Lindsey Roehrborn’s Post

In today's competitive job market, getting your resume into the hands of a hiring manager can be the key to landing your dream job. While submitting your application online is a common approach, there is one sure-fire strategy you can employ to increase your chances of making a personal connection with the decision-maker. Here's a guide on how to get your resume into a hiring manager's hands:

Employers, here’s how your job descriptions can make a lasting impression 🌟 Job descriptions serve as the first point of contact between potential candidates and your company, giving them a sense of whether they’ll be a good fit! When you invest time and effort into helping candidates understand the role and responsibility that comes with it, those who align with your company’s values are more likely to apply. In this comprehensive guide, we’ll take you through a step-by-step journey on how to write job descriptions that will catch the attention of Gen Y and Z. 🚀 Get free access to: Handpicked samples of job descriptions you can reference Foolproof strategies for crafting stellar descriptions The ultimate A-Z job description checklist Curious to know more? Download the full guide for FREE today at hiredly.com/HRpack2!

You don't know what you don't know. When it comes to a job search, there's so much you probably don't know. ➡ How important is ATS? ➡ What IS ATS? ➡ How do I leverage LinkedIn in my job search? ➡ How many versions of my resume do I need? ➡ What if I have employment gaps? ➡ What kinds of questions should I be prepared to answer in an interview? And the list goes on. With nearly three decades 👀 of experience, and after having written thousands of resumes for candidates from entry level to the C-suite, I love helping you answer these questions and get prepared for your job search. At Resume and Career Services, Powered by Blue Signal, we have a comprehensive eight-week coaching program that supports you in those crucial aspects of your search, from determining what you want to do next all the way to accepting a job offer. Learn more about how you can leverage my experience to your advantage: https://lnkd.in/gzWX9F3B

🚨 Make sure you have these 3 things included on your Handshake profile to get the job you want. 🚨 When you fill in your interests, two great things happen: 1. You receive better, more relevant job recommendations. 2. You're more likely to have a recruiter message you! 80% of students who share their interests on Handshake receive a message from a recruiter.

Here's a quick tip for job seekers on this Monday afternoon: Highlight your most relevant skills prominently on your CV. 💡 Start with a skills section that features the abilities directly related to the job you're applying for. This allows recruiters to quickly see that you have the necessary qualifications. Tailor this section for each application, ensuring that the skills you emphasize align with the job description. ✍ By showcasing your key skills upfront, you make it easy for employers to see why you're a strong fit for the role. 💪

What do we do with people who are skilled, but not motivated? I recall one of those oversimplification quadrants. On one axis was skilled/unskilled. The other was motivated/unmotivated. The management style was supposed to match the quadrant. So: If someone is neither motivated nor skilled: "Supervise." This is stuff like McDonalds. You give them very specific and detailed instructions, and you monitor them for compliance. That only works where there is an opportunity to drive a lot of value from rote human work, and it doesn't apply to startups that cannot build inflexible processes an unmotivated person can perform under constant supervision. In those environments—and I speak as someone who has been on both sides of this in my life—the correct management technique is "fire." If someone is both skilled and motivated: "Facilitate and elevate." Give them what they need to "do what they do when they do what they do so well." Act as a shit umbrella to defend them from interruptions and organizational paper cuts. And challenge them to elevate into areas where they are motivated but unskilled. If someone is motivated, but not skilled: "Teach." This is obviously stuff like a CAP/Co-op/Intern, but in actuality it occurs at every level in an organization when a person is growing. Even very senior people need to learn when an org is growing and changing, for example. And finally, the answer to the question: If someone is skilled, but not motivated: "Motivate." Most people prefer "motivated but not skilled" to "skilled but motivated," for many reasons. First, "motivating people" is a skill that is very hard to teach, manage, measure, or scale. Second—and this will be a strawman for experienced people managers—"motvation" is usually an alignment problem, not an energy problem. And alignment problems are hard to fix. Nevertheless, people who are skilled but not motivated are an opportunity. Most aren't dysfunctional, but at the same time, they are just doing their jobs. Motivation for skilled people is often closing a gap between what they think is important, and what the org prioritizes. Sometimes, that's on them: They need to get their values into alignment with the org, or seek better alignment elsewhere. Sometimes, that's an opportunity to listen, learn, and then lay out the case for why their work is important to the org and to them, on their terms. Aligning people's work with their values, and aligning their values with the org's value is what we do as leaders. And sometimes, that's an opportunity to realize that the org itself needs to reconsider its priorities. That's a very hard problem, but surely we're in this for the challenge! TL;DR: Motivating skilled and experienced people through aligning their sense of what matters with the org's values/priorities is an important function in management.

Introducing: The Ultimate 30-Point Game-Changer Job Search Checklist! Are you ready to take your job search to the next level and land your dream role? Look no further! We're excited to present our comprehensive 30-point checklist designed to revolutionize your job search journey. In today's competitive job market, having the right tools and strategies is essential to stand out from the crowd. Whether you're a seasoned professional or just starting your career, this checklist is your secret weapon to success. Inside this game-changing resource, you'll discover: ⭐ Thirty essential steps to supercharge your job search process ⭐ Proven techniques to optimize your resume, cover letter, and LinkedIn profile ⭐ Insider tips for acing interviews and impressing hiring managers ⭐ Strategies for leveraging networking opportunities and maximizing your job search efforts ⭐ And much more! Don't let another opportunity slip through your fingers. Take control of your career destiny with our Ultimate 30-Point Game-Changer Job Search Checklist. Click the link given below to check out and download the curated job search checklist and embark on your journey toward professional success! 🌟 https://lnkd.in/eCi3kWQj #JobSearchSuccess #LinkedInStrategy #CareerGrowth #pratyushkumar #jobsearchchecklist

Learning how to quantify your accomplishments is your ticket to credibility. Whether you've increased revenue, streamlined processes, or boosted team productivity, these achievements deserve to be showcased in measurable terms. Here’s why this matters: 💎 Quantifying your performance provides specificity for the hiring professional who is reading your resume 💎 Providing numbers makes your claims on the resume more credible. 💎 Using quantities on your resume demonstrates that you are results-oriented. 💎 Numbers help your resume to stick in the mind of the hiring professional. So, if you're ready to stand out from the crowd, dive into this read and learn the secrets of making your achievements speak volumes. Check out this article: https://buff.ly/3PEFXGf

Learning how to quantify your accomplishments is your ticket to credibility. Whether you've increased revenue, streamlined processes, or boosted team productivity, these achievements deserve to be showcased in measurable terms. Here’s why this matters: 💎 Quantifying your performance provides specificity for the hiring professional who is reading your resume 💎 Providing numbers makes your claims on the resume more credible. 💎 Using quantities on your resume demonstrates that you are results-oriented. 💎 Numbers help your resume to stick in the mind of the hiring professional. So, if you're ready to stand out from the crowd, dive into this read and learn the secrets of making your achievements speak volumes. Check out this article: https://buff.ly/3PEFXGf