Finally! Job Search With Salary Info!

Finally! Job Search With Salary Info! One of my major frustrations with job searching online was not seeing any salary information on job listings. Was I looking at a job posting that paid $40,000, or a job posting that paid $80,000??? It was extremely frustrating to try and guess whether I was wasting my time or not. Indeed just announced a new addition to their job search page which Im really pleased with: Indeed has some algorithm where they do the estimate (read their blog post to see how they do it) Heres what you see in the search results: I would really like to see other job boards do this. Now, if HR and recruiters would just put real numbers in the job posting, instead of depends on experience or some other vague information. Maybe Indeeds actions will force these folks to put it in, to prevent bad estimates from showing up? Seriously, this was one of my top three frustrations with the job search process, with regard to job boards and online technology.   Kudos to Indeed this is actually the most impressive thing Ive seen from a job board in a long, long time! Finally! Job Search With Salary Info! One of my major frustrations with job searching online was not seeing any salary information on job listings. Was I looking at a job posting that paid $40,000, or a job posting that paid $80,000??? It was extremely frustrating to try and guess whether I was wasting my time or not. Indeed just announced a new addition to their job search page which Im really pleased with: Indeed has some algorithm where they do the estimate (read their blog post to see how they do it) Heres what you see in the search results: I would really like to see other job boards do this. Now, if HR and recruiters would just put real numbers in the job posting, instead of depends on experience or some other vague information. Maybe Indeeds actions will force these folks to put it in, to prevent bad estimates from showing up? Seriously, this was one of my top three frustrations with the job search process, with regard to job boards and online technology.   Kudos to Indeed this is actually the most impressive thing Ive seen from a job board in a long, long time!

Knowing When Your Career Tank is on Empty - Personal Branding Blog - Stand Out In Your Career

Knowing When Your Career Tank is on Empty - Personal Branding Blog - Stand Out In Your Career Your career tank can be similar to your automobile gas tank in that you have to fill it up from time to time. You have to make sure you have enough motivation, energy and positive relations with your current employer that if you want to make a change, you can do so relatively painlessly. If you wait until your career tank is on empty, just like with your car, there’s a risk you’ll wind up stranded and stuck. I learned of this metaphor from Jason Alba, of JibberJobber.com. Jason tells a story about driving a rental car trying to get to a speaking engagement and the fuel gauge is almost on empty. If you’re driving your own car, you know how far you can go after the needle hits E. When my 2003 Honda Element (a real guy’s car with no carpeting!) gets to empty I still have 2-3 gallons left. When you are driving a rental car that is totally foreign to you, how far can you drive? Jason relates that we do the same with our careers.   We usually wait until our gauge is on empty before we make a change. Does this sound familiar? My tank has gone completely empty a couple of times in my career and I was kicked in the butt to make a change. In 2002 I had a head-on collision with a car. I was on a bicycle. Our combined speeds exceeded 50 mph and statistically I should have died. But I lived and, all things considered was not badly hurt. I broke a lot of bones but had no internal injuries (and no brain injuries I will admit to). Almost dying changes your perspective. So in 2003, I resigned my position at a very large high tech company and went on to teach high school math at an inner city high school. Almost all of my students were poor and I was teaching Algebra I and II, not the most popular subject in any school.   My first year was tough but I surrounded myself with a great team. My second year was equally tough, but as a second year teacher, I thought I should be able to handle it. I wasn’t. My team fell apart and slowly but surely my tank went empty. I resigned after the fall semester completely and totally exhausted. I saw it coming. I knew my body and spirits were getting depleted, but I didn’t think I could quit because the kids were counting on me.  By the time I quit, I was a wreck and needed to recover. Fortunately, I had the means to support myself while I did that. But a lot of people don’t. Trying to find a new career or even a new job when you’re a wreck is a lot tougher than doing it when you’re near the top of your game. Which is more important your job or you? In these times, where companies have figured out that they can do more with less, many of you have been pushed to do more and more. When do you say, I need to take care of me? Think about it. When you are feeling good, you can work at peak performance. Your attitude on the job is usually good. People like to be around you. Your personal brand stands out. Working when your career tank is near empty is not good for you, your company or your personal brand. How do you know when career tank is approaching empty? What will you do to fill your career tank before it goes empty? Author: Marc Miller  is the founder of  Career Pivot  which helps Baby Boomers design careers they can grow into for the next 30 years. Marc authored the book  Repurpose Your Career: A Practical Guide for Baby Boomers, published in January 2013, which has been featured on Forbes.com, US News and World Report, CBS Money-Watch and PBS’ Next Avenue. Marc has made six career pivots himself, serving in several positions at IBM in addition to working at Austin, Texas startups, teaching math in an inner-city high school and working for a local non-profit. Learn more about Marc and Career Pivot by visiting the  Career Pivot Blog  or follow Marc on  Twitter  or  Facebook.

