DirectlyApply Reveals Work Benefits Job-seekers Want Most in the Post-Covid Era

  • 17.5% of job seekers surveyed chose health insurance as their top benefit
  • DirectlyApply surveyed 6,000 job seekers in the two weeks to 11 July 2021
  • Fewer than 1% want free gym membership
  • More women opted for working from home, flexible working and childcare
  • More men chose equal shared parental leave

NEW YORK–(BUSINESS WIRE)–#jobsearch–Workers are in high demand in the USA, with 9.2 million active job openings recorded at the end of May by the Labor Department. Within this landscape, employers are trying to attract candidates with benefits such as signing bonuses and free gym membership.

However, according to original research by job site DirectlyApply, job seekers looking for their next position are less interested in such perks, and instead want healthcare, dental cover, paid vacations and other “fundamental benefits” in the post-Covid era.

DirectlyApply asked 6,000 job seekers to choose what they wanted most in a post-pandemic America from a list of 11 potential job benefits. Perhaps unsurprisingly, given the impact of Covid, the results revealed that health insurance was the winning benefit with 17.5% of the vote.

Next most-popular was paid vacations (15.7%), and dental insurance came a close third at 15%. 401K pension coverage was the fourth most popular with 14%, while vision insurance came in fifth place with 11.9%, and life insurance came sixth with 10.4% of the votes.

At the opposite end of the scale, “softer” benefits were apparently low down on the priority lists of those surveyed during the first two weeks of July 2021. Fewer than 1% opted for free gym membership as their top benefit, while just 2.2% prioritised a signing bonus.

Just 0.5% of respondents chose equal parental leave as their preferred benefit, despite the shift to working from home and the childcare and homeschooling problems caused by the pandemic.

Similarly, only 2.9% of respondents chose childcare, and 3.1% opted for working from home as the benefit they would look for most in a potential workplace. Meanwhile, flexible working hours were the most attractive workplace benefit for just 6.2% of respondents.

There were slight variations in what male and female job seekers wanted most across the USA, with more women choosing working from home, flexible working and childcare than men. By contrast, more men than women opted for equal parental leave.

“In the post-Covid era job seekers are really most attracted to jobs offering fundamental benefits, like healthcare,” said Dylan Buckley, co-founder of DirectlyApply.

“Employers are offering ‘softer’ benefits, such as gym memberships or discounts, but the job applicants we surveyed were only marginally interested in those things.

“Even benefits we’d have expected job seekers to have a greater appetite for as a result of the pandemic, such as childcare, flexible working or equal parental leave, were far outweighed by healthcare, paid vacation and dental care.”

Ends –

Notes to editors

About DirectlyApply

DirectlyApply is the job discovery platform aiming to ensure that anyone can find the job they want. It lets job seekers match their interests and abilities to thousands of roles from great companies that are currently hiring, and offers them powerful tools to help with their search, including a free resumé builder, diversity & inclusion checker and job application tracker. Founded in 2018, DirectlyApply is levelling the playing field. It is the world’s only search engine for jobs you can apply to directly.

Contacts

Abigail Shiers

Sonder London

+447912258967

[email protected]

7-Eleven Franchisees Report Chronic Understaffing Issues Despite Increasing Pay Above Minimum Wage Levels

National Coalition Survey Finds Staffing Crisis Worsened this Spring

SAN ANTONIO–(BUSINESS WIRE)–#7Eleven–Results of a recent survey of U.S. 7-Eleven franchise owners conducted by the National Coalition of Associations of 7-Eleven Franchisees (NCASEF) finds an overwhelming majority have raised their wages beyond what is mandated by their state or local minimum wage, but still face chronic understaffing. The 17-question survey of 422 respondents was conducted in June 2021.

“This survey proves what our franchisee members have been telling us for a long time. They can’t find enough people to work and they are working too many hours themselves,” said Jay Singh, chairman of NCASEF, an elected, independent body representing the interests of more than 7,400 7-Eleven franchised locations in the U.S. “What is most telling is that only 13% of franchisees who responded said overnight operations were financially profitable to them as franchise owners. That’s because the economic environment we find ourselves in has changed, but the royalty structure for 7-Eleven franchisees hasn’t.”

