Gone are the days when a resume was simply a resume. No longer is your decision merely to choose between a chronological and functional resume. If you have been in the market for a job recently you may have noticed a surge in the various type of resume formats out there, especially if you have perused federal job sites. With recent advances in technology and the Internet, employers have altered resume submission processes to include accepting resumes online.
What exactly are the different type resumes?
In addition to the standard one or two page professional resume written in chronological format where experience is listed in reverse order, there is a functional format that focuses on skills and qualifications, a combination format that emphasizes a bit of both. There is also a Military Transition Resume, a Federal Resume and an Electronic resume which includes scannable resumes and various online resume formats. So, you ask, "Why are there so many types, and which do I use?" Let's take a look.
Basic Resume:
This resume is typically what comes to mind when you think of a resume. It is one to two pages long, written in either a chronological or a functional format and generally gives a straightforward timeline and explanation of your work history. Unless you get extra fancy with fonts, colors or design, which I don't recommend, it does what it's suppose to do without much fanfare. You can usually do this yourself unless you have zero typing skills, in which case you should hire a professional so at least your basic resume will look like you put some effort into it.
Professional Resume:
For those who have been in the workforce for some time, and have moved up the career ladder, you may consider this type of resume. A professional resume is still written in either a chronological or a functional format as the basic resume, but includes more information such as detailed explanations of job descriptions and specific accomplishments. Additionally, it could be three or more pages for those with longer careers. Those in upper level management and supervisory positions would use a professional resume. Together with a nice cover letter, you should be able to present yourself in a positive and influential manner. Again, please be sure to utilize a resume writer to develop your resume if you are unsure of how to, or unable to develop one yourself.
Military Transition Resume:
According to Careerpro Global, a leading military transition organization, 225,000 veterans seek post service employment each year. A military transition resume is used to present the entirety of your military career in terminology that those in the private sector can decipher. Military lingo and acronyms are not used, and education and training is summarized along with any extra activities. This resume highlights specific skills and accomplishments you have acquired in the military so perspective employers can see how your skills best fit their organization in civilian language. For example, a person who has worked in various levels as a Supply Logistics Commander in the military for 20 years could put Supply Management Supervisor on the resume as a job title and emphasize Logistics as one of the qualifications at the top of the resume. Translating military language to civilian language may require assistance. A resume writing company such as CareerproPlus (www.careerproplus.com) employs a staff of experienced writers who are knowledgeable and skilled in writing several types of resume formats, including the Military Resume.
Federal Resume:
This most comprehensive resume format includes details like supervisor names and telephone numbers, salary information, complete addresses and details regarding education and training. If you have visited www.USAjobs.gov in search of a federal job, then you have probably seen the How to Apply section listing the steps you need to follow to apply for a job. In most cases, the Office of Personnel Management states you may apply with a resume, the Optional Application for Federal Employment, or any other written format you choose. If you choose to apply with a resume then the information on the resume must include all information that is required on the Optional Application for Federal Employment. Once you have developed a Federal resume, it should be included along with other documentation in the application packet and mailed to the appropriate department.
Electronic Resume:
With the explosion of technology in the past decade, many federal and civilian employers have turned to electronic or scannable resumes to collect and manage the thousands of resumes they might receive for their job vacancies. Resume databases enable employers to identify candidates for their openings without spending hundreds of hours searching through pages of resumes. Electronic resumes are formatted to be received electronically which means the format must be simple. A basic font like Courier is preferred, the document must be left justified, and special formatting to include bullets, bold type, italics or graphics is avoided. In addition, the electronic resume includes keywords or buzzwords that potentially increase the likelihood that your resume will be chosen when the employer selects resumes based on keyword searches used by online resumix systems. The electronic resume can be cut and pasted into an online resume format or built and scanned by the employer. For more information or assistance in developing an electronic resume, contact CareerproPlus (www.careerproplus.com).
I Use To Work
There are many organizational issues I faced as a human resource professional of the past sixteen years that were not met head on. Oh, we were pretty good with the band-aid solutions versus delving into the core of the problems. Others may also relate to the above statements. As I have become older and wiser, I began to understand what reliable and valid assessments can do for an organization when used in the appropriate application. It is clear to me now that I should have used assessments in the past. It would have made my life so much easier and in doing so helped my company be more successful.
Within any size organization many situations are worthy of consideration for using assessments. Below are my top 3 reasons to use assessments today.
1.To provide more consistency within the selection and hiring process. Also, to get more people involved in the process when appropriate.
There are reliable pre-employment assessments available that generate legal interview questions. So while I could free up more of my time to perform other tasks I could also rest easier knowing that as long as the assessments were used as designed they were perfectly legal. Assessments also help provide stability to the process by providing consistent information. An organization will get the same type of information and insight about all their applicants. Flexible and convenient administration not only improves your selection process but can also shorten your selection process. Valid and reliable assessments can be a valuable addition to your current selection process.
2.To enable an organization to make better hiring and promotional decisions.
Unfortunately I am very familiar with what I would call a ?hit and miss? interview and selection process. Never knew who might be doing the interviewing, never knew what questions might be asked and was certainly not sure whether we had selected the best candidate. We also promoted our best hourly employees and made them our weakest supervisors. How can it be that in six short months we went from praising and promoting John to asking him to clear out his desk? How many times did we hire or promote someone that did not meet our expectations? While using assessments is not an exact science, it can significantly increase your chances of selecting the right person for the right job. Studies show that in using only an interview, your odds of selecting a good hire is only about 1 in 7. Using valid tools for benchmarking and job match along with other resources can increase your odds to 3 out of 4. Assessments that allow for the development of customized job match patterns enable an organization to hire or promote individuals who can better meet the mental demands of the job, and who also have the behaviors and motivations to perform the necessary tasks with greater success.
3.To move the business forward. To invest in the people and the organization.
Assessments work and they can also provide a good return on investment. Assessments can provide valuable information and insight. Assessments can help an organization reduce turnover, increase employee productivity and company sales, enhance customer service, enable managers to be more effective, improve morale and help facilitate personal growth and development. And you can track your current organizational performance measures after implementation to justify and monitor your investment. Assessments can help address some of those reoccurring internal issues.
One thing to remember is that not all assessments are alike. It is not like when you have seen one, you have seen them all. Find an assessment that was designed for your organizations intended or needed purpose, and one that has been recently validated for that application. Leaders in the assessment industry have all the information, sample reports, and technical manuals easily available so that an informed decision can be made. If you still are unsure, ask about an opportunity to ?demo? the assessment before making a final decision. Would you buy your next car without a test drive? Remember assessments are not intended to actually make decisions, only to provide better and more complete information to the actual decision maker within the organization.
Employees will be happier and more engaged if they are matched to a job that allows them to capitalize on their strengths, skills and talents. Valid and reliable assessments can help make that happen. The impact will be reflected in the company's bottom line.
Both Jan Leary & Gayle Lee are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.
Jan Leary has sinced written about articles on various topics from Cover Letter, How to Sell on Ebay. provides readers with the latest reviews, articles, commentaries and write-ups on Resume, Types of resume, resume for jobs. Jan Leary's top article generates over 2400 views. to your Favourites.
Gayle Lee has sinced written about articles on various topics from Cover Letter. Gayle Lee is an experienced Human Resource professional who specializes in employee assessments.Visit gayleleeandassociates.com for more information about employee assessments and their applications.. Gayle Lee's top article generates over 1600 views. to your Favourites.
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