Stephanie Chappell Disbrow - Creating the Best Resume

For those who want to do it themselves, there are a few key points that should always be addressed. First, a person's resume should give complete and precise contact information at the top. This is standard for every resume format. If an interviewer does not see contact information at the top, they may disregard the entire page.
Follow the contact section with a brief but compelling summary. Answer the unspoken question of “why are you applying for this job?” This is the first part of the resume that is actually read by a prospective employer, so it needs to be eye catching and worthy of further scrutiny. If the summary is bland, boring, or grammatically incorrect, the job candidacy ends before it begins.

After receiving thousands of resumes in her time, Stephanie Chappell Disbrow tells us that the way work experience is listed is crucial to a follow-up call. The professionals who receive resumes have piles of them and not nearly enough time in the day to thoroughly read each. A person's work history should be compact, bulleted, and accurate. This is much easier for the reader to quickly take in, and will often lead to a call for an interview.

Unlike a CV, which offers a summarized biography of a person's experiences and their interests, a resume is much more formal and succinct. Stephanie Chappell Disbrow, a former talent acquisition specialist for InVentiv Health, values those who can provide a clear and correct resume. Resume writing is not easy, especially for those who wish to do it accurately. Her first tip for resume success is to seek the help of a professional, if a person feels that they are unable to create an ideal resume.

Stephanie Chappell Disbrow - Do You Need a CV or a Resume

Stephanie Chappell Disbrow receives many CVs (Curriculum Vitae) and resumes each year as a Certified Talent Specialist for Ventiv Recruitment Services. While both documents have the criteria to express professional experience and achievement, educational background, and contact information, they are not interchangeable. Each individual business or corporation will have a specific desire as to which form of experiential support they require.

 
If the company you are applying with does not request one or the other, you should think about what type of business you are applying for. In most cases, high level careers, managerial positions, or specialty fields are better served with a CV. With that said, a majority of the more common or lower level jobs accept a resume, and some employment opportunities do not need either document.

The difference between a CV and a resume is simple, a resume is a short, bulleted, summarization of your experience. Resumes should always be one page only, they must be concise, and very direct. Most HR departments, recruiters, and talent acquisition specialists who request a resume, do not have the time to thoroughly read each one they receive. Therefore, following the common format and using short statements that make a big impact are crucial.

CVs will include all of the information that is on a resume, along with much more. Think of a CV as a mini-biography of yourself. Your CV will include goals, achievements, awards, affiliations, even interests and hobbies. Many employers like to read a CV, because it gives them a better understanding of who you are, not just what you can do. Stephanie Chappell Disbrow always informs her potential hires, which document to prepare and submit for a better hiring opportunity.

Stephanie Chappell Disbrow - Tips on Working With a Talent Specialist

Talent acquisition specialists who have found success with their clients and candidates, much like Stephanie Chappell Disbrow, have discovered that prosperity requires effort from all sides. The client, or future employer, has to be willing to work with the recruiter or talent specialist. The specialist must be willing to find a compromise and happy solution to each party's needs. The employment candidate has to be able to help the specialist sell their story.

When working with a talent acquisition specialist, there are two staple concepts that always increase productivity. First and foremost, each prospect should stay as organized as possible. When a person is seeking employment, and applying to many different jobs, it can be easy to lose track of where you are at. If that person applied to twenty different listings in one day, and received a call back from a recruiter a week later, would they remember the specific job? 

Candidates who keep themselves organized, especially by writing down notes for themselves about their applications, inquiries, and communications, inevitably help their talent specialist or recruiter. Avoiding the awkward and wasted time of figuring out who is returning your employment opportunity call allows the professional on the other end to get down to business, and help you land that dream job.

Stephanie Chappell Disbrow and her peers will also tell candidates that being honest and detailed is another very important way they can help the process move smoothly. If a person is called in reference to a position, they need to give as much information as possible. They should not exaggerate or make things up, but should be thorough when listing their traits and talents.

Stephanie Chappell Disbrow - The Competitive Market of Talent Acquisition

In recent years, CEOs and talent acquisition specialists the likes of Stephanie Chappell Disbrow, have witnessed the increasing growth of competitiveness in the labor finding industry. This competitive nature has exhibited itself in a job market that can be cutthroat, and difficult to navigate.

Any CEO who understands this trend will comprehend the necessity of having an aggressive talent acquisition specialist on their team. Actually, a large company will need to allocate a portion of their human resources payroll to a team of talent acquisition specialists. Though, the spending does not stop there.

Stephanie Chappell Disbrow

 In the same vain as the concept that it takes money to make money, a similar principle applies to the adequate filling of job postings. Many employers and CEOs are hesitant to spend the necessary capital to make their business grow. For those who are willing to take this step, after hiring a team of talent acquisition specialists, they should also invest in a software system that tracks and improves recruiting.
Many businesses spend thousands, if not millions on attracting customers or clients, yet spend very little on attracting the ideal employee. This is not to say that a business should stop targeting their customers, but that they should go after new employees with the same gusto.

Stephanie Chappell Disbrow understands that acquiring new talent is about far more than simply filling a vacancy. The trick is to find the person who is the perfect fit for the job, like putting a piece into a jigsaw puzzle. When this happens, everyone benefits, and so do profits.