Franchisees who said overnight operations were unprofitable were asked how these four factors impacted profitability:

  • Increased labor cost (27.25%)
  • Lack of an available, qualified and reliable workforce (11.05%)
  • Lack of customer traffic during overnight hours (10.54%)
  • Declining customer count due to newer competitive stores near your store(s) (0.26%)

Fifty percent cited “All of the above.”

Ninety-seven percent of respondents said they have had trouble staffing their store over the last year. Ninety-six percent said they (or their designee) had worked more shifts than they typically work during the last 60-90 days. Nearly 50% reported they (or a designee) had worked at least 10 overnight shifts during the last 60 days because they didn’t have enough staff.

Further survey results show:

  • Just 20% of respondents said they are able to offer a competitive wage to their employees based on their current contractual gross profit split with 7-Eleven, Inc. The company’s franchise agreement requires franchisees pay a graduated gross profit split in exchange for their right to operate. For some franchisees, the portion of the gross profit split, or royalty, can be greater than 59%.
  • Ninety-two percent of respondents said they had increased their hourly pay rate over the last year and 89% said they have raised their hourly pay rate beyond what is mandated by their state or local minimum wage. Yet, 97% say they have had trouble staffing their store during that same time.
  • Ninety-six percent said it has become more difficult to staff their store just over the past 60-90 days. Ninety percent of respondents said they have lowered their standards for new hires because of the state of the labor market.

(Full results of the survey are available HERE.)

The National Coalition survey also asked franchisees if they are currently taking advantage of the recruitment tools 7-Eleven has made available to franchise owners. Ninety percent of respondents said they are “utilizing the recruitment tools such as Hire Right, which 7-Eleven provides.”

“These tools are helpful, but franchisees are still being forced to raise wages in order to find and retain high-caliber workers. Unfortunately, many franchisees can’t afford to compete with other employers,” Singh said.

General Counsel Eric H. Karp said this survey shows franchisees are being squeezed by the staffing crisis and the terms of their agreement. “7-Eleven could help its franchisees first by sharing with us their extensive data on franchisee profitability in general, and overnight profitability and employee expense in particular. Then the corporation needs to agree to hold a collaborative and amicable meeting to find solutions to these intractable issues.”

About NCASEF: The National Coalition is a trade association for 7-Eleven franchise operators in the U.S. Originally founded in 1973, NCASEF is comprised of 41 separate independent Franchise Owner Associations collectively having more than 4,400 7-Eleven operators as members.

Contacts

Media contact:

Matt Ellis

Ellis Strategies, Inc.

[email protected] | 617-278-6560

7 steps to ensure being LGBTQ does not affect your job OutBuro professional community ratings reviews gay lesbian transgender queer bisexual

7 Steps to Ensure Being LGBTQ+ Does Not Affect Your Job

Over the past decade or two LGBTQ+ workplace inclusion has come a long way. In the United State, it is now illegal to discriminate against candidates and employees based on sexual orientation and gender identity. However, that does not immediately erase years of learned conscious and unconscious prejudices and biases. Discrimination still exists and can affect your job search and life at work. If you want to make sure that you are well-protected, you’ll need to take the four steps below.

If Seeking a Job

If you are looking for a new career opportunity be sure to check out these resources:

Know the Employer’s Policies & Benefits

Be sure to review the employer policies related to gay, lesbian, bisexual, transgender, and queer employees. If seeking a new job, sometimes this information can be found on their careers portal. If they are a fortune 1000 level company they may be listed on the HRC Corporate Equality Index. Employers of any size may have their policy, benefits, and other information on the OutBüro (https://outburo.com) platform. If you currently are working, your employer should have all policies and benefits information available to you on their internal human resources portal or at minimal on paper for review. If they are not yet on OutBüro, you may add the employer listing for free with limited features and provide a rating/review. Introduce the site to the HR Director or the person in charge of diversity and inclusion.

