How to Use Resume Keywords to Land an Interview

How to Use Resume Keywords to Land an InterviewHow to Use Resume Keywords to Land an InterviewResume keywords are critical to helping you get your resume noticed by employers. By including keywords in your resume and titelbild letter, youll increase your chances of landing a job interview. Keywordsare words or short phrases that relate to particular requirements for a job. They are the skills, abilities, credentials, and qualities that a hiring manager looks for in a candidate. When a hiring manager looks through a pile of resumes, he or she scans each resume to find these keywords. Many companies even use automatedapplicant tracking systems(ATS), also known as talent management systems, to screen candidates for job openings. One way an ATS works is to eliminate resumes that are missing certain keywords. If the software or the hiring manager does not detect any of the keywords in your resume or cover letter, your application might get thrown out. By embedding keywords in your resume or cover letter, you will demonstrate, at a glance, that you fit the requirements of the punkt. Types of Resume Keywords Yourresume keywordsshould include specific job requirements, including your skills, competencies, relevant credentials, and previous positions and employers. Essentially, keywords should be words that, at a glance, will show the hiring manager that you are a good fit for the job. For example, based on experience, a candidate for an employee benefits management position might use the following resume keywords Employee benefit plansHealth care benefitsBenefit policy A customer service representative could include CustomerserviceCustomer tracking systemComputer skillsOrder entry experience Tips for Finding Keywords Reviewjob postingsthat are similar to the positions you are interested in and look for keywords to incorporate into your resume. Search for job listings that match your background or experience and scan for the buzzwords. The keywords or phrases will b e sprinkled throughout the job listing and in the qualifications and responsibilities sections. Incorporate the popular keywords into your resume. Also, review the companys website for possible keywords. Utilize keywords that the company uses to describe itself to demonstrate that you are a good fit for them. You might find this language on the companys About Us web page, or in the job listing itself. For example, if the company identifies itself as creative, you could incorporate creative and creativity in your resume. Its important to update the keywords on your resume to enkoranvers that they match the companys language. Tips for UsingKeywords in Your Resume Be specific. Include keywords that are as closely related to the specific job as possible. The more focused and specific you are in your language, the better the chance youll have at showing you are a good match and get picked up by resume scanning software. Know the companys value proposition. The companys value proposit ion is what sets it apart from their competition. Make sure your resumes keywords and your experience are formatted in a way to reflect the companys brand. For additional keywords or phrases important to the company, go to the companys LinkedIn page to see how they describe themselves. Also, be sure to click on the profiles of the companys employees and search for similar positions that youre applying to, paying particular attention to how they describe themselves as valuable members of the company. Use as many keywords as possible. Make sure you have touched on most, if notall, of the keywords that are relevant to each position. Of course, do not use a skill keyword if you donthave that skill. Incorporate as many appropriate keywords as possible that help youmatch your qualifications to the job. However, the keywords must be appropriate and flow seamlessly throughout your resume. In other words, dont overdo it. Mix up the keywords. Include a mix of different types of keywords, incl udingsoft skills,hard skills, industry buzzwords,certifications, and more. Using a wide variety of keywords will show that you have all of the diverse qualities necessary for the job. Also, the companys resume scanning software might be programmed for a particular keyword, so youll want to include synonyms of the keywords. For example, you might have developer as a keyword on your resume, but the company uses creator instead. By using multiple versions of keywords and phrases, your resume will have a better chance of getting picked up by a scanning program. Put the keywords everywhere. In buchung for an employer or a scanning program to find your keywords, sprinklekeywords throughout your resume. You might incorporate these words into yourresume summary statement, past job descriptions, theskills sectionof your resume, and any other part of your resume that seems appropriate. It can also be a good tactic to place the most important keywords in a dedicated core competencies table at the beginning of your resume, right after your resume summary statement. This will help the keywords to pop on the page. Review a Resume Example This example includes keywords in the Core Competencies section, as well as in the descriptions for each position. Resume Sample Including Keywords Geoffrey Gold1234 Spruce Hills ParkwayMilwaukee, WI 53205555-555-5555ggoldemail.comQualifications SummaryCost-conscious and analytically astuteCompensation and Benefits Manageroffering 10 years expertise optimizing benefits programs for major employers in the manufacturing sector.Core Competencies Benefits Administration, Benefit Policy Development, Employee Retention Strategies, HR File Management, Process Evaluation and Improvements, Financial Analysis and ForecastingProfessional ExperienceXYZ MANUFACTURING CORPORATION, Milwaukee, WICompensation and Benefits Manager, 02/2013-PresentLeverage deep knowledge of current compensation and wage structures to structure and implement cost-effecti ve benefits packages for 1200-member workforce. Directed staff of 5 HR assistants in communicating benefits information, policies, and procedures to personnel.Re-sourced primary healthcare benefits provider, reducing program costs by 57%.Diligently ensure corporate compliance with all governing federal and state regulations.UNITED MANUFACTURING, Milwaukee, WICompensation and Benefits Specialist, 06/2008-02/2013Skillfully classified new employees to determine and initiate benefit programs. Educated personnel in available benefits and application processes compiled and distributed benefit reports.Played instrumental role in securing executive buy-in for a new compensation structure that increased speed of employee eligibility for available benefit levels.Created an efficient file management process that eliminated a severe recordkeeping backlog within six weeks of anfangsbuchstabe hiring.Education and CredentialsAssociate Degree in Human Resource ManagementWISCONSIN INDIANHEAD TECHNIC AL COLLEGE, Ashland, WITechnical Proficiencies Microsoft Office Suite (Advanced Excel, Word, Access, PowerPoint) and PeopleSoft compensation management software Expand Using Keywords in Your Cover Letter You should includekeywords in your cover letterin the event your cover letter is scanned. Even if the cover letter isnt screened by a program, youll have a better chance of getting selected for an interview as a qualified candidate if the keywords and phrases are listed throughout the cover letter. Include keywords in the body of your letter, making sure that they match the most important keywords and skills mentioned in the job listing. An effective way to do this is to describe your relevant skills and achievements in bulleted, keyword-loaded statements in the second or third paragraph of your letter. By using keywords strategically in your cover letter, youll be able to persuade the hiring manager to give serious attention to its accompanying resume.

