Front Desk Resume Samples Key Skills for Agents Clerks

Front Desk Resume Samples Key Skills for Agents Clerks Front Desk Clerk Resume SampleLeon Hellstrm5-Star Hotel Front Desk Clerkleon.hellstrom@gmail.com(718) 987-1234linkedin.com/in/leonhellstromSummary of QualificationsCurrent part-time university student enrolled in bachelors degree program in business management. 2+ years experience as hotel front desk clerk at busy, 5-star property. Seeking to leverage top customer appreciation award and personable, hard-working attitude to become the front desk agent for Chelsea Hotel.Work ExperienceHotel Front Desk ClerkJanuary 2017March 2019Brooklyn Heights Residences, Brooklyn, NYKey Qualifications ResponsibilitiesGreeted guests and responded to guest inquiries, requests, and issues in a timely, personable, and efficient manner to resolve guest concerns.Informed customers about payment methods and verified credit card data.Liaised with housekeeping staff to ensure all rooms were clean and ready to accommodate new guest arrivals.Provided information about hotel, restaurant, nearby attractions, ava ilable rooms, rates, and amenities.Reviewed items of note to determine what needed to be communicated to staff of subsequent shifts.Key AchievementsAwarded the 2018 Customer Appreciation Award from hotel management based on guest surveys.Front Office AgentJanuary 2016January 2017Milton Hotel Midtown, New York, NYKey Qualifications ResponsibilitiesEnsured compliance with hotel company standards and city hospitality policies.Managed invoicing and rate negotiation for large clients, business guests, and group tours.Confirmed group reservations and arranged personalized services for event attendees.Initiated and implemented upselling techniques to promote Milton Hotel services and facilities to maximize room occupancy and overall revenue.Instructed team members on hotel products, services, facilities, events, pricing, and policies to maintain a competent and transparent work environment.Key AchievementsEarned Employee of the Month award in June, 2016.EducationMajoring in Hospitality Bu siness Management (Bachelor of Science)Long Island University, Brooklyn, NYExpected Graduation: 2020Relevant Coursework: Lodging Management, Travel and Tourism Management, Recreation-Related Industries, Events and Conventions Coordination, Human Resources, Service Experience, Front Office Operations, Reception and Concierge Management.CSI High School for International Studies, Staten Island, NYGraduated 2016Key SkillsInvoicing PaymentsComputer Reservation SystemPoint of Sale (POS) Credit Card TerminalCourteous Customer ServiceVerbal Written CommunicationCertifications2017 Certified Front Desk Representative from the American Hotel Lodging Educational Institute (AHLEI)Awards2018 Customer Appreciation Award, Brooklyn Heights Residences2016 Employee of the Month Award (June), Milton Hotel MidtownLanguagesSwedish: Native ProficiencyFinnish: Limited Working ProficiencyWant to save time and have your resume ready in 5 minutes? Try our resume builder. Its fast and easy to use. Plus, yo ull get ready-made content to add with one click. See 20+ resume templates and create your resume here.Sample Front Desk ResumeSee more templates and create your resume here.One of our users, Nikos, had this to say:[I used] a nice template I found on Zety. My resume is now one page long, not three. With the same stuff.Create your resume nowCheck out other front desk and office-related resume guides:Help Desk Resume Sample GuideHospitality Resume Sample GuideFront Desk Receptionist Resume Sample GuideFlight Attendant Resume Sample GuideSecretary Resume Sample GuideNow, heres how to write a front desk resume:1. Choose the Best Format for Your Front Desk ResumeWhether its at a hotel reception or at the local car dealership, front desk clerks keep things organized so everything goes smoothly.Its the same hereYou need a great resume format to ensure its structured and easy to understand.So, adhere to these resume formatting rules:Start with your contact details in the resume header area at the top.Use clearly-defined headings to make each front desk resume section stand out.Use the best resume format: most front desk agents go with the chronological format.Choose a top resume font, and use white space to your advantage. No clutter!Unless the job ad explicitly asks for a Word document, send your resume as a PDF.Pro Tip: If youre applying to your first job as a front desk clerk, check out our no-experience resume guide for helpful tips on adding transferable skills and experience.2. Write a Front Desk Clerk Resume Objective or SummaryThat intro statement at the top of any resume for front desk jobs?Its called a resume profile, and it comes in two flavors: the front desk resume objective or front desk clerk summary.Each one is 34 lines long, and gives the office hiring manager or HR member a brief look at your front desk background, clerk skills, office experience, and career goals.AndLike a fire in the foyer, youve got to grab their attention with this introduct ion as soon as they begin.Which one to choose, though?Pick the resume summary if you have front desk job experience. This introduction type sums up your front desk skills and office-related experience. It also adds a key achievement with numbers to prove youre the candidate with