Which sounds more impressive?
A: Designed customer and employee training modules for field sales employees.
B: Developed 4 customer/employee relations training modules for field sales employees. Result: After rollout, employee turnover decreased 50%, sales increased 12% and customer complaints decreased 40%.
Numbers jump out of the paper. Numbers help quantify your achievements. Quantifying your achievements help you highlight how you enhanced profits and/or saved time and money. Most (if not all) companies value workers who enhance profits and/or save time and money.
So on your resume, it is incumbent upon you to highlight the quantifiable achievements and benefits you provided past employers. Instead of just listing your job skills, develop a list of major accomplishments for each job or temporary assignment, placing the most emphasis on your most recent achievements.
There are three ways to do this – through amounts, dollars and percentages.
The goal is to show the value you brought to your past employer for the amount of time you were there.
Do not make up numbers. Keep a record of how you determined your numbers and be prepared to back them up in an interview.
Do not wait until your job search begins to look back and try to figure out your quantifiable achievements. You will not have access to the needed supporting documents. Be mindful of keeping track of your achievements today, not tomorrow.
Finally, do not be scared of the length. Each job description will be longer, but potential employers do like to see amounts, dollars and percentages. They give them a better feel for your work ethic, performance and effect you could have on their bottom line.
By Christiane Soto, Snelling.com
On your resume, you need to highlight the quantifiable achievements and benefits you provided past employers. Employers love seeing amounts, dollars and percentages. Read our article to learn how to quantify your job duties and receive a job offer. Click here to download a PDF version of this article today!
A layoff can be debilitating. Even the mention of the word sends chills down most employees’ spines. Many companies are still "shedding" headcount. What should you do if you get caught up in all this downsizing? Read this article for 6 steps you need to know.
More people are working past typical retirement age, and new workers are quickly entering the market. In many companies, the age range of the workforce spans 50 years. How is a person suppose to manage this? Simple. Stop focusing on generational stereotypes and focus on your workers' strengths.
Follow Snelling on: