Using some simple “code-breaking” skills will help you mine that ambiguous 20% and achieve a much stronger candidate pool without wasting a lot of precious time.

• Disregard stationary. First, the easy stuff. Ignore expensive paper, logos, letterhead and fancy folders. Sometimes the thinnest resumes are o
  Private Label Loose Teas vs Private Label Tea bags
  In a rapidly growing tea industry, a variety of companies are looking to expand their product base by adding a line of private label teas. Though this choice may seem relatively simple as there are a growing list of companies that can supply a line of private label teas, as the number of companies grow, so to does the difficulty. More choices, options, colors and kinds can make any decision difficult.Though originally the choice was private label loose teas, now many companies are looking to add a line of private label tea bags. It was only a year or two ago when p
  In this soft economy employers receive reams of resumes. As the number of job hunters increases exponentially, there are significantly fewer recruiters to evaluate them. The role of screening resumes sounds simple – until you actually realize that resume readers and resume writers frequently don’t speak the same language. During tough job markets some candidates purposely obscure a negative job record or try to build up skills that aren’t really there. In addition, many candidates simply don’t know how to present their impressive skills and experience in a readable and interesting way. You can’t change how people write their resumes, but you can learn how to crack the resume code.

  In my 28 years leading Paul-Tittle Search Group, an executive search firm based in McLean, Virginia, I have found that generally only 10% of the resumes screened for a particular position reflect strong qualifications, and approximately 70% are clearly not a fit.

  The remaining 20% leave many unanswered questions because they lack clarity. Even finicky hiring executives often revert to lengthy cumbersome tomes when putting together their own credentials.

  An experienced resume screener spends no more than 20-30 seconds on an initial resume review. That’s half a minute in which to decide whether or not the applicant is a realistic contender, half a minute in which they hold a human being’s immediate vocational fate in their hands.

  Using some simple “code-breaking” skills will help you mine that ambiguous 20% and achieve a much stronger candidate pool without wasting a lot of precious time.

  • Disregard stationary. First, the easy stuff. Ignore expensive paper, logos, letterhead and fancy folders. Sometimes the thinnest resumes are on
    Choosing a Marketing Research Firm: 10 Critical Questions
    If your organization is considering a marketing research project, it is critical to select the most effective methodology for meeting your particular goals. Four data collection methods are commonly available for conducting marketing research—telephone surveys, web and mail surveys or interactive voice response systems.Computer-assisted telephone interviewing (CATI) is by far the most popular methodology for collecting data used in marketing research today. This is because telephone surveys have a high response rate and are particularly helpful when a company needs to
    candidates purposely obscure a negative job record or try to build up skills that aren’t really there. In addition, many candidates simply don’t know how to present their impressive skills and experience in a readable and interesting way. You can’t change how people write their resumes, but you can learn how to crack the resume code.

    In my 28 years leading Paul-Tittle Search Group, an executive search firm based in McLean, Virginia, I have found that generally only 10% of the resumes screened for a particular position reflect strong qualifications, and approximately 70% are clearly not a fit.

    The remaining 20% leave many unanswered questions because they lack clarity. Even finicky hiring executives often revert to lengthy cumbersome tomes when putting together their own credentials.

    An experienced resume screener spends no more than 20-30 seconds on an initial resume review. That’s half a minute in which to decide whether or not the applicant is a realistic contender, half a minute in which they hold a human being’s immediate vocational fate in their hands.

    Using some simple “code-breaking” skills will help you mine that ambiguous 20% and achieve a much stronger candidate pool without wasting a lot of precious time.

