The Benefits Of Having A LinkedIn Profile And Personal Website

From “How to Get Your Social-Media Ready for Hiring Managers” by the ZipRecruiter Editorial Staff

When you apply for a job, it’s expected that hiring managers will review your resume or online job profile. But 90% of them also look you up on social media. That’s a number to which you should pay attention.

You may be asking yourself, “Sure, but are they really paying attention? Does it really matter? How can social media stop me from getting a job?” Well, almost 4 out of 5 hiring managers have rejected candidates because of something they came across on social media sites!
We’ve covered how to use social media to network for a job, but if the thought of a recruiter going through your accounts makes you shudder, we have a plan to make sure those long-forgotten spring break photos don’t come back to haunt you.

Take an Inventory of Your Digital Identity

Google Yourself – Find out what recruiters are seeing in your search results.

Google isn’t a social network, but it is the place where 43% of HR professionals will look for you. Knowing what results pop up (including your social media profiles) will guide you on what steps to take. Before searching, switch to private browsing mode so your past searches don’t influence your results. (Switch to Incognito mode in Google Chrome, select New Private Window in Apple Safari and
Firefox, or select InPrivate when using Microsoft Edge.)

Search your name and review the results. Then look at what Google pulls up under images, videos, and news, to get a full sense of what a recruiter may potentially see. The more you know, the more you can prepare for questions that may come up. Stay on top of new information by creating a Google Alert, which will message you each time Google indexes something with your name.

Create a Personal Website to improve your search results and highlight the information you want hiring managers to see.

One of the best ways to improve your search results, and your chances of getting noticed by recruiters, is to create a personal website. 80% of employers think that having a website presence is important. A website can help you spread the message you want to share with employers and drive them to the places (social media profiles, articles, projects, etc.) you want them to see. Once you have one, include the link in your resume and job site profiles.

While LinkedIn is considered the professional social network, it is not the site that HR professionals use most when researching candidates. That honor goes to Facebook, where 74% of recruiters look up their potential hires. LinkedIn (56%), Instagram (49%), and Twitter (45%) follow. TikTok is currently around 12% but will likely increase as its audience continues to grow.

About LinkedIn
Despite these numbers, LinkedIn is the one social media (professional networking) site you must update and make public. First, be sure that it is up to date, has an appropriate profile photo, and lists the same details as your resume. Next, use the additional sections, like the headline and ‘about’ area, to highlight your personality and give more details about your accomplishments, passions, and goals. Then, share
relevant posts—and comment on others—to show you are engaged with your industry.

From Arnie Sherr, PRW, the Founder and CEO of The Resume Store

Everything, as stated above by ZipRecruiter, is great advice. That said, The Resume Store is more than Resumes and Cover Letters. We are LinkedIn Profiles and Personal Website Builders.

In today’s professional environment, web exposure can hurt or help your professional career efforts. Therefore, making all of your social media private, except for LinkedIn, is imperative. However, most of our customers either have an incomplete LinkedIn profile or haven’t considered having one built. A few, having the technical skills, have created strong LI Profiles themselves. Kudos to them for doing so.

However, only 9 or 10 of our customers over the past 28 years have Personal Websites. The value of having a Personal Website is immeasurable. Since most do not have a Personal Website, having a recruiter come across yours is extremely impressive. It may be the “Deal Maker.”

Our elite team has the skillset and experience to create impressive LinkedIn Profiles and Personal Websites.

America’s Quit Rate

“According to USA Today, 4.3 million Americans quit their jobs in August. And the national quit rate
increased to 2.9% of the workforce, the highest percentage ever reported by the BLS. To put August’s
numbers in perspective, the number of workers who quit their jobs rose by 242,000 from July — and by
around 1.3 million since August 2020; a total of 3 million quits.”

Furthermore, experts stress that people are leaving their jobs as workers demand higher pay, better
conditions and support in their daily lives. The reasons for the heightened quit rate are child care, a living
wage, hazard pay, paid sick leave, and healthcare shortages.” All indications dictate that the job market is
now a buyer’s market. The job seeker is the buyer, and employers are the seller.

Just look around; many employers are offering hiring bonuses. Some, like Amazon, are offering up to
$3000. In reality, now is the time to put out feelers. The competition is struggling to fill positions similar
to or the same as yours; and for more money.

