Resumes and coverletters are modes of communication that are used to specifically communicate the list of beliefs about how the candidate could satisfy somebody else’s needs. This kind of communication should not have any information that would contradict this argument. But, as recruiters become increasingly sophisticated in their searches to fill positions, they need more information than what you were previously hired to do. They might want an idea as to how successful you were at performing those duties. That performance may need to be rated or compared to the performance of others. Developing students who can explore the needs of another requires the sophisticated development of a “theory of mind”, which may include the active development of empathy, making it more conscious than passive. What kind of design activity might facilitate the learning of task analysis and social-emotional needs of a person performing in a certain company, department, set of duties?
How To Turn Duties Into Accomplishments On A Resume
February 10, 2015
Job Search Resume
Managers want to hire the best talent. So when your resume gives a rundown of your duties and responsibilities in each position, it offers the hiring manager little information as to how well you performed on the job and what you are capable of doing.
Related: 4 Red Flags Employers Watch For On Resumes
Your resume really needs to highlight your accomplishments – it tells the hiring manager here’s what I can do for you and here’s proof that I‘ve done it before – and I’m great at it!
Ask yourself some of these questions to help turn duties into accomplishments on the resume.
1. What would you brag about?
Think of a particular instance where you utilized specific knowledge or skills important for the job you’re applying for and came to impressive results.
2. How do I compare with my peers?
Are you more senior than others? Do you specialize in a particular area? Are you the ‘go-to’ person for specific areas? Were you chosen to train others? This will help differentiate you from others who may have the same level of responsibilities and duties.
3. Was there anything I did that was above and beyond my normal responsibilities?
In some professions, it’s harder to quantify results, in which case we go to qualified results and look at how you may have improved a situation like employee retention, customer service, and so on.
4. Was there a time when I was recognized for a job well done by those higher up?
Things like Employee of the Month, Top Salesperson of the Year, and other forms of recognition can be used to relay how great you are at the job.
5. Was there something I did or an idea I proposed that led to implementation that resulted in notable improvements in performance, service, or profit?
This question can also be used to help you showcase results.
It’s important to remember that hiring managers already understand the duties of the job – they want to know how you are better than the next job candidate, and that’s the difference between a resume that lists duties and one that demonstrates accomplishments on the job.
Remember also that success and accomplishments are best demonstrated when performance is measured – whether quantified, qualified, or both.