How to Determine How Long Your Resume Should Be

How to Determine How Long Yur Resume Should BeHow to Determine How Long Your Resume Should BeIt wasnt long ago that most job seekers were told their resumes should be one page. No more, no less. If it went over to two pages, the document was destined for the rejection pile.Thankfully, times have changed. Today, theres a little more flexibility when it comes to resume length. That said, for your particular situation, the best resume length depends on a number of factors, including experience level and accomplishments. For instanceIf you have fewer than 10 years of experience, or youre making a big switch in terms of career field, then a one-page resume is most appropriate.If, however, you have extensive experience in your field and a steady career progression to demonstrate it, then opt for a resume thats two pages long. This will give you the space you need to discuss your background in a way thats easy-to-scan without trying to cram details onto one page.The only scenario where sen ding a three-page+ resume makes sense is if you are an executive-level professional or in senior management with a long track record of titles and accomplishments.To help you create a resume thats the best length for your background, here are some tips to keep in mind during the processYour resume is a marketing document. You should only be giving your career highlights, not offering a deep dive into every move youve made over the years. Remember too that hiring managers arent deciding whom to hire based on resumes, only those they want to bring in for an interview.It should focus on your strengths.Hiring managers only spend a few seconds reading through each resume they receive. Its therefore important to showcase your strongest selling points and format your resume in a way thats easy to scan. Dont dilute it with unnecessary minutiae about your career history.Dont be afraid to get help from a trusted source.If youre having trouble paring down your resume and fitting it onto one or two pages, ask for help from a trusted family member, friend or colleague. Give them both your resume and the job description so they can review both and offer editing advice. A fresh pair of eyes can help you focus in on the vital components of your background and eliminate the unneeded ones, all so you can put your best foot forward.Looking for additional help with the resume-writing process?Check out our website for resume templates to inspire you or connect with our team today for help creating a professionally polished resume. Call 832.930.7378 with questions, to learn more, or get started.