You should review the following and have them stored digitally or on hand for future reference:

  • Domestic Partner Benefits
  • Anti-Discrimination Policy that specifically states sexual orientation and gender identity
  • See if any of their health plans cover transgender healthcare
  • Do they have employee resource groups and is one for LGBTQ+ employees. If so, join it. If not, consider starting it.
  • Have they done any LGBTQ+ inclusive talent recruiting
  • Have they done any LGBTQ+ inclusive customer marketing
  • Be aware of all policies including disciplinary policies and procedures, sexual harassment, and others.

Know Your Contract

So often, people don’t read contracts. Be sure to read your employment or consulting contract if any. Also, be aware of the employment laws of your state or country. In the US, some states like Florida are “employment at will” which means an employer may let an employee go at any time for no reason at all. Take a look at the various rules and procedures of your company, including why you can be fired and/or disciplined. It’s also important to know your company’s policies for dealing with problems and what steps have to be taken before dismissal. Your goal should be to know exactly how you should be treated according to the law and your contract before you start working. Armed with this knowledge, you’ll be much more confident in reporting problems and taking steps to keep your job secure.

Build a Rapport with Human Resources

Building a professional and casual relationship with persons in the human resources department is a great idea. Have an established rapport with these individuals gives you someone to talk to if things go wrong and gives you the opportunity to share any concerns you might have. If an incident happens that you feel discriminated against or feel harassed it is a lot easier to report problems when you already established a friendly relationship with HR staff.

Document

Document everything on your own personal device. You likely have a smartphone, use the camera to take pictures or video, voice notation app, and notes app. Who, when, what, where are the key. Be as detailed as possible.

Your Voice has the Power to Create Change

Work with a Compensation or Employement Lawyer

While you don’t necessarily need to keep a lawyer on retainer all the time, it’s a good idea to speak to an attorney any time you feel like your job might be in danger. They can tell you if there’s a chance that something wrong is being done and will let you know what moves to make next. Sometimes it’s just helpful to get a neutral third-party view of what’s happening at your office and how you should reasonably react. If your city, state, or country has an LGBTQ Bar Association, contact them for a referral. In the US and Canada, there is a service called LegalShield where you pay a relatively low monthly subscription fee and gain access to lawyers of all types. In addition to employment lawyers, they can review rental agreements, create wills, living trusts, and much more. So if you think you might desire lawyers pretty much on call, that might be worth considering. This is not sponsored or an endorsement, but if you’d like to explore it, I know a couple of people who are LGBTQ+ I can get you in touch with to learn more.

Speak Up

Finally, it’s up to you to speak up when something goes wrong. If you feel like you are being discriminated against, you need to talk to someone in HR. Make sure that you are clear about your feelings and why the issue at hand is important. If you don’t speak up, things will get swept under the rug and your performance will deteriorate. Then you run the risk of being let go for that. Even if you’ve never spoken to HR before, you absolutely must speak up to protect your rights and to keep your workplace comfortable for you and others. During your conversation with HR, ask what the next steps are. Stay in contact with HR. If the situation continues or worsens

Unfortunately, it will generally be up to you to ensure the safety of your job and income. Talk to HR and lawyers, know your rights, and speak up for yourself and the safety of others. Discrimination has no place in the workplace, and you deserve the protections afforded to you by the law.

Greater Numbers of Graduates Compete for Fewer Jobs

Employers should test skills of applicants

NEW YORK–(BUSINESS WIRE)–#Questionmark–Graduates are inundating employers with applications for entry-level positions as more candidates compete for fewer roles. Hirers should check the skills and attitudes of job applicants to ensure they are choosing the people that are right for the roles, according to online assessment provider Questionmark.

In the United States, some 45% of the class of 2020 have yet to find work.1 This means that they will be competing with this year’s graduate cohort. Research shows that job opportunities for graduates are well below pre-pandemic levels in the United Kingdom, Germany and France.2

John Kleeman, Founder of Questionmark, said: “When there is strong competition for a limited number of jobs, employers need as much information as possible to make their decision.

“Bad hires are bad for business. They tend to move on quickly, driving up recruitment costs and damaging culture. By checking the skills of candidates before making the final decision on who to hire, employers can ensure they select the candidate who will hit the ground running.”

