Why Recruiters Shouldnt Ignore Working Parents

Why Recruiters Shouldnt Ignore Working Parents The benefits of employing working parents in recruitment are vast and as a working parent myself I want to pass on what these are for employers to encourage more to think flexibly, as well as some helpful tips to those who are returning to work after children or about to go off on maternity and paternity leave. In addition, I believe by employing working parents, there are inherent benefits for other team members who aren’t parents themselves as it creates a very different culture, which I will explore further. As a sector, the recruitment market was slower than some to adapt to the concept of flexible working. I know myself, when I had my first child in 2004, the concept of working around my daughter was alien: I couldnt always be honest about the fact I wasnt available after a certain time of day and I would often get very stressed trying to fulfil my obligations to clients whilst simultaneously trying to be the perfect mum to my infant daughter. The historically “normal” long hours that are typical of working in recruitment are not symbiotic with raising a family and I believe that over the last decade this has been challenged by the working parents who have HAD to come back to work and also those, like myself, who have encouraged employers to think about the benefits of hiring working parents in their companies. So what are the main benefits to employers when recruiting working parents into their staff? Multiply your potential employee pool You are increasing your chances of hiring a significant part of the working population who contribute a huge percentage of revenue. As a working mum, I have been the main breadwinner within my family for a number of years; it would appear that I am not the rarity either. Working parents NEED to earn money Nursery and childcare costs a fortune with some commenting this cost can sometimes be a quarter of their gross earnings. Recruitment as a sector is highly lucrative and therefore, hiring a working parent who has to earn X to cover basic costs means you are hiring a very loyal, committed and tenacious individual. And with a third of families have full-time working parents, this in itself demonstrates that this group of people should not be ignored! Social media guru As a mum to two millennial kids (12 and 9), who are constantly on Musical.ly, Snapchat and Instagram (who knows what the next big thing will be?) I know that I have learned more about social media from observing these two than anyone I have asked about of my age. So by hiring a working parent with older kids, you are potentially going to buy in additional skills. Equally, as a parent, your ability to manage tasks, time manage priorities becomes a second nature that I genuinely think those without children surely must not compare to? I can only speak from my personal experience with that remark but I can honestly say that I am a lot more efficient, constructive and tenacious now as a parent than I ever was before hand. Put bluntly, I dont have time to waste and I think a majority of working parents would agree. Non parents should benefit too There is no intention to alienate or insult anyone reading this who is NOT a parent that there is an insinuation you are not hard-working or efficient. Far from it. But I do think that knowing you have 9:30-4:30 to get through the work day instead of 8-6 for example means you power through those 7 hours and dont get distracted by things that otherwise you may have done. I have provided a link for you here as I think there is no reason why employers who are happy to diverse their working culture to offer flexible working for ALL employees, not just working parents, in line with this advice. Advice For anyone reading this who is unsure of their working rights as parents or those employing, this is a useful link for you.

