3 Quick Résumé Fixes to Land You More Money
In most cases, you'll apply for a job by emailing you résumé to a potential employer. Simple enough. It's the first set of things they'll learn about you and will make or break your chances of coming in for an in-person interview or be selected for an eagerly-awaited follow-up call.
If you get that far, it's surely the outcome you were seeking, but there's more. Even if you make it all the way to the finish line and are offered the job, next comes the nerve-wracking salary discussion. Fear not. You can instantly put yourself in a higher salary bracket by sprucing up your résumé to say, "Show me the money!"
Here are some tips to get the most bang for your buck with a résumé that stands out above the rest and let's your prospective employer know you're worth every penny. Make these changes and see the "change" in your paycheck!
Easy to Scan
While you need your résumé to include all the important points you want an employer to know, it's important that the high-level points are easily readable and quickly scanable at first glance.
As per Jessica Hernandez, Executive Résumé Writer as posted on LinkedIn, "Keep in mind that whoever reviews your résumé first will typically scan it for critical information. The first thing they'll look at it is your title/branding statement, bolded keywords, position titles, and dates. If they like what they see, they'll go through it again with a more-thorough read."
In other words, without getting right to the point clearly and concisely, you won't likely make it through round one. With no chance of having the final hiring manager see your résumé, your efforts will be wasted.
Hernandez adds, "Using a profile or career summary is gradually fading away. Instead, replace it with a branding snapshot or profile snapshot. Write the newsworthy information in short, impactful statements or with as few words as possible so they can get the facts immediately."
Money Crashersadds, "With dozens or hundreds of résumés crossing the desk of an employer, your résumé needs to be logical, concise, and easy to read in order to help the hiring manager or recruiter find the important information as quickly as possible. You have 30 seconds at most to grab their attention, and to get the company to put your résumé into the 'interview' pile."
Not only will this make your organizational skills and accolades stand out, but your ability to garner positive attention is an attribute employers look for. This type of go-getter, no-nonsense sensibility makes for a valuable employee that is worth their time and money.
For more detail on how to make your résumé easy to skim, check out The Muse's "12 Tiny Changes that Make Your Résumé Easy for Recruiters to Skim."
Spell Check and Format
Something as simple as a misspelling or a poorly laid-out résumé can be the difference from landing the job and missing out on something you're qualified for. Don't let laziness or carelessness interfere with your other redeeming and outstanding experience and characteristics. A hiring manager will take note of such easy-to-remedy errors and can deem you as absent-minded or irresponsible. But you do make it past the first test even with such errors, when it comes to salary negotiation, you'll put yourself in the "indifferent" box automatically.
Money Crashers notes, "Make sure your résumé does not have any grammatical or spelling errors before you send it to prospective employers. Use spell check, but also enlist a few friends or family members to review your résumé. Receiving a promising résumé riddled with errors frustrates hiring managers and recruiters. The résumé appears sloppy and hastily prepared." Not something that will give you any sort of edge when it comes to beating out your competition or negotiating your potential salary. Attention to detail is seriously valuable to any business.
As far as formatting goes, keep your résumé as concise as possible. Rid it of very old jobs that were short-lived and don't benefit your overall chances of getting this new job. U.S. News & World Report suggests shortening the résumé, "If your résumé is multiple pages, you might be diluting the impact of its contents. With a shorter résumé, you'll ensure that in an initial quick scan, the hiring manager's eyes fall on the most important things. Plus, long résumés can make you come across as someone who can't edit and doesn't know what information is essential and what's less important. As a general rule, your résumé shouldn't be longer than two pages, maximum."
That said, Money Crashers advises, "Don't sacrifice quality for brevity." If you have a world of noteworthy experience, share it. Just keep things as brief as you can while still getting the major details across. Be sure to keep your résumé updated and relevant as well as tailored to the job you want. Employers will know if you've sent the same exact résumé out dozens of times to different HR departments with no specific tweaks to show you've fine-tuned yours for their unique position. This minor, yet important attention to detail can give you the extra oomph when it comes to money talks.
Quantify Your Work
Along with showcasing your previous experience and education, if possible and applicable, highlight how you helped your prior employers make money for the company and the impact your hard work made. This will immediately show the hiring manager that you've got the goods as well as the know-how to make a positive change for their company. Knowing that you have the capability to make money will be an incentive for the employer to give you a higher salary, thanks to the returns they can expect from having you on their team.