Get The Most Out Of Social Media Groups For Your Personal Brand - Personal Branding Blog - Stand Out In Your Career

Get The Most Out Of Social Media Groups For Your Personal Brand - Personal Branding Blog - Stand Out In Your Career For years groups on social media have been a hub of activity, especially for brands. These are a great a place for your personal brand to share helpful information and for networking. Groups can help build your community and create more meaningful social interactions. Many brands and businesses focus on their social network profiles and blog as the main place for activity and content sharing. By engaging in groups that are relevant to your niche you can actually attract new loyal brand followers. Is it still possible to create more engagement and growth through organic reach on social media? The answer is most definitely yes, and the influence from groups is a tremendous asset to that strategy. When you become active in groups your business is building long-lasting relationships. A simple branding image is important if you host your own group, which I highly recommend. Here are a few ways you can leverage these with successful results. The Right Way To Interact With Social Media Groups There are several key elements to developing an effective networking strategy: Make groups a part of your marketing strategy In a focused group, you can share information with like-minded people, solve pressing problems, fill the missing elements not addressed by your competitors, provide helpful tips, create a buzz, and encourage feedback. Interacting and even starting your own branded group will you grow an audience, a fan base, and a larger following. Be familiar with the culture In an online setting we are not able to see body language, tones of voices, and facial expressions. Instead, get to know group members through their profile photos, the types of posts they are sharing, comments, and the types of answers being offered. Plug into the right niche Take the time to research which groups best fit your brand. Pay special attention to whether these are active with posts that do not contain a lot of spam content. The goal should be to join places that have a minimum of 500 members in order to reach the most people. Use the best practices model There’s a fine art to creating or contributing to a successful group. First, make sure every new member is welcomed and acknowledged with a personalized message. Second, be committed to contributing and adding value in all of your posts and comments. Third, don’t “sell” your services unless it is specifically allowed. Fourth, nurture your groups by engaging in them at least three times a week. While a social media post or tweet is more focused on content, images, video, and promotions a group is about creating meaningful conversations and building a strong community. Over time members will naturally be drawn to your personal brand, and this can extend into your other social networks as well.

