Some might wonder why using a builder is more beneficial than simply using a template and making the changes in Microsoft Word. Quite simply, resume builders offer advanced tools many job seekers don't have. Builders enable users to convert resumes into multiple formats like pdfs and text. If you've ever tried to copy and paste your resume from Word onto the Internet, you know it's not pretty. Builders also provide tools to build a resume that is web-ready.
The easiest and most logical place to start is in the career section of the company's website, if one is available. Many company websites will also have a section that describes their core values, mission, or overall approach to their business. These sections will be filled with keywords such as "integrity," "flexibility," "leadership" and "teamwork," qualities that are valued in most positions and by most organizations. Make sure your attorney resume provides examples that illustrate these various qualities.
Wow, that is just depressing! How many, many resumes must a person send out before realizing that this is a broken path for many of us. For every successful job seeker, I am guessing there are probably many, many more that did not succeed. Although I have mixed feelings about the value or viability of sending out resumes to openings, I would not dispute the importance of a well-constructed resume. My only concern is how it is used. I am a big believer in Richard Bolles' statement that resumes are something you leave behind versus something you send ahead.
Once you have identified the keywords from the job description, you should go back to your attorney resume and determine whether the keywords you selected are highlighted in your resume. Chances are they will not all be incorporated in your resume. Therefore you will need to update your attorney resume, and insert those keywords and phrases in the appropriate areas.
Job seekers are accustomed to making themselves look good on paper but it is harder to make yourself look good on video. Paper resumes make your case before you walk into the interview. It is easier for a recruiter or interviewer to forgive any fidgeting in person because your paper resume has already told them that you have the skills for the job. If the interviewer has to sit through a video with several minutes of rambling dialogue, accompanied by nervous tics, and the sound of traffic or air conditioning in the background to be able to hear your skill set, you may not get to make your case before you lose the interviewer's interest. Since video resumes are still new, there is no real standard set yet as to how these resumes should appear and how information should be presented. It can be easy for applicants to go wrong.
Additionally, video resumes pose a risk to companies that paper resumes do not, legal risks that have caused some companies to discard all resumes that are accompanied by videos. When some companies these days black out names on resumes to avoid potential race or gender bias among those who review resumes, video resumes open employers up to potential claims of race, gender and age discrimination-even how the applicant looks in the video, in some instances, can clearly cause more problems for the applicant than they solve.
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