Moreover, you can write your own ticket. To do that, you must have a strong resume and cover letter. In
today’s Covid environment and the use of Applicant Tracking Systems, getting the opportunity to
negotiate higher compensation, better working conditions, and benefits, having a well-written, keyword
enriched resume and cover letter is essential. ZipRecruiter says, “there are now about 50% more job
openings contributing to the quit rate.”

Applicant Tracking System Scanners Explained

So, you’re searching for a new role. But, unfortunately, you’re getting one rejection email after another – even for jobs for
which you are well qualified!

What’s going on? You got rejected by the ATS system. Your resume wasn’t ATS-friendly. So it didn’t make it through the
ATS Scanner.”

You ask, “What’s an ATS Scanner?”

Don’t worry! Unless you’ve worked in Human Resources or Talent Acquisition, it’s unlikely you’ll have come across an
Applicant Tracking System (ATS) before.

So, let’s take a quick look, get some answers, and learn how to BEAT them!
ATS Solutions are software that sifts through resumes, manages interview schedules, analyzes recruitment metrics, and
help to hire managers, and recruiters SHORTLIST job applicants!

Since the 2008 economic crisis, the volume of incoming resumes to employers has been so overwhelming that most
companies, 70 to 80 percent, utilize Applicant Tracking System (ATS) scanners that manage the strong deluge of resumes
received. However, before humans read resumes, they must get past these Applicant Tracking System (ATS) scanners.
The function of such scanners is to recognize “keywords and qualifications.” The system is not arbitrary; it is programmed
to identify keywords and qualifications corresponding to their job postings.

That said, the system is not perfect. Occasionally, qualified candidates get eliminated because their resumes are not ATS
friendly. However, the rationalization is that missing out on a few great candidates is a worthwhile trade-off.

The following is The Resumes Store’s solution to the ATS Scanner.

Most times, we create resumes that are not for specific job postings. However, to enrich our resumes with pertinent
keywords, we scan numerous job postings related to our customer’s job titles. For example, suppose the job title is Project
Manager. In this case, we include various related Project Management terms, such as project management, project
managing, project delivery, implementation, and planning.

By including a range of related keywords, we cover your bases and decrease your odds of an ATS Scanner eliminating
your resume!

That said, we don’t go overboard!

Most likely, hiring managers are only searching their ATS-created candidate profiles for around 2-5 keywords; however,
the actual number of profile keywords may vary per employer.

Since we have over 28 years of experience writing resumes and cover letters, we know what is and is not a keyword.
Therefore, we create resumes that, 85% of the time, contain enough keywords to satisfy ATS scanners.

Factually, our keyword enrichment resumes have helped 85% of our customers achieve interviews in a timely fashion.

Even so, attempting to create resumes that survive the ATS system is not a perfect science. Therefore, before you apply to
specific job postings, we recommend that you take advantage of The Resume Store’s “Posting Specific Keyword
Enrichment” program.

To explain, The Resume Store, in its effort to increase our customer’s interview success rate, will modify resumes we have
created to include the keywords and qualifications of specific job postings our customers wish to apply to for a modest
fee. However, like all homemade and, to a much lesser degree, professionally written resumes, there are no guarantees. In
the end, we hope to better our customer’s chances of surviving the Applicant Tracking System.


Since the 2008 economic crisis, the volume of incoming resumes to employers has been so
overwhelming that most companies, 70 to 80 percent, utilize Applicant Tracking System (ATS) scanners
to manage the strong deluge of resumes received. However, before humans read resumes, they must get
past these Applicant Tracking System (ATS) scanners. The function of such scanners is to recognize
“keywords and qualifications.” The system is not arbitrary; it is programmed to identify keywords and
qualifications corresponding to their job postings. We at The Resume Store are experts at Keyword
Enrichment. Even so, writing resumes with what we feel include about 70 or 80 percent of probable
keywords is still not a guarantee. Factually, probable keywords and qualifications are, for the most part,
found in employers’ job postings.

That said, The Resume Store, in its effort to increase our customer’s interview success rate, will modify
our resumes to include the keywords and qualifications of individual job postings sent to us after we
have sent “completed documents” for a modest fee. We call that “Posting Specific Keyword
Enrichment.” However, like all homemade and, to a much lesser degree, professionally written resumes,
this process is not a guarantee.

