Understudy Assignments Examples Of Resumes
If you are wondering why you aren’t called in to interview for great job opportunities, it’s undoubtedly because your resume is not “powerful,” and significantly undersells your abilities and experience. Having worked with major corporations on the design of their hiring and resume screening processes, I can attest that nearly all applicants fail to adequately highlight themselves in a way that increases their chances of being selected for further evaluation. While you may actually be a very good fit for the roles and the organizations to which you have applied, chances are that your boring resume doesn’t instill that perception in the 15-20 seconds that those charged with screening resumes typically spend per applicant.
Even if you are not currently seeking a new role, failing to adequately highlight your achievements is a weakness that can impact you throughout your career. When it comes to performance appraisal, promotion consideration, and even day-to-day work assignment, learning how to influence the perception of you as a performer is key to ensuring that your career reaches the heights you desire.
Over a decade ago, Fast Company magazine dubbed me the “Michael Jordan of hiring,” so if you want to have a resume as powerful and effective as Michael Jordan’s actually is, consider each of the checklist items that follow.
Bolster the Content of Your Resume
While an unusual format may garner a few seconds more of attention, it may also prevent your resume from making it through electronic sorting and filtering tools used by larger corporations, so it is best to focus on what your resume says about you, versus the font, layout, and embellishment used. (This is true for online profiles as well; spending hours adjusting the color pallet and background and only minutes on the content doesn’t facilitate stronger networking.) To maximize your appeal, focus on powerful “selling” points that cover your results, your impact on the organization, your skills and your ability to manage and lead.
For each of the items on the checklist, mentally review your working life, as well as other outside work responsibilities, for experiences/activities that relate to the item. For example, if you are seeking a role that calls for leadership skills, ask yourself how many times you were a leader of a project, a subproject, a team, or even a meeting/event. It does not matter if you were never formally appointed a leader or given a leadership title; if you have successfully led others, you should reference leadership as one of your attributes. Feature leadership terms throughout the content that comprises your resume, including sections covering your experience, education, and extracurricular activities.
Continue through the checklist until each of the factors appears at least once in your resume. When you have reached the end of the checklist, step back and admire all that you have done and accomplished, and can do again in your next job, ad then raise your career goals and expectations!
Thirty “Power Factors” to Bolster the Content of Your Resume
- Result or accomplishment — everyone wants employees who produce results, so you need to find a way to list every significant result, output, or accomplishment. Your resume should include dozens of performance-related references. (Example: Achieved 100% of ___ rollout project milestones while being first to implement ___ within the division.)
- Quantify results in dollars — the language of businesses is dollars, so characterizing the dollar impact of your accomplishments on the organization can be a key differentiator. It’s OK to use estimates if you can explain your logic. (Example: implemented changes to the ___ process that resulted in a 32% increase output with no noticeable impact on quality).
- Skills used — listing the work you did but omitting the array of skills that you need to accomplish that work is a major omission in most resumes. You should never mention a task or accomplishment without highlighting both the technical and people skills required to accomplish it. Start with a list of all the skills that you can find in job descriptions of interest and try to mention each one. (Example: Used root cause analysis to track an emerging issue back to a change that had been overlooked many times and used strong Internet research skills to gather supporting information and build a business case to successfully convince a skeptical manager to address the issue.)
- Demonstrate the quality of the work — you need to clearly demonstrate that you do high-quality work and that you understand and deliver quality consistently. Whenever you mention the volume of your work, also mention indications of its quality. (Example: Consistently ranked top producer within the division while maintaining the lowest error rate and a 98% customer satisfaction rate.)
- Awards and honors — mention all recognitions received for outstanding work. Don’t forget shared and team awards, or informal awards created by local managers. Include awards received both in school and on the job. (Example: Awarded employee of the month six times.)
- Leadership — employees who can lead are always in demand. Mention cases where you led a team or project, even if informally. Highlight challenges addressed and leadership methods used. (Example: Assembled and led a team responsible for developing a plan to expand scope of services provided, overcoming resource limitations, personality conflicts, and communication breakdowns to successfully present the case to the executive committee).
