想讓你的簡(jiǎn)歷給老板留下深刻的印象嗎？
假如你正在挖空心思想以一個(gè)匠心獨(dú)特的方式抓住招聘官眼球的話，不妨從 Aleksey Vayner身上得到一些提示而且還可以瀏覽您的個(gè)人視頻。
Vayner是一名耶魯大學(xué)的學(xué)生，立志成為一名投資銀行家，他曾給自己想去的公司的老板上交了一份7分鐘長(zhǎng)的視頻簡(jiǎn)歷。
在這份標(biāo)題為“沒(méi)有什么不可以”的電子簡(jiǎn)歷中，Vayner展現(xiàn)出了他非常的身體素質(zhì)，例如抓舉一個(gè)大約500磅重的杠鈴；跟一名俏女郎在練功房跳舞；以每小時(shí)140米的記錄打網(wǎng)球；
盡管里面的內(nèi)容有點(diǎn)老套，但是視頻簡(jiǎn)歷這個(gè)方式還是比較新穎的。在接受紐約時(shí)報(bào)的采訪時(shí)Vayner說(shuō)視頻簡(jiǎn)歷可以讓他從眾多的求職者當(dāng)中脫穎而出而且他還相信自己對(duì)于身體素質(zhì)的追求在銀行生涯當(dāng)中是很有用的。
招聘官建議求職者個(gè)人視頻簡(jiǎn)歷不是不能接受的。但是，簡(jiǎn)歷應(yīng)當(dāng)盡量簡(jiǎn)潔明了，應(yīng)該與追求的工作本身聯(lián)系緊密。
Moines公司的首席高級(jí)招聘官員Trish Stueckradt說(shuō)，如果一份簡(jiǎn)歷在頭15秒鐘不能吸引她的話，她覺(jué)得同樣也不能夠抓住招聘經(jīng)理的眼光。
Stueckradt指出：“不管你什么時(shí)候發(fā)送簡(jiǎn)歷，都是別人從你那里得到的第一印象”，它同時(shí)可以反映出你要申請(qǐng)的那份工作的特點(diǎn)。
“越簡(jiǎn)潔越好”人力資源管理領(lǐng)域的專(zhuān)家Tom Darrow如是說(shuō)。他指出：“最好的方法就是按照公司要求的去做�！盌arrow也是Talent Connections（亞特蘭大的一家招聘公司）的創(chuàng)始人和董事長(zhǎng)。
招聘官對(duì)于簡(jiǎn)歷制作有以下提示：
該做的：
1.列舉事例要用文字段落描述，不要一句話概括；前后要一致，包括時(shí)間（比如用年或是年月都用），字體格式和字間距；在簡(jiǎn)歷開(kāi)頭對(duì)自己的技能做一段總結(jié)，根據(jù)自己的工作經(jīng)驗(yàn)和教育情況，包括自己獲得的一些特別的證件或是通過(guò)了哪些考試。她說(shuō)，現(xiàn)在的畢業(yè)生可以在簡(jiǎn)歷的開(kāi)頭注明一些學(xué)分方面的信息。有工作經(jīng)驗(yàn)的求職者應(yīng)該把這些放在簡(jiǎn)歷的最底下；
簡(jiǎn)歷中應(yīng)包括一個(gè)特別的事實(shí)。用感情強(qiáng)烈的動(dòng)詞，比如：“命令”，“管理”，“發(fā)展”，““遵從”，“戰(zhàn)勝”和“建立”等來(lái)表明“你”是一個(gè)善于行動(dòng)的人，不僅僅是一個(gè)光知道努力的人，而且是一個(gè)有成果的人�！睆氖抡衅感袠I(yè)20多年的Darrow建議到。
2.包含一些行業(yè)術(shù)語(yǔ)讓你的簡(jiǎn)歷更受歡迎；
3.檢查你的語(yǔ)法和拼寫(xiě)錯(cuò)誤；
4.按從新到舊的時(shí)間順序列舉工作經(jīng)驗(yàn)；
5.保持簡(jiǎn)潔，簡(jiǎn)歷最多不超過(guò)兩頁(yè)；
如果是以電子方式發(fā)送簡(jiǎn)歷的話，可以以 e-mail附件的方式發(fā)送�！�
Stueckradt建議使用 Word文檔，因?yàn)楹芏喙径际怯眠@種軟件的。
不該做的：
1.郵寄CD 或是 DVD，因?yàn)橐加谜衅腹俸芏鄷r(shí)間，精力。除非你申請(qǐng)的是一種影視或藝術(shù)方面的工作，并督導(dǎo)明確。
2.做假；公司會(huì)檢查你是否真正獲得過(guò)這個(gè)頭銜或是學(xué)位，假如被查處，你會(huì)死得很難看；
3.包括你的愛(ài)好；
4.列舉你在哪里上的中學(xué)；
Principal Financial 集團(tuán)的IT招聘經(jīng)理Andrew Haning說(shuō)：越來(lái)越多的公司使用網(wǎng)絡(luò)招聘，因此語(yǔ)言獨(dú)特豐富是更為重要的。求職者在發(fā)送紙制簡(jiǎn)歷之前，都必須先進(jìn)行網(wǎng)申。
“假如你使用電子版格式的話，保持簡(jiǎn)潔，”Haning說(shuō)，“這樣就能夠更加簡(jiǎn)單的把你的簡(jiǎn)歷剪切和粘貼到網(wǎng)上正式的格式�！�
他說(shuō)有一個(gè)新趨勢(shì)就是求職者上傳自己的圖片，他指出：“我們不需要這個(gè)，我們是要為這個(gè)職位找到最合適的人選，我們不需要視頻看這些與工作無(wú)關(guān)的東西。
When it comes to resumes, remember less is moreWant to impress a potential boss with your resume?