How to recognize the good and the bad of team diversity

How to recognize the good and the bad of team diversity Ryan and Ryan P found this great test by JT ODonnell to find out personality type. Of course, we have each taken tons of personality tests, but what I really liked about JTs test is that it was only twenty questions, and it revealed each of the three of us perfectly. The test immediately explained why Ryan P is writing posts about how crazy it is to work with me, and Im writing posts like the one about a rash on his upper thigh. Because really the test lays bare each of our very different ways of operating: Ryan P is an empathizer, I am an energizer and Ryan is a commander. Basically, Ryan P and I are sick of Ryan being a dictator, and now I know why. And Ryan is sick of Ryan P doing nothing, and now I see why because a commander would never even notice the work of an empathizer. Also, I have meetings with each of them every day trying to help everyone to get along, and now I know why: I am someone who is always optimistic and I want everyone else to be happy too. Great for blogging, difficult for corralling two ornery twentysomethings who keep calling their parents to get a second opinion on what I say. When I was in grad school, let me just say right now that I never read a complete book for any class, but that didnt stop me from having some favorites. And one of them was Between Men: English Literature and Male Homosexual Desire. I read this book for a course about.. um. I cant actually remember. But each week in this course we watched a Hitchcock movie and then talked about deconstructionism and homosexuality. So, anyway, this book I loved was about how in the history of English literature, men related to each other through women. Even if the men were not gay, they were often mediated by a woman. I remember thinking to myself that this is such a lame way to function and that only lame women would put up with this position in life. But look, here I am. And actually, it does not feel lame so much as useful. I can see that I have had this position at work a lot. Men who are getting along at work can talk about football and go to strip clubs together. But men who are not getting along at work do well to put a woman in between them. Women seem to be natural mediators. Right now is the time when people will start gearing up to write a comment to me about how gender is complicated, and the lines are not so clearly drawn anymore, and I am peddling stereotypes. This might all be true, but I get the temerity to talk about gender lines from danah boyd, a fellow at the Berkman Center for Internet and Society at Harvard, and my hero when it comes to philosophizing about identity. She found that in the blogosphere, in general, men link to men and women link to women. This is because gender stereotypes are generally right, and men and women are very different. Okay. So back to my idea that I am the mediator. I dont mind, because Im good at it. And I dont mind that Ryan P doesnt churn out work really quickly, because he does a lot of things that Ryan and I are not great at, like having the patience to meet with people day after day for long and languishing lunches. Each of us has strengths. But lets talk a minute about weaknesses. We each have weaknesses, too. So why dont we stop trying to work with them? Why not admit the stuff we are not great at and move on? I think a lot of people take a test like JTs and then ignore the fact that the test reveals what we should NOT be doing as much as what we should be doing. For example, I should not be making labored decisions where I gather tons of information. Im not like that. I make fast, gut-level decisions. This is why I was terrible as an account manager in an ad agency: I had to justify every decision to my client and I kept thinking, Whatever. Its just my instinct. Please just shut up and trust me. You need to recognize what you are not great at, and stop doing it. It will help the people around you to get more work done, and it will help you to perform more like a star. And for now, I have stopped asking Ryan to have empathy for anyone. And I have stopped asking Ryan P to analyze business models. The act of letting someone work in the area they are strong is such a gift, and of course I want to give that Im an energizer.