- Management tools used — even if you were not a manager by title, show that you did use common management tools and processes during your assignments. (Example tools to highlight: team work, quality control, conflict resolution, CRM, time management, process reengineering.)
- Technology tools — few things are more important these days than the ability to use and understand technology. Look for work examples that demonstrate your ability to learn and leverage emerging technology. (Example: used online groupware to create a project management office providing a common document repository, shared calendar, alerts, and staff assignments for key projects within our division.)
- Worked with key people — individuals who have the opportunity to work with key people and executives are assumed to be among the best. If you worked for or with a famous individual, highlight them. Also include enough information so that the reader will know their importance. (Example: Was selected by my divisional vice president to serve on a committee led by our CEO to evaluate key customer satisfaction.)
- Level of innovation — in a rapidly changing world, few things are more important than innovation. List new ideas or innovations you developed, even if the innovation was not implemented. Show that you are an outside-the-box thinker and often among the first to try new things. (Example: Suggested adoption of three new technologies to improve internal productivity, two of which were immediately adopted, yielding a 73% increase in workforce efficiency.)
- Buzzwords — business people love functional/general business buzzwords, and merely using them reveals that you are current. Buzzwords should be included in descriptions of both your experience and education. (Example: Participated in a 6-Sigma evaluation exercise of our ___ process.)
- Organization — almost every job requires organization, and if you can bring stability from chaos, you are valuable. Share how you took confusing and chaotic tasks and situations and effectively organized them so that they ran smoothly. (Example: Assumed responsibility for combining project documentation and assignments of seven local offices being consolidated into one regional center of expertise.)
- Problem identification — if you can identify problems before they become severe, you are quite valuable. List situations where you identified a problem that no one else saw and show them that you thrive in situations where there are lots of problems. (Example: Worked with individuals from four departments to uncover unique situations that led to key customer complaints resulting in significant changes to long-standing customer evaluation and support processes).
- People management responsibilities — in addition to leadership skills, general people skills are often a differentiator for technical jobs. It is important to highlight any time you helped with training, hiring, supervision, coaching or employee development, even if done rarely and informally. (Example: Assumed responsibility for training team of seven new hires during department leads leave of absence).
- Financial responsibilities — demonstrating that you were given financial responsibility shows that management trusted you. List any time, even if it was brief, where you managed a budget, were responsible for cash or other major spending decisions (Example: Charged with evaluation and selection of $3.2M worth of new equipment for the ____ project.)
- Selling capabilities — no matter what your job, the ability to sell ideas and products internally or externally is extremely valuable. Demonstrate that you effectively sold executives, vendors, or owners on new ideas. (Example: Developed arguments for a maintenance proposal that led our vendor to alter the service level agreement and reduce annual maintenance fees by 27%.)
- Customer service — almost all jobs require some customer service knowledge and skill. Even if you were not in a customer service role, demonstrate that you have relevant customer service skills that apply across many situations. (Example: Worked with several colleagues following assignment of a new manager with a very abrupt management style to our division to restore positive working atmosphere and resolve assumptions limiting productivity.)
- Wrote/Presented — anyone that can write reports or who can make important presentations is extremely valuable. Include any time that you were asked to write something or to make a presentation. If the audience included important people or was large, say so. (Example: Selected by my team to develop and present key revisions and changes to product implementation methodologies before 4,000 key customers at our global user conference.)
- Planning/Forecasting — employees who are forward-looking are the most desirable. Highlight situations where you forecasted future events or put together a plan, even if informal. (Example: Developed an emergency response plan following news that a court judgment on a highly publicized case would be announced in a building adjacent to ours during business hours. The plan was later used as a template for disaster planning across the company.)
- Goal-setting — the best employees are goal-oriented. Show that before you start a major project, that you set, communicate, and get agreement on goals. (Example: Worked with team members to clarify and set feasible project goals on the ___ project that resulted in avoidance of four possible project derailers.)