ASME, The American Society of Mechanical Engineers recommends to, "Include and highlight specific achievements that present a comprehensive picture of your marketability. Quantify your achievements to ensure greater confidence in the hiring manager and thereby generate interest percentages, dollars, number of employees, etc. Work backwards to quantify your accomplishments by asking, 'If I had not done X, what could have happened?'"
Hernandez agrees, "Share a challenge/situation/problem, the action you took to address it, and the result. Write the result by sharing how it positively impacted your employer or client. These statements make an impact, tell a story, and give the reader context. When writing your career history it's best to lead with the result/impact to the client or employer because this is usually quantifiable."
Along with quantifying your work, include other aspects of your life that can show the hiring manager that you have the skills and history to help take their company to a new level. Perhaps you've served as President of a debate team or lead a Scouts' troop to aid in making the community better.
It's also wise to include other skills that give you more of an advantage vs. others up for the job such as special tech or coding knowledge, an accounting or artistic background, or public relations experience. Your unique and marketable qualities will make an employer open to paying a higher salary for a person with versatility.
Are you ready to make your résumé top-notch? The effort to update and perfect this valuable document is well worth the better salary it will help you obtain.
It's Southwest Companion Pass Season. Here's Why It's The Best Flight Deal on the Market
There’s all this talk about solo travel. And for good reason — no wasting precious time waiting for others to get their act together, take the plans out of the group chat and actually buy the tickets. Going solo, you can be spontaneous. You can plan your trips according to your precise tastes. You can hop on any flight and fly awayyyyyy.
But what if each time you flew you’d get a free ticket? That’s what you get with the Southwest Companion Pass.
Award status, upgrades, lounge access — there are many perks in the frequent flier game. But one of the coveted holy grails is the Southwest Companion Pass.
What is the Southwest Companion Pass?
The Companion Pass is part of Southwest’s Rapid Rewards program. You get to choose one person to be your “companion,” and they fly with you for free (plus some taxes and fees) on every flight. That’s right. Two for the price of one. That’s half off each ticket if you split it! Whether you’re flying with a partner, family member, friend, or anyone else, they can tag along for free.
And it gets better: once you earn the pass, you can reap the rewards for that full calendar year … AND the next. That’s why people go mad trying to earn a companion pass during the early months of the year. The sooner you qualify, the longer you can use it.
There are also no blackout dates. There are no limits. And if you didn’t purchase the ticket (think: work travel, your companion, or a generous benefactor), there are no restrictions! As long as you’re the one on the plane, your companion can also … be on the plane.
You can also switch out your designated companion 3x a year. So, no need to stay in a relationship simply to get the most out of your companion pass! Ghost and fly away — with a whole new companion!
If this sounds too good to be true — it’s not. But there is one small catch. It’s kinda tough to earn this mega reward.
How to qualify for the Southwest Companion Pass?
You can qualify for the pass in one of two ways:
- Fly 100 qualifying one-way flights
- Earn 135,000 qualifying points in a calendar year.
Clearly, this is no small feat — especially if you’re trying to qualify ASAP.
So how do you actually earn the Southwest Companion Pass?
Don’t worry, there’s a path to earning this amazing reward without climbing on 100 flights or spending an exorbitant amount of money.
Earning 135K reward points may seem completely impossible, but it’s easier than it sounds. Simply sign up for a Southwest Credit Card and turn those spending habits into a rapid rewards account. Through the Rewards Priority Credit Card, earn points when using local transit and commuting, plus score major points and miles whenever you spend.
Stay with me here. This is not some scheme to get you into credit card debt. Many airline cards come with potential savings, giantic rewards, awarding you points, and cashback with every purchase you make that can be redeemed for travel. And often they can come with passive sign-up bonuses. If you spend a specific amount of money within a certain timeframe of opening the card, you can be in for a windfall of points.
Now that’s where the companion pass comes in:
- Southwest Rapid Rewards Premier
- Southwest Rapid Rewards Plus Credit Card
- Southwest Priority Credit Card
- Southwest Rapid Rewards Premier Business Credit Card
- Southwest Performance Business Credit Card
Southwest has three personal cards and a business card. Each of these cards offers rewards between 30K-80K points. In the past, people could open two cards and get a bonus that granted enough points to almost meet the minimum. However, with new restrictions on personal cards, you can only get one bonus every 24 months. Boo!