Can Juan Repurpose His Career Part 1 of 4 [Podcast] - Career Pivot

Can Juan Repurpose His Career Part 1 of 4 [Podcast] - Career Pivot Episode 83 â€" Marc works with “Juan” (not his real name) to pivot his career, in the first of four episodes featuring “Juan.” Description: In Part 1 of this series, Marc covers the first half of a feedback session with Juan about his personality assessment. The second half of the feedback session will be in next week’s episode. Key Takeaways: [1:20] Marc welcomes you to Episode 83 of the Repurpose Your Career podcast and invites you to share this podcast with like-minded souls. Please subscribe, share it on social media, write an honest iTunes review, or tell your neighbors and colleagues. Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast [1:48] This begins a four-part series called “Can Juan Repurpose His Career?” Juan is in his mid-fifties, a former school teacher, technology trainer, adjunct professor, and multipotentialite. Juan is trying to figure out what is next. This episode is the first half of the first feedback session Marc held with Juan. You will hear the second half next week. [2:16] You will find all the reports used in this four-episode series at CareerPivot.com/Juan. You may pause the podcast now to download the reports. Or you could listen to the episode, download the reports, and listen to it again. [2:36] Marc will take a two-week break after Episode Two of this series, then he will be back with an interview and then a report on the Miller family’s pivot to Mexico before the Parts Three and Four episodes of this series, “Can Juan Repurpose His Career?” Marc will later do a similar series with “Sarah.” [3:02] Marc thanks Juan for being willing to share his Birkman Assessment with the audience. Juan talks about his background. He attended a community college, a state university, and then earned a Master’s degree. He saw education as an insurance policy that would make him lay-off proof. He has changed his mind about that. [4:51] Juan has been an educator, a computer technology trainer, a financial education trainer, a public school teacher, and taught at a college and a university. He didn’t want to follow the rigid path of his father who worked 40 years at a steel mill. [6:00] Marc points out that a school teacher has a rigid schedule. Juan does not want to return to teaching school if he has other options. [6:44] Marc starts to go into the Birkman Assessment with Juan. Juan’s ego is fed externally. He needs people around him for support. He needs a tribe. He worries and thinks a lot before making big decisions. [7:29] Juan gives his first reaction to reading the personality assessment. He had never taken an assessment and he found it to be insightful and revealing. [8:27] Marc promises Juan more clarity as they explore the report. First comes the Signature Summary. At the top, there are Birkman Components. For each component there is a Usual Behavior number and a Needs number. The first number is how Juan describes his behavior. The second number is how Juan wants to be treated. [8:55] Juan follows the normative pattern but has some big gaps. His Social Energy shows he is a closet introvert. His Self-Consciousness score shows he wants people to treat him with respect â€" more than he treats them. His Thought score shows he considers himself a quick thinker but big decisions are painful for him. [9:39] In a number of areas, Juan throws off a false persona. In some areas it is real. Juan “looks like” a teacher. [10:03] Next is Birkman Interests. Juan’s numbers indicate he has a wide variety of interests. The Birkman Map of his usual behavior shows that Juan wants to be treated differently than his behavior and interests indicate. He has learned to behave like an introvert. Marc relates to that. [11:11] Next Marc covers the Birkman Interests page. Numbers above 90 refer to ‘must-haves.’ Juan has only one area above 90: Literary. He loves to read books on business, biographies, history, science, spiritual topics, sociology, nature. He reads at least an hour a day for enjoyment, relaxation, and education. [12:21] Marc recommends taking a 15-minute book break when Juan gets stressed. Juan also likes writing on a blog or for a copy. He journals a few lines every day. Marc notes that you can’t always get paid for writing. The next highest area is Scientific. Juan likes figuring things out in research. He lists a few interests. [15:02] Juan also has a high Musical number. He gives a few of his musical interests. Juan has a moderately high Technical number. He likes solving problems. [15:57] Juan has a lot of categories in the middle: Administrative, Artistic, Persuasive, Outdoors, Social Service. Numerical is his lowest number. Most of Juan’s interest are in the middle range. Every few years in Juan’s career he has gotten bored and moved on. [17:21] Marc describes Juan as a multipotentialite. Ten to fifteen percent of the population fits this category. They are generalists. Corporate America values specialists, not generalists. [18:07] Marc goes to the Behavioral Matrix for three areas: Interpersonal, Organizational and Time Management/Planning (decision making). Marc compares Juan’s numbers with the median numbers. [19:38] The first topic is Self-Consciousness and sensitivity when dealing with others. Juan’s usual behaviors are Frank, Direct, and Matter-of-Fact. His score is a six compared to the median score of 25. His Needs are to be treated with more respect than he treats others. If he is berated, it bothers him. [22:21] Juan’s needs are not obvious from his usual behavior. It is easy for others to mistakenly assume he needs to be treated in a frank and direct manner. His feelings may be hurt, on occasion. He wears his emotions. [23:31] Juan’s Stress Reactions are Embarrassment, Shyness, and Oversensitivity. As a child he enjoyed being alone, reading, and working by himself. [25:07] Juan’s Social Energy is that he is generally pleasant, outgoing, and at ease and comfortable in group activities. His warm manner helps him meet people easily, which is good in social situations. Juan’s Usual Behaviors are Sociable, Communicative, and At Ease in Groups. His Social number is 98 against the median of 75. [25:30] Juan’s Needs: his high Social number conceals Juan’s need to spend time alone or in the company of one or two significant individuals. He has learned how