Tag Archives: Jobs

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5 Tips for a Great Resume

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how-to-write-resume-1Creating a new resume or editing your existing one probably isn’t at the top of your to-do list… or maybe it is and you continue to put it off. Unfortunately, delaying the process won’t make this dreaded task go away, as it is certainly not going to write itself. Which is why we’ve gone ahead and composed a cheat sheet that will make creating your resume a snap. Below you will find the top five ways to make your resume stand out among the others in the pile. So go ahead, break out your trusty laptop and get to typing– you’ll be finished before you know it with these quick tips.


5. Layout Matters

Objectives aren’t required, but if you choose to use one, begin with that. The next section to include would be your employment experience, as this is what employers will pay the most attention to. Follow up with your education, honors/ awards, professional affiliations, and conclude with any additional information such as skills and/or activities.

4. Keep it Simple

Be very concise when constructing your resume. For your educational experience, all that needs to be included are simply the dates attended, the location, and your area of focus. The same rule applies for your employment experience and the other bullets you include. No need to go into depth about anything; the basics will do.

3. Be Organized

One of the most important things to keep in mind when putting your resume together is organization. Some key methods of organizing your resume would be to make sure your activities are in reverse chronological order—meaning the most recent events should appear first. This rule stands because employers want to see the most relevant information first. Also, make sure you use the same font, font size, and characteristics (boldness, italics, etc.), according to the headers and body text. This may seem like common sense, but especially if you’re copying and pasting information from other documents, it is sometimes easy to overlook. When it comes to resumes you can never be too neat and organized.

2. Target the Job You’re Applying To

Depending on the position you’re applying for, you’re going to want to highlight different aspects of your personal and professional experience. Are you looking for a job within a non-profit organization? If so, focus your resume on the experience gained in that specific field, such as volunteer work, past internships for non-profits, personality traits that would make you a good fit for that organization, etc. Or perhaps you’re applying to a job for a start-up company. In this case, highlight the parts of your experience in which you excelled at working in a similar type of environment. Mention experience supporting your ability to work independently and resourcefully and discuss your multitasking skills. Maybe you’re applying to both types of jobs, then I recommend saving various copies of your resume—one you would send to larger organizations, such as non-profits, and one you would send to the smaller, start-up companies. If you have more than two resumes, that’s fine—the more job-targeted the resume, the better. Employers want to see that you have experience similar to the services their offering, and if you’re resume highlights what they’re looking for, the more likely you are to get hired.

1. Emphasize Your Achievements

Composing a resume as a recent graduate is different than composing a resume as a seasoned professional for the simple fact that you’re probably not going to have as much work experience compared to the latter. If you just graduated, your work experience will probably solely consist of a little diner job that paid your rent and a couple internships—and that’s OK. Highlight your main achievements and responsibilities from these positions, and then aim your focus at your educational experience. Include any additional noteworthy achievements as well as the professional affiliations you’re involved in as well.


Hopefully these tips help you out when it comes to constructing your resume. Rather than looking at your resume as some huge task to complete and getting overwhelmed, go through this list and tackle each tip one at a time. This is a much less intimidating way to go about the process and will result in you finishing the task quicker and less stressed. Good luck and happy resume-writing!

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Human Resource Openings and News from The Rosen Group

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The Rosen Group
April 27, 2012

Thanks for your continued support! Looks like the market is starting to turn from where I sit. Lots of contract, contract to hire and direct hire positions.

Here are our current openings. Please let me know directly if you or someone you know is interested in one of these positions. Also, if you are a HR Exec or Talent Acquisition Leader, consider coming to one of the meetings listed below.

Finally, if you have a good story to tell about your HR Department or you know about a HR Department with a good story to tell, then you will want to know about The 2012 HR Department of The Year Award . See below for additional details.

First our HR openings:

Senior Contract Recruiter- My client in Bala Cynwyd , has an immediate opening for a Senior Contract Recruiter. This position is estimated to last 3 months to fill in while the incumbent is on leave. Prefer financial services industry experience. Will handle full cycle recruiting at all levels. Position will pay 45 hr .

Senior Contract Recruiters (2) – My client in Philadelphia has an immediate opening for 2 Senior Contract Recruiters. This is a contract to possible perm position. Will focus primarily on professional level positions. Will handle full cycle recruiting. Must be able to work effectively with all levels of employees including Exec and Management. Position will pay 45hr

Head of Learning and Development (direct hire) – Based in Mt Laurel NJ this is a great position to run a corporate university and OD for a middle market company. The CEO is committed to the function and wants to establish a legacy which will include this function.