However, this doesn’t apply to business cards. If you’re eligible, have good credit, and not likely to spiral into insane credit card debt, you can open a business card and a personal card, and accrue 100K+ points. The Rapid Rewards Priority Credit Card will get you points after you spend money in no time.
Now to earn the rest of them.
The secret to gaining these credit card points is to plan your card sign-ups around big purchases. Just before a recent move, I opened a card . . . and the rewards came rolling in — a small balm to ease the pain of how exorbitant moving can be.
Put everyday spend — especially big purchases or bulk items — on your Southwest credit card and watch your award points quickly add up. Typically, you earn 1 point per $1 spent on your Southwest card and 2 points per $1 on actual Southwest purchases.
But there are other ways to earn points, including:
- Flying Southwest: Booking travel on Southwest earns more points. The cost of this travel will be worth it with your companion pass
- Shopping from Rapid Rewards Partners: Purchases with Southwest’s “Home & Lifestyle” and “Shop and Dine” Partners also earn Companion Pass qualifying points. While you shouldn’t make gratuitous purchases, browse Southwest’s partners to see if you could earn extra points for items you'd be purchasing anyway. All this, simply from enrolling in their Dining Program and shopping with their partners.
So there you have it! And since it’s almost Spring, get to earning and soon you’ll be flying two for the price of one!
How to Get a Better Job That Pays You More
Though the wave of tech layoffs and the threat of a recession has overshadowed yesteryear's news of the great recession, everywhere you look, employees are asking for more — and getting it. Though this time of uncertainty could have given employers back the power, it's still in the hands of the workforce.
From Gen-Z's boundary setting and penchant for quiet quitting when they're being under-recognized, to labor unions and even the WGA writer's strike, we're in an era where workers can make demands about how they work — and where they work. And for many people, they want to work from home.
For many employees, full-time remote work offered newfound flexibility to work around their schedules — whether it be picking up kids from school, or working when they feel most productive. Many employees seized this freedom to escape big cities and relocate and prioritize their quality of life. Remote work lovers are demanding offices remain closed or requesting it as a benefit or work option. And if their company insists they return? Many would rather look for new jobs in the flourishing remote-first corporate environment.
However, some missed the structure of the office and its offers of accountability, collaboration, more amenities, and . . . friendship. But not all companies are created equal. Some hope to lure employees back by upgrading the office experience. Turns out, the millennial start-up with that Day-Glo ping-pong table and IPAbeer-on-tap isn’t actually the dream if it comes with a toxic work environment (we’re looking at you WeWork). As companies add in-office perks, employees are requesting more support, boundaries — and even arrangements like the four-day workweek.
For the best of both worlds, companies are adopting hybrid systems. However, reports from CNBC and BBC imply that this may be a taxing option. Having one foot in the office and the other in your office kitchen is far from ideal for most employees, research says.
LinkedIn’s 2022 Global Talent Trends report reveals that of the 500 C-level executives surveyed, 81% said they’re changing workplace policies to offer greater flexibility.
But according to CNBC, “emerging data is beginning to show that hybrid work can be exhausting, leading to the very problem workers thought it could solve: burnout. More than 80% of human resources executives report that hybrid is proving to be exhausting for employees. This is according to a global study by employee engagement platform TinyPulse. Workers also reported that hybrid was more emotionally draining than fully remote and more taxing than even full-time office-based work.”
BBC agrees, reporting: “Emerging data is beginning to back up such anecdotal evidence: many workers report that hybrid is emotionally draining … Workers, too, reported hybrid was more emotionally taxing than fully remote arrangements – and, concerningly, even full-time office-based work. Given many businesses plan on implementing permanent hybrid working models, and that employees, by and large, want their working weeks spent between home and the office, such figures sound alarm bells. But what is it specifically about hybrid working that is so emotionally exhausting? And how can workers and companies avoid pitfalls so that hybrid actually works?”
“Overall, human resources executives thought that hybrid and remote work were the most emotionally exhausting for employees, but that wasn’t the case,” Elora Voyles, a people scientist at TinyPulse, told CNBC.
So with every employee having various experiences and opinions about what works best for them and their lifestyles, it makes sense that people are job-hopping to suit their newfound preferences.
