Business Nine questions your resume should always answer (according to...

Nine questions your resume should always answer (according to entrepreneurs)

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When a potential employer reads your resume, they often have a checklist of items they are looking for. They may want to see that you have the right certifications or degrees, that you have a certain number of years of experience, or that they are looking for a certain set of skills. But even if you qualify on paper, the employer may still have a few lingering questions to answer before deciding whether to proceed with your application.

Below nine business leaders of Council for Young Entrepreneurs list a few of those questions and explain why your resume should always address them. Consider their advice to ensure your resume has the best chance of impressing your potential new boss.

1. Are you loyal?

I believe that resumes should reflect a candidate’s loyalty to their previous companies. This can be represented by “resumption of employment” or, more simply, staying with the same company for a long time. When interviewing candidates, I’m looking for someone who wants to “become part of our family” and be a part of our company on a long-term basis. The reasoning is simple: I believe that hard work and learning have a reinforcing effect. There is certainly a direct correlation between the time a team is working together and a world-class work product. – Christian Rivera, The e-commerce accountant pc

2. How can your experience help the company?

One thing a resume should always cover is how a candidate’s experience can benefit your company. Every applicant should always emphasize how he would be an asset to an organization. Organizational executives should not view resumes as pieces of history, but rather as living tools to help them assess the skills and abilities of applicants. A resume should show a candidate’s skills, but more importantly, it should show their suitability for the role. That’s why many recruiters prefer to call the candidates who can best answer this question. – Kelly Richardson, Infobrandz

3. What is your passion?

A candidate’s resume should give an indication of their passion and the idea that fuels them. That could be an answer like ‘fixing things’ or ‘taking care of people’. It gives me an idea of ​​the values ​​and vision behind the piece of paper and shows me the heart there. Salespeople can talk about a competitive advantage or their love for building relationships. Once I have an idea of ​​what drives someone, I start to understand how that can fit into my team. It may prompt me to expand the conversation to other roles or give me a better idea of ​​their future in my company. – Tyler Bray, TK Trailer Parts

4. Are you going to work on improvement?

I believe that every resume should include earned certificates such as online course degrees. I find this information helpful because it shows me that the applicant is interested in personal and professional growth. When it comes down to it, it answers the question, “Will this person actively work to improve their skills while with our company?” – Chris Christoff, MonsterInsights

5. Can you quantify your successes?

An applicant’s resume should always contain clear and specific statistics. In jobs where results are important, someone who can quantify their performance stands out much better than a generic application. If a resume can show how an aspiring employee improved processes or increased sales and customer engagement with specific numbers, it always grabs the attention of hiring managers. Show results in numbers and if possible have references to back up your claims. Always show past success associated with the job you are applying for. This will help the hiring manager measure your long-term viability and productivity in relation to the specific role. – Brian David Crane, Spread great ideas

6. Would previous employers recommend you?

I expect applicants to include professional references on their resumes. This information answers the question, “Would previous bosses and colleagues recommend you to our company?” The key here is the word ‘professional’. I’ve had people try to include their siblings and partners as references. The truth is, these people are not good references. I want to hear from people who have worked with you every day and know what you are like as an employee. – John Turner, SeedProd LLC

7. Why are you the right match?

We are not here to hire the “best” candidate, but the “right” candidate for a position. I want to see evidence that the candidate understands the role and knows what relevant skills of his will help them succeed in that role. It shows me that the candidate is serious and has thought carefully about the role and their skills. I always had a more meaningful conversation with those who modified their resumes for the role. While we hired the “best” and “right” candidates (gap between supply and demand), the right candidates consistently outperformed in the long run. Lower dropout rates are also seen in this cohort. – Vinay Indresh, Joy of space

8. Are you really interested?

How do I know you are really interested in this position? The resumes that stand out to me are the ones that are custom made. If you send the same template to every employer, you don’t want to work for any of them – you just want a job, and that’s a big turn-off for most positions. Each resume should be tailored to the company you are applying for, meet the stated job requirements and demonstrate the value you can add to the company. Even if a cover letter was not requested, start your resume with a personal letter summarizing how the rest of your resume aligns with the current position and what value it adds. – Karl Kangur, Above house

9. Why should we hire you?

A candidate’s resume should always provide an answer to why we should hire him. This single answer covers a lot of vital information that a hiring manager should know and tells a lot about the candidate in a more useful way. There are many questions that a potential candidate should always answer beforehand: Do they have the required skills? Do they have the required experience in solving challenges? Have they delivered results for previous companies? Are they a committed, responsible team player? Can they handle situations under high pressure? These are the pivotal areas behind the right rent. As decision makers, leaders have a responsibility to hire smart, and the answer to “Why should we hire you?” makes a candidate easier to understand and analyze. – Candice Georgiadis, digital day

Shreya Christinahttp://ukbusinessupdates.com
Shreya has been with ukbusinessupdates.com for 3 years, writing copy for client websites, blog posts, EDMs and other mediums to engage readers and encourage action. By collaborating with clients, our SEO manager and the wider ukbusinessupdates.com team, Shreya seeks to understand an audience before creating memorable, persuasive copy.

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