Search

Creating a standout professional résumé can be challenging, particularly for new graduate nurses (NGNs) who may have limited work experience or those who want to go into specialty areas. This article outlines strategies to help NGNs draft a comprehensive résumé and help improve their chances of getting a nursing job. [ABSTRACT FROM AUTHOR]

While all nurses likely have a resume, most do not have a Curriculum Vitae or CV. CVs are used to provide a complete picture of your professional history. Resumes are crafted to highlight a candidate's fitness for a particular position. In contrast, a CV is a complete record of one's professional career and accomplishments. A CV is a comprehensive document that, along with your education and job history, is a record of all your professional achievements and activities. [ABSTRACT FROM AUTHOR]

In today's health care job market, nursing students are aggressively recruited for jobs even before graduation. Employers want to see accurate, informative résumés that efficiently and honestly convey an applicant's education and skills and how they match up with the employer's needs. Although résumés remain essential tools for job seekers, in recent years requirements have changed: nursing students and new graduate nurses need to develop an employer-focused résumé geared toward a specific job. This article can assist these nurses in developing résumés that accommodate these latest trends. A step-by-step guide to crafting an accurate, informative résumé for nursing students and new graduate nurses. [ABSTRACT FROM AUTHOR]

This study examines how and why 20 instructors (17 tenure-line and 3 nontenure-line) in introductory service courses enact their pedagogical values and address current concerns (e.g., personal branding, LinkedIn, and applicant tracking systems) when teaching résumés and cover letters. Research methods included a demographics survey, qualitative interviews, and critical discourse analysis of assignment sheets and deidentified student examples. Results provide an opportunity to renegotiate gaps between Business and Professional Communication's research and pedagogical methods, shifting from overemphasizing formatting and checklists and toward understanding job applications as workplace genre ecologies to encourage deeper learning. [ABSTRACT FROM AUTHOR]

Skills extraction is a critical task when creating job recommender systems. It is also useful for building skills profiles and skills knowledge bases for organizations. The aim of skills extraction is to identify the skills expressed in documents such as resumes or job postings. Several methods have been proposed to tackle this problem. These methods already perform well when it comes to extracting explicitly mentioned skills from resumes. But skills have different levels of abstraction: high-level skills can be determined by low-level ones. Instead of just extracting skill-related terms, we propose a multi-label classification architecture model based on convolutional neural networks to predict high-level skills from resumes even if they are not explicitly mentioned in these resumes. Experiments carried out on a set of anonymous IT resumes collected from the Internet have shown the effectiveness of our method reaching 98.79% of recall and 91.34% of precision. In addition, features (terms) detected by convolutional filters are projected on the input resumes in order to present to the user, the terms which contributed to the model decision. [ABSTRACT FROM AUTHOR]

Advanced practice nurses (APNs) now have great opportunities to serve in leadership positions for organizations, institutions of higher education, community and public agencies, and more. The need exists for APNs to have a full set of professional business documents readily available. Such common documents would extend beyond the professional business card and professional photograph to include the curriculum vitae, the resume, and the National Institutes of Health Biographical Sketch (biosketch) and a professional biosketch. Advanced practice nurses should understand the differences between the documents as each document helps to share the professional identity. [ABSTRACT FROM AUTHOR]

Highlights • Innovative methods for ranking résumés or curriculum vitae automatically • Methods based on the similarity between résumés instead of résumés and a job offer • Free of external resources such as word embedding and ontologies • Experiments done over a large corpus of real recruitment and selection processes • In average, 93% of résumés are ranked correctly. Abstract With the success of the electronic recruitment, now it is easier to find a job offer and apply for it. However, due to this same success, nowadays, human resource managers tend to receive high volumes of applications for each job offer. These applications turn into large quantities of documents, known as résumés or curricula vitae, that need to be processed quickly and correctly. To reduce the time necessary to process the résumés, human resource managers have been working with the scientific community to create systems that automate their ranking. Until today, most of these systems are based on the comparison of job offers and résumés. Nevertheless, this comparison is impossible to do in data sets where job offers are no longer available, as it happens in this work. We present two methods to rank résumés that do not use job offers or any semantic resource, unlike existing state-of-the-art systems. The methods are based on what we call Inter-Résumé Proximity , which is the lexical similarity between only résumés sent by candidates in response to the same job offer. Besides, we propose the use of Relevance Feedback, at general and lexical levels to improve the ranking of résumés. Relevance Feedback is applied using techniques based on similarity coefficients and vocabulary scoring. All the methods have been tested on a large corpus of 171 real selection processes, which correspond to more than 14,000 résumés. The developed methods can rank correctly, in average, 93% of the résumés sent to each job posting. The outcomes presented here show that it is not necessary to use job offers or semantic resources to provide high quality results. Furthermore, we observed that résumés have particular characteristics that as ensemble, work as a facial composite and provide more information about the job posting than the job offer. This certainly will change how systems analyze and rank résumés. [ABSTRACT FROM AUTHOR]