What You See May Not Be What You Get

What You See May Not Be What You Get Wray Herbert is the author of Think Twice; Outsmarting Your Mind’s Hard-Wired Habits, a very readable book about a fascinating subject. He’s been a science and health editor at U.S. News and World Report and editor in chief of Psychology Today,  and has been writing about psychology for over 25 years. Think Twice is about how your lizard brain works. I’ve written about your lizard brain before; it’s part of what Herbert calls the “dual-processor” brain. The brain, he writes, has two very different operating systems. “One is logical, slow deliberate and cautious. The other is much older and more primitive â€" fast and impressionistic, sometimes irrational.” The technical term for this brain is the heuristic mind. Embed from Getty Imageswindow.gie=window.gie||function(c){(gie.q=gie.q||[]).push(c)};gie(function(){gie.widgets.load({id:'z5FY01U3R2hOzKI_VujfPQ',sig:'Imi95tKTaL9aOW34b2YcINHXkYX-FtrmfEzJEUWslSg=',w:'507px',h:'338px',items:'488818281',caption: false ,tld:'com',is360: false })}); #488818281 / gettyimages.com The term heuristic, which Wikipedia says comes from the Greek word for ‘find’ or ‘discover,’ “refers to experience-based techniques for problem solving, learning, and discovery. Where an exhaustive search is impractical, heuristic methods are used to speed up the process of finding a satisfactory solution.” We call heuristic approaches “intuition” and “guessing” as well. We all use this part of the brain â€" imagine how hard it would be to have to think about every choice we make, to reason through every decision. Our brains would be overloaded. So nature allows us to use heuristics for many common tasks. That’s the good news. The “momentum” heuristic is what allows us to catch a ball. If an outfielder had to perform the calculus required to position himself under a fly ball, he’d never be able to do it. But his brain (and any 10-year-old’s) allows him to simply move, judging speed, distance and force by instinct. The same thing goes for avoiding an object in the road or getting a fork to your mouth. If we had to think about how to do it, the world would be a very different place (and it is for people with stroke or brain damage.) But the heuristic mind is not rational. It “reasons” by instinct and visual metaphor. Herbert writes that most of our longstanding metaphors are based on heuristics. Feeling extreme cold is not a healthy thing for humans, so we learn to huddle and hug each other for warmth from infancy. Our metaphors for loneliness and rejection actually are based on cold (give someone the cold shoulder, for instance.) The metaphor and heuristic are so intertwined that when we feel cold, we feel lonely, and when test subjects were made to feel lonely (through an exercise that made them feel rejected by others) they actually estimated the temperature of the room they were in to be five degrees cooler than it actually was. Think about that for a moment. Your lizard brain perceives reality based on what you’re feeling. Herbert goes on to talk about the “visionary heuristic.” Studies have shown that people with a fear of heights “see” the ground at a distance of about five feet further away than people who don’t fear heights. We perceive hills to be much steeper when we’re tired. People perceive the holes in a golf course as much smaller after playing a bad game than after playing well. In other words, what you see may not be what really is. How does that change the way you approach your job search? I have often said that the world is a different place for some people, and I was closer to the truth than I realized. We know that things seem more difficult when we’re tired and worn down. You may literally see the world as a colder, steeper, harder place. So rule one, is to get some sleep before tackling a tough project. Rule two is to bring in a second opinion when you can. Our brains are not always reliable because we don’t always know when our lizard brain is doing the thinking. Sales people have known this for centuries. They have managed to position products in a way that helps our lizard brain make buying decisions (“for just pennies a day, you can have an alarm system in your home.”) Our heuristic brain makes the decision, but when your spouse asks about it later, it’s your rational brain that makes up reasons. Trust me   we do this all the time. We pick the red one or the one on the left, and then make up reasons why that one was better. Next time you’re dreading a task or making a decision, ask yourself: which brain of mine is doing the talking here?

How to Shop for a Homecoming Dress that wont Rob You Blind

How to Shop for a Homecoming Dress that won’t Rob You Blind I couldn’t wait for homecoming; everyone was talking about it and I really wanted to try my best to keep up with the “pretty girls” in my class. It’s been a tough couple of years I thought, so this was going to be my time to shine. Everyone makes such a big deal out of homecoming. Maybe even more online than offline. I am not one of those girls that needs 200 likes on a homecoming dress photo to feel worthy; truth be told there’s only a few people I’d really like to impress and I’m #1, just before my folks, and Adam from science class. So while other girls were spending $700 on Great Gatsby themed hairdo’s, a hundred bucks on a series of orange-fake tans, thousands of dollars on custom made dresses, and ramping up their #followback #likeforlikeInstagram social standing â€"I had a $300 budget for the whole entire event (and an Instagram account full of nature photos, not selfies). Budget: $300 Even at $300 I was “ballin’”, as they say. Some girls I know only had $100 and were making up excuses not to even try. I knew this would be a fun night with or without a giant lofty budget, so I convinced my friends we should try to make it work. The beauty of being a “copy/paste” generation of hipsters is that the hottest homecoming dresses for 2015 can technically come from any era and in any style. For us, the opportunities are absolutely endless. And this is new; other generations didn’t have it this easy! That also means it’s a lot easier to find something on a tighter budget. So with that in mind, we shopped around. A lot. In the end we all found different solutions; Claire bought a sweet dress at a second-hand shop and her mom and her changed it up a little bit to make it look a little more contemporary. It came out as a complete original, she looked so beautiful. Alice and I shopped mostly online because it’s a hella’ lot easier to shop based on price. We tried to shop in-store at a couple chain store mall shops but it was traumatizing; everything we liked, it was over $1,000. And Cassandra stuck with the mall. Her store didn’t have an event registry and it almost seemed like she was trying to outspend us, like that was the way to “win”. Hashtag stupid much? Ironically, without the registry, Annabelle, Cassandra’s arch nemesis: Same dress. Ha! In the end, Alice and I got a really nice deal; I paid $250, and she paid $189. We both looked great, we both were the only ones wearing our dress (no clones) because our store had an event registry. All the popular kids didn’t mock us, they sneered at us. Which where I come from is a good sign, we made them nervous. Nothing feels as good as shaming the rich kids with awesome taste and sense, even while on a budget. And I posted my first Instagramselfie. It got 379 likes in 24 hours. And I didn’t trade like for like. Take that, Annabelle. Image Source