Resumes and interviews do not always give hirers the information they need to make the best decision. Some 78% of job applicants admit to misrepresenting, or considering misrepresenting, their skills and abilities during the application process.3

By measuring the skills of candidates before making the final hiring decision, employers can make a more informed decision about who to bring into the team. Assessments indicate whether potential recruits can do what they say they can and if they are likely to have the right attitude for the job.

Employers must ensure that assessments are relevant to the job role. They can also measure transferable skills such as critical thinking which can indicate suitability for a wider range of roles and long-term progression within the organization.

Questionmark Thinking Skills by Cambridge Assessment helps organizations identify and select candidates with the highest potential, by testing critical thinking and problem-solving abilities.

www.questionmark.com/transform-recruitment-with-pre-hire-assessments

Notes to editors

About Questionmark

Questionmark unlocks performance through reliable and secure online assessments.

Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centers.

_____________________________

1 https://www.cnbc.com/2021/04/15/what-college-graduates-can-do-about-being-out-of-work.html
2 https://www.ft.com/content/2fc4e1f4-a5e8-4cbd-9bd8-f51a43b01417
3 https://www.cnbc.com/2020/02/19/how-many-job-seekers-lie-on-their-job-application.html

Contacts

US: Kristin Bernor, external relations: [email protected] +1 203.349.6438

UK: James Boyd-Wallis: [email protected] +44 7793 021 607

Australia and New Zealand: Chelsea Dowd: [email protected] +61 2 8073 0527

A Few Current Job Opening as of June 6, 2021 on the OutBüro Career Center


Discover hundreds of exciting professional opportunities available on OutBüro Career Center
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Multi-Discipline Building Inspector
Illinois
T.P.I. Building Code Consultants – View Job
Police Officer (certified)
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Commonwealth Radiology Associates – View Job
Certified Police Officer
Hollywood, Florida
City of Hollywood – View Job
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City of Hollywood – View Job
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Duke Primary CareView Job
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The Department of Psychiatry at the University of Arkansas for Medical Sciences (UAMS) – View Job
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View All Jobs Remember to update your resume on OutBüro Career Center, so employers can contact you about new job opportunities.

Fifth Third Bank Named to Forbes Best Employers for New Graduates 2021 List

CINCINNATI–(BUSINESS WIRE)–Fifth Third Bank, National Association, has been named to the Forbes list of Best Employers for New Graduates 2021. This prestigious award is presented by Forbes and Statista Inc., the world-leading statistics portal and industry ranking provider.


“We are honored to be recognized as one of the Forbes Best Employers for New Graduates,” said Shawn Harter, senior vice president and director of talent acquisition at Fifth Third. “We seek to create meaningful work experiences that will develop future leaders through skill building, experiential learning and exposure to enhance business outcomes.”

More than 20,000 U.S. young professionals working for companies that employ at least 1,000 people participated in the independent survey, which focused around work-related issues and respondents’ experiences in the workplace. Participants were asked to rate the likelihood that they would recommend their employer to family and friends. They also assessed their employers according to the following: atmosphere and development, diversity, image, salary and wage, working conditions and workplace. Additionally, participants were asked to evaluate other employers in their respective industries that stand out either positively or negatively.

Through its leadership programs, Fifth Third Bank offers full-time and internship opportunities to college students and college graduates in the following areas:

  • Audit
  • Information Technology
  • Commercial & Credit
  • Operations
  • Commercial Middle Market
  • Risk Management
  • Consumer
  • Strategy, Product & Analytics
  • Finance & Accounting
  • Wealth & Asset Management

“In addition to providing meaningful experiences for our early career talent, we are committed to diversity at every level of our Company, from new employees to the most senior level professionals to our Board of Directors,” said Hosetta Coleman, senior vice president and head of university relations at Fifth Third. “Recruiting and engaging an inclusive workforce is a top priority.”

As part of Fifth Third Bank’s journey to accelerating racial equality, equity and inclusion for its employees, customers and communities, the Bank works to support inclusion and diversity in its workforce and among its suppliers through its six bold goals. One of those goals is to ensure that its workforce reflects the communities it serves. In 2017, Fifth Third launched a multicultural college and university recruitment strategy that focuses on establishing relationships with colleges and universities to recruit, hire and retain the best and brightest students. The initiative serves to deepen the Bank’s relationships with traditional colleges, and particularly with historically Black colleges and universities, to strengthen the pipeline of diverse talent through internships and long-term employment opportunities through its leadership programs.

