Writing Center Consultant Job Description: Fill & Download for Free

When I first started in HR, I did a lot of menial tasks. I was pretty much an administrative assistant for the head honcho in the HR department. When HR found out I had a degree, I quickly started working as a L&D specialist. I enjoyed L&D. I actually helped a lot more people more in L&D than when I worked in other positions.I didn't realize how much people in HR despised reading resumes until I worked in HR. I was asked one day if I wanted to help sort resumes for a position coming up and I agreed to help. I didn't know why at the moment, but they looked surprised. Well, either I was really good at going through resumes or the guy who I was helping really hated sorting resumes, because as soon as I started helping out, he seemed to always be too busy to help.On a regular day, I would go through resumes once a week and when we were hiring, everyday. I went through at least 100 at a sitting before lunch and 100 after lunch. I learned to dread reading resumes, and to this day I don't miss it at all. Some of the resumes I looked at, were unbelievable. Once I got past that though . . .My procedure was a two step process.1st StepFormatting -- If the resume had some kind of funny looking or unconventional formatting it went in the bin. I am a real stickler for good and simple formatting. If you look at my resume, it is plain; it has no columns, only one line dividing the contact info at the top from the rest of the resume.I remember getting one resume which was in multiple colors (and really tacky colors at that . . . like Easter eggs) and had multiple columns and his picture in the upper left-hand corner. If he was applying for a graphic design position then maybe, just maybe I would give it a look . . . but he wasn't.Typos -- First thing, I abhor typos. Maybe this is the graduate English major inside of me acting out but really, there is no need for typos; there are two reasons I say this. The first reason is spell check . . . IT'S FREE! The second reason is a resume is an important document, you should check it as many times as possible.Contact Information -- I'm looking to see if the applicant bombards me with contact information. All I need to see is their name, a contact number, and an email address. That's it. That's all. But there is a little more to it than that.The email address should be a professional email address. I don't mind gmail or AOL but really, how much does it cost to buy a domain name today? Especially when it is for something as important as your career.I remember seeing email addresses such as [email protected]. [email protected]. [email protected]. What kind of job did they think they were applying for? With these types of email addresses, I'd hate to see the experience they list on their resume.Job Experience -- I'm not really looking for what company they worked for, but I am looking for several things here. I am looking at how they present the experience and jobs.Are they just telling me what they did? Or are they telling me how they helped the company? Are they telling me what they brought to the table in order to help with the company's bottom line?I'm looking to see if they quantify. I want to see numbers and statistics. If the company beat their projections, tell me. If the company saved money, then tell me how much. Doesn't have to be exact numbers, an estimate will do.I'm also looking at the bullet points. Are they even.? Are they standard? Do the bullet points start with an action word? Is it capitalized? Are they overwhelming me with bullet points? I only need four or five.Most importantly, does the position pertain to the job they are applying for? No explanation here.Social Media -- If you put it on your resume, I check it out. The most common social media link that I see is LinkedIn . . . which makes sense. I click on it. I also get Facebook and Twitter links. Big mistake.I don't just look at the first couple of tweets or updates, I dig. The more I dig, the more I want to dig. I wont give any names, but there has been times when the candidate would've had the job because they had everything we were looking for. Whenever we went to their Facebook page . . . they lost it.Remember to self censor when you post to Facebook or Twitter, or any social media outlet for that matter.This process took a total of 15 seconds. If I found mistakes right away, it ended there.2nd StepJust briefly. Basically, the second step is where I go a little deeper into the resume. I generally don't look at the second page during the first stage, that would be on the second look. But during the second stage (which is the last stage for me) I do look at education. I examine their skills and see if it matches the job they are applying for. But, that is the second stage.What Irks MeLack of Keywords -- The company I worked for never scanned resumes for keywords. I don't know why because it would cut down on the time needed to sort through resumes. But, some people don't use keywords. I don't know why because they are easily found in the job description.If you didn't have a job description to start with, you can always find a similar job posting or an older job posting on LinkedIn. Keywords help tremendously. It helps everyone.Objectives -- Objectives come and go. Some years they are in fashion and some years they aren't. Personally I don't like objectives and I don't even read them.I know your objective. To get a job. Objectives are nothing but a way to BS the recruiter. No matter how fancy you word your objective it all comes down to I want the job.Cover Letters -- When I took resume classes, and I'm not talking about classes for HR, but job hunting classes I was told to always use a cover letter. I never really liked writing cover letters. I don't read cover letters because they don't give me any new information that the resume already gives me.Since job searching is pretty much completely done online, cover letters kind of faded away. I'm glad and so are job seekers. Everyone I worked with in HR pretty much ignores cover letters altogether.Please Stop!Exaggeration -- I can tell when you exaggerate. So can most people who read resumes for a living. Believe it or not, we were job seekers at once. We have written our resumes and have done the same things you've done. We know the tricks because we've done those tricks also.Every time I see something that I think is an exaggeration it makes me smile. It brings up memories of the time I wrote the same thing. Then I remember, I didn't get the job. Then I'm in a bad mood . . . and reading your resume in a bad mood.References Upon Request -- I already know this. When I need your references you will be more than happy to supply them to me.Templates -- I hate templates. I use to write resumes and I quit using templates a long time ago. When you read 1000's of resumes, you can tell what templates were used. Which template was used can also give clues as to what the person is like. I don't use templates anymore.What Do We Like?We like plain and simple resumes. We like resumes which are easy on the eyes. We like resumes which are short. That's not to say if you have an interesting resume we wont want to read more . . . but that is rare. Me personally, two pages . . . maybe three.I've written extensively on Quora about resumes and CV's. I also have written extensively on LinkedIn on resumes. I've taken resume classes at the DoL, the career center at my college, and resume writing classes while working on my degree.I have helped military veterans with their resumes. The challenge with writing a resume for prior service is converting military jargon and job descriptions into civilian terms.I've been writing resumes for the last 10 years (not so much anymore) for a fee and for free. I consider myself more of a resume consultant now.