- Time management — you need to demonstrate that you are conscious of time limitations and deadlines. Show that you completed work in a timely manner or even that you were the first to do it. (Example: Was the first within my division to complete all milestones on time.)
- Efficiency — everyone needs workers who are efficient and conscious of costs. Whenever possible, show that you completed tasks efficiently and under budget. (Example: Successfully implemented ____ using only a fraction of the support budget allocated, reducing project cost by 9%.)
- Extensive contacts — being well connected and having extensive contacts is an extremely valuable asset for any individual. Demonstrate that you used your contacts to get access, answers, or information. (Example: Leveraged industry contacts to get unbiased feedback on two service providers being considered for a long-term contract, uncovering a volume of pending complaints and possible litigation against our leading contender.)
- Any major company names involved — in addition to mentioning the names of key individuals, you should also mention the names of well-known and innovative firms you have dealt with including notable customers, strategic partners, vendors, or consultants. (Example: Worked with McKinsey & Co. on the deployment of our groups product with Google, General Mills, and Dow Corning.)
- Global perspective — almost every employee is expected to have a global perspective these days. Even if you don’t have formal international responsibilities, show that you have the capability of working with those from other countries. (Example: Partnered with colleagues in China and India to localize customer evaluation and ranking processes developed there and slated for global rollout.)
- Benchmarking — the ability to capture information and answers from industry leading firms is extremely valuable. Highlight situations where you researched benchmark best practices both inside and outside of the organization (Example: Compiled summary of best practices in rapid skill development among professional service firms such as Accenture, Deloitte, and EY.)
- Used metrics — you can’t continually improve anything without metrics. Provide examples that demonstrate you start projects with clearly articulated results metrics in place and that you leverage the metrics to inform decisions. (Example: Devised customer service satisfaction and service efficiency metrics prior to the rollout of new CRM software that would later be used to optimize service center staffing levels.)
- Consulted — if you have had the opportunity to provide technical or functional advice to others, formally or informally, you are viewed as an expert. Highlight where you consulted or advised others internally or externally. (Example: Consulted with several key clients to transfer knowledge on our approach to learning collaboratively using social media.)
- Training — in many companies, access to advanced training means that you are a top employee. Highlight training courses, seminars, workshops and any-advanced training on emerging issues that you participated in. If you have taught training classes, even if they were informal, include that also. Under your education, be sure and list any key skills and tools that you learned and “hot topics” covered in your classes. (Example: Represented my division at industry working groups on ___, and then developed informal internal knowledge sharing summaries for others in my group.)
- Diversity — show that you can work with and understand people from different backgrounds. (Example: Used my knowledge of Spanish and Italian to assist global customers when translated support materials were not available.)
Supplemental Convincing Factors
The following elements can and should be used within any resume point to make it stronger and more convincing.
A comparison number — numbers are powerful, but to an outsider, a single isolated number might not mean much. As a result, it is always a good idea to provide a comparison number to show context. Comparison numbers can include the very best in the industry, the best number inside the firm, the average number, last year’s number, the target number, or your competitor’s number (Example: Broke previous sales records by selling 13 additional units on average, per period, and producing revenue 146% above average in our industry.)
Quotes are included — a direct quote from an executive, supervisor, coworker, or even a customer can add credibility and perspective to any accomplishment. (Examples: Was highlighted in my manager’s annual departmental performance review to senior leaders and the “most valuable” team player).
Killer phrases are used — there are certain phrases in business that are universally accepted as signs of good work. Wherever possible include phrases like … “cut costs by xx%,” “completed the project under time and under budget,” “used technology to improve customer service,” “did more with less,” “increased market share by xx%,” “increased margins by xx %.”
A web link — resumes contain only words, and sometimes your actual work is your most powerful selling point. Wherever possible, provide a direct Internet link to your work or reference to your work. In other cases, mention where a sample or a video of it is available.
