Are you applying for several roles, needing help to catch a decent position, or waiting to hear back from hiring managers? Here are some simple yet helpful reminders of what you should and shouldn’t do when writing a resume.

When looking for an employment opportunity, keep in mind that your resume is everything!

Check for misspelled words and improper grammar; it is easy for a recruiter or hiring manager to spot misspelled words or poor grammar in a resume. Do not use the word “I” or other first-person pronouns when writing your resume.

You are not required to mention your GPA, complete address, or the phrase “References available upon request” on your resume. It will not determine whether you will obtain your dream job. If the question presents itself, you can respond verbally.

If you cannot remember the exact dates of when you started or ended a position, you can format your resume with only the year. That is perfectly fine too! When describing your past experience, use the past tense; for your current position(s), use the present tense. In addition, if you utilize bullet points on your resume, be sure all the bullet points are aligned and formatted appropriately.

We recommend minimizing the total number of pages as recruiters will likely only look at the first two pages of your resume, as that is your most recent experience. Specifically, within the past 5-10 years, sometimes 15-20 years, depending on the level of job you are applying for. Highlighting your key contributions and skills versus writing down every job duty will help the recruiter obtain a high-level overview of your experience.

Creating your brand and personal color scheme will elevate the look of your resume. Most applicant tracking systems (ATS) are advanced enough to read and upload your resume as-is into their system. The advice to keep your resume simple with Times New Roman font, is outdated. However, try not to use too many graphics, graphs, infographics, etc., unless they are a significant value add to the overall contribution of your resume.

When writing your resume, remember this is your entire professional history written into complex summaries on a piece of paper. Be authentic and genuine with your words and accomplishments; you will surely land your next opportunity!

Are you ready to take on a new challenge that will inspire others?

Do you feel disconnected in your current role and wish to broaden your horizons by pursuing a new organization where you can thrive? You feel as if you have arrived at a dead end in your current organization and want to make a difference, lead teams, guide the institution through innovations and new opportunities, and deliver exceptional service.

Everyone yearns to be impactful, and part of the vision as an organization grows through the ever-changing world of technology.

Executives, it is OKAY to pursue other career opportunities and expand your skillset and experience. Take on a new challenge in an organization where you can run with your ideas and mold your department with concrete expectations and unwavering support. It is also important to remember to keep that value in people approaching you for answers and input, giving light to ideas, having a heart for collaboration, and putting the right people in the right places. Take your past professional experiences, whether good or bad, and create a version of yourself that people want to be led by.

Recruiters spend an average of 30+ hours a week sourcing for a position, in-mailing 100+ prospects, and receiving just a few responses. In today’s job market, finding qualified people who are open to relocating or interested in other career opportunities is becoming increasingly challenging.

Employers if you have the ideal candidate that is very knowledgeable, is open and honest about their strengths and weaknesses, communicates with clarity, and forthcoming with innovative ideas to streamline productivity. HIRE THEM!

Hesitation will put you at risk of losing a candidate to another organization if you do not employ the interviewee who thrived throughout the interview process.

When an employer has a passionate potential employee on their hands, they frequently want to “wait and see what else is out there.” By doing so, this is the incorrect mentality to possess, especially in today’s employment market. Suppose candidates do not receive a job offer from a potential employer within a few weeks. In that case, they are either on to their next job interview, become uninterested in the position, or have accepted a position elsewhere.

The market is moving at an unbelievable rate, and so are people. Do not let hesitation lose your potential hire!

Whether you are currently employed or seeking a new opportunity, how will you know if it’s the right job for you? There are many reasons people continue to stay in the same position for years, for better or worse. Here are a few discussion points that might help you decide you are in the right place or decide to move on.

Does the organization have the same goals and desires you are seeking? Individual, team and organizational goals should be cross aligned, ensuring connection and contribution to the overall higher goals. The business should also support these goals and help you achieve them the best way they can.

Is this a position where you can make an immediate impact? The organization should be able to create an atmosphere where you can feel comfortable enough to initiate new ideas and show individuality while also listening to your team and learning from leadership.

Do you always feel like you are in survival mode? Does every day going into work feel like a battle, or do you dread going in? We mostly all have had those thoughts/feelings in specific jobs, and there is a reason you aren’t there anymore. So why waste more time in a dead-end job?

Suppose a job is not fulfilling your needs personally and professionally. In that case, it might be time to accept a position within an organization that will and take the next step in your career. Only you can make that decision!

JSpire Recruiting celebrates Hispanic and Latinx Heritage Month as Janice Shisler, Chief Executive Officer, is proud to represent the community as a Hispanic Executive and Entrepreneurial Leader within the financial services recruitment industry.