By Arnie Sherr, PRW
October 26, 2021

How to answer the interview question, What Motivates You?

By Carole Martin, Monster Contributing Writer

“What motivates you?” is another one of those soul-searching interview questions where your answer will depend on your background and experiences. It can catch you off guard unless you’ve thought about it before the interview. Contemplating when you have been most satisfied in your career will not only help you answer this question, but it will also help you focus on what you want in your next job.

Two candidates answer the motivation question, reflecting their values and what is important to them. The first says, “In my previous job, I worked directly with customers and their problems. What I liked was solving problems and helping people. Sometimes it took a lot of effort on my part, but it was gratifying when the customer appreciated the service.”

This answer reflects the candidate’s interest in helping people and the satisfaction he gets in finding solutions.

The second candidate says, “Two years ago, I was excited to be involved in a particular project. The team I was working with had to develop innovative ways to market a product that was not received well by consumers. It took lots of effort and long meetings, but we met our deadline and launched a terrific marketing campaign. It was a motivating experience.”

This candidate likes thinking outside the box and being part of a team. He loves a challenge and works well with pressure and deadlines.

Prepare Your Script
Writing out your thoughts will help you think about times when you felt energized by your work, times when you looked forward to going to work. For a source of ideas, refer to your resume. Which tasks did you list? Were they the tasks you enjoyed most and felt most motivated doing?
A statement on your resume might be:

  • Project leader: Led a team in coordinating and monitoring the progress of projects to assure the flow and completion of work on schedule.

What was it that was motivating about this experience? Being in charge, being the source of information, or controlling the flow of work? Making sure the standards were in line with your work values?

By making a list of motivating experiences from your last two or three jobs, you will begin to see patterns of projects and tasks that stand out. Analyze what you did before. Do you want more of this type of responsibility in your next job? The answers to these questions will give you insight into what stimulates you and the possibilities for fulfillment in future jobs with similar responsibilities.

Additionally, by focusing on times when your work energized you, you may become more enthusiastic about the job you are seeking.

There is no such thing as the perfect answer to the motivation question. Your answer will be based on your own experiences and analysis. Ultimately, this exercise will help you reveal to the interviewer what turns you on in your work. Even if you are not asked this question, your pre-interview thinking, analysis, and scripting will help you be more focused and control what you want in your next job.

Arnie Sherr adds: The above writing is an exciting exposé about the obvious, but a most often overlooked or misunderstood method for answering interview questions. It is overlooked because most have not the where-with-all to think-on-their-feet. Moreover, the two responses above are great examples of providing the messages interviewers seek to hear. Although their answers are truthful, the respondents were careful to word them in ways that placated the questioner’s probes. In other words, they answered the questions as they would want to hear them were they the interviewer or the employer’s first line of screening.

Most don’t understand; the role the first interviewer is, most times, to identify whether or not those attending first interviewers meet the CEO’s employee profile. It is generally the practice of CEO’s to determine a company’s employee profile and then direct that only those who meet this profile and who qualify otherwise shall advance to the next step or second interview.

When I coach my clients on this subject many cannot distinguish between tailoring their answers to meet interviewer expectations and lying. I would never suggest any candidate lie; in fact, I am vehemently against doing do, but thinking about how and wording truthful answers in ways that give the asker sought for information and perceptions has proven to be effective and impressive to those listening.

For many, this meets with “I can’t do that” or “I’m not that creative.” This is why I role play over and over with my clients during coaching sessions. You may practice looking into a mirror; ask and answer your own questions. Be both the applicant and the interviewer; after a while, you’ll get the drift. It is just a concept; once you comprehend the concept, answering whatever questions are asked will come naturally and easily.

Best of luck!

“It’s all about them!” Why you may not be getting more interviews

I’ve said it before, and I’ll say it again…
Do unto others…” I know most know of the Golden Rule. Well, you can bet the farm on this; if you don’t tell them what they want to hear, they won’t tell you what you want to hear.

