4 Famous Resume Lies and Their Lessons - FlexJobs

4 Famous Resume Lies and Their Lessons - FlexJobs4 Famous Resume Lies and Their Lessons -324 Famous Resume Lies and Their LessonsThe Lie Scott Thompson, CEO of Yahoo, told resume lies about his education stating he earned degrees in accounting AND computer science, when never received the latter.The Lesson If you dont have the specific educational credentials for your field, its much better to take classes than to tell resume lies about earning an entire degree on your resume. Educational credentials are easily checked, so be smart and actually earn the credentials you list.The Lie Robert Irvine, the former star of Food Networks Dinner Impossible, welches caught over-stating his work history and lost his television show in 2008. While Irvine did work for the White House and Britains Royal Family, he did not as he stated create Princess Dianas wedding cake, cook White House Dinners, nor was he knighted by the queen. Big resume lies such as these are typically discovered.The Lesson I f youve got great experience on your resume, dont muck it up by embellishing your already-solid credentials. Have confidence in your true skills and abilities, rather than claiming someone elses. Irvines skills were still so excellent he was invited back to the Food Network in 2009 and continues to host or guest star in a variety of successful shows. It turns out he didnt really need to tell resume lies, did he?The Lie Michael Brown, the former Director of the Federal Emergency Management Agency (FEMA), resigned after his mishandling of the response to Hurricane Katrina. To get the job in the first place, Brown claimed hed overseen emergency services for the City of Edmund, Oklahoma and that hed worked at the University of Central Oklahoma as a professor, but neither of these were true.The Lesson Telling lies on your resume can hurt a lot more than just your reputation and your career prospects. In situations where public health and safety are at stake, landing a job youre not quali fied for by offering false information on your job application can have disastrous consequences.The Lie Current Vice President Joe Biden ran for president way back in 1988, but during the campaign it was discovered he lied about attending law school on a full scholarship (he had only a partial scholarship) and about graduating in the top half of his class (he was 76th out of 85). When the truth came out, Biden had to abandon his presidential bid.The Lesson On your resume, the most important information you should give about your education are the degrees you earned. Why add a bunch of resume lies in the form ofexaggerated half-truths about scholarships and class placement? We often feel the need to bump ourselves up a bit to compete with other job candidates, but those little white lies can be just as detrimental as the big ones.So, the next time youre updating your resume, go through each bit of information to make sure youre already telling the truth, the whole truth, and nothing but the truth about your qualifications. Most of the people on this list lied when they were young and just starting their careers, but the truth still haunted them years later. Dont make the same mistake clean up your resume now so you dont have to worry about later. Resume lies are just not worth it.Readers, have you heard of other famous resume lies? Share with us

Sample Resignation Letters for When Youre Happy to Quit

Sample Resignation Letters for When Youre Happy to QuitSample Resignation Letters for When Youre Happy to QuitSometimes your resignation brings you a sigh of relief, and you are counting your lucky stars to get out of your current job. Maybe you had an employer who was awful or coworkers who gossiped and slacked off on the job.Perhaps your job was so boring that, even trying as hard as you could, you were unable to make the daily grind more interesting. Whatever your reason for wanting to quit, youll want to keep your leave-taking professional. Your resignation letter should reflect a positive, optimistic, forward-looking spirit. Dont blow possible future opportunities with a negative resignation. You never know where or when you could run into the people who witness your resignation and read your resignation letter. You want them to feel positive about you for the future. They could end up in your new company, at your new job, or affect whether you are hired or promoted in the futur e. You just never know, as lifes career course is impossible to predict. Consequently, keep your resignation positive and upbeat. Dont leave a negative impression with your resignation in your permanent personnel file. You can resign from your job in a positive manner. You wont regret putting a positive spin on your resignation from your job, even when youre just happy to get out of there. Resist the temptation to send a resignation letter that says, Im outta here, or Good luck, suckers. Both of these negative approaches were used by not-too-smart quitters in the past. Resignation Letter Dos and Donts Begin your resignation letter with a standard date, the name of theaddressee, usually your direct manager or supervisor, and company address, just as you would any business letter. If you have personal stationery, plan to print the resignation letter to fit your stationery. If