If you’re contemplating a creative, quirky, unique way to grab a hiring manager’s attention, take a hint from Aleksey Vayner and skip the personal video.
Vayner, a Yale University student and aspiring investment banker, submitted a seven-minute video resume to a potential employer. (Check it out at )
In the video, titled “Impossible Is Nothing,” he showcases his physical abilities — grunting with exertion while apparently bench-pressing nearly 500 pounds, performing a suggestive ballroom dance with a scantily clad woman, and hitting the tennis courts with supposedly a 140 mph serve.
The video eventually found its way to YouTube, and the rest is history. He thought the video would help him stand out among applicants and that his success in physical pursuits would prove useful in his banking career, according to an interview in The New York Times.
Recruiters told WorkBytes that under no circumstances are personal videos acceptable — ever. They said resumes should be concise, detailed and relevant to the job you seek.
Trish Stueckradt, senior recruiter with Executive Resources in Des Moines, said if a resume doesn’t grab her within 15 seconds, then she knows it won’t catch the attention of a hiring manager, either.
“Any time you send a resume, that’s the first impression that a client receives from you,” Stueckradt said. It can also foreshadow what the quality of your work will look like, should you get hired.
“Less is more,” said Tom Darrow, an expert with the Society for Human Resource Management.
“The best way to do it is the way the company wants you to do it,” said Darrow, founder and principal of Talent Connections, a recruiting firm in Atlanta.
Recruiters gave us resume dos and don’ts:
Do:Use bullets with phrases, not sentences.
Be consistent. That includes the format of dates (like using only years, or listing months and years), and uniform font and spacing.
Include a summary of skills at the top of the resume. Follow that with job experience and education, which includes specific licenses you have or tests you’ve passed. She said recent college graduates can include information such as a grade-point average (anything over a 3.0) at the top of a resume. Seasoned workers should put that information at the bottom.
Include a specific objective in your resume.
Use strong verbs. Verbs such as “directed,” “managed,” “developed,” “coordinated,” “overcame” and “fixed” show that “you’re a person of action … a person of not just effort, but accomplishment,” said Darrow, who has been in the recruiting business for nearly 20 years.
Include keywords specific to your industry to make your resume “pop.”
Check your grammar and use spell check.
Use reverse chronological order when listing job experience.
Keep it brief. Resumes should be no more than two pages.
If you’re sending your resume electronically, send it as an attachment to an e-mail. Stueckradt suggests using Microsoft Word because many companies use that software.
Don’t: Send a CD or DVD. They’re too much time and work for recruiters. Unless you’re applying for a video or graphic arts job, steer clear of them.
Lie. Companies will check whether you really had that job title or have that master’s. You will get caught.
Include hobbies.
More companies are requiring candidates to apply online, making polished language and detail in resumes even more important, said Andrew Haning, IT employment manager for Principal Financial Group. Job seekers who send paper resumes, he said, are referred to the online application.
If you’re using an electronic format, keep it simple, Haning said. That makes it easier to cut and paste the resume onto a form online.
He said a new trend is for applicants to send head shots of themselves.
“We don’t need that,” he said. “We always hire the best person for the job. We don’t want to take those things into account for pre-screening.”
