10 Reasons Brand-Driven Resumes are Better

10 Reasons Brand-Driven Resumes are BetterIm convinced that resumes that are personally branded perform exponentially better than those that are not. And Im hoping my top ten list will convince you too You need a branded resume that markets you to employers Here are ten reasons why brand-driven resumes are better1. They speak to WHO YOU ARE. Instead of looking like everyone else, suddenly you stand out from the stack.2. The employer sees how their needs will be met. As opposed to just telling them what youre looking for, you are showing them whats in it for them if they hire you.3. Branded resumes have a visionand so do you. A branded resume puts your career vision on paper.4. You wont look like a jack of all trades (and master of none). You are a subject matter expertand you should look like one.5. Accomplishments and successes are marketed and at the forefront. No hiding behind responsibility- and duty-based bullet points allowed.6. You are talented and gifted and have a lot to off er. A brand-driven resume will showcase that to an employer.7. Being great at what you do and communicating that are two very different things. A great, brand-driven resume will make you sound as awesome as you really are.8. It takes all the pieces of your career and pulls them together into a masterpiece Branding can take what may seem like a disjointed and irrelevant career history and give it new life and meaning. What you may think is a setback can actually be a strength. The best resume writers know how to market seemingly difficult job search challenges in a way that benefits you.9. A brand-driven resume focuses on your job search objectives and increases your response rate. Applying with a customized resume will generate far greater results than a general resume ever could.10. It gets you interviews, and the employer gets the perfect fit. Its a win/win The employer feels like theyve found a candidate whos qualified and can meet their needs, and you get a great new careerand i t didnt take half as long as it could have.

Women Now Have Fewer Protections Against Sexual Harassment And Unfair Pay

Women Now Have Fewer Protections Against Sexual Harassment And Unfair Pay Last week, President Trump signed an Executive Order that rolled back an Obama administration order called the Fair Pay and Safe Workdistributions-mixs Act. While were not a political organization and support women in the workplace regardless of who they vote for, this particular situation deserves a closer look because of the way it affects women at work.First, a little context in 2010, the Government Accountability Office found that companies acting as federal contractors (and being awarded deals worth millions of dollars) were also violating labor laws. In other words, even though it is illegal to discriminate against women in the workplace, discrimination still happens.The 2014 law tried to address this problem by giving a big financial incentive to obey those labor and discrimination laws by placing two notable requirements on anyone wanting to do business with the federal government. First, certain compan ies contracting with the federal government were not allowed to have arbitration clauses for sexual harassment, assault or discrimination cases within their employment agreements. These clauses in contracts are often the reasons that women dont file sexual harassment lawsuits against their employers when they do experience sexual harassment at work. High profile sexual harassment victim Gretchen Carlson, for example, has argued that ansicht arbitration clauses are unfair and silenced millions of women.Put simply, the arbitration clauses dont allow victims of sexual harassment to sue. If they nevertheless tried to, the first legal hurdle theyd face would simply be to get past a motion to dismiss the lawsuit by the employer. For example, typically, the employers lawyers would argue that the female employee signed an agreement to forego lawsuits as part of her employment agreement. While one could argue that these women had willingly agreed to submit to arbitration (a private process i nvolving a third-party arbitrator rather than a process that goes through the public court system), lets face it when we get new jobs, few of us are going to negotiate a clause about how to deal with something like potential future sexual harassment or gender discrimination.The second requirement for prospective federal contractors under the 2014 law was to make certain salary disclosures. We previously reported upon the expansion of these salary disclosure requirements by federal contractors to also include any company with at least 100 employees. Larger companies were already required to report employee pay by age, ethnicity, and gender but this significantly expanded the number of employers required to report pay figures. Some businesses, of course, were unhappy with this level of pay transparency and these rules were unpopular among many employers. While the U.S. does already have important labor laws in place prohibiting discrimination in pay and sexual harassment, rolling back these requirements for federal contractors does mean women are more vulnerable at a wide range of companies (not least of which, are employers in the aerospace and defense industries which are typically at the bottom of our rankings of best industries for women). This makes it all the more important for women as individuals and employers who believe in gender equality to be vigilant about equal pay and ensure that sexual harassment is not tolerated.Fairygodboss is committed to improving the workplace and lives of women.Join us by reviewing your employer