To learn more about Fifth Third Bank’s career opportunities, please visit 53.com/careers.

About Fifth Third

Fifth Third Bancorp is a diversified financial services company headquartered in Cincinnati, Ohio, and the indirect parent company of Fifth Third Bank, National Association, a federally chartered institution. As of March 31, 2021, Fifth Third had $207 billion in assets and operated 1,098 full-service banking centers and 2,383 ATMs with Fifth Third branding in Ohio, Kentucky, Indiana, Michigan, Illinois, Florida, Tennessee, West Virginia, Georgia, North Carolina and South Carolina. In total, Fifth Third provides its customers with access to approximately 53,000 fee-free ATMs across the United States. Fifth Third operates four main businesses: Commercial Banking, Branch Banking, Consumer Lending and Wealth & Asset Management. Fifth Third is among the largest money managers in the Midwest and, as of March 31, 2021, had $464 billion in assets under care, of which it managed $58 billion for individuals, corporations and not-for-profit organizations through its Trust and Registered Investment Advisory businesses. Investor information and press releases can be viewed at www.53.com. Fifth Third’s common stock is traded on the Nasdaq® Global Select Market under the symbol “FITB.” Fifth Third Bank was established in 1858. Deposit and Credit products are offered by Fifth Third Bank, National Association. Member FDIC.

Contacts

Danielle Jones (Media Relations)

[email protected] | 513-534-0162

Chris Doll (Investor Relations)

[email protected] | 513-534-2345

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Start Your Job Search Today on OutBüro

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Are you an LGBTQ+ jobseeker? OutBüro is the professional platform for gay, lesbian, bisexual, transgender, intersex, asexual, queer, and great allies. Unsure of when to begin a new job search? With OutBüro, you can start looking for your next job opportunity today. In a normal job market it can take up to six months to find an acceptable position, and the interviewing process can push out your start date even further. However, if job postings are unusually plentiful and competition is low, the chances of finding a job quickly improves. One of the best ways to ease job search anxiety is to set up Job Alerts on OutBüro. Use keywords and filters to start sending perfect opportunities right to your inbox!

13 resume cv tips for the lgbtq job seeker search hunting lgbt gay lesbian bisexual transgender queer asexual intersex professional networking outbruro 1

13 Resume/CV Tips for the LGBTQ Job Seeker

You need a killer competition-crushing resume/CV to help you get that interview for whatever reason. It may be your first job out of school, just needing a career change, desiring to advance your career at your current employer, or wanting to make the big jump to a new employer. Wanting a change is good. Even if you aren’t really looking for a new job right now, you should update your resume at least once a year. We’ve written a few other articles already on this topic so where possible I’ll be brief here and link over to those more in-depth articles.

Be sure to also join the Out:Careers group here on OutBüro where all things career development is discussed, networking, sharing and engaging. Jump in there and ask questions. Post great stuff you find around the internet. Most importantly on OutBüro network with others. Friend/Connect, join several group and really start to engage. Be proactive. 80% of all jobs are filled through networks. Your activity, connections, and thoughtful engagement will make others notice you. Looking to apply at a particular company. You may find employees of that company right here and/or in our OutBüro on LinkedIn group.

OK, now to the meat of it.

Never Created a Resume or Haven’t Updated Mine in a Long Time

Ok. There may be a bit of work ahead of you, but hopefully, after reading over this and our other guides the feeling of panic and dread will be diminished and just viewed as a task to get accomplished.

Tip 1 – Add it to Your Calendar

As mentioned above until you retire your resume should be visited and likely updated at a minimum once a year. So, literally, right now pause reading this and open up your calendar of choice. 12 months from now, schedule at least one day devoted to updating your resume/CV.

Tip 2 – The No Stress Approach

Before starting to worry about resume design, layout, colors, and all that jazz, just start with a notepad, electronic notes on your phone or tablet, or even sticky notes to begin jotting important key information down that will allow you to organize your thoughts without the confines of that other stuff. Then when ready, all will be right in front of you and you’ll churn that fresh resume/CV out in no time at all.

