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4 Recruiting Tips You Should Know

Recruiting the right people for your company is not a simple task. Finding the best possible fit for your company is not just a challenge, but a tremendous opportunity. To help streamline the process, we’ve put together a list of 4 recruiting tips. 

Consider In-House Candidates

When looking for someone to fill an open position, first consider any in-house potentials. This is a great way to provide an opportunity for promotion to your current employees. Plus, no one knows the goals and needs of your business better than your employees. Allow employees the chance to interview for the position. At the very least, it is an opportunity for you to get to know them better. This initiative will also boost company morale. 

Prioritize the Interview Experience

There are plenty of reasons why you should prioritize every candidate’s interview experience. For starters, you want your organization to maintain a positive reputation within your industry. Remember, this is the first experience the candidate will have with your organization. If done correctly, candidates see that your organization cares for its people as well as its potential employees. This is a powerful message to get across. This will also show your candidate how important a welcoming office culture is to your company. If you implement a positive interview experience, even candidates who are not chosen will have great things to say. The last thing you want to do is have a candidate leave with a negative outlook on your company. Regardless of pay or benefits, if you fail to treat a candidate with the same respect as you would an employee, you’re harming your company’s reputation. 

To ensure you are providing a quality candidate interview experience, review this checklist:

  • Provide an accurate description of the job before the interview
  • Arrive on time
  • Be prepared
  • Provide a proper introduction
  • Allow time for feedback
  • Thank the candidate for their time
  • Provide next step information

Require Relevant Assessments

Although you can use a resume to view a candidate’s skills, why not put them to the test? Have your candidates complete relevant tests or assessments before an interview. If you want to be certain your candidate has the necessary skills, ask them to complete the assessment at your office or online. Tests could be written or verbal. Be sure you provide clear instructions and indicate time expectations. There are a number of assessments currently used as a part of the employment process. Predictive Index (PI) is one example.

Value Time

Lastly, value your time as well as the applicant’s time. The recruitment process is a lengthy one. During the hiring process, check your emails or applicant tracking system for applications daily. You don’t’ want to take too long to let an applicant know you are interested. You also don’t want to wait too long to inform an applicant if you have chosen another candidate. 

Remember that competition for the best candidates is intense especially when unemployment rates are low. Every company has the same goal, to recruit the best talent available. Set yourself apart from your competition by following these recruiting tips. If you have any further questions about the recruiting process or need help assessing your current process, contact us today. 

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Common HR Mistakes to Avoid

Everybody makes mistakes from time to time, especially in the workplace. However, HR mistakes can create major headaches. The HR department has several responsibilities to take care of to protect the company as well as its employees. While mistakes are inevitable, it is crucial for you to be aware of potential mistakes.

Poor Hiring Practices

Hiring is an essential part of a company’s success. The hiring process is long, complicated, and costly. Ensuring you put the right person in the right position can make or break your company. Be patient and make sure the person you hire is the best fit for the position. Keep in mind that interviewees are reviewing your company just as much as your company is reviewing them.

Lack of Onboarding Process

Make sure you dedicate time to your new employees. They need time to adjust and understand exactly how your company works. When there is not a set onboarding process new employees will never learn the ropes. This can cause both the employer’s expectations and the employee’s job satisfaction to not be met. Spend time welcoming and training your new hires.

Incomplete Employee Files

Part of avoiding HR mistakes includes keeping an updated record of employee documents regarding their work histories. Make sure you keep their personal documents in a separate folder from the work files because they contain private information that is not related to managing employee performance. Another common mistake HR managers make is not filing all valid forms that verify employee’s work eligibility and employee identity based on federal and state rules. 

Failure to Document Performance Issues

Don’t let performance issues go undocumented, this is how you avoid a lawsuit. HR managers should give employees time to improve their performance by bringing the issues to their attention during check-in meetings. These meetings should also be documented. When employees are let go it is crucial the HR managers have documentation of the lack of change and reason for termination.

An Outdated or Non-Existent Employee Handbook

Every business needs to have an updated handbook full of work policies. The HR department should be in charge of making regular updates to this handbook. Any policy changes must be communicated to employees regularly. Don’t go more than two years without updating your handbooks. Be sure to have your employees read and sign to confirm they acknowledge the information. A typical employee handbook includes compensation and benefits, code of conduct, nondiscrimination policies, employee guidelines and termination, and communication policies.