How the Right Perks Can Attract the Right Talent

How the Right Perks Can Attract the Right Talent We all love a good perk and Im not just talking about staff discounts against your companys products or a company car   but REAL perks. An attractive salary will always tempt candidates to work for a particular company, but would you be willing to offer better perks to win over the best talent? Over the past few years there has been a rise in the number of companies who specialise in just that offering perks to give to your staff. One reason is due to the rise in the number of millennials in the workplace who rely on  the importance of non-financial motivators. But the most important reason is that it helps employees feel valued. A survey by Glassdoor  found that 79% of employees would prefer benefits to a pay increase, paving the way for companies like Perkbox to be born. Theyre a one stop shop for companies to provide a wider range of perks to their employees than individual companies would be able to. Chieu Cao is a co-founder at Perkbox and says: Our perks offering is very well-rounded and this means that there is something on the platform for everyone.  Essentially, their employer has facilitated financial savings and as a result, their employee values them. Loyalty and churn reduction is all about driving an emotional commitment between employees and the employer or business. Some of the things Perkbox employees can enjoy include have free phone insurance, discounted cinema tickets, free breakfast every day, monthly yoga classes, as well as their birthdays off. What kind of perks do employees value? Think holistic  the workforce is starting to view ‘health’ in a more holistic manner than ever before.The trend has emerged of employers promoting well-being and companies that translate this to their perks offering will emerge with a competitive advantage. Offering your employees perks such as gym discounts and free exercise classes show them that you are considerate of their general well-being. Providing them with something that is of interest to them will ensure good levels of uptake. Have a varied range no two people are the same; what appeals to one member of your team may be of little interest to another. Useful offering your team perks that they can use in their everyday life means that whenever they use them, they associate the value of the perk directly back to their employer. But its not just the fun and novelty perks that employees value. Things like a good pension package, childcare vouchers, cycle to work schemes and benefits like life and medical insurance are rated highly by employees too. Monica Ponte is an HR Specialist at bob  and they help companies set things like this up. She says: We have a seller’s market today in recruitment, with talented candidates having a choice of job offers on the table. Also, candidates have changed the way that they compare those offers. Traditionally, it was all about salary, then it was about the re-numeration package (meaning salary plus hard benefits, like pensions and insurance), and now they compare based on re-numeration AND the culture and softer perks offered by the employer. This is happening because people spend a lot more time at work these days. The UK has some of the longest working hours in Europe, and we want to feel comfortable around our colleagues and the culture that we work in. Today, it’s normal to think of your colleagues as your work family. As the number and desirability of perks on offer increases, employees feel more valued, and also more trusted. After all, when free beer is available in the office fridge all day, the company is trusting that their employees won’t be using it to fuel their 9am team meetings. Obviously great perks arent the only way to bag the best talent but it does go a long way in getting them to sign on the dotted line.