As both an adviser to talent managers and a business school professor, I get to see both sides of the job search picture. I understand how corporations screen resumes and what it takes to be consistently selected for an interview. Students and experienced professionals alike struggle to present themselves optimally because they rely on antiquated career guidance and assumptions about what others will value.
The one universal truth about resumes is that if it does little more than list your jobs, it provides little value to you or the organizations you apply to. A resume should be a comprehensive marketing document detailing your capabilities, skills, and accomplishments. It should be kept current and used not only when seeking employment, but also as a memory jogger when filing for an internal transfer, promotion, or completing a performance self-assessment. To ensure you are not underselling yourself, use the search feature in your word processing program to see how many times the factors highlighted in this checklist actually appear. If you find, as most do, that over half of these words are not present, kick yourself in the butt for underselling yourself for all these years!
People Manager Resume Samples
People Managers manage employees in an organization; this role involves hiring staff, developing job descriptions, offering career advice, monitoring employee performance, answering to employee inquiries regarding work, and getting resignations or firing employees when needed. A successful resume sample for People Manager mentions capabilities such as leadership, communication and interpersonal skills, basic HR knowledge, and computer operation. Employers select resumes making display of a Bachelor’s Degree in an area such as human resources, sociology, or psychology.
Looking for job listings? Check out our People Manager Jobs page.
Consultant/people Manager, Rx Collaborative Reporting and Analytics
Provide Quarterly Reports for 105 Fortune 500 clients. Use SAS to leverage information from local data warehouse and datamarts. Oversee project management of quarterly, semi-annual and annual report deliverables. Manage staff of 2 analysts.
- Designed, developed, automated and produced reports to monitor clients' performance in various key metrics to evaluate cost and utilization and plan performance.
- Automated and produced dashboards with Key Performance Metrics with six years of historical data.
- Re-engineered quarterly reporting process.
- Developed and maintained data dictionaries.
- Analyzed rebates to monitor minimum contractual guarantees.
- Performed ad-hoc analyses as required.
Account and People Manager
- Grew account revenue by more than 300%
- Managed data migration which resulted in a 30% reduction in environment fees to my Client and better supportability for DMi
- Analyzed new data types, designed and launched a successful Pilot Program ahead of schedule and 10% under budget
- Responsible for the daily work flow of up to 9 team members; coordinated training and provided mentoring
Program Coordinator for Enterprise Learning Team, People Manager Development Curriculum
Responsible for enterprise level Gateway Leadership Development courses for North America
- Facilitated online New Manager Webinar with Instructional Designer on a monthly basis ranging from 30 to 75 new managers.
- Assisted L&OD partners in fulfilling needs of manager development through opening course offerings and consultation
- Advertised on Yammer, internal bulletin board, quarterly announcements & with L&OD partners to raise participant count
- Maintained & constantly improved course presentation on internal intranet & ebay's version of LMS
- Collected, scanned, processed evaluations for vendors and management for pilot courses through OMR Remark.
- Coordinated evaluation process, cancellation schedule, launch of pilot courses with team from Europe & Asia
- Reported current expenses, expected chargeback income, forecast to management & chief of staff on weekly basis.
Assistant Visual Manager/ Assistant People Manager
- Maintained visual standards throughout the store and oversaw merchandising
- Oversaw all form and face out changes, to ensure completion of table layers and placement of new marketing
- Participated in training and management meetings to ensure corporate standards were met by all employees
- Coached and motivated over 100 staff members by setting achievable goals, providing feedback, and effectively
Lead full-cycle recruiting operations to attract, develop, and retain top talent.
- Supported leadership in attracting, developing and retaining talent to support achievement of business outcomes
- Lead the recruiting team with the coordination and scheduling of interviews
- Utilized PeopleSoft to input new hires and process transfers, promotions, and terminations
- Developed and facilitated above standard training to 55+ employees
- Managed over one hundred employees on a daily basis. Developed work schedules and processed payroll. Employee related management included interviewing, hiring, training, coaching, motivating, discipline, performance appraisal, conflict resolution, and the administration of human resource policies and initiatives. Recruited quality future employees.