Lack of Training

If your business isn’t investing in employee training, you are one step behind. Providing employees with training opportunities allows them to increase their skills in their area of specialization. HR departments are not just supposed to train new hires but continue to ensure professional training for existing employees. This also helps your employees see their value to the company and increase their work performance. Regular performance reviews are necessary to ensure that the skills and growth opportunities are reflected in employees’ reports. 

If your HR managers are correctly doing their job, your employees will do the same. If you have questions or concerns about the role of HR or the consequences of a mistake, contact us today. We will work with your management team to get things back on track and ensure things are done correctly the first time.

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How to Create a Positive Work-Life Balance

Work-life balance means balancing the numerous demands of family, friends, yourself, and your career. Creating the perfect balance between work and home is a constant challenge especially when modern careers seem to require more from us. Schedules are busier than ever, which causes both work and personal lives to suffer.

If your employees feel a better sense of control over their own lives, they will have better success with overall time management. This will allow your employees to leave home issues at home and work issues at work. Employees who find the ideal work-life balance also experience less stress at work. They tend to be more motivated and in return increase their productivity.

When a company can help their employees reach a positive work-life balance, it will be seen as a more appealing place to work. This will allow the company to attract employees from a larger pool of candidates, as well as increase the employee retention rate. In the long run, this could decrease the time spent training new employees thus allowing more time to focus on company-wide goals.

There are a few ways for employers to promote work-life balance within the office without disregarding productivity or efficiency.

Create a Family-Friendly Work Environment

Consider offering a family-friendly work environment. As most parents know, your duties do not stop when you leave for work in the morning. Offices with a family-friendly work environment benefit both the employers and the employees. If possible, consider providing an onsite childcare facility with trusted staff to take the stress out of babysitting or daycare services. If this is not an option, think about offering your employees a childcare service discount. If neither option is possible, just be flexible with your employees’ duties to care for their children.  If the employee needs a flexible start and end time to drop or pick up kids from school, allow it.

Encourage Exercise

One of the best ways to relieve stress is through exercise. Plus, employees who exercise regularly and have a healthy lifestyle are less likely to get sick and miss days from work. Many office buildings offer an on-site gym facility or sponsored health and wellness programs. If this isn’t an option, consider offering your employees a discounted membership at a nearby gym. Encourage your employees to stay active.

Plan Gatherings Outside Of The Office

Another way to promote a positive work-life balance is to schedule occasional company outings. Plan a gathering outside of the office to allow coworkers to get to know each other in a stress-free environment. This could be as easy as treating your team to lunch at a restaurant or providing tickets to a local sporting event.

Offer Community Service Opportunities

Consider offering your employees a few hours of paid volunteer time. The amount of time you are able to offer may vary, but this is a great incentive to get your employees to get involved within the community. Offering paid volunteer time allows your employees time off that is meaningful to both the company and the individual.

Allow a Flexible Schedule

Without compromising the productivity of your company, give your employees the freedom to work remotely when they need to. Whether it be due to an emergency or a sick child, allowing your employees to work remotely shows you trust them. Plus, your employee doesn’t have to waste an entire day off.

Encourage Vacation

Many employees feel the pressure to work every day without considering their personal needs. Most companies offer  paid vacation or paid time off per year. Encourage your employees to take advantage of their vacation days! One way to do so is to not let vacation days carry over if they go unused. Vacation days are important for a positive work-life balance.

Encourage Vacation

It is important for your employees to take mental breaks throughout the day. Sitting in front of a computer screen for an extended period of time is not only uncomfortable but can lead to health issues. Encourage breaks throughout the day. This will allow your employees to do their job more effectively and with a better attitude.

Give your employees the chance to take control of their work and home lives. This will allow your employees to feel satisfied with their job, and in return increase your employee retention rate and company productivity. Contact us today and we’ll reach out to you ASAP to provide the solutions you need.

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6 Ways To Become A Better Manager

Becoming a better manager isn’t something that happens overnight. It takes time, hard work, and the willingness to change. Management today is much different than it used to be. You can’t limit your focus to the end results. There is a clear correlation between job satisfaction and productivity. Keep this in mind as you perfect your management skills. A good management strategy should result in less turnover and more productivity. We’ve put together a list of 6 ways to become a better manager.