The entire Get-A-Job process is tailored to accommodate employer needs. They who’ve decided that cover letters and resumes should adhere to specific rules and guides had rather one-sided reasons for the requirements that have evolved to date. Their reasons have more to do with developing a writing system and constructing cover letters and resumes that discriminate rather than analyze applicant qualifications and suitability for respective job postings. To paraphrase; A pipefitter whose skills and qualifications are an exceptional match for a specific job posting shall not have a chance to interview because, not having appropriate literary and writing skills, he or she chose to write their own cover letter and resume. It doesn’t seem quite fair! The reality: everybody loses – the applicant, the employer, and the hiring
authority who missed out on earning kudos for a great selection.

The entire resume evaluation system has deteriorated into an elimination process. Moreover, it has is tailored to ignore the core qualifications of those most adept and qualified. For the most part, it recognizes only those documents that meet pre-determined and programmed criteria – search words, formatting, etc.

The lesson here: “If you are that perfect pipe fitter, hire an experienced and reputable cover letter and resume writer.

Contrary to logic and common sense, the system is designed to diminish by non-selection those resumes that do not conform – by format, keywords, and content. It certainly is not in-place to seek out positive attributes and qualifications regardless of how they are introduced.

Abe Lincoln said, “If you look for the bad in people expecting to find it, you surely will.”

In their defense, it is essential to understand the root cause of the above – human resource departments are inundated with cover letters and resumes during this challenging economic time. They are so challenged that scripting the process is out of necessity rather than of desire.

If interviews are not forthcoming, then cover letters and resumes must be re-evaluated. Most times, it is because they are not telling them what they want to hear and in the manner in which they want to hear it.

The volume of incoming resumes is so overwhelming that most companies engage databases to manage the deluge of resumes received. Before a human being reads resumes, they must get past such databases. The function of such databases is to recognize “keywords.” The system is not arbitrary; it is programmed to seek specific keywords corresponding to respective postings.

A particular resume has been database selected and assigned to a hiring manager for appraisal. Human Resource personnel are, by the same inherent pressures, quick to eliminate documents in which they find inequities and non-complicity. Remember, their database only identified keywords. Since time is still a factor, resumes falling short are immediately discarded. One major ingredient is “relevance.” They have no interest in extraneous matters like hobbies, unrelated volunteerism, personal or professional historical information with little bearing on present goals. However, relevant information must be accurate, powerful, describe experience, illustrate, and build value. Deciding that which is and is not relevant is challenging because most are not objective about their own careers, another area for professional resume
writers to attend.

Here are a few absolutes…
Always consider: What does the hiring authority want and need to know from your cover letter and resume? How and by whom are applicants best presented so that they meet those needs and outshine others’ resumes applying for the same postings? Most applicants, embracing little resume writing experience, know what they seek in terms of a job; few understand what recruiters and hiring managers
seek in resumes.

The following quote is parity…
He or she who is their own lawyer has a fool for a client. – Proverb

“The Dynamics of Winning; the Sale, the Job Offer, the game, etc.” Have you the heart to make it happen?

Ever watch your favorite sport, your player or team seems to be hopelessly losing the game? What are your thoughts when suddenly he, she, or they elevate into a higher gear, a much higher gear, an intensity that even an earthquake could not penetrate or of them cause distraction? How turned on and enthusiastic are you when they manage the most remarkable come from behind victory you’ve ever witnessed?

I wonder what it takes to win against the greatest of adversities. To be so melancholy and depressed because you’ve been on fifteen job interviews and then dismissed while hearing the same ol’, same ol,’ “We’ve got five more candidates to interview; we’ll call you in a week.” So much so, that going on future interviews seems like a total waste of time? I used to ask myself that very question; in fact, I asked it many times, only not about getting the job offer; I asked it about making the sale.

“What has been getting the job offer to do with making a sale,” you ask? Aren’t they the same thing? Think about It?

In both cases, something is sold. Either a product/service or YOU! Stop a minute; think! When I was selling a product to a prospective account, was it not my purpose to influence that buyer to say, “I’ll take it?” I don’t know about you, but whenever I went on interviews, I wanted to hear the same thing, “I’ll take you; you’re hired, when can you start? What, pray tell, is the difference?

