6 Unknown Rules to Choosing the Best Resume Writing Service

I’ve seen too many times where individuals hired a resume writer, only to be left that has a Word document with a bunch of cool sounding words and even sexy adjectives, but no interviews and offers.

Finding the perfect resume writing service that will actually get you your money’s worth is not as easy as most people think it is.

There are tons of agencies and individuals out there that are constantly saying that they are “experts” at writing resumes.

So the question is:

How do you select the service?

Below are the 6 rules to ensuring the person and also company you hire writes you the best resume possible.

Leadership #1: They Should Still be Experts Running the Entire Job Hunt Process (Interview, Networking, Negotiation, Etc . )

Even though you would like to have your resume written, it is critically important you find someone who is really an expert and has a track record not just in writing resumes.

Preferably, they should be an expert and have a track record in landing FEATURES.

Why does this matter?

The resume is only one minor part and ingredient of what it takes to land fantastic offers.

Most companies like to “productize” their services.

For example , they must offer a resume writing package, an interview prep package, or perhaps networking essential package, etc .

So what ends up happening is actually companies and clients start thinking about each part of the position search process as separate components, instead of an entire practice. But that is very incorrect.

The truth is you CANNOT view the approach as separate components because of the fact that each component of the job hunt process (networking, resume, interview, negotiation, etc . ) virtually all interact and depend on each other.

So it’s fine if you want to pay for just for the resume, but if the company or person you end up working with does not have the understanding, expertise, or track record of performing the ENTIRE job search process, then you might have paid a bunch of money each morning sexy words in a Word document, rather than interviews and offer emails.

Rule #2: They Focus on Interview Conversion Rates as Their Prime Goal

Anyone can write something that “sounds good”, as well as a bunch of intelligent sounding words that can only be found in the very thesaurus – however very few people can write resumes that actually convert into interviews.

At the end of the day, when you put aside most of the fluff and feel-good aspects of the process, you can’t land a suggestion from just having a resume that sounds good.

All that matters with a resume is if it’s helping you land interviews, terminate of story.

So you need to make sure the person or company everyone work with is hyper-focused on the same goals you have. If you want to contain a resume that gets you interviews, make sure the goal of the patient or company you’re working with is to write a resume designed to get the highest number of interviews.

If you find someone focusing profoundly how amazing they are going to make you sound, or how they are inclined to highlight your best attributes, then your goals aren’t properly aligned corectly.

However , if you have someone who is focused on reverse engineering easy methods to increase your application-to-interview conversion rate, then that is someone you’d probably want to work with.

Rule #3: They Should Have a Data-Oriented and Metric-Driven Approach to Writing Resumes

As the Harvard Online business School 101 lesson goes, “You can’t manage what you may can’t measure”.

If the company you are working with does not list the data or metrics of their resumes, then how will some people be able to know what controls application-to-interview conversion rates, let alone improve the ones rates so you can land the most interviews possible?

This leadership relates to rule #2: If they aren’t even tracking the actual and do not have a strong understanding of their analytics and metrics, then there is no way they can focus on increasing their conversion rates.

This rule also relates to #1 as well: This is why using the services of someone who has full service knowledge and expertise is important.

Using full service clients, since we are engaged from very beginning to end (target role/industry selection, resume, networking, interview, negotiation), we have the ability to see how our resumes ultimately convert.

At the same time, given the full service nature of the program where people walk step-by-step with our clients, we are able to ensure all the details collected is correct and complete. (There’s nothing worse than implementing incorrectly gathered metrics and making decisions based on mistaken data).

In our experiences, we honestly would not have access to the fact that data if we did not offer the full job search company. If we only wrote resumes, then all we would conduct is write a resume, send our client on their merry way, and hope the data and metrics they report to us is correct – which it probably wouldn’t get.

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