How to Confront a Co-worker and Resolve a Conflict - The Muse

How to Confront a Co-worker and Resolve a Conflict - The MuseHow to Confront a Co-worker and Resolve a Conflict If you start to feel yur heart race and your stomach drop when you even think about confronting a co-worker, I get it. Conflict is no fun- and in office cultures where were encouraged to collaborate closely together, respect each other, and even become friends, confrontation might seem like the last thing you should do. So its no surprise that when an issue that needs to be addressed comes up, folks often prefer to dump their problems on HR and run. But heres the thing about HR professionals- when were doing our jobs right, were working ourselves out of a job. Instead of cleaning up others messes, we want to empower everyone at our company to be able to work through their own problems. Not because its less work for us, but because nine times out of 10, its more effective. When youre the one dealing with a situation firsthand, you have a better idea of how it can be fixed. I nspired to take matters into your own hands, but not quite koranvers where to start? Check out the tips below. 1. Review Your OptionsTheres an endless number of ways you can address conflict a quick chat, a mediation session, an office-wide meeting- the list goes on. All of these are effective in their own ways, but that doesnt mean theyre interchangeable. The approach that will work best for you will depend on your circumstances. To figure out what action you should take, ask yourself a few questions firstHow many people are involved in the situation? Is there one co-worker in particular you need to address, or are there multiple?How frequently has this happened? Was it a one-off mistake, or is a pattern emerging? How serious is the conflict at hand? Is it a careless but relatively small error, or something more severe?If youre dealing with a minor offense involving only one part (say, a condescending comment or a lie), you may want to opt to pull him or her aside for a quick, casu al five- to 10-minute chat. If you need to communicate to a larger group, however, speaking to your boss about sending out an office memo or setting up a team meeting may be the most appropriate. For persistent, ongoing issues between two or more people, a sit-down mediation is a great way to dig deep into whats going on and reach a mutual solution.No matter what you end up choosing, though, make sure to approach the conversation with a level head, open mind, and positive attitude.2. Pump Yourself UpOften, the most difficult thing about confrontation is gathering up the courage to do it. If this sounds like you, make sure to take some time in advance to mentally prepare. This can involve anything from practicing with a colleague or friend to writing down your talking points. Its also helpful to remind yourself why youre doing this in the first place. One thing I like to remind folks is that conflict- both inside the office and out- is inevitable. You might be tempted to duck out thi s time, but there will come a point in your life wheen you cant avoid it. And the sooner you can learn to tackle it head on, the sooner youll be able to get what you want and need out of your professional and personal lives. Its also worth noting that conflict is a natural byproduct of working with others. Any time you get more than one person in a room, youll have opposing ideas and points of view. Sure, it can be uncomfortable at times, but the alternative is withdrawing from your co-workers completely. Is that really the experience you want? For most people, its not.At the root of a lot of conflict avoidance is a fear that youll be upsetting or insulting the person you speak with, but remember If you dont bring up an issue that needs to be addressed, youre denying your co-worker a chance to grow. When you think of it that way, its easier to accept that confrontation is the best option for everyone. This is a major theme of a book on conflict resolution called Difficult Conversati ons How to Discuss What Matters Most. If youre particularly conflict-averse, its more than worth a read. (And if you dont have time for a whole book, this article on professionally confronting your co-worker is a good option. Plus, it comes with an example conversation.)3. But After All That, Dont Be Afraid to Ask HR for HelpDont get me wrong While you dont want to rely on HR to do all of the work for you, you shouldnt be afraid to reach out to them for help. And you should always, always reach out to HR in the case of severe offenses, like harassment or bullying. When the safety and comfort of you or your co-workers is at stake, looking out for your well-being comes first- and human resources has the experience and training necessary to handle situations like these. But even with minor issues, there are a ton of ways that the HR team can help. (While still ensuring that you take an active role.) In the past, Ive done everything from roleplaying a difficult conversation to moderatin g a mediation, leading a group meeting, and more. Whatever situation you find yourself in, Id bet that your companys encountered it before and has some insight to share. I know how intimidating and unpleasant conflict can be. If I had to choose between letting an employee know he or she was getting promoted or having to sit down and tell somebody that his or her performance has been lagging, believe me, Id choose the former every time. But conflict is unavoidable, and even more importantly, necessary. And when you take ownership of the situation yourself, rather than making HR do all the heavy lifting, youll end up with a more calm, productive, and cohesive working environment than ever- all while feeling like the strong, empowered employee you know you can be.Photo of co-workers courtesy of Hero Images/Getty Images.