Here are the biggest problems for many. And I don’t want to hear, “I can’t sell water to a lost soul in the deserts of Egypt .” Are you married? Have you now or ever had a girlfriend? Have you ever pled with your parents to attend an unsupervised party where there may be booze when you were a teen? Have you e tried to make a case for not having done your homework for school or not completing an assignment on time at work? No sir or madam, don’t tell me you’ve n sold anything. Sometimes when caught in a suspected lie, haven’t we all tried to save face by pleading even more challenging to defend our lie? Everybody sells, and they do so every day of their lives. Getting back to the most significant problem, it is that many don’t know when they are selling and have little knowledge of what selling is or what it is to sell? It is primarily for those who fit this description that I write this essay? To those who are masters at sales, it won’t hurt to read this as well.

Whether selling a product or oneself, both have features; bells and whistles, if you permit. It is the features and quality that buyers examine to gauge if the products are saleable; if indeed, they fit their customer’s profile and buying preferences. The buyer seeks to purchase products that will produce “profits.” Although buyers can never be sure to what degree of profits a product shall yield, they engage judgment and experience to make prudent buying decisions. It’s true, if a salesperson desired, he or she could hand the product to the buyer with its catalog sheet and wait for a yes or no response. Herein lays the definition of an “order taker.”

Have you ever heard of the Paretto Principle? Most times, it is referred to as the 80/20 rule. Simply put, it means that of many things, especially in sales, that 20% of the sales people produce 80% of the sales. The remaining 80% is comprised of mediocre to poor producers. Having spilled the beans, so to say, these numbers do not indicate that some of the 80% cannot be taught, coached, or mentored into achieving the top 20% status. Andre Agassi, Maria Sharapova, Barry Bonds, Wayne Gretzky, the 2008 Phillies, and other great achievers were not always #1; however, once they reached #1, few dropped below the top 20% before retiring. My point is, even though you may feel as though you can’t sell, you may be among those that learn well “ How to Win Friends & Influence People“, a best-selling book written by Dale Carnegie in 1936.

Let’s examine how the above scenario changes when a top 20 salesperson sells the same product. First, he or she will have put together a formal presentation of their product. It will not be enough to state that the “bells and whistles” exist, but how dramatically they will be accepted and cherished by the buyer’s customers. The salesperson accomplishes this by emphasizing the best features of his product. He or she will successfully demonstrate how profitable the product is and try to convince the buyer of its superior salability against similar products; that it outsells them all wherever it has been displayed. However, is it merely enough to do the above? Well, that depends on how believable, passionate, and focused the salesperson is. Merely making a mundane presentation and speaking almost in monotones, as would Al Gore if making one of President Obama’s speeches, will undoubtedly undermine all attempts to influence or make a case for anything. Al Gore is exceptionally knowledgeable but puts many to sleep when he speaks. When presenting products, top 20 salespersons speak as though they truly believe in the product they are selling and that its value is more significant than its price. Moreover, if they don’t, I think the results of their efforts will suffer.

Relating the above to selling yourself in an interview, hopefully, by now, you can see many similarities. One that I failed to mention above is “control.” “It is well-known in sales; “control” and most times the seller prevails” (ARNOLD SHERR). Just as the salesperson created a formal presentation to sell his or her product, so must you to sell you. You must take control of the interview right from the start. Respectfully requesting the interviewer’s permission to tell them a little about you is all it takes. After all, that will probably be their first question anyway; it is far better if you are first to offer. You can make your presentation as would Al Gore, or you can sound as though you believe in your product (YOU). If you can’t make them feel you believe in you; then, why should they? You must practice your presentation as President Obama practices his speeches. You don’t have to memorize it; it’s okay to have notes or an outline. It’s true. However, there is a lot more to this than I can put to paper without writing a book. Speaking of which, there are many great books about sales presentations; check it out!

In essence, what I am trying to convey is this. Very few job seekers belong to the top 20 interviewer’s club. Therefore, if you follow my lead, you will shine. If you shine brighter and better than those with whom you compete, it will be you that wins the trophy. I write many essays on this and other related employment subjects. Requests for copies are my pleasure to grant. However, I have an even better idea; call me, and I will personally answer your questions and listen to your concerns. 727-219-0177

I am Arnie Sherr, and I wish you job-hunting success.


  • The state of energy, enthusiasm, and a sense of purpose, and the ability to get things going and get things done.
  • Characterized by vigorous activity and producing or undergoing change, development, and personal growth.
  • In physics, it involves or relates to the energy and forces that produce motion or the desired result.