Can Tim Repurpose His Career Part 4 of 4 [Podcast] - Career Pivot

Can Tim Repurpose His Career Part 4 of 4 [Podcast] - Career Pivot Episode 51 â€" Marc works with Tim (not his real name) and takes him through the CareerPivot evaluation process, based on the Birkman Assessment. Description: Copyright: meinzahn / 123RF Stock Photo In this episode, Marc shares Part 4 of 4 parts of the CareerPivot evaluation process. This is the Stress Report session, where Marc helps Tim understand how to plan for stressful situations, and how to avoid them. Marc gives Tim more homework to help him collaborate with people to reduce stressors. Key Takeaways: [2:20] Tim is a 50-year-old who has been stair-stepping himself out of a career and building a side business. Recently he got laid off, which was his trigger to pivot. In this episode, Marc takes Tim through the Birkman Stress Report, with his top 40 needs and actions he can take to keep himself out of stress. He will learn some questions to ask. Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast [3:16] If you haven’t listened to Episodes 48, 49, and 50, Marc would suggest you stop here and listen to them, first. If you listen on the go, listen first without the reports and then download them from CareerPivot.com/Tim and listen to it again. There is a lot to digest, and Tim is very open about his experiences at work. [4:16] Tim says the homework was much harder this week than last. He noticed that while the tasks had changed, he used the same problem-solving process for all of them. He gathers information first, discusses the problem with people, puts his thoughts in an organized order, takes some time to put together a plan, and charges forward. [5:38] The exercise gave him the opportunity to look back at his business work behaviors and see where he added the most value. [6:21] Marc notes that the more Tim understands how he solves problems, the more he’ll understand how other people solve them differently. Tim discusses how his wife solves problems differently than he does. [7:32] Marc covers the Stress Pages. There are four sections. For each area, there are interpersonal relationships, schedules and details, conflict and decision making. There is one page about being in stress. Marc skips ahead to the page about staying out of stress. Page 3 is Managing Needs for Esteem and Acceptance. [8:16] The page shows things Tim needs, and activities he can do to stay out of stress. Tim relates to personalized benefits, genuine pats on the back, criticism balanced by praise, and time alone. He also notices his need for a few close friends. In the four areas, there will be a total of 40 needs. Tim should mix them down to 10 or 12. [9:44] Tim should come up with a core set of needs, and develop an open-ended question for each. Next, come the things Tim can do to avoid stress. Tim reads through them and considers his compliance to each. One thing he does now to keep busy is home repair and door replacement. He also sets time aside for some quiet time. [15:00] Tim comments on the suggested activity of spending one weekend a month alone with his significant other. He and his wife have not tried that yet. He is too active to just relax with her. They are always on projects. The last activity is to spend quiet time alone before big holidays. Tim will try that. Marc avoids certain holiday parties, himself. [17:29] Page 5 is Managing Needs for Structure and Change. Tim has a low need for rules and a moderate need for variety. He is a borderline structured anarchist. Tim needs freedom from close controls and needs a minimally structured routine. He also needs novelty during the day, or he feels drained. [18:45] Tim has an independent work role now, and that pleases him, and he likes varied and complex work activities. Tim needs direct access to everyone. Tim likes Twitter because there is no gatekeeper, but Tim will have a hard time narrowing down the list. [19:58] Tim’s suggested activities are, set aside time weekly for new activities and interests, take vacations or spend time on hobbies, create opportunities to discuss goals and plans with his family, make schedules that allow for flexibility, build up a stockpile of small projects to work on, and time management that allows several tasks each day. [24:22] Tim needs to avoid home projects that will take months of the same activity to complete. Basement remodeling would be a bad idea. [25:34] Page 7 is Managing Needs for Authority and Freedom. Tim has a very low need for authority, and a moderate need for freedom. Tim needs low-key discussions, comprehensive policies to follow, suggestions rather than orders, encouragement to speak up, agreeable, pleasant relationships, and assignments that allow independence. [25:54] Tim needs opportunities to set his own direction, freedom from control by others, opportunities to be unconventional, and superiors who delegate broadly. Tim likes bosses who ask him to do things, and then leave him alone to do them. [27:03] Tim needs to identify a few close associates who are low-key people and good listeners and spend more casual time with them. He is in a small mastermind group that offers this type of conversation. Tim needs to develop signals with people close to him, to use when he wants to call a truce to a heated exchange. [29:19] Tim