The most important thing for any project is ensuring that you have the right person for the job. For finance roles, finding the the right person depends on a number of factors, including the complexity of the work, type of project, and the required time commitment.If you have a specific need (5-year projection model, pitch deck / business plan for your upcoming Series round, interim CFO, pricing analysis, etc), are focused on timely, high quality outputs, and looking to minimize time sifting through resumes, I’d recommend going with a service like Toptal Finance. Toptal offers an on-demand network of elite finance talent that is hand-picked to suit your specific needs. Other options if you would like to utilize freelance networks include SpareHire and Talmix.A few other options:For any new hire, you will need to spend time thinking about exactly what needs to be done and write out a job description. Once you’ve done that...you can:Work within your personal network - Speak to friends, former colleagues, and alumni from your schools. You’d be surprised by the reach potential of just a few contacts!Post the opening on a professional network like LinkedIn, StartUpHire, Daily Muse, AngelList - keep your audience in mind, especially if you’re looking for a more senior hire, you might have a hard time with social networks other than LinkedIn.If it’s a senior-level position, you might want to consult some executive search firms or staffing agencies, though the downside is that they might charge exorbitant placement fees.If it’s simple accounting or bookkeeping (first, see if you need this), you can look into options like iHireAccouting and TryparoIf the work that needs to be done requires deep expertise and many years of experience, you might want to bring on a virtual or interim CFO. Some sites where you can fine this level of talent are CFO Center, Preferred CFO and Toptal Finance.It’s often hard to find the perfect person, particularly if you are thinking of making a full-time hire. A great way to mitigate the risk of bringing on the wrong person is to leverage freelance networks of finance talent. For example, instead of conducting an extensive search for a full-time CFO that will likely require equity and a healthy salary, you can alternatively bring on an Interim CFO to set up your finance infrastructure and processes.In doing so, you mitigate the risk of bringing on the wrong person from the start and can decide after a few months if it makes sense to hire a full-time resource who can manage everything (i.e., Finance Manager, Finance Director, VP of Finance). This option requires a smaller time and capital investment from your end (and allows you to focus on growing the business) while giving you the financial infrastructure to scale rapidly. This is a great article if you’re a startup interested in learning more about when to bring on a CFO: How Long Can Your Startup Survive Without a Full-Time CFO?

Hello there job seeker! I am a PhD graduate in Chemical Engineering who landed his current job in the industry by applying online and without having any contact in my current company.I am not sure if you are an undergrad but based on my experience, I can tell you that getting chemical engineering jobs for fresh MS/PhD graduates is more difficult than for undergrads. So, even if you are an undergrad, my experience will surely be useful for you.It is true that having a contact within the company gives you a lot of edge while applying for jobs in that company. However, not having a contact IS NOT THE END OF THE WORLD. When I started applying for jobs, everyone I knew told me how important it is to have contacts and how not having a contact makes it almost impossible to get an industry job. I did have contacts although their background/department was very different from where I was applying. I soon realized that applying to only those companies where I had contacts was not working out for me. Therefore, I decided to go for the robust approach of applying to as many openings I could come across online. The actual steps that I followed are as follows:Polish my resume. They say that a recruiter spends a maximum of six seconds while screening candidates. Therefore, it is very important to have a well-written, well-organised resume that makes the recruiter’s job easy to go through your resume. I consulted many friends working in companies, my school’s career development center for tips on improving my resume and I got good feedbacks from each of them.Subscribe to job alerts Indeed, LinkedIn, Glassdoor, Biospace (if you are interested in biopharma jobs), ACS jobs, Naturejobs are websites that send you daily/weekly alerts based on the keywords you use for searching job openings. Even many individual companies nowadays send out notifications whenever they have a new job opening. I would then select all the openings that I am interested in and bookmark them.Tailoring my resume Each job opening needs a tailored version of your resume to highlight the specific skill-set the recruiter is looking for. This is where the job description stands out as the most important piece of information that you need to keep in mind while filling out your application. I devoted enough time per application to go through the description and modify my resume. Keep in mind that the resume is the most vital piece of information during the whole job application process for it will get passed along to all you future co-workers. Don’t spend time on writing cover-letters except for postdoctoral jobs, no one has time to read those page long essays. So in a way, everyone will mostly judge you based on the overall structure, organization and appearance of the resume.To give a rough estimate, I sent out almost 10–15 applications per week and I got 2–3 phone interview calls every month. It is important to keep an open mindset at the beginning while applying for jobs and not be too picky. It is very critical ‘to get your foot in the door’ in the beginning of your job hunt. Chemical engineering is one such major that gives you an edge over others in terms of the diversity of job openings you can apply to. Chemical engineers can use their process engineering skills in most industries ranging from food industries to petroleum industries and biopharma companies.Overall, the only difference between having and not having a contact within the company is that the success rate of getting interview calls is less when you are online applying online (10% vs 2–3%). To counter that, you just need an open mindset and send out more applications.