6 Resume-Killing Words and Phrases to Avoid

6 Resume-Killing exakts and Phrases to Avoid6 Resume-Killing Words and Phrases to AvoidWhen it comes to your resume, theres one place you know that you want to end up in the hands of that interested hiring manager who will eventually invite you to interview for that position.But, theres also one place where you absolutely never want your resume to land the dreaded trash bin of that very same hiring manager. Cue the horror movie soundtrack.So, how can you know exactly what will earn you a spot in either place- so that you can either follow those rules or avoid those errors? Your aber ja choice is a great starting point.Stay away from these resume-killing words and phrases to ensure your document is at the top of the pile, and not the bottom of the waste basket1. ObjectiveLets face it- pretty much every job seeker has the same objective. They all want to land that job theyre applying for, right? For that reason, objective statements at the top of resumes have become a thing of the past .If you include one, youll run the risk of looking out of touch- not to mention youre wasting precious real estate on your resume.Instead, include a summary statement that shares a few impactful statements about your skills, qualifications, and what makes you a no-brainer fit for this job.2. References Available Upon RequestThis is another thing thats pretty much assumed by hiring managers. If you knocked an interview out of the park and then was asked to provide references for that employer to contact, would you ever respond with a nonchalant, Sorry, dont have any?Absolutely not (at least, I certainly hope not). No matter what, youd find a few people for them to contact.Needless to say, employers know that if and when they ask for references youre going to give them some. So, theres no need to include that clich and unnecessary line on your actual resume.3. PhoneChances are, youve included something like, Phone 123-867-5309 in your resume header before. Youre not alone- Ive done it too.But, ask yourself this what else could those numbers possibly be? Its not your social security number, or your bank routing number, or some secret code that spells out, Hire me Its obviously your phone number, and the hiring manager will immediately know that- even without that descriptor in front.Will including this make a hiring manager instantly toss your resume away? Probably not. But, when its a struggle to make everything fit neatly on one page already, why include extra words?4. Microsoft OfficeThis is a tradition of the past that seems to still be holding strong on many resumes. However, its another thing thats likely assumed by the hiring manager- pretty much every job seeker can type up a document in Word (thats probably what you used to create your resume, right?) or create a simple spreadsheet in Excel.Of course, if you consider yourself a total mail merge pro or an Excel whiz who loves to build complex macros, those are special qualifications that deserve to be lis ted.But, if youre just including this generic term as a subtle way of saying, Oh, and I know some basic computer skills youre better off just leaving it off entirely.5. IYour resume is a listing of all of your skills, experiences, and qualifications- not anybody elses. So, with that in mind, theres no need to include any personal pronouns like I, my, or me. That hiring manager knows this information all pertains to you.Remember this your resume doesnt need to be written in first or third person. And, while this might sound complicated, its really not.Instead of using a sentence like, Im a self-motivated and deadline-driven writer in your summary statement, youd just cut out the pronouns and say, Self-motivated and deadline-driven writer. Simple, right?6. Hard-workingYouve likely never seen someone submit a resume that said, Lazy slacker who only ever puts in the bare minimum required to get the job done. So, do you really need to flip the script and clarify the fact that youre a har d worker?Hiring managers are going to bank on the fact that- if you get the job- youre going to roll up your sleeves and put your all into it. Theres no need to explicitly state that on your resume.Ultimately, theres no surefire way to get your resume to the top of the to be interviewed pile. But, staying away from these six resume-killing words is a great place to start.And checkingout these five things hiring managers look for in a candidatecan help, too.

Customize this Geotechnical Engineer Resume

Customize this Geotechnical Engineer ResumeCustomize this Geotechnical Engineer ResumeAs a geotechnical engineer, your expertise may be of value anywhere tunneling and other geological work is going on. Wherever you want to work, show off your experience and training by creating a solid resume.Engineering firms are looking for geotechnical engineers who combine a background in business, design, procedures, and applications. Highlight your experience with construction and transportation projects, and make sure your resume also points out your education and licenses, as well as soft skills such as communication, analysis, and leadership ability.Use the geotechnical engineer resume template below as you organize the information needed to create your own document. Create this Resume Richard Quigley4249 Fincham RoadPalm Springs, CA 92262(123)-700-1448r.quigleytmail.comObjectiveTo secure a position as a Geotechnical Engineer in a global, full-service engineering firm to utilize geotechnic al expertise in expanding its geotechnical and tunneling engineering practice. Summary of QualificationsAbility to communicate effectivelyStrong analytical skillsCertification and Licensure in Professional Geotechnical EngineeringKnowledge and proficiency using MS Office Applications and web-based applicationsExperience and desire to be involved in Business Development activitiesProfessional ExperienceSenior Geotechnical Engineer, January 2007- PresentProfessional Services Industries Inc., Jefferson, LA ResponsibilitiesPlanned and provided guidance and overall assistance for complex geotechnical engineering projects.Analyzed and designed geotechnical projects by using drilled shaft, driven and auger-cast piles, pile dynamic analysis, WEAP CAPWAP, mat foundation, and settlement sensitive structures. Initiated and reviewed specific improvements to designs, systems, methods, procedures, and applications. Monitored and maintained a working knowledge of recent developments on geotechnic al engineering technology, techniques, and procedures. Acted and led in providing functional, technical, and operational guidance to multiple geotechnical operations.Geotechnical Engineer, May 2004- December 2006Parson Brinckerhoff, Norfolk, VA ResponsibilitiesExecuted and performed geotechnical design and analysis. Provided and performed field investigations. Planned and prepared geotechnical reports for major transportation design and construction projects.Executed and performed senior review of Geotechnical engineering reports. Managed and oversaw client and project management of geotechnical engineering projects.EducationMasters Degree in Geotechnical Engineering, 2004Yale UniversityBachelors Degree in Geotechnical Engineering, 2002Yale University Customize ResumeMore Sample ResumesGeotechnical Engineer Resume Glazier Resume Global Sourcing Manager Resume Golf Course Superintendent Resume Guest Relations Resume

