resume structure

Ted is in IT; Beth is in Logistics Management; Patty is in retail, but they all used an identical resume structure. Despite very different industries, each of them have been with the same employer for several years, having begun in a fairly junior position and rising  – often more than once – to positions of increasing responsibility. Now, having been moved up the ladder at one company is powerful juice for your career; it shows future employers that you learn quickly, assume more challenging roles, and are well-regarded.

So why hide it? You may not think you are, but if your resume structure has each role at that company as a separate job, you are indeed hiding the important message. The important message is NOT what you did when you were an assistant supervisor or a junior accountant. The important message IS that you got promoted, or at the very least, were asked to assume a variety of roles.

Let’s take Beth’s resume as an example. She started working at Peabody Energy fresh out of college in 2011, as an Accounts Payable Associate. During the seven years she’s worked there, she moved up to Logistics Specialist, then Senior Logistics Specialist and then to Logistics Supervisor, where she is now. Her old resume structure showed this progression as four different positions, and under each position, she listed her responsibilities.

Beth was taken aback to see her new resume, which showed one employer – Peabody – with her current title, and only the recent responsibilities and accomplishments listed. Dates were reflected as 2011 – present, and under her current title – Logistics Supervisor – I wrote: (consistently promoted to positions of increasing responsibility)

Most of us want a new resume because we want to move ahead with our careers, or at least move away from the company where we currently work. So shouldn’t your resume structure the employment section to reflect what’s interesting and significant about you? Sadly, most of my clients believe that their resume is akin to the autobiography of their career, and it shouldn’t be. Not unless you want to 1) put the recruiter to sleep and 2) lose focus on what makes you a great hire

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