3 Questions Your Resume MUST Answer!! ????

To Succeed In Today's Job Market, You Have To Think Of Your Resume As An Advertisement Targeted Towards Your Future Boss

A resume is the biggest key to unlocking the door of opportunities. You need to think like a marketing specialist while building a resume. Along with projecting your Top Skills, Work Experience, Educational History, Awards, and Achievements, candidates should know that every resume MUST answer the following three questions.?

1.Why are you ONLY interested in THIS Job?         

Remember that your reader is the Talent Acquisition Executive/ HR/ Sourcer/ Sourcer who runs across 1000s of resumes in a day and are able to understand the difference between a candidate who is serious in career vs. a candidate who is not so much career-oriented just by looking into a resume for 30 seconds.

If you need Talent Acquisition to recognize you out of those 1000+ resumes flying in and out, you must give the reader the impression that you are genuinely interested in this job. While reading your resume they are seeking assurance through the language and words you use. They look for target words that indicate genuine interest and if Talent Acquisition does not see that, they will assume that is it a "Blanket Resume"; a candidate who is not 100% career-oriented.

So, before submitting your resume, think back on the specific position and learn what the job is about to check if that is who you see yourself in the future. Question yourself, why do you believe that you are the right fit for this role? Is there any specific part of the job that excites you? or does the company mission connect to your mindset or thought process? After clear understanding, add your personal statement to your resume indicating to the reader that you have actually spent mind and interest in the role in the use of words throughout your application.

2. What is the value you could bring to the organization?         

Understand that if there is a job posted, the company is in NEED of that requirement. While you are the applicant for that position, it is important that the resume shows that you can fill the company's NEED. This is when the hiring manager will look for clear evidence in words of the value you could bring for the role or the organization.

The perfect way to get the reader's impression here is by adding what you have done "OUT OF BOX" in your previous employment. Answer the following example questions as part of your work experience description.

Here are a few examples to think about

• How did the previous company benefit by hiring you?
• Did you make a difference ?
• Did your previous organization implement any ideas that you initiated?
• If initiated, how is organization different today from the day you joined?

So, instead of copy-pasting the Job Description into your resume, add all the major points in your career achievements while stating your day-to-day work from your previous employment. This way, the reader will understand the impact you could have on their organization and might increase the chances for your resume to be shortlisted.

3. What is your current and future potential?         

As the world is speeding day by day, the world of work evolves. Potential has become the most common indicator when sourcing for a suitable candidate more than the number of years in experience at work listed on a resume. It is important to show both your current and future potential on a resume to let the recruiter or hiring manager understand your career ladder to date.?

Current Potential Examples:

• What are you good at now?
• What do you already have that other candidates do not to make you the right one for this job?

Future Potential Examples:

• Who were you THEN, Who are you NOW, and Who do you think you could be NEXT?
• How did your skills/activities/mindset/strengths grow along with your career from day one to now?

After going through the resume, your recruiter or hiring manager should end with absolutely no doubt in their mind that you will be able to do the job well. Talent Acquisition teams these days in the modern hiring process no longer want to hire candidates who show up as passing clouds just for the monthly payments. They are looking for candidates who can make an impact, make a difference, grow not just their career but also the team, and has the potential to bring new methods to their organization.