Your resume is your chance to make a great first impression and stand out from the competition. But if you run your own business as your main gig or even just as a side hostel, it can be hard to describe in your resume.

You want to make it as attractive as possible for future opportunities but you don’t want to be too proud. So, how can you be sure that your small business or side hostel is shining in your resume? See our top tips below.

Biography writing

You will be able to catch the eyes of potential employers and show them that you are not just another applicant – you are an entrepreneur with real-world experience and expertise. And it will set you apart from everyone else.

1. Emphasize your accomplishments over your responsibilities

For starters, when writing bullet points for your entrepreneurial experience in your resume, you want to focus on your specific accomplishments rather than your daily responsibilities. This will show future employers that you can create results-oriented and realistic results, two things that any employer will look for decision makers wherever you are applying.

Remember, your resume is not just a description of what you do every day – it’s a job description! It’s about proving that you’re done and that you can do it again for another chance. It’s your chance to sell yourself, so make sure you’re highlighting your successes in the best light, instead of phrasing things like job postings.

Take the time to think about what you have achieved while running your small business or side hostel and make sure to put those accomplishments at the front and center of your resume. Your bullet point should follow the following formula:

  1. Active verb
  2. Contributions and skills used
  3. The result
  4. Add contributions / results metrics

An example of this is: “New social media strategy implemented, Instagram followers increased by 25% in 3 months”

  • Implemented: This active action shows that you were responsible for something and had control over the outcome.
  • Extended: It shows that you have made an impact and improved on something.
  • Instagram Follower: This is the specific result or result you have achieved.
  • 25%: This is a metric that determines the amount of your results.

Using this formula, you can be sure to write strong and influential bullet points that will attract the attention of future employers.

2. Include what is relevant to the opportunity you are applying for

As a small business owner, you definitely wear a lot of hats. And while your experiences may be impressive, they do not need to be included in your resume in detail. When applying for a job, always create your resume for the specific opportunity you are applying for.

This means that you focus your professional experience and summary sections on the skills and experience that are most relevant to the role you are interested in. First, go through the job description and look for key skills and requirements. Then, using the specificities outlined in Step # 1, make sure you include examples of how you used those same skills in your own business.

Topics to look for in a job description include any “must” or required qualifications, as well as preferred qualifications / skills – specific skills, level of experience, education or credentials. Take the time to understand and consolidate even those soft skills and company values ​​as much as you can. You want to show that you are fit for the opportunity, which means highlighting things that set you apart as a match.

Taking the time to customize your resume for each job you apply for can seem like a lot of work. But it’s worth it. You’ll hear back from more employers because you’ll quickly show that you have what they’re looking for, with dozens or hundreds of other applicants who don’t take tailors.

Writing female biography

3. Focus on transferable skills

Another thing you want to keep in mind when writing your resume is that not all of the skills you need for the job will seem directly apparent in your entrepreneurial experience. But that doesn’t mean you don’t have them or shouldn’t include them!

You can still highlight any of your transferable skills in your resume – and should. These are skills that you have acquired from running your business that may not seem obvious but can be applied to the role of your interest.

Transferable skills can be both hard skills (e.g., programming, invoicing and other technical skills) and soft skills (e.g., teamwork, communication, leadership). Remember, employers are looking for good round candidates with different types of skills, especially since it is difficult to teach transferable soft skills.

Some examples of transferable skills that you might be able to emphasize from your small business:

  • Team management
  • Inventory management
  • Conflict resolution
  • Organization
  • Customer service
  • Talk – talk

You’ve probably used all of these skills (and more!) In some capacity while building your business.

Highlight them at relevant points throughout your resume, including the summary section, the skills section, the professional experience section, and even the volunteer section if you have one. Be sure to not only name these skills, but also give examples of how you have used them in your career journey.

4. Save your cover letter, networking and discussions about the future of the business for interviews

When applying for a job, it is important to focus on the present. This means that while you may be too proud of your small business or side rush, this is not the time to talk at length about future plans or potential growth because it takes up valuable space in a resume.

Sometimes, you may think that there may be a conflict and the employer wants to know if you will continue your business if you take the job. However, it is not necessary to mention this in your resume yet – it is something that can be easily discussed during the interview process if necessary. In some cases, if you are really worried, you can say that there will be no conflict in your cover letter.

In short, save the discussion about the future of the business while you have more time to talk about it in detail.

Biography writing

Time to get written!

Now that you know what to include (and what not to include) in a winning resume, it’s time to write! Keep these tips in mind as you create your resume, and the impressive accomplishments from your small business or side rush will surely bring you that new opportunity.

The easiest way to create and sell your online course (even if you have no audience)

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For many of us who want to create and launch a course, there are many challenges that we need to overcome.

It’s so easy to let self-doubt and fear hold us back… or convince ourselves that it won’t succeed because we don’t have an audience yet or we don’t know how to sell it.

So in this episode, I wanted to share an incredible conversation I had with 3 amazing women: Kenz Soliman, Katie Tove-Grindley, and Stephanie Latore.

They create and sell our favorite house leaders and business consultants inside the Members Club and in this video, we are chatting all about creating courses!

3 of them created courses, launched them on Udemy and thousands of students joined in just 24 hours!

In this episode we will talk about:

  • The biggest challenges come when we are creating courses and how to overcome them
  • The easiest way to record your course and get out of there.
  • The best platform to host your course when you are just starting out and you have no audience.
  • How to use your course to build your email list and your audience.