Greed v. Results

What is the real reason I do what I do?
“Why the answer to this question ensures you will get job offers”

Most, if not all Resume Writers write resumes to earn money. Would any of them refute this declaration? In fact, nor would I. Like the very people that hire resume writers, they want to get a job so they can “earn money”, or “to receive compensation for the skills and/or services they provide”; and, to be more succinct, “for the solutions they provide”.

Does anyone actually disagree?

Factually, we all work to earn money so we can provide for ourselves and/or our families to enjoy the many pleasures that life offers, accumulate emergency funds, and provide for retirement and our children’s education; if in fact, we have children for whom to provide, and more.

Does anyone actually disagree with this, as well?

But then, I ask; is compensation the only reason(s) why we want to work? Might we work to fulfill a passion; achieve a goal, help others, set records, or anything that earns emotional “compensation” or gratification?

I used the word “compensation” because there are many forms of “compensation.” Most think of “compensation” as the money received by an employee from an employer as salary or wages. “Compensation” might also be something, typically money, awarded to someone as a recompense for loss, injury, or suffering; “seeking compensation for injuries suffered at work” However, for me and The Resume Store, “compensation” is not solely about money.

Yes, it’s true, I don’t give my services and skills away for free. In addition to overhead, I also have dreams, goals and the desire for the pleasures that life has to offer. However, I have a great deal of talent in many other fields of endeavor, as well. If all I want is “money,” I can think of many choices that will provide a higher level of compensation that is achieved from writing resumes and cover letters.

So why then, aside from so called “compensation,” do I persist with this choice? My reasons have a whole lot more to do with results than money. Because I care so deeply about the results of my efforts, I try harder to see that they are achieved. When I say results, I speak not of results that benefit me directly; I speak of results that benefit my customers; that they get quick, quality interview invitations; that because they participate in many exciting interviews, they, as a result of interviewing well (not everyone interviews well), earn quality offers of employment in a timely fashion.

Money; well, I’m okay in the finances department. For me the real motivation for being a resume writer is the emotional gratification I feel when “clients” (no longer just customer’s) call to tell me that they’ve been offered and accepted a new job; that their employment goals have been met!

This kind of news reinforces my belief in my abilities to provide quality, results oriented products and services. It’s not about pen to paper and compensation; it’s about doing something significant to help others “provide for themselves and/or their families to enjoy the many pleasures that life offers, accumulate emergency funds, and provide for retirement and their children’s education; if in fact, they have children for whom to provide, and more.”

I’ve told you what drives me; now, how about you tell me what drives you? Isn’t that what the interviewers your face what to know of you? If you can answer this question for me, and I am able to translate what drives you within your resume and cover letter; then, isn’t it logical that if you can communicate what drives you and how what drives you will provide the solutions for which, they so desperately seek, that you will have a strong advantage over your competition?

My name is Arnie Sherr, and I own and operate The Resume Store. If the above is what you want in your resume and resume writer, then The Resume Store is your only viable choice. You will not likely receive this level of expertise and wisdom elsewhere. The only question left to answer is, how much will it cost? A simple phone call will answer that question! (727) 219-0177 (my cell)

The call is free, and consultations are free, too.

Why do you need a new or updated Resume?

Why do you need a new or updated Resume?
Arnie Sherr, The Resume Store

Is it because you are unhappy with your present job? Feel you are underpaid; were passed up for a promotion; can’t get along with your boss or immediate supervisor?

There are many reasons for which, a person feels they want to explore having a new resumé written and from whom they may trust with this very important task. In today’s employment environment, resumés and LinkedIn profiles have become the most important tools for attracting quality interviews. Without a well-written resumé and if you choose, a compelling LinkedIn profile, your chances of fulfilling your employment goals are severely reduced.

STICKER SHOCK: This is the world in which we live today. Like it or not, investing in a quality resumé is among the most important investments with which, a career-minded individual is faced.

Another STICKER SHOCK: Resumés are not free! Prices I’ve seen on the Internet range from $79, from so called resumé mill-houses, to more than $1400 from resumé companies like The Ladders that service only high-income clients. So therefore, what is reasonable when it comes to pricing? The question of price in this business does not necessarily relate to quality.