recalls an unpleasant conversation with his former boss, who pointedly did not want to hear his side of the story. Tim retreats from confrontation finding no value in it. Tim has brought this up to Marc multiple times. [30:08] Tim needs to spend more time in activities where rules have been made that are observed fairly. He needs to single out tasks he can execute without controversy or opposition, to do without stress. He needs to avoid being put on the spot with new suggestions, but have time to think without responding. [32:28] Tim needs friendships with people who understand his need for independence and are patient with his nonconformity. He needs to develop a clear definition of his concerns and values to share with those around him. Tim should look for commitments others have to finding good solutions to common problems. [35:01] Page 9 is Activity and Thought. This is making big decisions. Tim is very high in thought and moderately low in activity. Tims needs are, stimulation of new ideas, friendly, low-key surroundings, time for reflection, unhurried work conditions, and time to think, support from others on decisions, and offer assistance and help. [35:36] Tim needs others to be cautious in decision-making. This is common among high-thought people. They also want others to be careful thinkers. [37:01] To stay out of stress Tim can plan schedules and projects in light of past and future, give more time to abstract thought. Thinking helps Tim de-stress. He needs to avoid taking on too many projects or social obligations. Tim sees this as a valid need. [39:04] Tim needs a relaxing low-key hobby or recreation for its curative powers. Tim has one in mind to start again. Tim needs to build life goals and important plans with advice from knowledgeable advisors, and develop close relationships with advisors. [40:15] Tim should keep abreast of major developments in his work area, to keep ahead of changes affecting his work. He should have a good idea of where to go for assistance and information. [41:04] Tim should remind those close to him he needs careful preparation before making a decision. He should elicit their support in developing options to consider. [41:15] Tim’s homework is to synthesize his needs in the report down from 40 to 10 or so, and then write an open-ended question on each. Marc will send Tim a link to a blog post on the art of writing questions, and the responses he wants to hear. The goal is to get the other person to open up. Marc gives some example questions he uses. [43:37] The questions Tim will write should be questions he will use with his actual prospects to determine if they are people he wants to as clients. Tim knows he has a couple of questions right now that take too long to answer him. [44:20] Open-ended questions help move people along to figure out the things you need to find out. [44:56] This wraps up the last feedback session. For clients that are not going to move into branding with Marc, he will do a fourth and final feedback session, which he will do with Tim, but not in a podcast. [45:14] Marc gives Tim a branding project for homework: talk to three people from work, and three people from personal life, and ask, can you give me three to five phrases that describe me? The idea is to see the difference between the perceptions of the two groups of people. Tim needs to notice the words they use about him, not his own words. [45:46] Tim is also to take the phrases that he translated in last weeks homework, and turn them into a narrative about himself that is written in the way he speaks, and not in the way he writes. [46:51] Tim feels very much more self-aware after these feedback sessions. [47:03] Marc hopes you enjoyed this series. He would like to hear from you about it. His thought is to do this twice a year with different types of individuals. If you are interested in having Marc do a Birkman assessment with you as a series of podcasts like this, please contact Marc at CareerPivot.com/contact-me or any contact method on the site. [48:32] Check out next week’s first birthday episode of the Repurpose Your Career podcast! Mentioned in This Episode: CareerPivot.com Episode-41 Birkman Assessment CareerPivot.com/Tim CareerPivot.com/Episode-48 CareerPivot.com/Episode-49 CareerPivot.com/Episode-50 Career Reflection Worksheet Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential AND HOW YOU CAN ACHIEVE YOURS, by Shirzad Chamine Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. When you get done reading the book, please leave an honest review on Amazon. The audio version will be available in November. Watch for news of the membership community of the CareerPivot.com website. Marc has an initial cohort of members helping him develop the content. Soon Marc will start a wait list for those who want to participate. CareerPivot.com/Episode-51 Take a moment â€" go to iTunes, Stitcher, or Google Play. Please give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Careerpivot.com Contact Marc, and ask questions at Careerpivot.com/contact-me. Marc answers your questions every month. Start with NO…The Negotiating Tools that the Pros Don’t Want You to Know, by Jim Camp Marc@CareerPivot.com Twitter: @CareerPivot LinkedIn: Marc Miller Facebook: Career Pivot Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