not, use a plain piece of quality white paper to print your resignation letter. Never write a resignation letter using your current employers stationery. (Yes, it has happened- unfortunately.) Your resignation letter, especially in the instance of an employer youd like to forget, can be short and sweet. If there was something- anything- that you liked about your job, you can mention it. Make sure that you copy Human Resources for your file and to trigger all of the necessary employment ending events. Also, a good policy is to sleep on your letter overnight before mailing it, to ensure that it is appropriate when you reread your resignation letter in the morning. Again, you can professionally resign without burning bridges. Youll be happy that you did, at some point in time. Your Resignation Letter Sample DateName of SupervisorCompany NameAddressCity, State, Zip CodeDear Name of Immediate SupervisorThe purpose of this letter is to resign from my job at Smith Manufacturing. My last day with Smith is (two weeks from the date of the letter).I am resigning from my job because I have acce pted another position. My time with Smith has been a learning experience and I am sorry to be leaving coworkers whom I will miss.Not wanting to leave you short handed, please let me know what I can do to help you train my replacement. Or, let me know what I can do to help make the transition orderly.Thank you for your help with this matter.Regards,Employee SignatureEmployee NameCopy to Human Resources Expand Second Sample Resignation Letter Here is a second sample letter from an employee who is happy to resign. DateName of ManagerCompany NameAddressCity, State, Zip CodeDear Immediate Manager,This letter confirms that I am resigning from my job.As I mentioned in our meeting yesterday, I have been offered a promotional opportunity with another employer. I accepted the new position.Ive enjoyed working for you and believe that you made positive efforts to obtain promotional opportunities for me here at Champion. But, I am ready to expand my career progress and I dont see an opportuni ty for career growth coming here for me anytime soon.Ill do whatever I can to help you make the transition to a new employee. I am even willing to take phone calls from my replacement. Let me know if there is anything that I can do to assist you.My final day is April 30 so consider this my two weeks notice.Regards,Employee SignatureEmployee Name Expand

How the American Association of University Women is Transforming the Pay Gap Conversation

How the American Association of University Women is Transforming the Pay Gap Conversation How the American Association of University Women is Transforming the Pay Gap Conversation Equal Pay Day is celebrated this year on April 2, a day meant to raise awareness about the gap between men and women’s wages . Research shows that today, in 2019, the gap sits at 21 cents between white women and men- and only widens for women of color and other ethnicities . Perhaps what’s even more disturbing is the number of people who refuse to believe the pay gap even exists : Many people attribute the gap to women’s choices to take time off to start and raise families, or to enter into industries that offer lower starting pay. But organizations such as the American Association of University Women (or AAUW) are working diligently to not only close the pay gap but change the conversation surrounding it. As its CEO Kim Churches explains, “AAUW’s mission is to advance gender equity for women and girls through research, education, and advocacy. Pay equity is a critical part of what we do: Until there is equal pay for equal work, women will never achieve full equality.” But its employees believe closing the gap isn’t just about advancing women’s rights to equality- it’s also about ushering in economic change that will positively impact everyone in the U.S. “The gender pay gap hinders women throughout their lives, from the day they leave college with higher levels of debt, to when they are raising families, all the way into retirement when women collect less in pensions and Social Security,” explains Churches. And, “as a result, more women than men are living below the poverty level. But,” she continues, “this isn’t only about women: Equal pay is a matter of basic fairness that benefits everyone- women, their families, their communities, employers, our economy, and [our] society as a whole.” And Churches has a message for those who don’t believe the pay gap exists “The pay gap is math, not myth,” she says. “Women aren’t choosing lower paying jobs- rather, certain jobs pay less because they are dominated by women. [An example]: Librarians â€" predominantly women â€" earn less than IT professionals, who are mostly men. But being a librarian entails at least the same level of skills and training than an IT professional, in some cases [more].” According to Glassdoor’s own Salary Tool , which allows users to search the median salaries in their chosen fields by job title, Churches is correct: An IT professional can expect to be paid $85,460, according to Glassdoor , while a librarian can expect to earn $57,135 per year . What’s more, AAUW believes societal expectations have steered women into roles that pay less money , such as teachers, counselors, and childcare workers, Churches says, which