How to Hire a Data Entry Specialist

How to Hire a Data Entry SpecialistHow to Hire a Data Entry SpecialistTodays strong economy has spurred business growth and increased business activity throughout the U.S. And when business expands, demand for administrative professionals often grows right along with it. Because of this, many companies are investing in additional sekretariat support to help them navigate increasing workloads and even leverage new technology. One particular administrative position gaining demand is data entry specialist. Professionals in this role are invaluable, inputting business data into digital platforms and helping companies implement technology solutions to eliminate paperwork and streamline processes.Here are five tips to help you hire a data entry specialist for your company1. Identify the dutiesBefore you begin your hiring process, clearly identify your business needs and determine the tasks you need your new employee to perform - and the challenges you would like them to help your organiza tion overcome. Some common duties of data entry specialists includePrioritizing and batching material for entryInputting material from a wide variety of sources quickly and accuratelyTaking customer orders and entering them into tracking systemsIf your company uses any specific systems, add that to the list, as well. Sometimes, experience with a database like Salesforce or Zendesk is crucial so a new hire is already up to speed on Day One, said Kim Garstein, an OfficeTeam senior vice president in Los Angeles.2. Find the right candidatesEmployers want accuracy and speed, but prefer accuracy over speed, Garstein said, suggesting a benchmark of someone who can accurately type at least 50 words-per-minute.Sandy Saylors, vice president of OfficeTeam in Chattanooga, Tenn., backs up these points with even mora specifics. In my experience, companies are in good shape with someone who can achieve at least a 98 percent degree of accuracy while hitting 8,000 keystrokes-per-hour, she said.Data entry positions may be entry, mid- or senior level, so they can appeal to a wide range of people. Many of our candidates for these positions are new graduates who are looking for entry-level positions within large companies, where getting your foot in the door can be challenging, Saylors said. They may also be individuals who have worked in retail or restaurants and are looking for a regular Monday-through-Friday, 9-to-5 schedule.As such, it can pay to think outside of the box if you want to know how to hire a data entry specialist. One of our best candidates was a woman who had been a stay-at-home mom for five years, Saylors said. Shed struggled to find employment because she had a large employment gap in her resume. She had just enough technical skill for what one of our clients needed, and they ended up liking her so much they hired her full time.This illustrates a trend in the administrative industry, as well as others. According to the OfficeTeam Salary Guide, employers are rea lizing there is no perfect candidate. Instead of waiting on a prospect that checks every box, many are hiring for their most critical needs and offering training as needed to help new employees succeed.SEARCH JOB CANDIDATES3. Interview wiselyDont give this critical part of the hiring process short shrift. As an employer, this is your chance to speak with candidates face-to-face and get additional information about their experience and technical skills.When bewerberinterviewing for a data entry specialist, ask about the candidates preferred work environment. According to Garstein, This type of work can be on the mundane side of things for long stretches, and you want someone who is comfortable in front of nothing but a computer for substantial periods of time.Here are some examples of interview questionsHow do you establish accuracy while you input data?What experience do you have with office applications?Can you give me an example of a time you found and corrected a data entry error ?How do you organize and prioritize your work when youre compiling and sorting large amounts of data?The interview is also your time to gauge soft skills. For example, ideal candidates for data entry positions will be reliable, eager to learn and coachable. Carefully planned interview questions can help you get a measure of these traits and get a glimpse of how well the applicant will fit with your workplace culture.Here are some sample questions to gauge appropriate attributesWhat is it about this job that appeals to you most?Data entry can be tedious work. What are your strategies for staying focused?What is your ideal workspace to do data entry? Describe how your attention to detail had an impact on your last project or job.Do you consider yourself an introvert or extravert?A solitary job such as this calls for an introvert rather than an extravert, says Saylors, or someone who is energized more by working alone than in social situations.This is also the candidates opportunity as k questions and get into details about the role. Remember, hiring is a two-way street, and this dialogue is invaluable in determining if the candidate is likely to be successful in the position and with your team.4. Determine ritterlich payCompensation is another crucial aspect of your hiring strategy. In order to attract the best candidates, you must offer competitive pay. Keep in mind that the best candidates may be considering multiple job offers and may attempt to negotiate a higher salary or additional benefits, which is why its best to pay at the same level as or higher than your competitors.Salaries can vary depending on the type of role, the duties assigned and the candidates work experience. The Salary Guide can help. For instance, the 2019 Salary Guide indicates that starting pay for data entry specialists in the U.S. ranges from $25,000 to $36,500. Salaries for senior data entry specialist positions, which require additional experience, may range from $31,000 to $43,000. And those can increase or decrease depending on where youre located. Our online Salary Calculator can help you determine the local variance for your area.5. Edge out the competitionWhen you find the right candidate for your open position, timing is critical - especially for in-demand candidates. Dont hesitate in making an offer. In times of low unemployment, people who are well-suited for a role may be interviewing with several companies, so be ready to extend an offer as quickly as possible - even one thats conditional upon reference checks. Both Saylors and Garstein caution that companies they work with have lost out on top candidates by dragging out the hiring process and not making the offer soon enough.START HIRING NOWFinal word on how to hire a data entry specialistRemember you can provide training to help inexperienced workers succeed. Youre also more likely to earn their loyalty if you create an office where you show how much you recognize their value, celebrate their achi evements and contribute to their career development.Though an ideal candidate may not be available, you can increase your chances of a great hire by identifying your needs and expectations ahead time, interviewing efficiently and thoroughly, and offering a competitive salary.A staffing agency can help you find the right person. Recruiters have access to a broader range of candidates, can vet applicants more quickly, and will keep you abreast of the latest hiring and compensation trends.