to behave socially but it consumes a lot of his energy. When he networks it has to be for a specific interest. [27:38] Continuous pressure to be in social situations can upset his sense of well-being. Without sufficient time to himself, Juan is likely to become withdrawn, possible to a surprising extent. [28:30] Marc recommends that Juan should bracket recharge time before and after a networking event to be alone. Marc gives an example from his own experience. [30:36] Juan reads the Possible Stress Reactions: withdrawal, tendency to ignore groups, impatience. Juan agrees. That is one of the reasons Juan is looking at a career transition. [31:07] Emotional Energy is the next area. Juan is open and comfortable with expressing emotion. Juan prefers not to get too involved in the emotional problems of other people and finds it important to keep the facts in sight. At the same time Juan has a genuine understanding and sympathy for people’s feelings. [31:34] Juan’s Usual Behaviors are objective yet warm, sympathetic yet practical. Juan’s number is 51 against the median of 25. For a male, he is pretty emotional. He talks about how he relates in difficult emotional situations. [32:26] Juan’s Needs number is 82. His Needs are that he functions best in surroundings that allow him and others to express and work out their emotional responses. He needs to feel that others are aware of his feelings and value them. He wants to feel significant and valued. [33:11] As Juan looks back, he sees his career has tilted more toward female-dominated career areas. Marc says this is where men who are emotional will do better. Marc compared this to “Tim’s” experience. Tim and Juan both want people to outwardly care about them. [35:59] Juan’s causes of stress: when Juan thinks others are overlooking his feelings, he tends to overemphasize the importance of his feelings and become dispirited. Juan’s Stress Reactions are becoming overly sensitive, loss of objectivity, and strong discouragement. [36:48] Juan’s usual behaviors in Drive for Personal Rewards are being competitive and business-like and he values what will promote immediate purposes and objectives. Juan enjoys personal competition and finds bargaining stimulating and desirable. [37:05] Juan is competitive, resourceful, and opportunity-minded. This behavior is not typical of an educator. Juan’s needs are very typical of an educator. [38:10] Juan needs an environment that encourages individual performance and motivates people with individual incentives. It is important to Juan that personal efforts and achievements are continually recognized and rewarded. He wants people to notice his good work. The education system is not oriented around recognizing educators. [39:18] Marc says that for people who have a high need to feel valued, there are six motivators for them, the mission (non-profits or military), public recognition, the bonus check, and the pat on the back from your boss, your team, or your client. [39:57] Marc gives Juan an assignment to get clear about what he wants. He needs to reflect back on when he has been the happiest, when he has felt the most valued, and what they did to make him feel that way. People want to be rewarded in their own way. The only way to communicate that to your boss is to go ask for it. [40:54] Marc shares when he received no client feedback, vs. ‘Wow!’ client feedback. [42:02] Juan’s causes of stress: his basic attitudes cause him to put his own interests above the interests of others, without being fully aware of it. People who are too trusting and idealistic annoy Juan. He sees them as phony. Juan’s stress reactions are to act self-protectively, become materialistic, and be self-promoting. [43:59] Non-profits and schools, which tend to be very idealistic, are not great long-term environments for Juan. Juan has just realized they are not a good match for his personality. [43:25] Marc’s last thoughts: Juan, as a multipotentialite, bounced around in his career, doing something different, every few years. Now in his mid-fifties, with no obvious direction, Marc will attempt to steer Juan to the path to success. [45:06] Check back next week, when Marc will finish the first feedback session with Juan. Mentioned in This Episode: Careerpivot.com Careerpivot.com/Juan CareerPivot.com/Episode-83 “Can Juan Repurpose His Career? Part 1” Birkman Assessment CareerPivot.com/Episode-48 “Can Tim Repurpose His Career? Part 1” Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available now. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is available on the iTunes app, Audible, and Amazon. Marc has the paid membership community running on the CareerPivot.com website. The website is in production. Marc is contacting people on the waitlist. Get more information and sign up for the waitlist at CareerPivot.com/Community. Marc has four initial cohorts of 10 members in the second half of life. They are guiding him on what to build. He is looking for individuals for the fifth cohort who are motivated to take action and give Marc input on what he should produce next. He’s currently working on LinkedIn, blogging, and book publishing training. Marc is bringing someone in to guide members on how to write a book. The next topic will be business formation and there will be lots of other things. Ask to be put on the waiting list to join a cohort. This is a unique paid membership community where Marc will offer group coaching, special content, mastermind groups, and a community where you can seek help. CareerPivot.com/Episode-83 Show Notes for this episode. Please subscribe at CareerPivot.com to get updates on all the other happenings at Career Pivot. Marc publishes a blog with Show Notes every Tuesday morning. If you subscribe to the Career Pivots blog, every Sunday you will receive the Career Pivot Insights email, which includes a link to this podcast. Please take a moment â€" go to iTunes, Stitcher, Google Play, or Spotify through the Spotify app. Give this podcast an honest 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. Email Marc at Podcast@CareerPivot.com. Contact Marc, and ask questions at Careerpivot.com/contact-me You can find Show Notes at Careerpivot.com/repurpose-career-podcast. To subscribe from an iPhone: CareerPivot.com/iTunes To subscribe from an Android: CareerPivot.com/Android Careerpivot.com 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 ...

