Writing a Summary of Qualifications in a Resume

Writing a Summary of Qualifications in a ResumeWhen it comes to the writing a summary of qualifications in a resume, there are certain things that you must keep in mind. You must take into consideration things such as length and format, because all these will be essential for the person that is reading the resume. Also, you need to take into consideration the necessary details such as a good conclusion, an outline of what you are going to bring to the interview. There are certain questions that are very important when it comes to this, but if you want to ensure that your resume is read by everyone, the summary of qualifications in a resume is the thing to focus on.For instance, if you want to include your contact details with the company or organization that you are applying for, this is an important detail that needs to be included. You need to put your address, phone number, and email address so that if you have any queries about the company or the job, they can get in touch with y ou. This is also very important, since you might be lucky enough to get a position and you want to make sure that it is recognized because they need to know where you live. This will help them find you. Remember, in order to get a job, the company needs to know where you live.Aside from this, you also need to make sure that you list the job title that you are applying for and where it is located. This can be a big help for the person that is reading your resume, especially if they ask about how long you have been working there. If they know that you have been working there for a while, it will help them find out if they can trust you with the job.The last thing that you need to take into consideration is the part of the summary that is not visible. You can put it in a section, or on the front. You may need to make a note about it so that it is easy toreference in the future. There are some things that are usually left out of the summary, but if you have a special skill that you woul d like to mention, that should be your section.Another good thing to add is any accomplishments that you have already accomplished. By including this, you are letting the reader know that you have accomplished certain things in the past. It is also very important that you list any volunteer work that you have done, such as a charity event that you organized, or a service that you have performed. You can put these in at the end or at the beginning so that you can give more of an outline.Lastly, you need to note what you bring to the interview. This is one of the most crucial things that you need to include in your resume. In other words, you need to include the information that they will be asking you about when you go to an interview. This way, they can ask you all the questions they need to ask so that you do not forget anything important.Writing a summary of qualifications in a resume can be very easy, especially if you take all the time you need to create it. Just remember that y ou need to ensure that it is well written and easy to read. If you do not take the time to create it, it will only end up being a waste of time for you. Be sure to make it interesting and thorough.

If Women Want to Get Paid Fairly, Here#039;s What They Should Do

If Women Want to Get Paid Fairly, Here#039;s What They Should Do “The higher a woman rises in Corporate America the more likely she is to be paid as much as her male peers,” said absolutely no one ever who knows anything about men, corporations, or America. Now comes new research to suggest that no one with even the slimmest connection to reality will be tempted to say such a thing in the near future, either. Two Canadian researchers, whose findings were just published in the journal Management Science, reveal fairly conclusively “that CEOs pay officers of the opposing gender less than officers of their own gender, even when controlling for job characteristics.” And while such a revelation might give slight pause to gender warriorsâ€"perhaps it’s familiarity bias, not sexism, behind the male-female pay disparity in American workplaces at all levelsâ€"researchers David Newton and Mikhail Simutin found only “limited evidence that male officers of female-lead firms are paid less, or that they receive smaller in increases in compensation relative to female officers.” In other words, male-led organizations discriminate against executive-level women via paychecks to a much greater extent than female-led companies discriminate against male officers. (It’s old news that female CEOS themselves are underpaid relative to male CEOs, although progress has been made in recent years.) What’s worse, this pay disparity often means that high-level women are paid less than men beneath them in the org chart. Looking at data from 1996-2011, the researchers found that “male CEOs pay female officers on average $46,500, or over 12% of median compensation, less than they do their male subordinates who work at the same firm. Moreover, female officers receive significantly lower increases in compensation than do male officers when the firm is headed by a male CEO.” Not surprisingly, this gender bias is more pronounced the older the top dog in the corner office, especially if said canine is a human person of masculine gender. “Older and male CEOs exhibit the greatest propensity to differentiate on the basis of sex.” Put another way, given that roughly 95% of the largest American companies are run by men, there is slim to no chance (and slim is on vacation) that a female officer in Corporate America is being paid fairly relative to her male peers, either at her company or in her industry or pretty much anywhere. The studyâ€"clunkily titled Of Age, Sex, and Money: Insights from Corporate Officer Compensation on the Wage Inequality Between Gendersâ€"is interesting for other reasons. There is a growing notion that corporations in general might be better off if led by a female CEO, not least because their share prices seem to outperform those of companies helmed by men. Many reasons have been put forward to explain this, including the idea that women are more cooperative decision-makers and possess a more rational approach to risk. There’s also a theory that women are better corporate shoppers than men, e.g., they tend to pay less when acquiring companies. That last hypothesis is supported indirectly by the Canadian study, which suggests that when shopping for talent, male CEOsâ€"particularly older onesâ€"pay far too much across the board. “We find evidence that male CEOs compensate their officers more richly than female CEOs do,” the authors write. “The difference in compensation by male and female chief executives amounts to $15,210 per year on average, or 4% of the median officer total compensation.” So, to sum up: Male CEOs likely pay more to executives who manage their companies less well than suits hired at lower salaries by female CEOs (who are also paid less). Not exactly what investors think of as enhancing shareholder value. It’s a wonder there isn’t a raft of class action suits against American corporate boards for gross negligenceâ€"for letting men run their companies at all.