is an important distinction in the conversation about whether women are to blame for any wage gap that may (or may not, according to naysayers) exist. “In fields traditionally dominated by men, there are still barriers and biases that get in the way of women’s success,” she says. The AAUW has the research to back up these claims. “ AAUW’s research has shown, in an apples-to-apples comparison, just one year out of college, women are paid almost 7  percent less than their male colleagues who made the same degree and career choices,” Churches says. Put another way, a man and woman who graduate the same year, with the same degree, and who are hired for the same job at the same company would be paid differently. “Our research shows the pay gap exists for every degree level and in every occupation,” she continues. “In fact, when women enter male-dominated, high paying professions, salaries as a whole actually decrease.” That means that in high-paying fields such as technology or medicine or finance, women experience an even greater pay gap than in other industries. Churches sums up how many feel: “Hard to believe this is still happening in 2019, but it is.” It’s not easy to fight for equal pay- especially when the gap itself isn’t even equal. The AAUW’s latest research report, The Simple Truth About the Gender Pay Gap , shows that black women, on average, are paid just 61 cents- while Native American women make 58 cents and Latina women earn just 53 cents- of what men are paid in the same exact jobs. “There are complex and deep-rooted reasons for this, but the bottom line is that women of color live at the intersection of racism and sexism,” explains Churches. “The historical experience of minorities in this country has resulted in an enormous range of economic inequality, and the wider pay gap is just one manifestation of that. Consider this: The typical black household possesses just six percent of the wealth owned by the typical white household, and this carries over into challenges for women’s opportunities in education and job choice.  [And] the wealth disparity is similar with other racial and ethnic groups.” But the AAUW is “aggressively advocating” for change, despite the challenges, Churches says, and for a long time. Some 55 years ago, it advocated for the Equal Pay Act of 1963 , a measure aimed at stopping wage disparity based on sex. The AAUW also stood beside President Barack Obama when he signed the Lilly Ledbetter Fair Pay Act , an act that gives federal recourse to employees who believe they have been victims of pay discrimination. “Today, we’re continuing our work to advance pay equity on many fronts,” says Churches. “Our AAUW members and advocates are working with states and localities to pass equal pay laws- and we’re seeing a tremendous momentum.” In fact, last year along, 40 states and Washington, D.C. “considered legislation to help close the gender pay gap,” she says, “with six states successfully enacting new laws. [And] on a national level, we are working to pass the Paycheck Fairness Act , which would close loopholes in the Equal Pay Act of 1963.” The AAUW also works directly with employers to “improve their policies, practices, and workplace cultures so they can move toward pay equity and encourage more women to succeed in leadership roles,” Churches describes. “And we’re working with individual women by training them valuable salary negotiation skills through our proven Work Smart program , which offers in-person training as well as a free online course available to anyone. We have a bold goal of training 10 million women in salary negotiation by 2022.” Its efforts seem to be paying off, at least in the private sector: “Companies are very aware that they need to achieve pay equity so they can attract the strongest possible workforce,” says Churches. “And they also realize that paying people fairly is good for their bottom line: They know that equal pay fosters higher retention rates and raises productivity. So, every day, we’re hearing more about employers who are ready and eager to do the right thing.” If you, too, would like to help close the pay gap, the AAUW says there is plenty of work to go around. A great first step, Churches says, would be to pay attention to local, state, and federal legislation on the pay gap and be poised to contact your elected officials whenever possible to encourage them to support measures that will advance equal pay. The AAUW also offers a Two-Minute Activist tool, which will keep you up-to-date on important pay news and then supply you the tools- like letter templates and addresses- to take action. Of course, closing the pay gap can start with you, literally. If you can negotiate higher pay for yourself, you are working to close that gap. “To help on that front, we created Work Smart , an easy online course that teaches women salary negotiation skills- and we’ve set a bold goal of training 10 million women in salary negotiation by 2022,” says Churches. “The course takes a very practical- and effective- approach toward salary negotiation: We teach women how research salaries in their fields and geographic areas so they have accurate expectations about what a particular position should pay.” And you can also always check out Glassdoor’s ample resources for how to negotiate a higher salary , too!