What to expect from your first year of nursery teaching - Margaret Buj - Interview Coach

What to expect from your first year of nursery teaching As you take up a position as a nursery teacher, you can expect your job to prove rich in both variety and rewards. Still, we wouldn’t pretend that the job also won’t bring more than its fair share of challenges. Preparing for those challenges can be key to handling your teaching work. However, you can’t expect to prepare if you don’t have a good idea of what to expect. Here are just five things that you should especially strongly anticipate during your first year in the job. Lots of questions swirling around your mind Yes, teaching at any level can be confusing for anyone new to this kind of work. Perhaps other teachers will speak to you like you know more than you really do, The Guardian cautions. However, in this situation, you should resist the temptation to pretend that, yes, all of those bewildering acronyms and pieces of jargon come easily to you. Instead, be honest about when you are confused; other teachers will recall feeling the same when they were new. Some rough experiences… but also rewarding ones Teaching can prove far from a walk in the park. If you don’t have children of your own, little ones misbehaving and testing your patience could somewhat banish lingering broodiness on your part. Parents, too, could prove trying to deal with â€" and even make you tearful. However, you can more easily persist through the bad times if you remind yourself of the good ones â€" like parents or workmates giving compliments and children reacting positively to your teaching. Workdays that include crucial time away from the kids Naturally, a lot of your time will be spent working with children â€" aged, to be precise, from birth to five years old. However, your job will be more varied than even this… As the UK Government’s National Careers Service website explains, you will also do preparatory work before class â€" for example, by preparing materials, planning and setting out activities, attending training courses, and discussing children’s development with parents and carers. Daily work hours typically numbering up to eight What will your working hours really be like? This will be influenced by where you work. While state-funded maintained settings will typically be limited to school hours and close for school holidays, private nurseries tend to offer extended hours. As a general rule, you can expect to work for up to eight hours daily within the hours of roughly 7am to 6pm. Depending on the nursery, it might be open on Saturdays, too. Misconceptions that your job is “just play” In chatting to non-teaching friends about your new job, you could become frustrated at their tendency to express misguided beliefs that your nursery work is “just play”. What do they mean by “just play”? That might be a question that buzzes around your own head, as Tes implies. Friends may not be wholly receptive to your arguments that children can build independence through nursery play, but simply shrug off this possibility if you are still perusing vacancies for nursery teaching jobs.

Avoid Using Words That Draw Attention When Writing Payroll in Resume

Avoid Using Words That Draw Attention When Writing Payroll in ResumeWhen writing payroll in resume, avoid phrases like 'maintained accounts'manage finances.' These phrases could be interpreted as a reference to the job of the employee.There are many advantages of writing a resume. It helps you get an application for employment through the hiring process. In addition, it helps you get noticed by prospective employers. The key to getting noticed is to present yourself well on your resume.However, to get noticed as an employer in resume, you need to put your best foot forward. Therefore, it is better that you do not use phrases like 'managed accounts,' 'managed finances,' or 'managed accounts.' Instead, you should use phrases like 'managed the financial statement'managed the bank statement.' This not only draws attention, but it also draws interest. You should not be afraid to spell out the word 'management' on your resume.There is a common misconception that the word 'management' means management. It does not mean, however, managerial skills. It actually means the skills required to handle finances and the day-to-day responsibilities that would entail. Most employers, when viewing resumes, want to see how one handles money and how well one can manage day-to-day tasks. This is also true for resumes.A good example of avoiding the word 'management' on your resume is 'Payroll and Wage Accounts,' which avoid any mention of finances or managing funds. Even though this resume is clearly written, it also evokes the idea of managing money. It shows that you know how to handle the task, but it also comes across as being subtle, thus causing the prospective employer to wonder more about your skills.Using terms that draw attention is important when writing a resume. Employers prefer them because they do not come across as being too obvious. When an employer sees an applicant having some knowledge in management, the employer has no trouble thinking that the applicant could be successful.While avoiding the word 'management,' you can still use the term. You can use it in the heading of the first page of your resume, as an entry on the second page, or even in the job description of the applicant. But, you need to use the phrase accurately, to ensure that you are giving the right impression.Avoid using terms like 'sales'marketing' when writing the resume. These terms come across as industry-specific and often confuse applicants. Employers do not really need to know what these terms are, so it is a wise move to keep them out of the resume. Also, avoid using the words 'management'management experts' unless you are talking about your expertise in the field.