Frankly, some are job-hopping to enhance their compensation. Statistically, most people realize their greatest salary increases when they move from one job to another. Remaining at the same company for years and years often limits how much you can make as your career advances. One popular female finance guru, Cinneah El-Amin told Afrotech: “I am a staunch advocate for more women to job-hop, to get the money they deserve, and to stop playing small when it comes to our careers and the next step in our careers.”
The research supports this, with Zippia claiming: “Generally speaking, a good salary increase when changing jobs is between 10-20%. The national average is around 14.8%, so don't be afraid to ask for a similar increase. At a minimum, you should expect a wage growth of at least 5.8% when you change positions.”
However, a job search can be daunting, despite the potential benefits. But if you can land a role in a new company — and potentially boost your salary while you’re at it — you will challenge yourself and constantly keep learning. LinkedIn Learning, for example, is one platform that can help you level up your skills and give you an edge to land the job.
LinkedIn Learning allows you to take advantage of the moments that truly matter. It offers courses on subjects that will carry you through every step of your career. Their instructors have real-world experience.
With their one-month free trial, you can explore over 16,000 classes that will help you hone specific skills, ignite your passion for learning, and discover skills to reach your career goals.
Check out the LinkedIn Learning Pathfinder and it will generate a custom list of courses based on what you want to achieve. Learn more about recent top career development goals and acquire the skills to help you reach them.Unsure what to do and how to start your job search? Let LinkedIn Learning be the first step you take in the path to a new and improved career.
Best Female-Founded Brands to Support
Oh, how far we’ve come! Recently, it was revealed that — finally! — women CEOs at Fortune 500 companies outnumber male CEOs named John. A dubious milestone, but it's something to celebrate.
Though women have come pretty far in society, the progress we've made is far from enough. From the pay gap to daily microaggressions, it’s still obvious that women are treated as lesser than in society. This is especially clear when you look at how few female-founded businesses there are.
According to Rolling Stone, it’s crucial to support female-owned businesses. They report: “While it is true that the different experiences and backgrounds that women and men have undoubtedly affect business approaches, this is actually a good thing. A business with diverse perspectives is an innovative business that can actually push the boundaries of industries.” Like with any other social justice cause, uplifting marginalized folks is good for everyone involved. We all benefit from the increased, diverse worldviews brought about by representation.
The article continues: “Having a gender-diverse business yields better consumer insight, and in turn, a more profitable business. Back in 2015, McKinsey & Company found businesses that were more gender-diverse were likely to outperform approximately 15 percent above the industry median. Years later in 2020, they found that the percentage had increased to 25 percent.”
Therefore, even if we aren’t focused on all the social and political reasons to uplift female entrepreneurs, it’s better for everyone’s bottom line if we do.
Yet, despite this oft-proven reality, archaic stereotypes and oppressive systems stand in the way of progress in every sector. An article in Business News Daily outlines some of the obstacles women face as entrepreneurs. The number one hurdle they face? Social expectations.
The article advises that in order to beat this imposter syndrome, female founders should stick to their guns rather than trying to conform. “Women may feel as though they need to adopt a stereotypically "male" attitude toward business: competitive, aggressive, and sometimes harsh. But successful female CEOs believe that remaining true to yourself and finding your own voice are the keys to rising above preconceived expectations.”
But often, women are told their lack of professional advancement is their fault. You’re too shy. You’re not assertive enough. You need to ask for what you want. Otherwise, how do you expect to get it?
However, despite this refrain, it’s actually not their own fault. This scapegoating convinces ambitious women that if their careers are stifled, it’s their fault. This causes imposter syndrome, lack of representation, and real industry consequences.
According to BND, “Raising capital is even more difficult for women-owned businesses. A 2014 Babson College report found that less than 3% of companies with venture capital funding had female CEOs … venture capitalists tend to invest in startups run by people of their own ‘tribe.’”
Other things that get in the way of women climbing the ladder to success include: struggling to be taken seriously, owning their accomplishments, building a support network, balancing business and family life, and coping with the fear of failure.
These are real, tangible barriers that most female entrepreneurs face. The women who have succeeded should be celebrated — and this month is the perfect one to do so. Luckily for us, we can vote with our dollars, supporting the businesses we love so that there can be more like-minded companies out there in the world.
Here are some of my favorite female-owned brands to support in the pursuit of equality: