And what do I get out of it?


           I’m sure you are all on pins and needles wondering what I meant by task-based vs. value-based points on your resume. I do apologize, but I had to take a small break to celebrate my 28th birthday. Now with that out of the way, let's dive into some definitions. 


            Task-based points are probably what most people are accustomed to. They are the listing of common tasks that could be inferred directly from the job title on your resume. For example, a bus driver might put, “Drove students to and from school” on their resume. This is task-based because it does little to show what value you provided your employer at the time. The point is pretty ineffective and doesn’t engage the person reading your resume. 


            On the flip side, value-based points are what HR professionals and hiring managers are seeking nowadays. This is the listing of tasks, skills, and most importantly accomplishments in a way that conveys how you may potentially benefit a future employer. I’m going to take our previous example and transform it to a more value-based point as I would for any client. “Utilized knowledge of local traffic ways to optimize route efficiency to and from school for 60 students.” POW…see what I did there? No? No, you don’t? Okay, well I guess I’ll show you. By saying, “Utilized local traffic ways…” we show the future employer, more than likely a transportation company of sorts, that you either know your way around or how to figure out you way around which is essential in this field. “…Optimize route efficiency…” tells them not only are you always looking for ways to potentially be better, but also for ways to provide efficiency gains which are crucial to any operation. Lastly, indicating the number of students shows how many passengers you can handle on any given route. 


            A convincing resume is going to have a healthy combo of both task-based and value-based points. With that being said, the industry is quickly moving away from mundane task lists on resumes and towards points that display what you have provided previous employers and may potentially provide future employers. After all, just like any relationship, the relationship with an employer is a two-way street. Companies are making an investment in you when they hire you so they want to know what they will get in return. They look to your past behavior because it is the greatest indicator of your future behavior, so take the time to sell your value. 


You did? Or you do? #TensesMatter


           Recently, I was asked, “Tristan…what are some of the top issues you encounter when reviewing resumes?” I promptly responded, “This is a great blog idea!” then I walked away.


Okay, I’m lying…I responded. That conversation was actually the inspiration behind this blog post. So now I’m sure you’re wondering what mistakes I highlighted throughout that conversation with my colleague.

            The first blunder I typically run across is spelling and grammar. Your resume is your introduction to the company at which you are seeking employment. Your spelling and grammar are the equivalents of putting your best foot forward. A spelling mistake instantly catches the recruiter's eye and gives way to the assumption that you lack attention to detail.


Now we know that’s not always the case, but you’d be surprised how much you can miss even after looking over your own resume a million times. I always suggest having a friend or professional service (hint hint: LRC) review your resume before sending it to any prospective employers.

            The next thing I’m going to touch on is a lack of tailoring.


 No, we aren’t talking about your lucky interview suit (is that even a thing?). Each resume you send out should be tailored to the position you hope to be filling. This involves reviewing the job posting for keywords and including them in your resume. It also means potentially changing the transferable skill set that you highlight throughout your resume. Think about it, a person may be qualified for a Regional Supervisor position and an Officer of Diversity and Inclusion role. While they both have leadership descriptors associated with them, the skills you would highlight are drastically different.

            Last, but certainly not least, I often see the incorrect use of past and present tenses. If you didn’t catch it, this slip-up is where this blog got its name. There’s nothing that frustrates me more than the incorrect use of tenses when describing your current or previous experience. Let’s break it down to Sesame Street version why don’t we. If you no longer hold that position, all your action verbs should be in the past tense (i.e. led instead of lead, developed instead of develop, etc.). It’s as simple as that. There’s nothing worse than you breaking the space-time continuum to relive the glory days of burger flipping from high school.


            As you can see, many of these gaffes could be avoided with a little TLC for your resume (or better yet a little LRC). There is one that I haven’t touched on and that is the amount of task-based information versus value-based information in your resume. Wonder what I mean? This topic is a beast in its own right and therefore requires a deeper dive, so stay tuned for our next blog post!