Get To Know Your Employees

Take time to get to know your employees on both a personal level and a professional level. If you have a bigger office, schedule out time to meet one on one with each employee. Find out their career goals and where they see themselves in your company. More importantly, show interest in their personal hobbies and passions that go beyond the daily office interactions.

Determine Your Management Style

Before you can change your management style, you need to take time to examine yourself. A strong manager is always performing self-assessments. Be aware of your strengths and weaknesses, then use your strengths as an advantage in your management style and decide how you’re going to improve in areas of development. For example, if you know one of your developmental areas is communication, make it a point to think about how you deliver and receive information, and test new methods. Better yet, be transparent and let your team know you’re working on it. Over time, you’ll observe the positive effects your change will have on your team.

Be Comfortable With Delegation

We understand how difficult it can be to relinquish control of a project – and still be comfortable with the decision. As a manager or team leader, you want everything to be done efficiently and correctly the first time. You hired your employees for a reason; show them you trust them! Your team will quickly lose motivation if you don’t give them responsibility and freedom on their work. Employees who feel trusted by their manager are more likely to feel proud about their work. Plus, you’ll have more time available to work on other pressing tasks.

Foster A Positive Work Environment

So much of our lives are spent in the office, so it’s no surprise that our work environment is just as important as the job itself. One of your roles as a manager is to set a positive tone in the work environment. Your employees’ attitudes towards work are extremely important to their productivity and quality of work. Check in frequently with your employees to gauge their satisfaction and stress levels. If an issue arises, be quick about addressing their problems and concerns. By creating a positive work environment, your employees will perform to the best of their abilities. For more tips on how to foster a positive work environment, check out our other blog on the topic here.

Challenge Your Employees

There is no end to the level of growth your team can experience. Assign projects that may be out of an employee’s skill set. This will not only require them to learn new skills and get out of their comfort zone, but it will show you care about their career goals and professional growth. You’ll be able to see their full range of capabilities, including those that might not have even been known to your talent!  The greater their abilities, the greater potential to grow their responsibilities within your company.

Determine Effective Motivation

Figure out ways to motivate each of your employees. When your employees are motivated, they will show increased productivity and be more eager to perform. It’s extremely important to note that your employees won’t all be motivated by the same thing. It’s equally important to remember that motivation isn’t always generated by money. Although a raise may motivate your employees in the short term, many employees will respond better to an increase in responsibility. Sometimes simply recognizing a job well done will give your employees the push they need to perform at a higher level.

The transformation into a better manager is about constant self-evaluation and learning. When you perform your best as a manager, your employees will do the same. In return, your company will benefit.  If you have any questions related to changing or enhancing your management style, don’t hesitate to ask! Contact us today and we’ll reach out to you ASAP to provide the solutions you need.

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How To Foster a Positive Work Environment

We spend so much of our lives at work, so it’s no wonder that where we work is just as important as the job itself. Even your dream job could potentially be tarnished by a toxic culture or a poor working environment. As a manager, one of your most important jobs is to set the right tone in the workplace for your employees. The attitude your employees bring to work matters, and attitudes are heavily influenced by their work environment. If you want your talent to perform to the best of their abilities, you must foster a positive work environment. In this blog, we’ll discuss a few different ways to achieve this.

Communication is Key

Good communication between management and employees is essential for a positive workspace. Your employees need to have a clear understanding of what they need to accomplish, but you also need to know what your employees expect from you. There must be open communication channels and an equal amount of communication amongst you and your employees (not just top down).

The most important part of communication is to be clear and direct. Don’t avoid issues. Address them head-on. Make it clear why certain behaviors or levels of performance are an issue. If the news is bad news, it is much better to be direct than to delay the news.

Recognize & Reward Hard Work

Recognizing an employee’s hard work is essential. Not only will this encourage them to keep up their hard work, but it also shows your employee that hard work does not go unnoticed. If it is clear that hard work is acknowledged and appreciated, other employees may excel in order to receive the same recognition.

A great way to acknowledge your employee’s hard work is during a staff meeting. Set aside a few minutes in the meeting to address your employee’s accomplishments in front of their peers. Another simple way to reward your employees is to let them leave work a little early or come in later. The half-an-hour or hour of work missed is an easy loss to take when you’re rewarded with the increased productivity a happy (and loyal) employee will bring you. Similarly, you can also reward employees for spending time outside of the workday furthering their knowledge in your industry, growing their skills and expertise.

