction. If this isn’t satisfactory enough, then shifting the employee to another position along the same rank is a great idea, a new job title would definitely be a welcome change.

  1. Remember that cash isn’t everything

For some employees, what works better than a cash bonus is the sweet gesture of giving gifts, taking your star employee for a lunch treat could be a great start. Gifting doesn’t have to be necessarily expensive; it could be a small but essential stationery item like a diary or a notebook. If you wish to take it a notch higher, then you can opt for designer pens that come in different price ranges. Also remember that it’s always the feelings and thoughts you put behind your gifts that makes gifting super special!

 

 

RinkyHow to Keep Your Star Employee Motivated When You Can’t Offer a Raise or Promotion
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How to Get the LinkedIn Profile for the Job You Want

Branding and rebranding aren’t just for businesses, it could apply to people too. Yes, you read it right and that is exactly what you ought do to speed up your process of landing the interview and hopefully, getting the job of your dreams. It is a fact that you are your own brand, therefore Career Marshal has listed out a few ways through which you can market yourself the right way on LinkedIn.

  • Be willing to invest time on building your profile

Treat your LinkedIn profile like a representation of yourself; the more time and focus you invest on creating this profile, the better it will become. Do not let laziness take over, be very efficient in filling up every section, put in every detail of the work experiences you’ve mentioned. Also, pay attention to the writing style and technique that you use, always write in first person when you write about yourself.

  • Images are important

It’s a visual world, so let the first sight of your profile be as appealing as it can be. For your display picture, it is apt to use a professional photograph, most preferably a professional headshot. Add to this a background image that will match up to the professionalism that your display picture shows.

  • Opt for a custom URL

This is one thing that every job seeker must do to retain a place in the recruiter’s mind. The original URL that LinkedIn provides is mainly a combination of a bunch of numbers and letters, your potential recruiters clearly won’t remember that. Rather, you should personalize your URL and throw in words that best describe you and your professional profile. An update with this new LinkedIn URL on your business card is a good idea to impress your potential recruiters and since social media is a powerful tool, make sure that you include this customized URL on all social media platforms.

  • Work on the summary section

Never neglect this section, the summary section is where you are really put to the test. You must include all your relevant work experiences, you don’t need to mention all kinds of experiences – tailor make it in such a way that will best relate to the job profile you’re wishing for. Add images or documents to support the statement you’ve made about your work experiences, this will generate more favours your way. Be warm and welcoming with your summary, mention your achievements and a little about who you are as a person – writing about your working style would be a great idea.

  • Ask for recommendations

Recommendations are a very essential part of a strong LinkedIn Profile, so do not leave this section blank. Request and get positive recommendations from your ex/ present colleagues or even your bosses; this will enhance and increase your chance of getting hired.

 

 

 

 

 

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4 Things Your HR Department Needs to Start Doing.

We’re all aware about the role and importance of the Human Resource Department for any company. Given that their main function is to provide a strategic management of employees and the office environment, is your HR department really fulfilling the requirement of the job? Join us in looking at the 4 things that your HR Department should start doing, if they haven’t done it already!

  1. Be well versed with technology

There was a time when every record of the company was on paper in files. Times have changed and the HR Department should be very adaptive to that change. It is advisable for the HR team to transform every detail about the company into a digital record; this includes details from the minute ones to the bigger ones. This will enable keeping a hassle free track on various aspects for example, the salary structure for each profile and the attendance & holidays taken by employees.

  1. Be approachable and inspire the employees

The HR Department is your apt destination when you have any problem in the office, so the HR team should always be considerate to hear the employees out and look for a solution to those problems. But also, the HR person should know where to draw the lines – things should not get personal to the extent of physically trying to help in solving the personal problems of the staff. The HR Team must make sure that the problems they are dealing with are strictly in relation to office matters, the employees should be able to trust the HR Team with immense faith.

The HR Department should also be exemplary in their transparency and punctuality to report for work. This department should be one that every other employee looks up to, be it pertaining to work habits or code of conduct.

  1. Promote and encourage team spirit

In an office environment, there are always different teams across various departments. A lot of times when you are not in the same team with a colleague in the office, you hardly even talk or greet each other. This should not be the case, the HR Department should promote the culture of greeting one another, even across different departments – a mandatory “good morning” would be a nice way to start. The HR Department should also hold group meetings with all the employees, conduct a poll and find out the common interests that the employees share. This interest could be towards donation or an outing, the HR Team can act on the results of the poll and organize something that everyone can be a part of – this will promote a sense of unity among the employees.

  1. Pay close attention to cleanliness

The importance of a clean office is essential for a better working environment. The HR Department should always prioritize a consistency in cleanliness of the entire office – a cleaner environment will result in fresher minds that will in turn generate more productivity.

 

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5 Creative Resume Designs That Will Make Recruiters Look Twice

Your resume represents you; it is one among the many things that define you to your potential recruiters. When you send your resume to apply for a job, it’s the same as putting half of yourself out there for assessment. It is totally in your hands as to how you would like to project yourself to others. Including and highlighting details such as your contact details, education/work experiences, your core strengths and your talents are things that don’t even need any briefing anymore. It is a given that strong headlines to your resume will boost your chances to land the job. However, we at Career Marshal would like to tell you how the designs and colors you choose for your resume will best impress the onlookers to an extent that they go through it, not just once but twice!

  1. Resume with white spaces

HR/employers have to go through hundreds of resumes once they announce a job vacancy. In order to allow them an easy and relaxed read, do not try to compress everything into one page. Free the spaces in order to give more white background that will in turn give the employers a more relaxed view. It is advisable to send a neat resume that is 2 to 3 pages long rather than sending a 1 page resume with compressed fonts and details. This way, recruiters wouldn’t mind going through your resume over and over again.

  1. Play with colors

This is an apt idea to incorporate some highlighting to your resume. You can co-ordinate the colors that you use, for example yellow and green are colors that make a great combination, this design is sure to catch attention and grab some eye balls.

  1. Use of pictures

Here is where you can have some serious fun with preparing a resume for yourself. Add some pictures to your resume, use pictures that support what you have written on your resume; for instance you can use pictures of a briefcase and a coffee mug right adjacent to details of your work experience.

  1. Throw in some shapes and figures

This is for the graphic lovers. Design your resume in such a way that you put your details within different figures and arrange/align them in a way that you think would be perfect. For example, you can keep your basic information like your name and contact details within a circle shaped figure, then you can put your education qualifications and experiences in a triangle shaped figure and so on. This will show the effort you put in into making the resume.

  1. Themed resume

Transform your resume into your canvas. Pick a theme, the theme you pick could be that of a season or even the theme of an office interior. Let us take the example of an office interior; you can pick a subtle image of an office interior which will act as a light backdrop to your resume. Then you can start off by putting your name at the door image of the office and your contact number right where a telephone is stationed. You can place your core strengths in the meeting room portion of the interior and you can proceed further by mixing and matching your details with various parts of the office backdrop. Design to impress!

 

 

 

 

 

 

Rinky5 Creative Resume Designs That Will Make Recruiters Look Twice
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