Using data from 88 students, 20 advisers, and 24 hirers about U.S. résumés, this article focuses on face of the company, the concept of employers' evaluating how well applicants might represent a company. The results of applying rhetorical listening's identification–disidentification to "face" suggested two outcomes and their implications. First, primary audiences invoked secondary audiences to the point in which they conflated, suggesting that résumés should incorporate secondary audiences. Second, hirers sometimes violated their own beliefs about diversity hiring because of audiences they invoked, suggesting that because invoking audience can perpetuate inequitable hiring practices, hirers should be more nuanced about the audiences they choose. [ABSTRACT FROM AUTHOR]

A curriculum vitae or a résumé, in general, consists of personal details, education, work experience, qual- ifications, and references. The overall objective of this study was to extract such data as experience, features, and business and education information from résumés stored in human resources repositories. In this article, we propose an ontology-driven information extraction system that is planned to operate on several million free-format textual résumés to convert them to a structured and semantically enriched version for use in semantic data mining of data essential in human resources processes. The architecture and working mechanism of the system, similarity of the concept and matching techniques, and an inference mechanism are introduced, and a case study is presented. [ABSTRACT FROM AUTHOR]

We investigated whether including an applicant’s photograph on a resume boosts or hampers the accurate assessment of that person’s (Big Five) personality traits and intelligence. A group of 114 participants rated 8 applicants (4 men and 4 women) with respect to their personality traits and intelligence. We used a 3 × 2 (Condition [resume with photograph, resume without photograph, photograph only] × Sex [male, female]) between-subjects design. In all conditions, all personality traits (except Agreeableness) were assessed at better than guessing level. Including a photograph on the resume did not significantly alter the accuracy of personality assessment. [ABSTRACT FROM AUTHOR]

The article offer tips on developing an effective written communication in resume, including ways to list relevant accomplishments that can link one skills with the needs of the employer and questions that one may consider when writing a resume are mentioned.

Purpose: This study examined the extent that personality information in resumes impacts hiring judgments through applicant's resumes. Study 1 examined lay theories regarding relationships between resume cues and the applicant's personality and hireability. Study 2 examined how the applicant's personality impacted hiring judgments through resumes. Design/Methodology/Approach: Data for both studies were collected in the context of a managerial position. For Study 1, participants assessed resume cues in regards to their relationship with personality and hireability. For Study 2, Human Resource personnel evaluated each resume in regards to personality and hireability. Findings: Results for Study 1 highlight several connections between applicants' personality and resumes, with strong links between resume content and perceptions of conscientiousness and agreeableness. Results for Study 2 indicate that personality was largely unrelated to ratings of hireability but perceptions of personality were strongly linked to hireability; actual personality was linked to the variability in cue information related to hireability, and conscientiousness was indirectly related to hireability through judgments of conscientiousness. Implications: Results from these studies suggest that personality and perceptions of personality play a greater role in resume development and screening than has been previously suggested. The pattern of results reported suggest that there are a number of resumes cues that accurately reflect an applicant's personality and influence perceptions of hireability. Originality/Value: By taking an exploratory approach, the current studies were able to explore a large variety of cues linked to personality and ratings of hireability. Results have implications for both applicants and HR personnel evaluating resumes. [ABSTRACT FROM AUTHOR]

Understanding what laboratory managers are looking for when recruiting staff is critical to securing the job you want. Best practices in preparing for the interview, dressing for the part, anticipating key questions and following up after an interview can provide the kind of positive introduction that will set you apart for the other candidates. Introducing yourself through a well-written résumé and thoughtful cover letter are the first steps to securing a faceto- face and successful interview. The interview requires preparation on your part to ensure that you put your best foot forward and get that job you really want. [ABSTRACT FROM AUTHOR]