the amenities theyre looking for.Select the resume objective if you have no reception job experience. This one talks up your front desk career goals, while still providing a numbered win to prove your capabilities.Pro Tip: The resume heading gets read first, of course, but that doesnt mean you must write it first. Instead, save it for last to make it easier to get those thoughts down.3. Create the Perfect Hotel Front Desk Job Description for a ResumeDoesnt matter if youre making a hotel front desk resume or a medical office front desk resumeGet the work experience section just right.How?Heres how to write the best front desk job description for resumes:Go chronologically by starting with your most recent job and going back from there.Place your job title on top, then dates worked, company name, and up to 6 bullet points outlining your front desk clerk duties for resumes.Reduce the number of front desk job description bullet points you give as you go further back, and include only the most relevant clerk accomplishments.Begin each entry with action words and verbs (e.g., initiated, mentored, etc.)Give them quantifiable accomplishments, not just standard job duties and front desk tasks.Target each resume to one job only!Pro Tip: Dont have front desk experience? Still list the most reception and front office-relevant job duties in your bullet points. Show off administrative tasks and secretarial responsibilities which you handled.4. Make Your Front Desk Clerk Resume Education Section ShineDont think your education resume section is important?Think again.To be the face of your company, youve got to put a good face on your hotel front desk resume with a perfectly structured education sectio n.Heres how to get it right:Have 5+ years of experience at the front desk? Add just your degree, major, and college name.Newer to reception? Add extra deets, such as academic accomplishments, extracurricular activities, and relevant hospitality coursework.Finished university? Dont include high school on your front desk resume.Still working on it? Add high school below your ongoing university entry.Pro Tip: Relevant coursework for hospitality jobs arent just those which relate to secretarial duties and reception tasks. Add coursework for your given industry, as well, such as your medical billing class if youre applying for a doctors office front desk position.5. Highlight Your Front Desk Skills for the ResumeFrom Microsoft Excel to juggling multiple tasks, youve got mad skills.But do they know it?Show the HR manager youre the best front office candidate with a perfect skills list.Front Desk Resume SkillsCustomer ServiceCourteousness ProfessionalismInterpersonal SkillsData EntryTime Management SkillsGuest Reservation SystemTechnical SkillsPoint of Sale (POS)Multitasking SkillsOrganizational SkillsWritten Verbal CommunicationOffice Administrative SkillsReceptionist SkillsUpselling PromotionDecision-Making SkillsMicrosoft Office / Google DocsConflict ResolutionHoweverDont just copy this list and paste it in your front desk resume.Do this, instead:List all relevant job skills you have, including soft skills and hard skills.Pull out the job ad where the front desk clerk position was advertised.Highlight front desk agent skills from their job requirementsthose are the best resume keywords to add to a resume.If one of your highlighted skills matches one on your list, add it to your front desk resume!Pro Tip: Front desk clerks require plenty of soft skills, such as empathy and communication. However, the hiring manager will value hard skills more (e.g., typing speed, invoicing), so pay special attention to the job description to look for these.When making a resume in our builder, drag drop bullet points, skills, and auto-fill the boring stuff. Spell check? Check. Start building your resume here.Create my resume nowWhen youre done, Zetys resume builder will score your resume and tell you exactly how to make it better.6. Add Other Sections to Your Front Desk ResumeHeres the thingAll the other front desk candidates have the same resume sections as you do.You need to stand out if you want that call back for an interview.To make yours unique, add some extra resume sections.Here are great additions to a resume for front desk jobs:certifications on a resumelanguage skillsprojectsresume awardslicensesmembershipshobbies and interestsvolunteering on a resume7. Attach a Cover Letter for Front Desk Resumes53% of employers say a resume without a cover letter isnt enough.SoA cover letter is necessary.Whether its front desk or back office, give them one to talk about.Heres how to write a front desk clerk cover letter:Get your cover letter format in order b efore you begin.Start the cover letter in a compelling way.Talk up your office-related experience and any front desk duties.Add key achievements with numbers to verify your value.End the cover letter with a strong call to action.Weve also got some great cover letter tips to help you along. Check them out!Pro Tip: Dont forget to follow up on your application. Shooting off a quick email or making a brief call might be the thing that gets you hired.Got any questions on how to write a front desk resume? Need more hotel front desk resume samples? Not sure how to talk about clerk skills or office achievements? Get at us in the comments below, and thanks for reading!