Hispanic Heritage Week was initially started by Congress in 1968 and was lengthened into a month-long celebration in 1988. The dates September 15th through October 15th are unique due to several national independence days occurring in Latin American countries over this time period.

Hispanic and Latinx small-business owners are the fastest-growing group of entrepreneurs in the United States. According to a study from Stanford University, the number of Latinx business owners grew 34% over the past ten years.

During this month, we honor the cultures and recognize the contributions of Hispanic and Latinx Americans. Thank you to our colleagues, clients, candidates, and partners within this community who help influence and inspire growth in our industry and beyond!

Are you in a dead-end job?

If you are asking yourself this, then most likely, yes. You’ve probably heard the term dead-end job, but what does it mean? To put it bluntly, you have no career advancement in your present company. You’ve fulfilled your time in your position or department, and there is no room for professional advancement or growth.

A few specific examples that could lead you to this conclusion:

• Your employer cannot provide or outline a clear career path for you within the company.
• You feel you are not utilized for more challenging projects or opportunities.
• You are required to have advanced degrees or qualifications to meet the criteria for a higher-level position.
• The organization hires external candidates instead of promoting within.

Overall, you feel you are undervalued. So, is it time to call it quits and take the next step in your career? Go for it, and maybe you’ll see an overall lifestyle change!

Are Counteroffers a Good Idea?

In the short-term, they could be – long-term, probably not.

You have a new job offer with a new employer, and you decide to tell your current employer you have another offer on the table. They could either wish you the best of luck or offer you a counteroffer. If they give you a counteroffer, should you take it? It’s probably not in your best interest in the long run, should you decide to stay.

The majority of employees who accept the counter, will end up leaving their current employer within months. You were looking for a new opportunity, why not stay the course? Additionally, this could change your current organization’s view of you as an employee and you may not receive any additional monies that year and beyond. Especially, if you feel your career path has dissipated and there is no more room for growth within the company.

You should also be aware of how this might look to your new prospective employer. If they feel you are contemplating the counteroffer, they could decide to pull your offer, hire a candidate who wants to work there, and who will accept their offer.

Of course, the final stage of the offer doesn’t go without some negotiations; however, your decision to entertain a counteroffer should be weighed heavily before you enter into any discussions.

Is there such thing as the perfect candidate? As an employer, during your hiring process, this is a question you should ask yourself. If you have a long list of qualifications that are required to fill this position, you could let a potential candidate slip through before you even get to the interview stage. Usually, the final candidate hired will not tick every box you once had at the beginning of the process.

Teachable candidates with the necessary technical skills, who are a culture fit should be your ideal contenders. If a candidate is lacking in an area where they can be trained and developed, they should not be overlooked. It’s hard to find quality talent especially in a competitive market, being flexible and transparent can help with attracting the candidates you want.

As an employer, you want to stand out amongst the competition, making personal connections with candidates could identify their management style and how they will fit within the company. Think outside of the box, try not to focus on the minute details of the requirements. The perfect candidate is not out there but finding the right candidate can be done!

Working cohesively with the Search Committee of the Board of Directors as a recruitment firm is crucial during the recruitment process. While the relationship between the Board of Directors and the recruitment company is an obvious factor, the bigger picture is finding the right successor.

Making a significant succession decision means a lot of details have to align – A thorough understanding and identifying the core competencies needed to prosper in the position; realization there is not the perfect candidate that will meet a whole laundry list of requirements; and objectivity about candidates a whole, not focusing entirely on who and where they are coming from – including external or internal candidates.

While recruiters can be an essential part of the process, ultimately, each member of the Board of Directors has to be content and satisfied with their decision. Pinpointing the needs of the credit union and who will lead the culmination of the internal transformation process should be the main objective of the Board.

Each credit union is unique, and their search for a new leader is not ‘one size fits all.’

It’s the beginning of a new year; with all of the ambiguity going on in the world, is it a good time to make a career change?

Self-reflection has been a focal point of the past year; with the uncertainty of the job market; many are adapting and learning new skillsets. New skillsets mean new potential candidates, as more people are switching and adjusting to different industries. People are more willing to move, and geographical obstacles are seemingly non-existent when it comes to new opportunities, as virtual interviews make the transition easier.

Businesses need to be creative in attracting this new potential talent pool. From remote work to flexibility with schedules and changes to work habits – these all have made the corporate setting a thing of the past. Malleability to this new business environment is crucial to ensuring your employees are at ease; however, the virtual aspect ensures conversations are more personable with less conflict.

Depending on your circumstances, now might be the best time to reevaluate what’s vital in your career and what you want to do differently. Purposefulness might be the new mantra for the year 2021.