Is compensation the only reason for changing employers?

The Resume Store’s
“To improve our customers’ work lives so profoundly, they can’t imagine going back to their old jobs.”

When I transitioned from my previous company name (Sherr Enterprises) to The Resume Store, I made it my mission to assist my customers to achieve their employment goals. For most, the motivation was to earn more money; for others, it was to improve their working conditions. And for some, it was both.

When participating in resume consultations, I become privy to many reasons for seeking new employment. I am still amazed at the variety of reasons for changing jobs. With the exception of compensation issues, the balance had everything to do with their companies’ growth opportunities; or the lack of.

The misnomers are that “most” people want to change jobs because they dislike, or even hate, their bosses, or because their workload is too demanding, or they don’t get paid enough.

According to a survey by Global Recruitment Strategies for Active & Passive Candidates, the number one reason people change jobs is for career advancement. Fundamentally, job switchers are most typically people who saw their job as a dead end, so they left it for one that offered more opportunity for professional growth.

Interviewers who work for employers that embrace employee advancement should sell more than the job at hand, they should “*sell the future.”

*Derived from a writing by Allison Schnidman (August 5, 2015) on LinkedIn’s Talent Solution’s Blog

As a professional resume writer, it is my mission to present candidates as advancement minded. Whatever their career designations, I attempt to brand them as growth-oriented. By branding them in this manner, the subliminal goal is one of compensation growth; for, as one advances so does their rate of pay.

Branding my customers in their resumes as “Growth-Oriented” is also branding them as “Financially Ambitious.”

Consider the following…

How long will recruiters spend on your résumé before deciding to toss it in the recycle bin? Six seconds says online job search site The Ladders. That’s about 20 to 30 words.

**So how does The Resume Store write those first few lines of your resume—the summary section—to compel recruiters to keep reading? How do we make sure you get the call—and not the toss? How do we make your summary memorable?

**Here’s a checklist:

  • Tailor your summary to each job application. Highlight your areas of expertise most relevant to that position.
  • Then focus on specific results you’ve achieved in those areas of expertise—how other organizations have improved because of you.
  • Note the types of organizations and industries you’ve worked in.
  • Include years of experience.
  • Avoid generic terms such as results-driven, proven track record, excellent communication skills, team player.

An actual Summary written by The Resume Store’s staff:

“An experienced, vibrant, and innovative Executive Chef with more than 15-years’ experience effectively maintaining direct leadership of the kitchen staff and resolving problems efficiently in order to sustain and serve exceptional cuisines with the ultimate goal of ensuring quality culinary dishes are being served on an efficient schedule that has boost sales and overall profitability. A mentor, instructor, and sharer of knowledge who has generated annual catering revenues from $2.5 MM to $10 MM for 4 & 5 Star Resorts.”

Our resumes define a candidate’s value to potential employers by presenting them as dedicated contributors to their employer’s goals for financial growth, industry reputation and mission. That said, this information shall be as if “Absent Without Leave (AOL)” if the Summary section is not right-on.

To reiterate: “Don’t waste your hard-earned money on a resume service who cannot write resumes that pass the interviewer’s 6-second visual scan.”

*Derived from a writing by Allison Schnidman (August 5, 2015) on LinkedIn’s Talent Solution’s Blog
** Derived from a writing by Jane Heifetz (July 28, 2015) in The Harvard Business Review

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