Try this, I solve so many problems, have really super focused memory, and come up with innovative thoughts and solutions when I get away from my laptop and keyboard. I take long walks – usually an hour and a half a day. I do mindful meditation. But, it’s not just me sitting with my legs crossed with fingers in a certain posture while chanting some ancient hymn. I use both the walking and mindful meditation time interchangeably to go inside myself and think. To explore as many options as possible. To allow my thoughts full freedom. I always have my phone with a notes app handy and/or post-it notes or notepads handy. When great ideas strike me I pause and jot it down. Because in this state of thought freedom, 15-30 mintues later, unless I really lingered on the thought in depth, it will be gone. I won’t remember. Jotting it down allows me to know I captured the thought to revisit it without fear of lossing it. I then can, delve further into it or let it now go and move on to something else returning to it once I’m back at my desk or another day.

This is great for everything you do. TRY IT. Where your resume/CV is concerned if updating it after some time, it may be hard to follow the below advice with the pressure of the computer screen and keyboard taunting you. The restrictions of the interface, the pressure to get that resume done so you can find a new job all can stifle your creative conscience and unconscious that you’ll need to see your past career and goals in an abstract connected pattern. Using my approach will allow you to be focused yet free to ponder, associate, and be creative to when ready create the best resume/CV you can that will amaze recruiters and burn up that resume sifting AI engine.

Tip 3 – Keep it Fresh

When creating your resume/CV or updating it, you want to consider style trends looking for things like fonts, font sizes, hot industry skills popping up on job descriptions, be aware of AI (artificial intelligence) and its impact on choosing your resume for more attention by a human. We’ll have an article about this soon and when that is complete this will be updated with a link. But right now you can search the internet for articles on AI and Resume tips, biases, and more to be in the know.

Consider having your resume reviewed by a professional. I would highly recommend you do your best job on your own first. There are tons of resume templates available for free on the internet if you search “free resume template”. I state this because it’s much quicker and if paying, cheaper, to have your resume reviewed and improved than to have one created from scratch with is more time consuming thus if not free costs quite a bit more.

Tip 4 – Up Your Game

When you are looking at the jobs and skills that are in demand today. Are you finding that your skills, training, and certifications are relevant or maybe starting to become a bit dated? Hey, this can happen if someone works for the same employer in the same role for some time. It seems like stability. But if that employer isn’t keeping up with industry and technology trends and therefore not offering you the ability to be constantly learning, growing, and advancing your skills. In technology in particular. It is not uncommon to see moves every 18-24 months when a person is very focused on growth and their employer is not.

Tip 5 – Plan and Concour

So, take a hard honest assessment and if you need to bring your skills up to date to be competitive, or you have a career goal and need certain skills and certifications to qualify, make a plan. That plan should include what in-person or online courses you are going to take. What books you are going to read. What organizations and professional associations you are going to join. Decide if you’d like a mentor (more on that below). As you are gaining newly learned skills, if your current employer has no opportunity to put it into practice, consider how that new skill might be leveraged at local, regional, or national non-profits. Consider donating your time and skills to help the non-profit with your talents. In return, you get to put practical experience about that new skill/talent on your shiny new/updated resume/CV.

Tip 6 – Job Duties – No kidding

When crafting or updating your resume/CV remove everything that sounds like you are describing your general job function duties. It is a complete waste of space. If that sort of resume gets past the resume AI sorters, I can guarantee most recruiters will look at it and think to themselves, “No kidding”. Then toss it aside. Don’t do that. I talk with recruiters at all levels all the time. I’ve interviewed several for our episodes.

If you were an executive assistant, you don’t need to write that you answered the phone, made copies, wrote letters, created spreadsheets, and ordered delivery lunches. Serious DUH factor! Every executive assistant does that.

Check out the Say “Bye Bye Felicia” to Duties on Your Resume article for more details.

Tip 7 – WOW Factor

You know how much effort you now or use to put into looking good, standing out, to go out on a Friday or Saturday night? Bring it that level and more of WOW factor to your resume/CV.

