There are a lot of considerations that go into writing a solid resume. You need to consider your education, experience, and skills. Then you also need to consider things like resume length, formatting, scanability, keywords,…
For decades, it has been drilled into our heads that you need a college or university degree to get a good job. The more education you have, the better the job you will be able…
Hiring remote workers is different from hiring traditional employees. This means you need to adjust your hiring and screening processes to ensure you are effectively weeding out bad remote employees before you get to the…
If you are looking to land an executive level position, you need an executive quality resume. You are competing with top talent and experienced professionals for highly competitive roles. You need to look the part…
By Riel LaPointe, Toronto Financial & IT Recruiter We all want to have a great resume. We want a resume that will grab a recruiter or hiring manager’s attention and get us called for job…
Having a great resume is a very valuable career tool. It will help you get your foot in the door, get the attention of recruiters and hiring managers, and it is what will land you job interview requests. A poorly crafted resume will do the opposite – it will get buried in the pile of other bad resumes, never to be looked at again.
Want to get your resume noticed? With 70% of hiring managers spending less than two minutes reviewing each resume, the resumes that get noticed are the ones that maximize every word and phrase. Our Toronto recruiters share 5 common phrases to keep off your resume to help yours rise to the top.
Only a few decades ago, applying for a job meant reaching for the classifieds and dusting off the old typewriter and fax machine. Needless to say, things have changed… and the resume and hiring process are constantly evolving. To help you keep up, I’ve outlined to the top 6 ways resumes have changed and what you need to know before your next job search.
Hiring creative talent is different than hiring for more traditional or analytical roles. How do you evaluate someone’s creativity? And how can you tell if their particular brand of creativity will mesh with your company or clients? As a marketing headhunter, I assess and place creative talent every day, and here’s what I’ve learned:
