Explain two ways to organize a rsum and describe when each rsum is appropriate.

There are three basic types of resumes used by job applicants chronological, functional or a combination of the two. Selecting the right resume format is critical to every applicant. All resumes will include the applicants general information: name, address, and telephone number, email address, etc. It will also include the applicants job objective, qualifications, personal information, and references. Lehman & Dufrene state that the primary organizational challenge is in dividing the qualifications sections into parts, choosing labels for them, and arranging them in the best sequence (p. 226). A chronological resume is the most common type of resume. This format highlights two headings education and experience. The more impressive of the two should go first. The applicant will list work experience in reverse chronological order, with the most recent first. A chronological format will be especially effective for applicants who have progressed up a clearly defined career ladder and want to move up another rung (Lehman & DuFrene, 2013, p. 226). Employers like it because they can see the applicants work history at a glance. A functional resume focuses on skills and experience. It highlights what an applicant can do for the employer - functions that the applicant can perform well (Leman & DuFrene, 2013, p. 227). The skill and experience sections should be specific and filled with lots of context, as well as targeted to the job sought. This format works well for a new graduate without much professional experience or if an applicant that has noticeable gaps in work history. In addition, a functional resume can benefit applicants who are changing careers to a field very different from their previous experience (Elmore, 2012, p.56-57). Although selecting a resume format can be difficult, an applicant needs to keep one thing in mind; the purpose of a resume is to focus on an applicants strengths and downplay any weaknesses. Select the format that allows the applicant to shine.

References Elmore, B. (2012). A RSUM THAT REFLECTS THE REAL YOU. Baylor Business Review, 31(1), 56-57. http://web.ebscohost.com.ezproxy.liberty.edu:2048/ehost/pdfviewer/pdfviewer?sid=71ee04ad878c-4437-95f6-dcdbe3c61227%40sessionmgr110&vid=4&hid=119 Lehman, C., & DuFrene, D. (2013). BCOM3 (4th ed.). Mason, OH: South-Western College.

Author: Timothy Lucius There are many things during an interview than can impact the outcome, but nothing is more important than the first minute; most candidates dont realize that in the first 60 seconds, interviewers typically decide whether the candidate will be moved to the top of the list or dropped from consideration (Lehman & Dufrene, 2012,p 250). There are several things that can be done to help solidify their decision into a firm hire. Of those Lehman and Dufrene agree that using the interviewers name, with correct pronunciation, unified with a firm handshake start out right. Always wait for the interviewer to ask you to be seated, and be always conscious of the nonverbal messages that you are sending. In line with non-verbal communication is the need to maintain appropriate eye contact, and use your body language to convey confidence (Lehman & Dufrene, 2012, p 250). It is also important to be aware of the non-verbal cue given by your interviewer and respond as necessary. You would not want to ignore that they have stopped listening to you. However, those are as the interview progresses. Returning to the topic of starting an interview off on the right foot; dress appropriately for the type of job that you are applying for. This is part of their initial assessment when they meet you. Having previously been in retail management, there many opportunities for which I was able to sit on the interviewer side of the table. Even armed with this knowledge, my own interviews are still nerve-wracking. Each person on the other side has subjective interpretation of the responses and assessment of the candidate. One key thing I looked for immediately was arrogance. It can set mood of the interview off in the wrong direction. Theres a thin line between being arrogant and being confident. A confident person leaves a good impression; an over-confident (arrogant) person triggers negative feelings (Chow, 2010, p 55). It is a very thin line. The first thing I would do was introduce myself to the candidate and walk with them to the area where we will conduct the interview. I use this time to make small talk so that by the time we reach my office they are relaxed and more comfortable. While I talk, I asses their words, actions, reactions, and attire at the same time; before we reach the office I know if they will be considered or if the coming interview would simply be a formality of requirements. I can agree from experience that the first impression is the most important.