Is A Summary Necessary On A Resume?

Popular Is A Summary Necessary On A Resume? Ariella CoombsJenna ArcandJuly 21, 2022 Bigstock {"adCodes": [{"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 0, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 1, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 2, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}], "adsOrder": [2]}

Is a summary necessary on a resume? The short answer is: absolutely not!

“No paragraph should ever lead your resume!" warns J.T. O'Donnell, LinkedIn Influencer and founder of Work It Daily. “It does not get read." This is especially true if you plan to write an “objective" statement about yourself such as: “I'm a high-achieving top performer with outstanding and incredible skills…"

This is a HUGE no-no, according to J.T. “I get the same answers all the time from recruiters—they don't like [summary statements]," she says. “In fact, it's like double nails on a chalkboard to a recruiter to see [them]."

Why A Resume Summary Doesn't Work

Studies show that you have six seconds to make an impression with your resume. According to J.T., recruiters will scan your resume in a Z-pattern (left to right across the top fold, down across the page, and over). In those six seconds, they have to decide if they're going to keep reading. So, what are they going to be drawn to on a resume?

• Bold text
• Text with white space
• Simplified text

“I cringe when I see people waste valuable space in the top fold of their resume with this big, long summary paragraph," says J.T. “Do NOT do it!"

What To Do Instead Bigstock

Instead of struggling to write your resume, learn how to properly format it for success. This includes changing your top fold from a summary or objective statement to an experience summary, which is a list of 6-8 hard or transferrable skills needed for the specific job you're applying for. Also, don't forget to quantify your work experience so your resume stands out from the competition!

If you want to learn more about how to do this, we can help.

We'd love it if you joined our FREE community. It’s a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades. More importantly, we have tons of resources inside our community that can help you write your resume—the right way.

It's time to find work that makes you feel happy, satisfied, and fulfilled.Join our FREE community today to finally become an empowered business-of-one!

This article was originally published at an earlier date.

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.iframeContainer{ position: relative; width: 100%; height: 500px; overflow: hidden; } .iframeContent{ position: absolute; top: 10px; left: 10px; width: 100%; height: 100%; } July 22, 2022: Networking Masters

Join us for Networking Masters (think Toastmasters but for networking)! During this interactive group session, you'll exercise your networking and presenting skills so you can be a more confident connector!

Hosted by: J.T. O'Donnell or Christina Burgio

Cost of Event: FREE

Sign up for this live event today!

July 26, 2022: J.T. O’Donnell’s CAREER AMA (Ask Me Anything)

Come get your career and job search questions answered by our founder & CEO J.T. O'Donnell.

Hosted by: J.T. O'Donnell

Cost of Event: FREE

Sign up for this live event today!

July 27, 2022: How To Make A Career Change When You've Been Laid Off

Not sure if it's time to change careers, or how to make a career change when you ARE ready? Sign up for this live event to learn exactly how to make a career change when you've been laid off.

What You'll Learn:

• Determine if a career change is the right move for you
• Identify a career path that aligns with your passions
• Develop an effective job search strategy that serves you

Hosted by: J.T. O'Donnell & Christina Burgio

Cost of Event: $5.00/ticket

Buy your ticket for this live event today!

July 29, 2022: Networking Masters

Join us for Networking Masters (think Toastmasters but for networking)! During this interactive group session, you'll exercise your networking and presenting skills so you can be a more confident connector!

Hosted by: J.T. O'Donnell or Christina Burgio

Cost of Event: FREE

Sign up for this live event today!

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If two heads are better than one, then how about ten?

The pace of change is speeding up, as is the pace of business. This brings new problems to solve, more of them and faster than ever before. New problems demand new ideas. How do you generate these ideas quickly?

One method is the very old-fashioned but very effective brainstorming session.

People often talk about brainstorming, but not many people know how to run a brainstorming session.

It’s actually pretty straightforward.

A Simple Definition

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A brainstorming session is a meeting between two or more people. One person presents a question to be answered or a problem to be solved. Everyone present thinks of many ways to solve the problem in a very short space of time. The organizer collates the ideas, then works with the group to choose the most useful, which are then used to formulate a plan.

The Process

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This can be applied to any number of people in any setting. If followed properly, the whole thing can be finished in 20 minutes or less.

Brainstorming is quite a formal process. The formality is there for a reason. The rules make the process go faster.

Make sure that all participants know and understand how the process works before you begin. When running the brainstorming session, make sure all participants stick to the rules.

Step 1: Presenting The Problem

Present the problem to be solved as a question.

The question will usually be: “How do we _____?” or “The situation is _____. Now, what do we do?”

In a face-to-face setting, write the question on a whiteboard or flip chart. In a remote setting, write your question in the chat of your communications application.

Step 2: Generating Ideas

Tell the participants that you want their answers in two or three minutes. The urgency will motivate them to come out with the first things they think of, without their thoughts being filtered by notions of practicality, or by the fear of saying something “stupid” or “inappropriate.”

In a face-to-face setting, participants can call out their thoughts while a “scribe” writes them down. This favors the more extroverted members of the group at the expense of the rest.

Alternatively, ask participants to write their idea on paper and hand those in. Where your brainstorming session is done remotely, people can write their ideas in the chat.

At this stage, the most important rule is that there is no such thing as a stupid idea. All participants’ ideas are equally as valuable. No one has the right to criticize someone else’s ideas.

This will give you more ideas than you need.