The Recruiters Guide to Finding Top Talent

The Recruiters Guide to Finding Top Talent We speak to Charlotte Clark and the Head of Talent Development at The Association of Professional Staffing Companies (APSCo). She is responsible for positioning APSCo’s UK International Talent Development division as the recruitment profession’s ‘go to’ source of high quality, credible training and talent development courses.  All of which are developed and delivered by recruitment and training experts and lead to recognized qualifications which help individuals achieve their full potential throughout their recruitment careers.   So we wanted to use her nouse and expertise to truly understand how to help you find top talent, what challenges and mistakes to look out for and maybe pick up something useful that will better your recruitment routine. How do you begin the journey to finding top talent? Have a meaningful company mission and vision and be a great place to work. Build a talent pipeline to include passive and active candidates and teach your teams to spot talent. Assess prospective hires on a blend of their soft and hard skills â€" hire for fit and train for skills. Give candidates reasons to choose your company, there is a lot of competition out there!  Review candidates quickly and don’t hang about with the interviews. What talent challenges is the industry faced with? Competition for talent is fierce and staff retention can be an issue. In fact, according to the latest APSCo Deloitte Recruitment Index, recruiter churn has increased consistently over the past three years: in 2017 26% of new starters left within 12 months. At the other end of the spectrum, recruitment is seldom positioned as a ‘career of choice’ for entry-level talent, despite the opportunities it offers. This is something that APSCo is working hard address to secure the future of our profession. What mistakes should we avoid? In my experience, recruiters often fall down due to a lack of business planning and strategy, not picking up the phone to build relationships with clients and candidates and a lack of understanding around a candidate’s priorities and interests. Not addressing counter-offer possibilities right from the start and failing to follow up with interviewed candidates are also common downfalls. Whats the one piece of advice you give to HR departments? Find a recruitment partner who will create a recruitment strategy with you. Be clear on who does what, for example, whose responsibility it is to manage salary negotiations. Your chosen partner should have in-depth knowledge of the market you operate in and should know where to source candidates and how to engage them. They should also have the knowledge to be able to promote your EVP and give potential candidates an authentic insight into your business. What hard lessons can you share with us? Being a working parent with three children has been a real challenge for me.  Whether it be arranging child care, dealing with mum-guilt when a child is sick or missing a sports day, the list is endless. However, working for a great employer which offers flexibility means I can spend time with my family when I need to. What are your top 3 tips to recruiters? Believe in what you are talking about: the market you work in, the candidate you are representing and the client you are supporting. Ask tough questions. Dig deep and make sure you have defined the candidate and clients’ needs and wants. Listen really listen to every candidate and client you are helping. What’s up next for recruiting? Recruitment is changing at lightning speed, and while no one is sure what the future holds, there are certain areas which are particularly hot. In terms of technology, video interviewing, chatbots, and the automation of tasks (not jobs) are on the rise. Elsewhere, an increased focus on diversity in the workplace will continue to accelerate. Connect with Charlotte on Linkedin

Too little too late Sheryl Sandberg apologizes for Lean In

Too little too late Sheryl Sandberg apologizes for Lean In Now that Sheryl Sandberg is a single mom, she has announced, in a post on Facebook, that its understandable that single moms do not Lean In. I am infuriated. First of all, why is Sandberg telling women they should all work?  The whole point of feminism was so women could have choices instead of having someone tell them what to do with their life. So we have choices. Women can decide they dont want to work. Women can decide they want to have kids and have a cushy job. Women can decide they want to be a single mom and have two full-time nannies. Sandberg doesnt talk about any of this. For Sandberg, mothers  have two choices: Have a spouse and lean in. Or be single and dont lean in. I have a supportive spouse and I dont want to lean in. What about me? Also, before I was with a spouse and staying home with kids, I was a single parent. You know what? Being a single parent sucked, but I was making a lot of money and I had two nannies and a house manager, and I have to say my life as a single mom was way easier than my life is right now. Because leaning in is so much easier than staying home with kids. What Sandberg is really saying, with her most recent backtracking, is that its hard to be a parent. I dont think she was really being a parent when she had a husband because all you have to do is trace her day-to-day whereabouts for a month to see that she was rarely home. But Sandberg would never admit that she wasnt parenting her kids when she was leaning in. Why? Why cant she tell us how many hours a week she was spending with her kids when she was leaning in? Why cant she tell us why she is deciding to be with her kids now more than double the amount of time she used to be with the kids when she had a husband? We have a really big problem here that the COO of Facebook wants to be a role model for women, and she is full of shit. But no one can call her out on it because Facebook owns the media. I didnt realize that until I wrote about her husband dying. When I wrote that post I got so many emails that requested confidentiality that said no one can say anything bad about her because Facebook controls the majority of traffic to media sites. I cant give you names but I can tell you that I have good sources. And you can do pretty cursory research to see this is not far-fetched. People express so much outrage that Donald Trump can run around saying crazy stuff and he doesnt ever have to explain himself. Who will pay for the wall? Seriously. How will we block all brown people from coming into the US? Amend the Constitution? He doesnt answer these questions in any reasonable way. And people complain. Yet Sheryl Sandberg does the same thing. She says shes leaning in and doesnt tell us how many hours a week she sees her kids, or how much childcare costs. She tells us shes a single parent but she doesnt tell us if she regrets missing time with her kids, or if shes still working part-time or what? Trump and Sandberg dont need to give us details unless they want to affect change on a national level. Then they owe us more than platitudes. But you hear tons of criticism about Trumps platitudes and you hear nothing so much as even questioning Sandberg. So its back to me being the only voice in media saying Sheryl Sandberg is a sham. Heres why: For the last two years shes been shaming women for not leaning in.  She tells us we have to justify not leaning in. Now she says its  okay to not lean in if you are a single mom because its so hard to be a single mom. But as far as I can tell, Sandberg thinks  women with supportive, high-earning husbands should  lean in. Sandberg doesnt have any room in her manifesto for women who want to do something besides go to work every day. So Im making an announcement. Im not leaning in because I want to be with my kids during the day. But something else, too. I want to garden. Every day. And I want to curl up on the sofa with my dog in my lap and read. I want to get good at cooking with rhubarb because we grow so much of it. I want to be home for the blackberries because they only come one week of every year. I dont want to lean in because I just dont. I dont want to have to give Sheryl a reason. Which is why I dont give a crap what her reason is for not leaning in. I dont think she needs to justify it. I dont know why shes obsessed with who should lean in and who shouldnt. Each of us is capable of figuring it out for ourselves. We dont need a role model. We need a role. Each of us wants to feel like we found our spot, whats right for us. And its not helping to have to justify our choices to anyone but ourselves.

Searching For A New Career That Fits Me - VocationVillage

Searching For A New Career That Fits Me - VocationVillage Dear VocationVillage.com, How do I find a career that would free me from my desk, let me live anywhere and still do my workand I would prefer to live in Italy, please? My background is that of a 25 year successful real estate broker specializing in selling new homes for a national top 10 builder.Signed, M. RicciA Career In Italy?Dear M. Ricci, I decided to invite a guest expert to respond to your question since she knows a lot more about careers in Italy than I do. Ms. Helen Godfrey is an international careers specialist who helps clients to land employment in the country of their choice. She writes:. Dear M. Ricci:I can understand the reason that you are drawn to Italy and “la bella vita.” If you need any more convincing, and you haven’t already, read Eat, Pray, Love by Elizabeth Gilbert; she offers thirty six short chapters full of compelling reasons to pack your bags immediately.In all seriousness, I do recommend researching your options thoroughly. From your email I was not sure if you wanted to continue as a real estate broker or if you were interested in a career change. Certainly, a good option for native English speakers is teaching English. You did not mention whether or not you speak Italian. If you are serious about living and perhaps even moving there permanently, you may want to start studying the language. In my opinion, Pimsleur is the best language system available. A few years ago, I studied Japanese by listening to their CDs on the way to work. My former boss, who is Japanese, remarked upon my noticeable improvement just after a couple of lessons.I hope the se resources will give you a good start:Daves ESL Cafe: Teaching English OverseasDaves ESL Cafe: Italy ForumMonster Italy (Let Google translate the site for you if you dont read Italian)Transitions AbroadLiveCareers International Job Search ResourcesBuona fortuna!. Ms. Helen Godfrey, M.A., NCC is a career counselor. She is passionate about culture and travel. She spent 5 years working overseas and as well as two years working at an international company in the U.S. where she was the only American. She always enjoys helping clients clarify their career goals and fine tune their interviewing skills for both international and domestic positions..Photo Credit: Image: Salvatore Vuono / FreeDigitalPhotos.net