Working Like a Dog - Job Search - CareerAlley

Working Like a Dog - Job Search - CareerAlley We may receive compensation when you click on links to products from our partners. Its been a hard days night, and Ive been working like a dog Lennon/McCartney I never really did understand the phrase working like a dog. I dont know about your dog, but mine seems to sleep most of the day (unless Ive got something important to do, then he is bothering me). We all know that the phrase means working really hard and almost anyone I speak with tells me that they are working like a dog. Now if you are out of work, you should be working like a dog looking for a job. If you still have a job, your time to spend job hunting is limited so you will need to make the best of it (like reading CareerAlley). So, to help you out, todays post is all about lists (read on). 93 Most Linked To Articles of Top Job Search and Career Blogs A great list of articles from JobMob, all the more better because one of the articles is from CareerAlley. The list is organized by category (such as Job Search Strategies, Resumes, Job Interviews and more) and each category lists four or more related articles. One consolidated list with all of the categories you could want. Definitely worth spending time to read through those articles that will help you with your job search. 10 Ways To Signal Strength In A Job Interview When you finally get your interview, dont blow it. This article is from Tims Strategy (timsstrategy.com) and its a must read before you go on your interview. Tims tips are really spot on, and for anyone who has been on an interview and left feeling less than confident, you will find a few tips (hopefully not all ten) that would have helped you ace the interview. But thats not all, dont forget to check out the embedded links for additional advice. 10 Things Recruiters Wont Tell You (But I Will!) Whoever said what you dont know wont hurt you probably never had a failed interview. This article, posted on Careerealism.com tells it like it is. If you are like me, you will probably recognize some of these flaws as your on. Of course, recognizing your shortfalls is way more than half the battle. The author provides a suggestion on how you can fix most of your shortfalls. Finding someone who will be honest with you is not a bad fix either. Top 10 Most Secure Jobs in 2011 If you are going to go through all of the trouble to get a new job, get one thats secure! This article, posted on AOL Jobs, lists the most secure jobs for 2011. Now I dont want to give it away, but the fact that many of these jobs are on this list will not surprise you. Even better, not only do you have the list, but there is an embedded link so that you can job search against these jobs. Take a look, with any luck one of these jobs will match your skill set. Top 10 Worst Job Search Tips Advice Job Seekers Should Avoid It doesnt hurt to know the worst tips even if only to avoid them. This list comes from Resumarks blog and is also worth the read. A few of these tips are obvious, but many are not. My favorite (and certainly good advice) is dont wait for their call. On the contrary, you should be working like a dog looking for a job. Good luck in your search.Visit me on Facebook

Resume Writing Format For Freshers

Resume Writing Format For FreshersResume writing format for freshers is something that they will need to get used to. After all, your first job may be that of a fresher at some point. Therefore, the first thing you should do when you are creating a resume for new employees is to be sure that you create a resume format that is friendly to students. Your aim should be to make it clear that this is your first time out on the job market, so you will want to use simpler and more straightforward terms on your resume.Avoid using jargon or complex technical terms. For the sake of the younger generation, you do not want to make them feel overwhelmed. Rather, you want to spell things out. In addition, you will want to stick to a resume format that is easy to read and write. Because most of the time, the younger generation will be composing resumes by hand, be sure that the words you use are clearly legible and easy to read.Even if you are a professional, you can still make your resume as appea ling as possible by choosing a professional layout. Resumes are written with headings and subheadings. You can use headers such as Position Title, Education, Experience, etc. The right header can save you from looking like a novice. It can also help you create a professional layout that is friendly to the eyes.You can also take the time to include a resume sample. This will help you create a resume format that is visually appealing. Additionally, you will be able to see what will look best on your personal computer and what will look best on the computer of a prospective employer.Finally, remember that a resume writing format for freshers is something that is designed to attract the attention of employers. In addition, it should also be something that convinces them that you are a good fit for the position. Therefore, be sure that you use a resume format that makes it clear that you are the ideal candidate for the position. Even if your potential employer has a different resume form at, you can write your own resume in its place.It is also possible that a potential employer may decide to hire you as a fresh graduate and therefore be able to get some experience. In such a situation, you should consider creating a resume format that is more friendly to new employees. As long as you use the same resume writing format, you will still be able to make your resume attractive and appealing to the eye. The purpose of your resume will still be met.Finally, be sure that you are using a resume format that is easy to read and easy to write. While it is true that there are many places where you can find professional resume templates, it is not always true that you will be able to utilize the templates that are available. You should therefore be careful in making the decision to use professional templates or even if you choose to create your own.In conclusion, a resume writing format for freshers should be simple and easy to read and to write. Because it is designed to get yo u hired, you do not want to waste your time creating a resume that is difficult to read and to write.