- Surpassed expectations by reforming the deteriorating store into multimillion dollar revenue. Analyzed sales figures and forecasted future sales volumes to maximize profits.
- Slashed the record for recovered items from potential thefts that was recognized regionally. Enforced loss prevention as well as safety and security. Instantly problem solved and controlled unusual circumstances.
- Ensured that daily paperwork, banking transactions and company reports were completed accurately and in a timely manner. General maintenance was always completed including opening and closing procedures.
- Toured the sales floor regularly, talking to colleagues and customers, and identifying or resolving urgent issues. Fulfilled store standards on a daily basis. Served as a role model for customer service, and set the pace for service excellence for all employees.
- Product management including ordering, receiving, price changes, handling damaged merchandise, and returns.
People Manager, Mergers and Acquisitions IT Infrastructure Integration
- Promoted to manager of a global team of 18 people from 7 different countries. The M&A IT Infrastructure team is responsible for integration of acquired company IT infrastructure into [company name]. In 2014, the team supported 21 acquisitions. Start of these integrations ranged from 2011 to 2014, with 8 completing before year end 2014.
- Acquisition responsibilities include assignment of teams to each acquisition project, ensuring coverage of all areas, rebalancing of teams based on changes in personnel or workload, investigation of [company name] initiatives that may affect acquisition integration and assignment of people to these projects if necessary, and allocating all costs quarterly to active acquisition projects.
- People management responsibilities include working with employees on career development, setting educational goals, compensation planning, creating performance improvement plans, and holding monthly one on one meetings with each employee.
- Leading due diligence assessment of the IT infrastructure of companies targeted by [company name] for acquisition. Work with the target company to review existing tools, policies, and procedures. Based on this input, determine if there are any issues or concerns that should be addressed before or during the acquisition. Create a budget to ensure funding needs are understood for integration if the target company is acquired.
- Participated in multiple [company name] education offerings including a 3 day seminar on effective management and leadership.
Senior Supervisor/people Manager
- Managed all technical scopes (Infrastructure, Business Applications, Enterprise/SAP and Password) at the [company name] Support Center (PSC) for the 2nd Shift. This included support for all [company name] brands (Frito-Lay, Quaker, Tropicana, Gatorade and Naked Juice)
- 2nd Shift Escalation point for all issues that impacted Making, Moving or Selling [company name] products. Provided resolution or solution for problems that occurred at a Field Site, Data Center or Headquarters Location
- Partnered with the CIM (Critical Incident Manager) as the PSC liaison for 2nd Shift escalations that impacted Make, Move and Sell
- Worked with the Project Coordinator team and assisted implementation of new applications for support to all off-shift teams
- Lead for the PSC Fun Committee. Implemented team building functions to build team morale and Diversity & Inclusion within [company name]'s core values. Led the following events: (Taste of the World Event, St. Patrick's Day Celebration, Cinco De Mayo Celebration and Black History Month Celebration)
- Managed 5 Reports and 10 Contractors. Provided coaching for contractors and provided yearly objective setting/career coaching for direct reports (FTE's)
Assistant Visual, Impact & People Manager (hr Manager)
Responsible for recruiting, hiring and training employees
- Managed hours allocations, sales plans and payroll
- In charge of Unit Sold Report, audits and inventory reports
- Maintained and exceeded all merchandising and visual standards
Manager in Training/ Visual Manager/ People Manager
Responsible for all visual moves and updates in the store
- Responsible for running the business and helping it maintain its spot as #1 outlet in the company
- Responsible for tasking out and maintaining associate performance
- Conducted interviews, recruited and hired associates
- Responsible of maintaining and preventing store shrink, both employee and customer theft
- Worked with the Regional Loss Prevention team in many investigations of internal shrink
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