Demonstrate Trust

Make sure your employees know you trust them. This includes refraining from micro-management. Don’t hover over them and give them limited space to work on their own. It may be difficult to withhold your involvement, but micromanaging will create an uncomfortable work environment for your team. Take a step back, and let your employees do what you hired them to do. If you’ve already properly communicated your expectations to your workforce, you should be able to trust them to meet those expectations.

Create a Safe Space

Nothing can tear your work environment down quicker than toxicity. Toxicity can take the form of an office bully, poor behavior entrenched among co-workers, or even poor expectations set by management, like the expectation to reply to emails after working hours. Toxicity will stifle new ideas and inhibit collaboration. In order to create a safe space for your employees, you need to eliminate any negative personalities and policies. Furthermore, every idea needs to be respected, regardless of the seniority of the staff member presenting it. Each team member needs to be treated equally. If you make sure you lead with honesty and integrity, your employees should feel safe.

Incorporate Some Fun

Make sure your employees enjoy coming to work each day. Being professional and being fun are not mutually exclusive concepts. At the end of the day, a happy employee is much more effective than an unhappy one.

There are plenty of ways to add fun to the average workday without sacrificing productivity. Find creative ways to let your employees show off their personalities. Hold office-wide contests. Allow more flexibility with your staff’s breaks, whether you allow more frequent small breaks or longer lunches. Put your employees’ birthdays on your calendar and make them feel special in the office. Be creative!

Be the Leader

As a leader, you set the overall tone for your employees in the office. If you want to achieve a positive work environment, it starts with you. Don’t show up to work short-tempered and exuding negativity, or run the risk of setting a bad example for the rest of the office. There is a high possibility your employees will react the same way.

Be uplifting and encouraging towards your employees. Listen to what they have to say and be engaging. Let them have a voice, be the supportive leader they need, and you’ll be well on your way to establishing a positive work environment that brings the best out of your talented team.

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From Day 1 – How To Help A New Employee Adjust

As an employer, it’s important to capitalize on this opportunity to make new employees feel welcome, comfortable and included as a part of the team. Unfortunately, many companies neglect the employee onboarding experience, which can be a factor contributing to high turnover rates especially within the first few months of employment.  A well organized and structured onboarding experience can make a huge difference in creating the positive experiences needed to support quicker acclimation and increased retention.

As an employer, it’s your job to capitalize on this opportunity that only comes once during your employer-employee relationship, and make them feel welcome, comfortable, and included in their new environment. Many companies neglect this step of the employee onboarding experience, which plays a factor in the high rate of turnover from employees within their first six months of starting a job.  A well-performed onboarding experience can make a huge difference when bringing a new employee up to full productivity, and a positive experience on their first day will help keep them around for the long-term.

Prepare for their arrival beforehand.

Employee onboarding doesn’t begin on an employee’s first day – it begins the second they accept the job. Make sure they have a clean, fully-stocked workspace that provides everything they’ll need for the first day, including a desk, supplies, a company computer, and usernames and passwords. They will have a lot on their mind on the first day – make sure they don’t have to scramble or wait for basic necessities on top of it all.

You’ll also benefit from helping your hire prepare mentally. Prepare the newest member of your team by providing them with materials that help acquaint them with the company culture and get them to look forward to their first day. For example, show them videos of one of your favorite team-building activities. Send them information about the interesting perks provided inside the office.

Introduce them to the team.

Social barriers are the biggest obstacle a new hire will face when starting life with a new company. It’s natural for humans to observe their peers before engaging in social behavior, so don’t be surprised when your newest talent seems quiet at company meetings. Help them overcome their initial social anxiety by introducing them to the team, and letting them know that their input is welcome and encouraged. The quicker a new employee becomes acquainted with their peers and the expectations of the company, the quicker they’ll feel comfortable with providing you with the insight you hired them to give.

Don’t lose them in the “noise” on their first day.

As a business owner or hiring manager, you undoubtedly have a great deal of responsibility, as well as day to day competing priorities. A routine Monday can quickly turn into a pivotal moment for your business, and it’s normal for your otherwise open schedule to quickly fill with short-notice meetings or business emergencies.  You must account for this when planning your new employee’s first day.