And yes, another STICKER SHOCK: When selecting a resumé writer, the price charged is not a measure of their resumé writing skills. Because of this fact, I understand the quandary for which many, shopping for quality resumé writers, must experience.

“GOD BLESS CUSTOMER REVIEWS” What would on-line businesses do without them? How would consumers measure and minimize the risks of doing business with on-line companies? After all, few resumé companies have the reputation of a Hewlet Packard, Verizon, Mercedes, etc. Resumé Services are small businesses, many operated from home offices. Without reviews, BBB reports, and friend or relative referrals, you would be shopping with blinders, hoping and praying for a good outcome.

Resumé shoppers who are unable to realize the importance of resumés and their potential value, may feel $100 is; I’m not paying $100 per a simple resumé, are they crazy? I’d like them to think in these terms instead…

How much money do I want to earn? How can a well-written resumé present me as not merely qualified for the job; but also, for the salary being offered? If an experienced and well-qualified resumé writing professional can build a resumé that effectively illustrates my professional value; well, how much would anyone pay for that? Is $100 too much to land a job paying $30,000 annually. Is $200 too much for a resumé that puts you in front of interviewers for jobs paying more than $30,000. In reality, there are a lot of job seekers with specialized industry experience that qualify for unlimited incomes; that is, income levels that relate to their invaluable abilities to help their employers meet and exceed their goals and objectives for growth and prosperity. Would you pay $1400 for a resumé that placed you in competition for jobs paying $100,000 plus annually?

YES, price is important; you have to be able to afford the fee requested! That said, when choosing a resumé service, you should be confident they will deliver the kinds of resumés to which I alluded in the previous paragraph: “Resumés and Cover Letters that properly illustrate your experience and value to a potential employer.” This is what we do at The Resume Store, and believe it or not we do it for the most reasonable fees in the Tampa Bay, FL area. CLICK HERE to read our excellent reviews.    


When and how are they to be used!

From my experience, most think keywords are “Multi-Tasking, Organized, Interpersonal Skills, Team Player, etc.” Some may be if they are used in job postings; but, most of the words and phrases to be used are infused throughout job postings. Things like “5-years of experience, business solutions,” Help Desk, Document Processing, Customer Support, Assessment, Triage and Research, Documentation, etc. are appropriate keywords to be used for an IT Help Desk position.

What passes before my eyes from do-it-yourself resume attempts, is a list positioned right under the Summary section in which, a group of overused and commonplace keywords is listed; most, having little or nothing to do with the job title in question.

**Experts tell us that most employers use ATS (Applicant Tracking System) scanners that are pre-programmed to recognize certain keywords and phrases. They also suggest that applicants should write a new resume for each job posting because the keywords that are chosen by employers to be pre-programmed are found within the job posting. Certainly, for applicants with megabucks, having their professional resume writer create a new resume for every job posting they find appealing is possible. For the average job seeker, making such a large investment may be a severe challenge. Some of the job seekers that call “The Resume Store” find our prices challenging even though we are considered very reasonable. Most of our customers find our prices fair and equitable; however, if I was to tell them they must invest more (half of our regular price) for each additional resume, they would probably think we are trying to hustle them into spending more than is necessary and go somewhere else.

Actually, the **experts are correct. The reality is, job seekers should have a separate resume for each posting. That said, when The Resume Store writers write resumes, they are for the most part not written for a particular job posting. My customers seldom approach us with a job posting in-hand

Considering this, the advice as stated by the “experts” only applies in a general sense. Although keywords and buzz phrases are still important, finding them in selected job postings is an option. However, it is only an option if our customers ask us to write their new resumes for a particular job posting.

The reality is, when The Resume Store’s writers research targeted job titles, they must select and use keywords and buzz phrases from a series of job postings that apply to the job titles in question. Our challenge, which has been extremely successful, is to populate resumes with an appropriate number of keywords and buzz phrases selected from a cross-section of job postings and descriptions.
Our customers have achieved an 85% interview success rate partly because we create documents that pass ATS Scanner searches. As unfair as it is that ATS Scanner systems are used, the facts are that if your resume does not meet ATS requirements it will be “file-thirteened.”

Ask us how we can do this for you, CALL NOW 727-219-0177

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