10 Things a Manager Should Never Delegate

10 Things a Manager Should Never Delegate10 Things a Manager Should Never DelegatePublished on 10/25/2014 No, this isnt an article about how important it is for a manager to delegate or how to delegate. Honestly, thats what I started writing, and then got bored with it. I mean, most managersknowthey should delegate, and doing it isnt exactly rocket science. So why dont they? The reasons most managers dont delegate are complex, often wrapped up in values, identify, trust, power, control, and fear. So well save that article for aleidher day that is, something onwhymanagers dont delegate. This article examines the other extreme end of the rechtevergabe continuum the handful of things a manager shouldneverdelegate. Everything else is fair game. 1. Vision.Vision is the essence of leadership, so if a manager attempts to hand off the creation of a vison to someone else (a consultant, a team, a team member), they may as well be delegating away their leadership. Sure, its often a good idea to get others involved in the creation of a vision for more on that, seeHow to Align Your Team Around a Shared Vision. This is one area where the manager is going to set the stage, beveryinvolved, and ultimately, have final approval. 2. Hiring decisions.Ive also seen managers be overly dependent on search consultants, agencies, search committees, and HR for finding talent and making hiring decisions. I may be an outlier when it comes to this, but I believe hiring talent is one of the most important things a manager can do in order to be successful. Why would you delegate such an important process? I even go as far as to insist on doing my own phone screens and background checks. I want to talk to former bosses myself, in order to verify things the candidate told me, or to gain valuable information that will help me be a better manager for the candidate if hired. 3.Onboarding a new employee.I dont care what the level, from senior executive to entry level employee, the manager needs to take a hands-on role in helping a new employee feel welcomed. They should take an active role in the onboarding and training plan, and clear their schedules as much as possible in order to make time for the new employee. A best case example the sales manager that personally greets each new employee at the door when they arrive. The worst example the sales manager on a business trip for two weeks and never even sees the new employee. 4. Discipline.I once worked for a manager that delegated firing his administrative assistant to me. Seriously. Other managers will pass off discipline to their HR manager. Thats just wrong, and completely disrespectful to the employee. Managers need to step up and handle their own dirty work when it comes toprogressive discipline. 5. Praise and recognition.Managers that are, just no good at this recognition and praise stuff, will come up with all kinds of creative ways to avoid this important leadership responsibility. They have people ghost write rec ognition letters and speeches, create peer recognition programs (as a substitute, not as a complement), and have their administrative assistants buy gifts for their employees. In order for recognition to be effective, it needs to be sincere and personal, and delegating it to someone else sort of defeats the purpose. 6. Motivation.Its up to the leader to create a motivating environment. For more on this, seeTen Ways to Motivate Your Employees.And sorry, creating a motivating environment doesnt includecreating a fun committee. 7. Leading transformational change.A leader needs to be directly involved no, not just involved, butleadingthe effort when it comes to large-scale, transformational changes. Its the leaders role to establish the vision for the change (see number one), and there are just too many things that can go wrong to leave transformational changes in the hands of committees or consultants. SeeTen Models for Leading Change. 8. Reorganizations. SeeGuidelines for Reorganizin g Your Department or Company. Again, as with many other of the responsibilities on this list, getting others involved is a good thing. Ive never seen a management team be able to objectively reorganize themselves the leader needs to make the tough calls that no one else wants to make. 9. Development. A leaders development cant be delegated to HR, an executive coach, or the training department. Yes, those are all supporting resources, but the leader needs to own their own development, as well asthe development of their direct reports. 10. Performance appraisals. One of my favorite management pet peeves having employees write their own self-assessments and then the manager signs off on it as the final appraisal. SeeThe Top Ten Performance Appraisal Blunders a Manager Can Makefor this blunder and others.