ASMEs 2014 New Faces of Engineering Winner, New Faces-College Edition Nominees Selected

ASMEs 2014 New Faces of Engineering Winner, New Faces-College Edition Nominees Selected ASMEs 2014 New Faces of Engineering Winner, New Faces-College Edition Nominees Selected ASMEs 2014 New Faces of Engineering Winner, New Faces-College Edition Nominees SelectedLast week during Engineers Week, ASME member Stacy Moss and 12 other early career engineers were selected to the 2014 class of the New Faces of Engineering program, which honors practicing engineers up to the age of 30 for their contributions to the engineering profession and society. In addition, three ASME student members - Ashton Archer, Emily Miner and Meredith Campbell - were announced this month as ASMEs three finalists for the 2014 New Faces of Engineering-College Edition program, a spin-off that recognizes the achievements of third-, fourth- and fifth-year engineering students.Each year, engineering societies nominate members 30 years or younger to be considered for the New Faces of Engineering program, which is adm inistered by DiscoverE (formerly the National Engineers Week Foundation). Moss, who was nominated by ASME, and the 12 other New Faces winners were announced in a full-page ad in USA Today on Feb. 20 during Engineers Week. Stacy Moss Moss, a shock and survivability analyst at the Naval Undersea Warfare Center Division Newport, joined Division Newport in 2009 as a mechanical engineer and in the following years has advanced to positions of increasing responsibility. According to Captain T.W. Cramer, U.S. Navy Commander, in his nomination cover letter, Moss has quickly proved herself as one of the best shock and survivability analysts in this organization, leading a Weapons Systems Integration Team for more than a year and assuming responsibilities for weapon shipping, handling and stowage systems, vertical and horizontal weapons launch systems, among other critical tasks. Ms. Moss represents the best qualities in an engineer, and is an outstanding representative of Division N ewport, as well as the ASME organization, he continued.Moss, a member of ASME since 2005, received her bachelors and masters degrees in mechanical engineering from the University of Massachusetts Amherst in 2006 and 2009, respectively. Read more about Stacy Ross on the DiscoverE website.To see the complete list of New Faces winners for 2014, visit www.discovere.org/our-programs/awards-and-recognition. Ashton Archer On Feb. 13, Ashton Archer, Merry Campbell and Emily Miner were announced as ASMEs three 2014 New Faces of Engineering-College Edition nominees on the programs Facebook page (www.facebook.com/CollegeEdition). Ashton Archer is a fifth-year engineering student at Kansas State University, where she is an active member of the universitys ASME student section. Archer has also participated in Kansas States outreach program KAWSE (K-State office for the Advancement of Women in Science and Engineering), where she worked with middle and high school girls during a summer workshop to encourage them to pursue engineering and science-related fields. Emily Miner Emily Miner is a fourth-year student at Worchester Polytechnic Institute. As student section chair, Minor serves as the main point of contact with the Worchester ASME senior section, which she has assisted with the organization of professional development events. She has also served as a mentor to young engineering ambassadors on several occasions, discussing science, technology, engineering and math (STEM) topics with students ranging from elementary school through high school. Meredith Campbell Meredith Campbell, a third-year engineering student at Daniel Webster College in Nashua, N.H., has served the Daniel Webster ASME student section in various capacities, including chair. She has also participated in ASMEs Human Powered Vehicle Challenge (HPVC) competition, and volunteers in her local community with engineering programs for children. She is a non-traditi onal engineering student who began pursuing a mechanical engineering degree upon returning to school at the age of 23.The winners of the 2014 New Faces of Engineering-College Edition will be announced on April 2. Winners will each receive a scholarship of $500 to $1,000 and have their photo and a brief statement of their accomplishments featured on the New Faces-College Edition Facebook page. View the entire list of nominees from the various engineering societies participating in this years New Faces-College Edition program.