How introverts can increase productivity at your company

How introverts can increase productivity at your company How introverts can increase productivity at your company Personality tests such as the Myers Briggs personality test have always been an inevitable part of the recruiting process for many companies. Not just for labeling people with different personality types and opting them out, but for getting to know the people and providing a thriving work environment for them.For introverts, who are often left out as not fit for socially exacting workplaces, this might be good news as companies are taking measures to provide a pleasant work experience for them. As for companies that care about their employees’ personalities, they are one step ahead of others in increasing employee productivity.Introverts are typically naturally self-motivated, analytical and reasonable, good listeners and as a result, good learners, concentrated, and more dedicated - oh! Are these also what you’re looking for in an ideal employee?But to tap into their potentials, you need to know how to treat them and how to provide a pleasant work experience for them.What makes one an introvert?Although it’s not a good idea to describe one as fully introverted or extroverted, research shows that there ARE some genetic and cognitive differences between extroverts and introverts. It seems that compared to extroverted people, introverts lack a gene that makes the brain immediately responsive to external rewards.In other words, introverts are less immediately receptive to external events and are more responsive to inner projections. Whereas extroverts process external stimuli through a short pathway responsible for taste, touch, and visual and auditory senses in their brains, introverts sift the information through a longer pathway responsible for more complicated tasks such as remembering, planning, and problem-solving. This makes them need more time to process information, but it typically pays off: Introverts can be problem-solving machines.The seeming reservedness of introverts might be caused by their cognitive tendency to deeply analyze what they perc eive through their senses. They need some time alone to recharge their brain power and make sense of their whereabouts. Their inner tendencies make them carry some nifty personality traits such as being self-motivated, analytics-oriented, a good listener and as a result a good learner, more concentrated, and more dedicated to the tasks they care about.So, isn’t introversion what we should look for in candidates? Not so fast. First of all, employee diversity is a strength at the workplace. Second, it’s not that easy to hack into the true abilities of an introverted employee. You will most probably see the guy strange and unpleasant.How to treat introvertsPersonality comes in a package. It is true that introverts have personality traits that make them great on analytical tasks, but they probably have problems with protracted team collaborations. Some introverted behavioral patterns might make people think that an introvert is rather strange, aloof, or self-centered.If you want to make the best out of your introverted employees, remember the following tips. Be their best friend. Introverted people are typically not conversation starters, and they might easily lose track of their previous friendships. If an introvert does not check on you frequently or is reserved in group meetings, don’t think that they are selfish or totally closed. Try to make friends with them by gaining their trust and you’ll see that they’ll come to your help more than others. Let them shine. Introverts might think against the grain and this means that they can come up with unconventional ways to solve problems. When dealing with their new ideas, give your introverted employees time to prove themselves. Give them enough time to put their ideas into practice. This will give them more confidence. As Sam Ovens explains only practice gives you confidence. Pay attention to them. It is easy to neglect introverted people. After all, they tend to be wallflowers in parties or inarticulate when they don’t have something special to say. Remember to give everybody an equal chance to show themselves, irrespective of whether they are warm and chatty or seemingly cold and reticent. Don’t force them into group works. This seems a bit challenging. Your whole company might be set on group values and this might be the propaganda you keep drilling into your employees’ minds. But before judging introverts for not being as excited as others in group tasks, take time to think of a method to use their problem-solving abilities to your benefit while respecting their preferences. Remember that in a community every personality type should have enough room to prosper. To concludeWe normally have a dose of introversion and extroversion. Or as Carl Jung puts it, “there is no such thing as a pure introvert or extrovert. Such a person would be in the lunatic asylum.” Yet, introverted characteristics might be said to make one a thinker or problem solver who can increase the productivity of a company. Learn how to provide a pleasant work experience for introverts, and they’ll be who you just needed in your company.Mostafa Dastras has written for some important companies such as HubSpot, WordStream, SmartInsights, and MarketingProfs. What keeps him up at nights is how he can help his clients increase sales with no BS content marketing (or how people can grow an email list). Visit his blog, LiveaBusinessLife, or connect with him on LinkedIn.

Why Syndication Is a Cornerstone of Media

Why Syndication Is a Cornerstone of Media Why Syndication Is a Cornerstone of Media Syndication is a term that is used in both print and broadcast media. It indicates content that is purchased for use by a local newspaper, tv or radio station. It is not produced by the media companys owner but through an outside source. How Syndication Works In the newspaper industry, comic strips, horoscopes, and national columns are often syndicated. A company has the right to sell the content to various local papers across the country. King Features Syndicate sells comic strips like Blondie and Hi and Lois to newspapers. It is owned by Hearst Corporation, a powerful owner of newspapers, magazines and TV stations. Another company, Universal Uclick, offers comics such as Garfield, Peanuts and the Dear Abby advice column. A newspaper publisher, knowing that readers would enjoy reading the funny pages, getting advice or their daily horoscope would sign a contract with a syndicator for a variety of content, based on the interest of the local readership. That content would be sent to the paper in time for publication. It works the same way in broadcasting. Popular TV programs like Wheel of Fortune are sold directly to local stations. Thats why Wheel may air on an ABC affiliate in one city and on an NBC station somewhere else. Most viewers will likely never know that the program isnt furnished by the network but was bought by the local station. Each station gets to choose the time slot to run its syndicated programming. Thats why a popular show such as Jeopardy! may air in the mornings in one DMA and in the early evenings in another city. Wheel and Jeopardy! are sold by the same syndication company, CBS Television Distribution, which will typically try to sell both shows to the same station, along with the companys other offerings, such as Dr. Phil or Judge Judy. Because stations dont need but a handful of shows to fill their daily lineups, the syndicator will likely have shows scattered across several stations in a market. That will mean that a company like CBS Television Distribution may have its shows competing for viewers in the same timeslot on multiple stations. Dr. Phil and Judge Judy may be on at the same time on rival stations. Its inevitable that one show will have higher Nielsen ratings than the other, but despite sounding cannibalistic, the syndication company has the satisfaction of knowing that it made deals for both programs. Dont let the name CBS Television Distribution confuse you. Yes, it is tied to the CBS broadcast network, but its mission is entirely different. Thats why it will sell shows to stations affiliated with the other networks. There is a lot of money to be made. Types of Broadcast Syndication There are two types of broadcast syndication. A program like Dr. Phil is called first-run syndication. Thats because the program was originally created to be sold to local stations. It is airing for the first time on local channels nationwide. The other type is called off-net syndication. These are reruns that were originally shown on the networks, usually in prime time. Often, reruns of a TV network hit will be syndicated to local stations. Even though a series like Everybody Loves Raymond is no longer on the CBS prime time schedule, reruns air on local stations across the country, including those not affiliated with CBS. When a show like Raymond becomes a hit, it can generate two large piles of money. The first is when it airs on the network and commands high advertising rates. The next is when it is sold in syndication. Wheel of Fortune may be one of the most popular syndicated programs in TV history, but it got its start on the NBC network on its daytime lineup. Once it became popular on NBC, a syndicated version was created to sell to individual stations. The network version left the airwaves in 1989, but its remained a monster hit in syndication. A Different Way to Make Money in Syndication Most of the popular syndicated shows are sold to stations, which then have the ability to sell most, if not all of the TV commercials within them. A station may have paid a huge amount to get Wheel, but it knows it can turn around and sell the commercials at a higher rate because of the shows popularity. But a station may pick up a new show on a barter basis. The station will pay very little for the program but will allow the syndicator to sell most of the commercial time. The benefit to the station is that it can get a 30-minute or one-hour program for little investment, like to run in the wee hours of the morning, when it doesnt make sense to spend a lot. The syndicator then gets the chance to sell the commercials in its own program and get it on in more markets across the country than wouldve otherwise been possible in a cash arrangement.