Step 3: Filtering Ideas

Here is one way for the team to filter out ideas that will not be adopted:

Assuming you have 10 ideas on the board/displayed on the screen, ask each participant to rank each idea with a number from 1 to 10, where 1 is for the best idea and 10 is for the worst idea.

Get them to call out their scores. Add them all up. The idea with the lowest total score is the “winner.”

Select a second and third choice as well, in case some external factor prevents you from running with the first idea.

Get the team to vote on the most “creative”/“original” idea as well. This cannot be included in the “top 3” results.

“Creative” ideas may not always be immediately practical but may be possible later. Look at a suitcase from the 1960s. Why did it take so long for someone to put wheels on luggage?

What Next?

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​Once you have your “top 3,” then it’s up to you to decide what happens next.

Do you ask your team for a plan to bring the idea to fruition?

Do you ask them to write a proposal to pass up to senior management for approval?

That depends on the situation. Like any other conversation with a purpose, there should be a concrete result that is used in some way.

“Training” Your Team

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If your team has never done brainstorming before, they may find it quite uncomfortable and not produce the best results the first time around.

It makes sense to use it for a less important topic first, like ideas for the next team event, just to get people comfortable with the format.

Benefits

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As well as being a great way to generate ideas quickly, it can also be a bonding experience for the team. Participants will see a different side of their colleagues’ personalities and will actually work as a team, rather than as a collection of individuals who do more or less the same thing in the same office.

Over to you!

Your team is your “collection of experts.” Think of your most pressing problem. Can you boil it down into a “how” or “what” question?

Set up the meeting, run the brainstorming session, and tell me how it went!

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In today’s candidate-driven job market, employers are looking to the past to fill today’s open roles.

Once considered disloyal because they quit for greener pastures, boomerang employees are now very attractive as hiring leaders struggle to fill job vacancies created by pandemic layoffs, the "Great Resignation/Reshuffle,” and increased production. Some boomerang employees may have retired early during the pandemic, but are now hankering for more to their days than golf and CNN. Finally, boomerangs may have been wrongly dismissed, or a change of leadership has softened the gaze of the new hiring leaders. Whatever the reason, boomerang employees are a growing segment of today’s candidate pool.

As unemployment drops to record-low levels and workers become more selective about their career goals and company mission, sometimes a familiar face is just who you need to see in a hard-to-fill role. It’s time to eliminate the loyalty issue and bring back some institutional knowledge.

What Are The Pros And Cons Of Rehiring Boomerang Employees From An Employer’s Perspective?

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PROS:

• Such workers bring industry and institutional knowledge and experience to the job, including the new skills and training they acquired while at another company.
• Having experienced other workplaces, boomerangs may be more dedicated to and appreciative of their former employer than they were before.
• In cases where clients followed boomerangs to their new companies, those clients may well follow the boomerang back.
• Boomerangs can be a good fit when a company needs to fill a position quickly.
• If they fit with the employee culture the first time, they will likely fit again.
• Their work ethic and the quality of their work are known commodities.
• They can typically hit the ground running. Not much training or onboarding is necessary which saves time and money.

CONS

• It may cause a morale issue with current staff. Some co-workers resent the rehiring or think it’s unfair. Former teammates need to be part of the conversation before bringing back a past employee, especially if the candidate previously lacked leadership skills or a culture fit.
• It can also give the impression that one way to get a promotion is to quit. In other words, work elsewhere and then come back for a bump in paygrade and title.
• Workers might expect their previous years of service to count toward the amount of vacation time or paid time off they receive in their new go-round. Be sure to spell out what will happen in an offer letter, or better yet, have a “bridging policy” in your employee handbook.
• A boomerang might struggle to learn new skills or form new relationships if the company has changed significantly since they left.
• The candidate might now be coming back as a supervisor for their former peers which may cause resentment. Hiring leaders need to anticipate how employees will adapt to this change.
• If the returning employee is retired, returning to work might affect their Social Security payments. They may need to limit their hours or earnings to minimize any tax consequences.
• Check the terms of any previous severance package, pension plan, or union agreement that might limit the company’s ability to rehire a worker. In those cases, both parties may be able to waive or change the terms of the earlier deal.
• Security clearance or other certifications may have expired. What is the cost and time involved in reinstating these?

Are You Struggling To Fill Open Roles? Could Boomerang Employees Be An Option For Your Organization?

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You likely have former employees’ contact information in your HRIS, but if not, you can try search engines like Trupeople.com or Zoominfo.com, or LinkedIn.com to track them down.

If you do reengage former employees like my clients from the marketing and financial services industries recently have done, be sure you do not skip steps in your typical hiring process as well as:

• Be clear about what may have changed in the organization since their departure (leadership, reorganization, benefits, pay, technology).
• Understand more fully why the boomerang left the first time. What was missing in their prior role?
• Ask what is motivating them to return. Does that align with why you want to bring them back?
• Ask whether the existing team wants them back.
• Consider offering a signing bonus paid out in increments as another tool to show a boomerang you want them back to stay—sometimes called a “pay-to-stay bonus.”

Boomerang employees are on the rise; for the most part, it’s a good thing for employers. You can ensure the “sequel” is better than the original by utilizing a thorough rehiring process.

For more information on boomerang employees, please see the World At Work article “Familiar Faces” and listen to my podcast.

Like JoJo Siwa sings, “I’m a come back like a boomerang”—hiring leaders need to be ready.

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