30 HR Tools For Improving Human Resource Workflow CareerMetis.com

30 HR Tools For Improving Human Resource Workflow No matter what the size or mission of your organization is, improving and streamlining HR workflow is always important.Choosing the right human resources software is a very important part of achieving this goal.evalHR tools can be used to automate the payroll process as well as improve the onboarding process.Software used in the HR department can make life much easier for everyone on the team.The question is, which tools are best for improving HR workflow in your organization?Check out the following list of both free and paid HR tools that may help your organization.PAIDThe following fifteen tools aren’t free, but they are definitely worth the investment.Not only can they help improve HR workflow overall, they include tools such as attendance and payroll software, onboarding process improvement, even online recruiting system tools.1) CAMBEOCambeo takes information from your employee database along with information from its own culture database and combines it with information glean ed from employee surveys.evalIt then analyzes this information to provide a listing of activities that relate directly to your bottom line. You can then take this information and use it to plan and adjust training initiatives.PRICE100.00/monthFREE TRIALYESPLATFORMCloud Saas WebevalPayroll SoftwareNOAttendance TrackingNORecruiting ManagementNOApplicant TrackingNODatabaseYESRecommended for CompaniesSmall Medium Large2) INOVA PAYROLLInova is a payroll and human capital management solution for organizations of all sizes.In addition to payroll services, they offer applicant tracking, compensation management, and benefits administration.PRICEVariesFREE TRIALNOPLATFORMCloud Saas WebPayroll SoftwareYESAttendance TrackingYESRecruiting ManagementYESApplicant TrackingYESDatabaseYESRecommended for CompaniesSmall Medium Large3) CAKE.HRCake.hr is a scalable HR solution that works for businesses of all types and sizes.It offers payroll, time and attendance, training, self-service, performance revi ews, benefits, and many other features. This is ideal for anyone looking for an all in one solution.evalPRICE2.00 Per Month Per UserFREE TRIALYESPLATFORMCloud Saas Web Windows Android iOSPayroll SoftwareYESAttendance TrackingYESRecruiting ManagementYESApplicant TrackingYESDatabaseYESRecommended for CompaniesSmall Medium Large4) NAMELYNamely is an easy to use software package that helps HR staff manage payroll and benefits as well as managing personnel.Its modular design makes it quite customizable for any organization.PRICEStarts at 20 to 30 dollars per month per employee for organizations with 100 employees or less.FREE TRIALYESPLATFORMCloud Saas Web iOSPayroll SoftwareYESAttendance TrackingYESRecruiting ManagementNOApplicant TrackingNODatabaseYESRecommended for CompaniesSmall Medium5) CLEARCOMPANYIf recruiting and retaining grade A talent is a priority, ClearCompany should definitely be on the list of products to consider.evalIt handles everything from recruitment to onboarding. I t also helps to ensure that hiring and personnel management practices align with overall company objectives.PRICEOnly Available Upon RequestFREE TRIALYESPLATFORMCloud Saas WebPayroll SoftwareNOAttendance TrackingNORecruiting ManagementYESApplicant TrackingYESDatabaseYESRecommended for CompaniesSmall Medium Large6) OPTIMUM HRA cloud-based solution for both the Windows and IBM I platforms.It includes Payroll, Time and Attendance, HR, government reporting, and record keeping. It is a comprehensive HR solution.PRICEStarts at $10000 This is an employee tracking system with both administrative and employee roles.It includes both biometric and traditional time tracking, discipline management, employee profiles, payroll, and moPRICEFreeFREE TRIALYESPLATFORMCloud Saas Web Windows Mac Android iOSPayroll SoftwareYESAttendance TrackingYESRecruiting ManagementYESApplicant TrackingYESDatabaseYESRecommended for CompaniesSmall Medium Large24) HRAPPThis tool includes multiple features for HR departm ents.It has payroll, time tracking, employee self-service, taxation and compliance, and reporting modules.PRICEFreemium Model 0.50/month/userFREE TRIALYESPLATFORMCloud Saas Web Android iOSPayroll SoftwareYESAttendance TrackingYESRecruiting ManagementYESApplicant TrackingYESDatabaseYESRecommended for CompaniesSmall Medium Large25) BIZMERLIN HRThis tool helps an organization through the entire hiring process.This includes recruiting, applicant tracking, onboarding, asset management, and record keeping.PRICEFreeFREE TRIALYESPLATFORMCloud Saas WebPayroll SoftwareNOAttendance TrackingYESRecruiting ManagementYESApplicant TrackingYESDatabaseYESRecommended for CompaniesSmall Medium26) GOCOGoCo is a multi-faceted HR solution.It covers benefits coordination, payroll, hiring, onboarding, and more.PRICEFreemium Model $0.01 per user per monthFREE TRIALYESPLATFORMSaas WebPayroll SoftwareYESAttendance TrackingNORecruiting ManagementNOApplicant TrackingNODatabaseYESRecommended for CompaniesSmall Me dium Large27) KNITThis is a payroll management system for small and medium-sized businesses.It does tax filing and calculation. Year-end support is also provided. It is fully automated. HR staff simply enters in employee data along with the dates that employees are to be paid. Everything else runs on autopilot.PRICEFree under 100 employees $10 per employee per month for managed payrollFREE TRIALYESPLATFORMCloud Saas WebPayroll SoftwareYESAttendance TrackingNORecruiting ManagementNOApplicant TrackingNODatabaseNORecommended for CompaniesSmall Medium Large28) WORKTANGOThis is a solution for both performance management and employee engagement.It facilitates goal setting, employee coaching, feedback, tracking, and reporting. Employees are able to leave anonymous feedback as well as receiving the coaching they need for their own career development. Management benefits by getting the most out of their hires and improving retention.PRICEFreemium Model $3 per user per monthFREE TRIALYESPLATF ORMCloud Saas WebPayroll SoftwareNOAttendance TrackingNORecruiting ManagementNOApplicant TrackingNODatabaseYESRecommended for CompaniesSmall Medium Large29) CHARLIE HRThis solution provides coverage in the areas of employee onboarding and attendance tracking.It has attendance management functionality and allows employers to track current and upcoming leave time for their staff.PRICEFreemium Model $3.50 per user per monthFREE TRIALYESPLATFORMCloud Saas WebPayroll SoftwareYESAttendance TrackingYESRecruiting ManagementNOApplicant TrackingNODatabaseYESRecommended for CompaniesSmall Medium30) SNAP HRMThis is a comprehensive HR solution. It includes an employee dashboard.This is where employees can track attendance, view company news, and notifications, and see upcoming birthdays and holidays. It also has a leave management module, and a system for tracking expense claims. Management can post notices, give out awards, and track employee attendance.PRICEFree for up to 10 employees Paid Ver sion - $24.99 per monthFREE TRIALYESPLATFORMCloud Saas WebPayroll SoftwareYESAttendance TrackingYESRecruiting ManagementNOApplicant TrackingNODatabaseYESRecommended for CompaniesSmall Medium LargeCONCLUSIONRunning an HR department is both resource and labor-intensive. It involves recruitment and hiring, onboarding new staff, training, benefits administration, regulatory compliance, and payroll.There isn’t a single employee, vendor, consultant, or contractor who is not impacted by Human Resources.Hopefully, the HR tools listed above will provide several workable options for keeping your HR department running smoothly.