The perils of achievement

The perils of achievement The perils of achievement A lot of the things we want in life  stem  from our  need for stability.Most young people make critical decisions about their future lives and careers based on factors that they assume will give them some  sense of predictability.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Similarly, many adults strive for financial freedom, so  they don’t have to think of money as something that  deters them from fully controlling their lives.We dream about the white picket fence, a secure job,  and a nice car or two in the garage so that we can be sure that we have some sort of foundation on which to build our lives.  We need  security, and we crave order, and we make a quiet presumption that our achievements will get us there.It makes sense, too. If we didn’t have this orientation and if we didn’t have a solid foundation, we’d be continuously exposed to chaos and uncertainty, and we would ha ve a much harder time feeling grounded and safe.There are many people that don’t have any sort of stability in their lives - people that are poor or people without strong career prospects, for example - that we can look to who reassure us that these things are worth having.Yet, in a world where, fortunately, more people than not have some kind of grounded  foundation providing this stability, we still see large-scale dissatisfaction, boredom, and a general sense of purposelessness.This sense of dissatisfaction, boredom, and purposelessness may be temporarily  subdued  when we find ourselves striving for the next thing that we presume will bring us stability, but for many, it’s still not too far away.What exactly are we missing?The Hidden Curse of AchievementLet’s break down the process of achievement into two different states.There is  a state of striving  where we are moving and working towards a goal. And then there is  a state of accomplishment  after having achieved said goal, thus achieving a form of stability.The general assumption we all make is that achieving this stability is what will make us satisfied.  After all, that is the hidden purpose behind whatever goals we choose to define when we decide that we want something.First, we decide that a particular future will make us  happier. Then, we choose a particular aim which we feel will allow us to experience said future. Finally, we set ourselves on our way to figuring out how to get to that goal.By definition, then,  when we are striving - which is most of the time  - we are in a state of instability.  When we accomplish something, we gain ourselves stability. That’s how  most of us intuitively think and feel about this process.Except, that’s  not  how it really works.  The paradox is that achieving a goal is what leads to instability, whereas the  state of striving provides stability.Once we accomplish something, we lose our sense of orientation and get swayed towards the chaos that we naturally fear.  On the other hand,  while there is discomfort in  the act of striving  - which we confuse for instability - it’s ironically the only thing  that actually keeps us grounded over time.Being in a state of unquestioned movement is what protects us from feeling that we are without a foundation.  Achievement, however, is static. Once acquired, it fades towards instability.Volatility as a Measure of Well-BeingIn finance,  volatility is essentially a measure of how much the returns of an asset are expected to deviate. It’s the variation in price over a set period.The daily difference between the closing price of a stock, for example, could be something you might measure the volatility of. If it deviates a lot, then the volatility of that stock is high. If it doesn’t deviate much, then it’s low.According to the author and statistician Nassim Taleb,  systems of any kind with no volatility are bad at absorbing shocks, and thus fragile.  Systems with some day to day volatile, however, can use such movement to absorb shocks well, and sometimes, even benefit from them. It’s what he calls  antifragility.When we are in a state of striving, we are constantly on the move over a sustained period of time. Some days, we move a lot. Other days, not so much.On a day to day basis, this movement may even be uncomfortable, but over time, it keeps us stable by protecting us from the chaos of disorientation.In a state of accomplishment, however, we don’t move much at all. We’ve achieved what we wanted to, assuming we have acquired a sense of stability.On a day to day basis, we may even enjoy this lack of movement, but over time, if the lack of