Copyright of Sociologija/Sociology: Journal of Sociology, Social Psychology & Social Anthropology is the property of MOD International and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal for Pedagogical & Educational Matters / Školski Vjesnik is the property of Hrvatski Pedagosko-Knjizevni Zbor, Ogranak Split and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Employability is analysed for the specific case of engineering education. A conceptual model is developed of the processes of transition, using a system-engineering method. This model embodies a proposed causality whereby identified factors result in successful outcome, i.e. meaningful employment with a good fit. The theory suggests that the employer's tacit expectations are important in evaluating candidates. It is shown that graduates can anticipate these organisational expectations, consider the implications for personal fit, and write better job-applications for those jobs where they deem the match to be good. Other implications for graduates and their mentors are identified. The model also provides a framework for further research. [ABSTRACT FROM AUTHOR]

Obtaining an entry-level job can be critically important for women with little education, particularly those who have taken time out of the labor force. This article uses archival data from a field experiment, called a resume audit study, to examine the characteristics of entry-level resumes that are important to potential employers. In accordance with earlier theory, post–high school education and training, such as from a community college or a computer training program, are primary factors in determining whether a woman receives an interview. For example, vocational training more than doubles the chance of an interview. Other factors are not as important for entry-level jobs, unlike what resume manuals aimed at college graduates suggest. [ABSTRACT FROM PUBLISHER]

Career management strategies need to be implemented at both individual and organizational level. This paper focuses on the latter one. Among the most important tools individuals use along their career is the curriculum vitae or the resume. The study analyzes the main characteristics of 250 curriculum vitae submitted by students and young graduates to the university career management center. It emphasises the main characteristics and most common CV errors, underlying potential explanations and consequences. Frequent CV mistakes include spelling and grammatical errors, improper length, lack of focus and relevant information, redundancy, or unclear sequence of the CV sections. Based on the results of empirical research on employers and job applications, instructional programs should be developed to guide students in improving the quality of their CV. [ABSTRACT FROM AUTHOR]

This study examines the effect of the graphical layout of resumes on the shortlisting of applicants for employment interviews. Previous research has investigated the effect of bad printing quality, but this research has explored the impact of a creative layout of resumes of equal quality. A sample of 90 respondents (half professional recruiters, half students) was asked to rank 12 candidates applying for one vacancy. All 12 candidates were presented an equal number of times in three different layout formats—formal on white paper, coloured, and “creative” design. Results suggest that the graphical design may have a substantial impact on the likelihood of being shortlisted, where formal designs were preferred over the “creative” layouts. Professional recruiters were only slightly less influenced by the layout than nonprofessionals. Implications for employers and jobseekers are discussed. [ABSTRACT FROM AUTHOR]

A resume is used as a screening tool by employers and a method of conveying a job applicant's characteristics. This study attempts to discern how certain characteristics, as shown on a resume, influence the decision to contact by club managers. Six hypothetical resumes are developed with different characteristics, such as GPA, coursework, degree, extracurricular activities, and work experience. Managers were asked to evaluate a job applicant based on a single resume. The results suggest the best resume is one showing the following characteristics: a hospitality degree, an above average GPA (> 3.0), demonstrated leadership, and club-related work experience. [ABSTRACT FROM AUTHOR]

Applied ethicists say little about résumé embellishment. Presumably, this is so because résumé embellishment seems obviously wrong; an instance of ordinary lying, familiar moral prohibitions against which cover the case completely. Analysis of résumé embellishment merely as ordinary lying overlooks its collective action aspects. Taking account of those aspects and their implications, I argue on consequentialist grounds that, given some plausible background conditions, a limited form of résumé embellishment is morally permissible (and perhaps required). This outcome is a particular instantiation of a more general principle about how one ought to act when participating in a morally valuable co-ordinative practice. I conclude by identifying implications for how employers ought to use résumés in hiring decisions. [ABSTRACT FROM AUTHOR]

This study investigated whether submitting re´sume´s in electronic versus paper form affects attributes associated with job applicants. One hundred participants reviewed a re´sume´, either in paper or electronic form, of a journalist applying for a vacant position at a newspaper. Participants also reviewed a job description for that position either specifying the need for Internet research experience (technical reference group) or not (non-technical reference group). The participants then rated the applicant on seven attributes (intelligence, technical skills, interpersonal skills, leadership ability, motivation, resourcefulness, and overall qualifications). Analyses revealed the paper re´sume´ applicant was perceived as more friendly while the electronic re´sume´ applicant was viewed as more intelligent, technologically advanced, and possessing better overall qualifications. In addition, the applicant in the non-technical reference group was perceived as more intelligent, more technologically advanced, and possessing better overall qualifications compared with the applicant in the technical reference group. [Copyright &y& Elsevier]