I’m certainly not suggesting it be outlined in eyeliner and covered with glitter. But from Tip 2 above you need to put down all the amazing stuff. What did you do that was out of the ordinary? What did you improve? What is better now than when you took started the job? Was it your idea? Did you totally orchestrate that cool, fabulous new thing or improvement? Did you manage others in the process? Did it require sourcing, selecting, contracting, and managing vendors that may have been outside your normal job description? If you’ve never looked at your resume like this, the first time getting it to this format will take a bit of time. That’s why Tip 1 had you plan to keep it up to date at least once a year so that all that amazing stuff you accomplish in the previous year will be a bit fresher in your mind.

Tip 8 – ALL About Measurement

8 is good, but maybe I should have made this Tip 9. All joking aside, whe you are spelling out the 2-5 bullet points for the amazing Tip 7 improvement, enhancements, reductions. savings, gains, acquisitions, whatever those items are for you, provide NUMBERS. See the examples below:

Bad Example: “As a software license manager I managed all software vendors and associated contracts efficiently.

Great Example: “I initiated a software vendor assessment program that was never done before at this company. After my analysis I found overlaping solutions and was able to negiation consolidated licensing at a discount saving the compay $183,000 a year, reduced vendors from 3 to one simplifying relationship management and creating consistancy amoungst our users. After traning, this has improved the company Help Desks ability to support users in a timely manager reducing similar trouble tickes by 60%.”

The great example although a tad long has all the component. Job initiative, creative, take charge, wihout out saying it. Problem finder and more importantly a solution oriented, cost savings, support savings and quantified by numbers. This is someone I’d want to talk to. This is someone most recruiters would want to talk to. Your projects and results will differ, but you need to state:

  • What you achieved and accomplished?
  • What was your role – did you initiated it, your idea, or your boss’s idea but you led it?
  • What was improved, enhanced, saved, etc?
  • Show numbers even if it is an approximate guess. The numbers show impact and scale.

Tip 9 – Be Concise

Because employers may be receiving hundreds of resumes for one potential position, you need to catch their attention immediately. There is no effective way to list everything you have done. Choose what is most important, use phrases instead of full sentences, and implement bullet points to emphasize achievements. When you feel like you may be repeating yourself, check out use the thesaurus and think of new ways to phrase tasks and responsibilities.

Tip 10 – Lock that it Down – Clean it Up

Hey, we love social networking and hope you’re a member here at OutBüro. You better believe that potential employers are going to temporarily stalk you online as much as possible. They will try to find you on Facebook – ya know all those pics of you in your underwear hanging on other near-naked guys looking all glassy-eyed with a disco ball glimmering in the background. And pic after pic of similar images. Yep. You need to LOCK your accounts on ALL social media to “friends” only and be very very careful about adding any new friend requests for the foreseeable future. Employers will often have junior young cute guys and gals request friends/connections to potential candidates. In reality, they are just doing research scoping you out. They’ll take screenshots of all those party boy/gal images, you sporting the leather harness and jockstraps you gifted yourself this past X-mas, those jockstrap and thong images, you laying in bed with those two other people, that image of you laying in bed posing where you seemed like you confused Facebook for Grindr or Scruff (like so many of you do). They take all that, screenprint, electronically file, print, and stuff in a folder and report back their findings to the recruiter if not also the hiring manager. And guess what. If the example is the case, the likelihood of you being offered the new job is pretty slim.

So. I recommend LOCKING your accounts AND cleaning up your images and posts as much as possible. You be the judge on what stays and what’s removed, but really does anyone care what you posted 18 months ago? DELETE. Keep posts of you and your pets, what you ate for dinner, you hugging your grandmother. But DELETE any potential less than office safe images. DELETE old post where you went on a political rant. Absolutely DELETE any negative comments you made about past employers, hating to go go to work, hating your job, etc. For images and other posts that are similar but posted by others and you are TAGGED in. UNTAG yourself.

Basically, DELETE as much as possible keeping only OFFICE SAFE non-sexualized, non-political, non-super pro or anti-religious. Do you get what I’m saying here?

For more great related info, check out the LGBTQ Online Privacy and Safety – Take Control article.