Job Search Help for New College Graduates

Job Search Help for New College Graduates Why is it that recent college graduates are having such a difficult time securing a decent job after they graduate? There was an article in Time, which I recommend you read The Real Reason New College Grads Cant Get Hired. There are some interesting theories based on several different surveys. Soft skills make a difference New graduates think they are ready, but hiring managers dont feel the same way Internships make a difference Lea McLeod also wrote about this in The Five Reasons Grads Are Failing In the Job Search They treat the job search as transaction processing rather than a strategic marketing project. They have a short term mindset. They dont understand the self-promotion and marketing business. Their self-awareness tanks are nearly empty. They dont understand the employer perspective. Assess and Demonstrate Your Soft Skills In this Aol article, findings from a recent CareerBuilder study report that 16% of employers believe soft skills are more important than technical skills.  How would you rate your mastery and demonstration of these soft skills (listed in order of importance by employers)? Strong work ethic Dependable Positive attitude Self-motivated Team-oriented Organized, can manage multiple priorities Works well under pressure Effective communicator Flexible Confident Are you sure about your answers? Because, the following Chegg study found otherwise. Here is the full report. You dont know what you dont know! And there have been many earlier studies that prove this as well. Last year, the Career Advisory Board, affiliated with Devry University, released a skills gap study. Employers ranked the skills they thought were most important for entry level workers and new college graduated rated what they thought were most important. This graph says a lot. Job seekers were asked to describe themselves in terms of the same skills/traits the managers evaluated, as a basis for comparison. Internships Would Have Been Nice, But 82% of employers think the recent graduates they hire should have completed a formal internship before graduating from college.  Only 8% of students surveyed had one related to their field of interest. (According to  Bridge That Gap:  Analyzing the Student Skill Index study by Chegg) How Much Do You Know About Job Search? Job search is different today. Youll need a full arsenal of tools to stand out! And look at the information below Will Your Job Meet Your Expectations? According to Accentures study, probably not. The data is grim, but real.

Painless ways to control your online reputation -

Painless ways to control your online reputation - Many job-seekers underestimate how important it is to have an online presenceâ€"a digital footprint to help convince potential hiring managers that they are right for the job. Yesterdays post about Jobvites recent survey should convince you: there is no question a persons online reputation makes a big difference for job-search success. But ironically, the worst outcome of having a recruiter search for you on the Web would be if he or she found nothing at all. In a digital age, having nothing listed in Google is the equivalent of wearing an invisibility cloak; that may work for Harry Potter, but it doesnt do anything to help a job-seeker whose main priority is being found. It may surprise candidates who make a habit of protecting their online privacy stringently to know that a Google search fails to reveal results. Someone who wants to learn about a candidate and finds no obvious results may be inclined to use search tools that offer access to the deep Web,or invisible Web. Pipl.comâ€"a site that provides such access, explains, The term deep web refers to a vast repository of underlying content, such as documents in online databases that general-purpose web crawlers cannot reach. The deep web content is estimated at 500 times that of the surface web, yet has remained mostly untapped due to the limitations of traditional search engines. There are two types of information available online: data posted by a candidate, and things someone else posts about him or her. Think of the former as a digital footprint and the latter as a digital shadow. Dont let a shadow dictate what employers will find out. Why? Because it gives control to someone else, which can be dangerous. For example, Patrick Ambron, the chief executive officer and co-founder of BrandYourself.com, shared a story about Cody, who was applying to law schools without success. A Google search of his name revealed a post created by an ex-girlfriend that contained embarrassing, unflattering comments. Since Cody didnt have other information online to combat one persons vendetta against him, admissions officers were left with questions about his character. Even if a job-seeker has no enemies, it does not prevent an unflattering digital shadow from clouding his candidacy. Its not uncommon to share a name with other people. When this happens online, it is known as a digital doppelganger. Some people find themselves unwittingly implicated by unflattering accounts about their doppelgangers. For example, one highly qualified job-seeker received no replies to his applications. After consulting with an online-savvy friend who suggested he Google his own name, the job-seeker found out that his digital doppelganger was charged with murder. Any prospective hiring manager could find this information, but nothing about the job-seeker. It wasnt until he created a social resume using HisName.com and filling in his own professional information that he began to land interviews. Upon greeting him, the job-seekers first interviewer said, So, I guess youre not the murderer. So what can someone do to regain control of an unflattering or nonexistent online identity? Ambron suggests these five steps: 1. Google yourself. This is crucial, because its impossible to know what could negatively affect your reputation. Ambron explains, Most people find that the top search results for their name fall into three categories: negative, irrelevant, and Hey, thats not me.' All three of these results can damage someones reputation. 2. Claim your domain name and build a personal website. 3. Set up profiles on Facebook, LinkedIn, and Twitter.   4. Do some basic search engine optimization. 5. Sign up for alerts. Read the whole post on my U.S. News World Report column photo by cjsimmons