    • Disregard stationary. First, the easy stuff. Ignore expensive paper, logos, letterhead and fancy folders. Sometimes the thinnest resumes are o
      Most Meetings Should Last Less Than an Hour
      There are not many bigger wastes of time than meetings, unless you plan them well. Meetings on a particular topic or periodic informational meetings are fine as long as there is a format that is strictly followed and chatter is kept to a minimum. These types of meetings may last no more than ten to fifteen minutes or may last up to an hour. If they routinely last an hour or longer, then you want to re-examine your format or the purpose of the meeting.For a meeting to discuss a particular topic, send out preliminary information to be read prior to the actual meeting
      rs leading Paul-Tittle Search Group, an executive search firm based in McLean, Virginia, I have found that generally only 10% of the resumes screened for a particular position reflect strong qualifications, and approximately 70% are clearly not a fit.

      The remaining 20% leave many unanswered questions because they lack clarity. Even finicky hiring executives often revert to lengthy cumbersome tomes when putting together their own credentials.

      An experienced resume screener spends no more than 20-30 seconds on an initial resume review. That’s half a minute in which to decide whether or not the applicant is a realistic contender, half a minute in which they hold a human being’s immediate vocational fate in their hands.

      Using some simple “code-breaking” skills will help you mine that ambiguous 20% and achieve a much stronger candidate pool without wasting a lot of precious time.

      • Disregard stationary. First, the easy stuff. Ignore expensive paper, logos, letterhead and fancy folders. Sometimes the thinnest resumes are o
        What Is Your Business Development Strategy?
        Developing a business requires a strategy. You must be clear about your methods and objectives to be able to quantify your goals. Aside from the capital required, business development will predominantly depend on how you manage your people as well as your resources.To be successful in your business development, you should first be aware of some of the most important qualities that you should possess as an owner or manager. Here are some of these qualities.Patience A successful business does not happen overnight. It would take years to polish your product a
        xecutives often revert to lengthy cumbersome tomes when putting together their own credentials.

        An experienced resume screener spends no more than 20-30 seconds on an initial resume review. That’s half a minute in which to decide whether or not the applicant is a realistic contender, half a minute in which they hold a human being’s immediate vocational fate in their hands.

        Using some simple “code-breaking” skills will help you mine that ambiguous 20% and achieve a much stronger candidate pool without wasting a lot of precious time.

        • Disregard stationary. First, the easy stuff. Ignore expensive paper, logos, letterhead and fancy folders. Sometimes the thinnest resumes are o
          Process Simulation And Six Sigma
          Six Sigma has become one of the most commonly used quality management techniques since its introduction in the 1990’s. The importance of Six Sigma has continued to increase ever since companies like GE began implementing it's various concepts and techniques in their business processes. This has helped the company in saving billions of dollars since the time when the concepts were first implemented.The Simulation ProcessProcess simulation is one of the various techniques used in Six Sigma, involving the use of a computerized model of an actual business process.
          onal fate in their hands.

          Using some simple “code-breaking” skills will help you mine that ambiguous 20% and achieve a much stronger candidate pool without wasting a lot of precious time.

          • Disregard stationary. First, the easy stuff. Ignore expensive paper, logos, letterhead and fancy folders. Sometimes the thinnest resumes are on the thickest paper.
          • Big-head shots. Unless screening resumes of models or actors, be wary of photos on resumes. Photos are good indicators of large egos.
          • Brief Introductions. A short cover letter should indicate that the candidate knows something about your company, the open position, and what skills and accomplishments they bring. Resumes that follow lengthy cover letters seldom get read.
          • Name-dropping. Invoking the name of one of the resume reader’s co-workers in the cover letter may or may not be a good idea, depending upon the reviewer’s level of esteem for the individual.
          • Long and short of it. There is no right length for a resume, but a single page is generally too short for most people with substantive experience, or the print is too small to read.
          • Summing it all up. A summary paragraph should include number of years of experience, special certifications, and a general overview of expertise, accomplishments and management skills.
          • Looking back. Experience should be in chronological order starting with most recent. Anyone who lists experience only by skill set may have something to hide.
          • Weigh accomplishments, not duties. Bullet points such as “I was responsible for the mid-Atlantic sales region” are tepid compared with “The sales team I led increased mid-Atlantic sales three-fold to $10 million in one year.