Will ultimately be a director level position for global learning but that will have to be proved. Position will manage the Corporate University and manage OD.

Contract or Contract to Perm HR Professionals- Because our positions are always changing , we are consistently looking for strong candidates for contract or contract to perm positions in all areas of hr ie recruiting, generalist, compensation, benefits etc. Candidates must be based (or willing to commute or relocate) in New Jersey, PA, NY or NJ

If you or someone you know is interested in any of these positions, please have them send resume to me at scott.rosen@rosengroup.com


2012 HR Department of The Year – Nominations are now open for acceptance. The event is scheduled for Thursday, November 15, 2012, 5:30-8 p.m at The Union League.

Do you have a excellent HR Department or area of excellence within your HR Department? Do you know an HR Department with these qualities? Then, self nominate or nominate them. We ar are also looking for sponsors. For more detailed information , please contact myself scott.rosen@rosengroup.com or go to http://hrawards.org/

Human Resource Executive Alliance – Are you an HR executive looking for a safe, no pressure environment to network with your peers and learn from Top Execs? Then HREA is for you. Please join us for our next event. You are permitted to attend 2 events as our guest and then a membership is required. Open only to incumbent HR executives . See our criteria for joining on the membership section of our website www.hrexecutivealliance.com

Why Good People Can’t Get Hired
Tuesday, June 12, 2012
The Union League, 140 South Broad Street, Philadelphia, PA 19102

One of the big puzzles from The Great Recession is that despite the massive level of unemployment so many employers seem to complain about the difficulty in finding the skills they need. What does this complaint reveal about the needs of employers as well as what might be wrong with the hiring process in the US? We will also consider what employers ought to do to address these concerns.

Presented by Peter Cappelli, the George W. Taylor Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources. He is also a Research Associate at the National Bureau of Economic Research in Cambridge, MA, served as Senior Advisor to the Kingdom of Bahrain for Employment Policy from 2005-2005, and from 2007 is a Distinguished Scholar of the Ministry of Manpower for Singapore.
Click here to register today. Space is limited.

If you would like to learn more about HREA , please contact me at scott.rosen@rosengroup.com or go to http://www.hrexecutivealliance.com

Talent Acquisition Leadership Alliance- Are you a Talent Acquisition Leader looking for a safe, no pressure environment to network with your peers and learn from Top Execs? Then TALA is for you. Please join us for our next event.

You are permitted to attend 2 events as our guest and then a membership is required. Open only to incumbent Talent Acquisition executives . See our criteria for joining on the membership section of our website www.talentacquisitionalliance.com

Our next event
Date: Friday, June 15, 2012
Time: 7:30am-9:30am
Location: The Union League, Lincoln Library, 140 South Broad Street, Philadelphia, PA 19102
Registration: Attendance is limited to Vice Presidents, Directors, or Leaders of Talent Acquisition.

Retained Executive Search: Best practices in the selection, management, leveraging and measuring of retained executive search services for optimal results.

Retained Executive Search Panel:
– George Wilbanks, Managing Director – Wilbanks Partners – https://www.wilbankspartners.com/
– Vivian Kessler, Founder and President – Search Innovations – http://www.searchinnovations.com/
– Rick Devine, Client Executive and Founder – Devine Capital Partners – http://devinecapital.com/
– Sally Stetson, Co-Founder and Principal – Salveson Stetson Group – http://www.ssgsearch.com/

About the Program:
One of the biggest challenges in Talent Acquisition is Executive Search. Recruiting for Executive positions has the highest level of visibility for your organization’s Senior Leadership and can often impact the overall credibility of the Talent Acquisition team’s performance and value. Does your organization effectively leverage external search firm partners? Do you properly engage with search firm partners and utilize their services as part of your overall talent acquisition strategy? Do you yield a strong return on your search firm investments?

Can you apply a scorecard process to your search firm selection and their performance upon completion of a search assignment? Does the search firm offer client intelligence and industry data? Have they completed relevant searches to your hiring need? Will off-limit issues minimize their efforts? How do they balance quality and speed to market, and equally important, can they represent your brand?

To learn more about how to effectively partner with Executive Search firms, please join us on June 15th for a panel discussion with leaders in Executive Search.

If you would like to learn more , please contact me at scott.rosen@rosengroup.com or go to http://talentacquisitionalliance.com

We really appreciate your staying connected with us. Thanks


Scott Rosen
The Rosen Group