6 reasons your next meeting should be optional

6 reasons yur next meeting should be optional6 reasons your next meeting should be optionalI was asked during a recent interview, You say to make every meeting optional. Thats provocative, but is it practical? How would that work? Does anyone do that?In my research into meeting practices at high-performing organizations, I found they had a lot in common. Some practices showed up everywhere, like using a clear process to run meetings and taking good notes. Other ideas only showed up in a handful of places, but when they did, they were game changers big ideas that lead everyone to step up their meeting game.Andy Kaufman, the host of the People and Projects podcast who asked me those questions, picked up on the game changer that leaders find fruchtwein implausible Make meetings optional.It sounds like a radical policy, but when you look mora closely, youll see that its a no-brainer. Here are six reasons why1. Making meetings optional eliminates excusesNo one likes their time wasted in a pointless meeting. We also hate sitting next to someone whos checking their email, rolling their eyes, and vampire sucking all the energy out of the room.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe reality is we are all adults, and no one can force you to attend a meeting you believe to be a waste of time. Really all meetings are already optional, but it sure doesnt feel that way.By creating an explicit company policy stating all meetings are optional, you eliminate the excuses. Theres no longer any excuse to sit in a meeting doing other work. If that work is more important than the meeting, go do it The policy makes it clear that each person is responsible for using their time well.Meeting leaders lose their excuses for holding lousy meetings, too. How?2. Making meetings optional forces leaders to get clear on the valueWhen no one has to attend your meeting, and when anyone can leav e if they realize its not a good use of their time, meeting leaders must learn to advertise the value of each meeting in the invitation. A policy of optional meetings forces leaders to think critically about why the meetings needed, who would get value out of participating, and what the results should be.This clarity is required for any decent meeting, but busy leaders often skip this work when they know folks will show up anyway. Remove the assumption that other people will participate in a lousy meeting and you remove the lousy meetings.3. Making meetings optional supports your core valuesFor example, in our company, we value excellent service and well-being. Because our meetings are all optional, our team knows that theyre expected to help our customers and take care of themselves first - even if it means arriving late or missing a meeting altogether.By making meetings optional, organizations make it clear that meeting isnt the point. This policy tells employees that if its a ch oice between living your values or a meeting, you want values to win every time.4. Making meetings optional makes meeting performance integral to job performanceAn optional meetings policy does not imply that meetings have no value. On the contrary, meetings are one of the most powerful tools we have for setting direction, creating alignment, solving problems, and driving momentum.Instead, this policy makes every individual responsible for making meeting time worthwhile. If leaders fail to run valuable meetings, and their teams opt out, that will absolutely impact performance. If a team member decides to opt out of all meetings, thereby failing to contribute ideas, solutions, and information to the group, then their value to the organization decreases dramatically.Both kinds of performance failure are common in companies without this policy. Leaders regularly fail to make meetings valuable and employees regularly fail to contribute, but we accept this because we assume meetings suck . PoppycockWhen you make meetings optional, you now have a clear way to talk about and expect a performance that creates value from everyone. No excuses5. Making meetings optional encourages excellent record keepingRecently I worked with a company struggling to balance their desire to be inclusive (which encouraged everyone to come to every meeting) with their need for productive meetings.The leaders desperately wanted more focused meetings so they could get decisions made, but they didnt want to turn anyone away. Employees wanted to stay informed but felt frustrated when they found themselves in meetings that didnt impact their work and where they couldnt participate.Making meetings explicitly optional was the first step in changing this culture. That let employees who felt obligated to attend meetings they didnt value off the hook.The second step was making sure every meeting had a clearly stated purpose in advance, so people could see which ones were directly relevant to them.The n, most critically, notes were published for every meeting so everyone could see the key points, decisions made, and next steps.It took time, but it worked. Everyone in the company can now see in advance which meetings matter to them and choose to only attend those where they have an active role to play. And, knowing theyll see the notes afterward, people can skip meetings and still stay informed.6. Making meetings optional means youll get smaller, better meetings. And fewer of themPut it all together and organizations get a dramatic impact from this simple policy. As with any new policy, leaders must repeat it many times and opt out of meetings themselves before others believe. Once your team sees you model this policy in practice, however, expect to see rapid change.As a business leader, I know that by making meetings optional, were making it easier for our employees to make good choices about when and how they meet. A policy like this that results in smaller meetings, better meet ings, and fewer of them is not provocative. Its good business.J. Elise Keith is the co-founder of Lucid Meetings and the author of Where the Action Is The Meetings That Make or Break Your Organization. For more information, please visit, www.lucidmeetings.com and on connect with her on Twitter.