orientation catches up to us, it immediately throws us into a state of instability, causing damage that we don’t even see coming.Humans, like most systems of the world, need a degree of volatility to stay healthy  and being in a position where you have everything you could ever want makes you fragile to the insta bility that we instinctively aim to avoid.Not having every luxury of stability, ironically, is what keeps us stable.Where’s the  Balance?Naturally, no matter what the system, too much volatility can itself be harmful. Having some sort of a foundation is necessary.If we don’t completely limit downside, then that same volatility can shock itself out of temporary and varying instability into complete chaos.Humans need some foundation of achievement, and we obviously need many of our basic needs met in order to have a shot at contentment. Getting some of the things we want is healthy and important.That said,  the assumption that once we have everything we can imagine and want, we will be satisfied beyond our current level is more than flawed.While things like complete financial freedom or a career that goes perfectly according to plan can bring a lot of joy and value to many people, these same things can also indirectly cause a lot of misery.  And they often do.It’s easy to see ho w not having enough can be an issue, but it’s even easier to overlook how getting what you want might be similarly problematic.Sometimes, what you don’t have is just as important as what you do have.This article first appeared on Design Luck.  You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Featured Resume Template from Irina Pichura

Featured Resume Template from Irina Pichura Featured Resume Template from Irina Pichura In conjunction with Jobscans new resume optimization checks which include formatting checks for headings, dates, file types, and more weve invited career coaches and resume writers to share exclusive resume templates with our readers. Next up is Irina Pichura out of New York City. Be sure to follow her on LinkedIn and check out her website. These featured templates do not necessarily reflect Jobscans typical advice.  You can upload the template into Jobscan to see how it syncs up with our advice. Learn more about Jobscans new resume checks at the bottom of this article, or try them out for yourself. About Irina Pichura Irina Pichura is a Career Coach and owner at CareerManifestations.com. A New York City native, Irina is a Fordham University alumnus and has experience recruiting for Fortune 500 companies like ADP and Goldman Sachs, as well as some of NYC’s hottest startups like Investopedia and The Daily Beast. After screening, interviewing, and hiring thousands of candidates for these companies, she learned what made a candidate successful, what impressed hiring managers, and what mistakes were immediate deal-breakers. She works with new grads to C-suite executives clients, representing a variety of industries and professions. Her services include: 1-on-1 Job Search Strategy Coaching 1-on-1 Services Resume, Cover Letter, and LinkedIn Profile Optimization Digital courses and workshops for Job Searching and Revamping Job Marketing Materials Download Irinas resume template Download .docx More about this resume template Recruiters like a resume that easy to scan at a glance (they make their decisions in seconds). This template is easy to digest because its presented exactly how one would normally read anything up and down, left to right. Also, by avoiding tables and keeping it text-based, it is easy for automated systems to parse text off of it, improving the chances of it getting through the ATS properly. Whats new at Jobscan Jobscans resume optimization tool  now checks your formatting based on applicant tracking system and recruiter best practices. New intelligent checks make even the best resume templates more ATS compatible and recruiter-friendly than ever. ATS Checks Hard skills, soft skills, and keyword matching Job title and education matching ATS-friendly section headings  NEW ATS-friendly date formatting  NEW ATS-friendly file type  NEW ATS-friendly columns and tables  NEW Need more ideas? Check out Jobscans new  ATS-friendly resume templates. Get a bonus template by signing up here. Recruiter Checks Measurable results, word count, and words to avoid Contact information  NEW Sentence length  NEW Predicted skills missing from the job description  NEW Industry-specific insights  NEW Font readability  NEW Keep an eye out for additional new features. Jobscan is updated every two weeks and new formatting checks are on the way!