Tip 11 – Should you be OUT on your Resume/CV

This is important and I’ve already written a full article exactly on this topic and got a former HR director of Disney’s thoughts. So check out the Should You be OUT as LGBTQ on Your Resume/CV article with interview video/podcast.

Tip 12 – Keep Your it Organized

Keep all of your past job information in a folder, hard copy, or electronic copy with a job description, notes of projects you initiated or contributed to. Measurement and pretty much all the information you’ll need to update your resume and to have for references should you ever need it. This might also have copies of all your pay stubs, employee guides, and any other documents related to your employment. Maybe that’s one file per employer with everything or structure it how you find useful. Along with employer files, be sure to maintain college, training, and certification records too.

Tip 13 – 60 MORE Awesome Resume/CV Tips

For even more resume/CV tips, check out the 60 Awesome Resume-CV Tips for the Queer Professional article. All the content there is still relevant.

AJ Mizes the human reach career coaching leadership development hr consulting lgbt entrepreneur lgbtq professional gay bussiness owner outburo networking community lesbian trans

AJ Mizes: 80% of Jobs are Filled Through Connections

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with AJ Mizes a career coach, leadership coach, and HR consultant.  

A.J. is a talent and human potential aficionado with over a decade of experience within Career Coaching and Human Resources–and has been featured in NBC, CBS, FOX, The International Business Times, and Yahoo! News.  Most recently, though, AJ left Facebook as a Global HR Leader where he supported an international team and launched many innovative leadership programs under his guidance–that are still in full swing at Facebook today.  He’s supported global teams of over 3,000 people and currently serves as the CEO of The Human Reach–a human potential institute guiding high-achieving professionals to land their dream careers in record time and coaching silicon valley leaders to be thoughtful, effective leaders.  His career stems from a foundation in training and development at KSL Capital, where he coached leaders on how to select, coach, and retain top talent at some of the world’s most prestigious luxury resort properties.  A.J. also served as a leader @ Premier Staffing where he worked alongside well-known tech giants in organizing talent strategy and recruiting tactics.  Before Facebook, AJ was the Vice President of Talent and Engagement at Sungevity—the world’s leading platform technology for residential solar—where he led an HR team that spanned across the United States.   

To connect with AJ find him on OutBüro here. https://outburo.com/profile/ajmizes/ 

Join me and AJ on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies and our employers who support LGBTQ welcoming workplace equality focused benefits, policies, and business practices.  https://www.OutBuro.com 

Would you like to be featured like this? Contact the host Dennis Velco.  https://outburo.com/profile/dennisvelco/

Chris Rollins HR People Work Culture Coach lgbtq entrepreneurs lgbt professionals online community OutBuro gay lesbian bisexual trans queer dennis velco

Chris Rollins: A Coach for LGBTQ+ HR, People, and Culture Professionals

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with Chris Rollins who is a coach for HR, people, and culture professionals.

Chris Rollins is a Leadership and Executive Coach for HR, People, and Culture Leaders, especially in the LGBTQ+ community, yet not exclusively. He does this work to deepen the commitment to his purpose: to hold safe space so that people have the courage to find and live their truth. His purpose-driven approach to coaching helps his clients connect more powerfully with who they are, what they want, and the courage to bring it to life.

Prior to working as an independent coach, he spent a decade climbing up the leadership ranks in corporate America. He started in an entry-level sales role and spent almost 8 years in various individual and leadership roles driving revenue in new business and account management. During that time, he made the largest impact coaching and mentoring people around him and building strong teams. And that’s what he loved the most.

This led him to a career pivot out of sales into organizational development to scale his impact on people and culture internally. Most recently, he was the SVP of Organizational Development for a 150 person company. As part of the executive leadership team, he was a trusted thought partner to the CEO and was leading high impact company-wide initiatives.

To connect with Chris find him on OutBüro here. https://outburo.com/profile/chrisrollins/

Join me and Chris on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies and our employers who support LGBTQ welcoming workplace equality focused benefits, policies, and business practices. https://www.OutBuro.com

Would you like to be featured like this? Contact the host Dennis Velco. https://outburo.com/profile/dennisvelco/