First, be ready to greet them at the door when they first show up. Make sure your morning is clear enough to make an un-rushed introduction to the team, and provide a tour of the office. Don’t let an unexpected email or phone call derail you from giving them a warm, genuine welcome. If your attention is diverted or unfocused, you risk making your new talent feel unimportant or uninteresting. Once you’ve ensured they have everything they need to begin their work, check in with them throughout the day to see how they’re feeling. Show them that you’re a supervisor who cares.

Invest in your long-term relationship.

Onboarding is a process that doesn’t take place overnight. Make a good impression on their first day, and continue building on that relationship over time. Keep in regular contact with them to gauge their workplace satisfaction. If your workforce is larger and it’s not feasible for you to keep tabs on all of your hires personally, assign them a mentor to help them adjust to their new job. Starters tend to feel the need to overproduce and overwork to “prove” themselves to you. Having a more experienced peer close at hand can have a relieving effect on the stressed newcomer.


In conclusion, the first day can be a major source of stress for everyone involved – the new employee, managers, and even coworkers – but this doesn’t mean it has to be. Put in the work necessary to produce a positive experience for a new worker’s first day, and you’ll enjoy a much smoother onboarding experience as a whole.

As with everything in business, the “first day” onboarding experience is made more efficient with clearly-defined company processes. If you need help creating yours, get in touch with us here for a free first consultation.

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Does Your Company Need An HR Specialist?

As an owner of a small business, operating costs are one of the things that can keep you up at night. As a result, you likely handle several different jobs and responsibilities that would normally be handled by a hired specialist within a larger company. Rather than hiring an accountant or bookkeeper, you might handle payroll yourself. To save money on IT services, you spend an hour troubleshooting a stubborn POS system when the need arises. And, wary of the costs of a professional recruiter, you end up reading when you can find the time.

This is all perfectly acceptable – so far as you’re still accomplishing all of your other duties. As soon as these responsibilities start to cut into your primary roles, you run the risk of failing in all of them. As businesses grow, it’s easy to justify spending on things like CPAs and IT support teams. However, one of the last areas to receive the necessary attention and expertise is HR, especially when there is the perception that HR will increase your operating costs, not reduce them.

Which brings us to a question all owners of growing businesses grapple with:
When is a dedicated HR professional (or department) necessary?

Many business owners are looking for a hard and fast answer, usually in the form of a number of employees. It’s true that if you have 30-50 employees, you’ve probably begun the process of hiring an HR specialist. Once you hit 50 employees and need to comply with applicable state and federal regulations, an HR professional becomes a no-brainer. However, the real number could be much lower for your business, in relation to the factors listed below.

How much of your time is taken up by HR-related duties?

If you find yourself struggling to make time for your core responsibilities due to a litany of HR-related tasks, it’s time to consider hiring help. These kinds of tasks include recruiting and hiring, updating your employee handbook, and handling compliance issues. Beyond these tasks, you might find your daily schedule eaten up by an inordinate amount of time dealing with internal disputes, lackluster employee conduct, and strategies to retain great employees. If these critically important duties aren’t getting the proper amount of attention, you should seek the experience of a trained human resources specialist.

Do you have an effective system for reporting or managing internal complaints and disputes?

The most frequently-cited reason for a small business owner to neglect hiring HR help is cost. However, not having the right HR guidance can be the exact opposite of cost-effective. Ask any company that’s battled a wrongful termination suit or lost quality talent due to poor company culture if skimping on HR was worth it, and you won’t be surprised by the answer. Regardless of the size of your company, the risk management benefits of a dedicated HR specialist will always be worth the investment.

Are you satisfied with the quality of talent that your business attracts, as well as your business’s ability to retain them?

As your business becomes established, it might make sense to handle talent acquisition by yourself. After all, who would know best the talents and skills required to succeed in your company, if not you? Unfortunately, while you may indeed know the necessary skills and attributes, you may not be finding the best talent available. It takes an experienced recruiter to know where to look – and to attract the perfect candidates for your positions. Until you’ve hired the expertise of a human resources specialist, you’ll need to be satisfied with knowing that you may be hiring “the best talent you could find,” not necessarily the best talent for the position.

In short, you should hire a human resources specialist as soon as possible.

Whether your business has 2 employees or 42, there is significant value in utilizing an HR consultant to grow your business. Your business may not need an entire HR department, or even a full-time dedicated HR professional, but you’ll have peace of mind with HR support to help you navigate troublesome human resources matters.