Whether you want to create a new online course, or you already have one and you want to scale it and attract thousands of students – you’ll love this episode!

If you want more help growing your online business, be sure to sign up to be FEA Insider for more amazing content, free and surprises!

Debbie Goodman is an EO Los Angeles member and Jack Hammer’s Global CEO, an executive research resource that helps companies find great leaders. As a world-renowned talent guru and expert in hiring different leadership teams, Debbie shares her insights on how to drive real change in your organization.

Companies that have fallen victim to the epidemic need to rethink their recruitment policies. Between February 2020 and February 2022 in the United States alone, the unemployment rate has just moved from 5.7 million to 6.3 million, respectively. Meanwhile, the US Bureau of Labor Statistics said that “the number of voluntary resignations was at an all-time high in November 2021.”

Companies are feeling the pinch in the urgent need to meet the zero leadership role and the challenge of staying on course with a diversified recruitment agenda. Even for companies that have made great strides in diversifying their organizations, there is a real risk that they will return to the status quo until the recruitment strategies are developed.

Companies with a rich tapestry of diversity are more likely to outperform, as well as create a rich, highly employed culture.

Here are five essential blueprints that each company can adhere to in order to diversify their leadership team.

1. Take everyone on board with your why

Studies have highlighted that team diversity is a sure way to give your company a competitive advantage, attract investor attention, improve profits and become a magnet for top-tier talent. “If companies don’t put it at the top of their agenda, it’ll just shut down,” Goodman said.

Whatever the unequivocal information and research that creates an extremely powerful case for diversity and transformation in an organization, if you do not have your own very strong “why”, then no meaningful change is likely to occur. Make sure you can explain to yourself and to all your key stakeholders why this is important to you and your company.

In addition, even when it may seem obvious to you why hiring for diversity is so important, don’t assume that it has been perceived or accepted as a compulsion by others. Ensuring that every single hiring manager is consistent with your vision – and they understand “why” – will greatly improve your company’s success rate. “It sounds basic, but you’d be surprised how many companies don’t,” Goodman noted.

2. Always hire

Recruiting is hard work, and interviewing people when there is no urgent need to fill a vacancy is unlikely to be on someone’s preferred list. But the data shows that companies with “always hired” strategies rarely get caught without a great candidate pipeline when vacancies appear.

Also known as “A, B, C” (Always B Courting), Goodman emphasizes the importance of constantly looking for great, varied talent, so when it comes to pushing, employers don’t respond to a “knee-jerk reaction” when you have a role to play. “

In other words, while companies insist on ensuring that different candidates are always being sought, being interviewed consistently (even when there is no immediate role to fill), and warmly involved as part of a talent “community” they consistently have access to excellent people who Interested to consider when creating new job opportunities. “It’s hiring 101 people to fill the seats,” Goodman said.

3. Set up internal inheritance plans in place

One of the main reasons many companies are forced to consider external hiring strategies when trying to diversify their leadership team is because they do not have a sufficiently diverse talent pipeline internally, ready to promote when the opportunity arises.

“It’s not just a hand-picking for the leadership team, it’s laying the groundwork for a legacy plan,” Goodman said. “So to keep this bench-power and talent pipeline internally as a funnel for leadership you need to hire all levels of the organization for diversity.” This strategy, too, will provide a great attraction to aspiring talents who will note the growth opportunities within the company.

Without a legacy strategy, employers will have to constantly look outside the organization for leaders. Efforts, resources and costs of external recruitment are sufficient. They should always balance as much effort, resources and financial investment as possible to retain and grow internal talent.

4. Clarify your EVP

Although the traditional definition of EVP is “employee value proposition”, I prefer it to be an “employer value commitment” or commitment that an employer makes about the value they stand for in their lives by working for their employees. Institutions.

By staying this way, your company’s commitment to adding value to your employees’ lives can be an exceptionally strong talent magnet. When proposing an EVP you need to carefully describe the potential benefits of all the talents you promise to diversify, equity and inclusion (DEI), but especially the different employees you are hiring. Basically, you need to be specific about the potential potential benefits of working under your supervision. This helps them accelerate the integration process of potential new environments.

When you communicate your price commitment with sincerity and sincerity, you will notice a significant change in your candidate’s types of attraction.

5. Find new ways to access different talent pools

When a company’s efforts to identify diverse talent pools do not yield results, it is time to employ lateral thinking and creative solutions to get out of this problem. If relying on internal talent acquisition teams is the number one method of talent collection, then partnering with the right external recruiters is a great way to gain access to new and diverse talent pools. There is nothing revolutionary about this strategy, but it often takes a crisis for companies to decide to change their external hiring policy!

Almost every niche has a number of specialized employers who can help support your diversity recruitment efforts. But do your due diligence, and check their track record. Ask to meet with employers who are going to position your company এবং and job opportunities প্রার্থ and, ideally, with employers who diversify themselves. They will bring authenticity and relevance to your recruitment drive and (assuming they are well-trained recruiters) will connect and attract the talent you are looking for.

Goodman suggests that employers need to find new and innovative ways to outsource talent for external processes. “If you are going to use external recruiters, do research and find out who they are and check their track record.”

This post originally appeared on Business Insider and has been reprinted here with permission.