Contact us here if you need help with:

  • Recruiting and hiring talent
  • Employee handbook updates
  • State and federal compliance
  • Workplace culture and productivity
  • Payroll, benefits, and compensation research
  • Career transition and outplacement services

If you have any questions related to your company’s particular needs, don’t hesitate to ask! Contact us today and we’ll reach out to you ASAP to provide the solutions you need.

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5 Tips For Writing The Best Resume With The Fewest Words

Whether you’re drafting a new resume or changing an old one, it might be tempting to write a resume that could be mistaken for a small novel. After all, this is an important document meant to list your achievements, work experiences and educational background. Shouldn’t that list be long? A document that proclaims your talents and accomplishments should not make a hefty thumping sound when it’s placed on your prospective employer’s desk!

However, depending on your career and the job for which you’re applying, a long resume could damage your chances of being hired. It’s important to keep your resume concise by including only the information relevant to promoting  yourself for the position. If you find your resume is filled with “fluff,” or information that serves no purpose other than to pad out the length of your resume, apply some of these helpful tips to hone your message and showcase your talents in a professional, to-the-point manner.

Make sure your resume passes the “skim test.”

Hiring managers review a lot of resumes. For any single position, based on the amount of public interest, he or she might read dozens or even hundreds of resumes. As a time-saving measure, most managers will first skim over your qualifications just to ensure they don’t waste time reading a verbose essay by someone who doesn’t even meet the job’s basic requirements. Because of this, your resume needs to be easy to skim through.

Take a copy of your resume and quickly scan over it. If someone were to only take a few seconds to read over it, would they know the most important things about you? Make sure that any qualifications that you think are especially important stand out on paper. Bold or otherwise set apart your skills and experiences that are listed as essential to the position. Further, you should write your introduction like it’s the only thing they’ll ever read. Ensure that it gives your “elevator pitch” and provides a clear picture of your abilities in a few sentences.

Keep it current.

As you continue to progress down your career path, you’ll find that employers care far less about what you were doing two decades ago than what you were doing in the past few years. You’ll often find that your earliest endeavors aren’t in line with what you’re actively pursuing today. If older positions don’t contribute to the job you’re currently seeking, leave them off the resume. Remember by eliminating irrelevant or unnecessary information, your most important qualifications become more visible.

Make updates to your resume that are specific to the job you’re seeking.

Even if you’re looking for a limited range of positions with relatively similar job duties, each hiring manager may be  looking for different characteristics, certifications, and experiences. Pay close attention to the jobs you’re applying for, and tailor your resume specifically to that position.

Does one employer seem more concerned about qualifications in technology? If so, draw more attention to the software and hardware you’re familiar with. Does one hiring manager value experience from one of your past jobs more than another? Flesh out your job description for the valuable experience, and consider minimizing or eliminating details about the less applicable job. Each employer will be looking for something different, so be sure to identify their biggest needs or concerns and address them with extra emphasis in your resume.

Eliminate unnecessary educational credentials.

It might make you feel nostalgic to include your graduating high school class on your resume, but do yourself a favor by keeping that in the past. It should go without saying that hiring managers care more about your work and professional experience than the activities you were involved with in high school. Unless an achievement propelled you toward your current goal or you are entering the work world directly from high school, the high school information is not needed.  If you have attained a degree that’s relevant to the position you’re seeking, include it by all means but be targeted in what educational credentials you list.

Be readable, not pretentious.

If you use big words to impress your potential employers, you’re more likely to give them a headache than a good impression. Again, this comes down to the fact that many hiring managers have a stack of resumes that reaches the ceiling. If your writing is bloated with esoteric industry terminology, unwieldy passive language (“this duty was handled by me”), or your resume otherwise looks like it was written with the aid of a thesaurus, consider simplifying or eliminating the content in question. Focus on the main objective of your resume, which is to present your qualifications as clearly as possible, not prove to your future boss that your minor in English is useful.

To recap, it’s not so much the actual length of a resume that determines its effectiveness, but the actual content. If you’re applying for a particularly ambitious post that’s the culmination of years of hard work, it may be necessary for you to write a 3-page resume if that’s what’s required to provide the full picture. However, for most applicants, less is more. Clarity is perhaps the most important quality of a successful resume, and it can only be achieved by focusing on selling yourself for the position and nothing else.