CV Saviour: Resumes That Rise Above The Rest – Professional Resume Writers

Workers in IT, System Engineers, Infrastructure Projects, Corporate Governance All Set For Higher Salaries in 2017 …

In an article in news.com.au, it seems that much needed and long awaited salary increases are to be expected in 2017 for those in certain sectors of the job market. 

It’s no secret now that businesses know that to remain competitive, they need to invest in building strong tech teams to find newer and better ways of solving problems, reducing costs, improving efficiency and delivering better products. And in order tot do that, it seems that they’re prepared to invest in getting the right talent into those jobs, according to a recent study. Read on for more …

DON’T dis the IT guru: he or she could be eyeing off a $50,000 pay rise this year.

That’s the forecast from the latest annual salary survey from recruitment consultancy Robert Walters, which predicts Australians working in technology, infrastructure and corporate governance are most likely to be on the receiving end of double-digit wage growth on 2017.

IT workers or system engineers in Sydney salaries are forecast to increase 45%: they’ll be able to command $160,000, up from $110,000.

The Robert Walters survey of about 950 hiring managers and 1800 professionals also found NSW is where it’s at to nab the second-biggest percentage pay rise: funds and operational analysis workers can expect a 33% jump from $60,000 to $80,000

The study found the Australian economy is adjusting to a “new normal, without the previous powerhouses of resources and construction propelling it forward” to reveal a buoyant recruitment market with specific areas of high demand.

And high-demand workers don’t just want cash. They are demanding more flexible working conditions as well.

So who is hiring in 2017?

“We expect increased hiring across IT, corporate governance, and state government infrastructure projects,” the report says.

“Within the technology sector, we anticipate intensified competition for big data, data security, DevOps and data analytics skillets.
“Across all major corporates, further regulation and focus on risk management and compliance will drive further growth. Close cost management and a requirement to extract maximum value from major long-term contracts will ensure demand for skilled procurement professionals.”

Australia wide, federal and state government investment in massive infrastructure projects will see construction and engineering professionals also able to command bigger wages.

And for those doing the hiring, the report advises the lure of dollars alone may not be enough to retain, or attract the best staff.
There are three key Australian industries that are handing out five-figure pay rises to employees this year.

“While financial reward remains a key incentive for job seekers it is not the only major driver,” the report says.
“Both generational change and technological advancements have influenced job seekers to place higher value on flexibility as well as reward, culture and long-term career development.

“We strongly advise hiring managers … to become competitive in these areas, not just focusing on salary and financial incentives.”

Strong IT, finance and business sectors mean NSW is expected to be the home of the majority of big wage winners in Australia.
The survey points more than ever to a need for specialist skills: with the banking sector being a case in point.

While the big banks may be keeping a careful eye on costs, “those working in banking and financial services can generally expect a moderate increase in salary in 2017, unless they can offer specialist skills and performance delivery above the norm”.

“Economic conditions have led hiring managers to demonstrate moderation when offering remuneration packages,” the report says.

But new legislation, and increased scrutiny, mean individuals working in areas such as compliance, assurance or operational risk with experience in change delivery will be highly sought after.

“The superannuation industry will be more competitive and there will be demand for more commercially minded candidates due to changes around default funds,” the survey found.

But IT remains where it’s at.

“IT professionals with niche and emerging skill sets such as Big Data, DevOps, cyber security and Cloud collaboration were in high demand and could command higher rates of pay in 2016,” the survey found.

“In 2017 we expect to see similar trends continue Australia-wide, and as demand for emerging skill sets increases and the skill gap widens, this will create a scarcity in the market and companies will need to be prepared to pay higher salaries, focus on flexible work arrangements and have defined career pathways to win over professionals with these specialist skill sets.”

With thanks to news.com.au.

And Our View on Skills and Experience Recruiters will be Looking for on Job Seeker Resumes to get these jobs?

In contrast, for recent graduates, the early indicators are that it’s going to be tougher to crack the market than ever before. With so much talent to choose from, and very little to distinguish between candidates, recruiters can afford to be choosy. Mass hiring and big packages are likely to decline.

Employers have now learnt that that they can easily outsource task-based jobs, and will continue to do so, so skills such as creativity and analysis (and providing evidence in your resume that you have these skills) will certainly help job applicants at every career stage.

Soft skills, written and verbal communication, and being able to work in complex team environments continue to be important, as organisations know that high-performance teams are built with the strong skills sets of many individuals.

Organisational fit (or culture fit) is even more important as employers seek to recruit talent that suits their working style and environment, and for progressive organisations, they will be doing everything they can to ensure diversity in the workplace so that they can get the best fit and talent from the individuals they hire, irrespective of what University job seekers went to, or what their previous employers names are. If that means introducing ‘name blind’ resumes or other tactics to remove unconscious bias, that’s what they’ll do.

We’re often asked by job seekers who have ‘non-Western’ names if they might be being discriminated against in the job market because of their name …

We work with many overseas-born and international job seekers and over the years have gained a full appreciation of the many naming conventions that people may use and sensitivities around the issue of names used on resumes. While discrimination is illegal in Australia (see details of the relevant Act by clicking here), it is clear that name bias does occur.

We see it as our job as resume writers to remove as many barriers as possible to our clients being shortlisted for jobs and being contacted by recruiters.

This issue is considered so serious by the Victorian Government, that is has instituted a trial into ‘Name Blind’ resumes. In the trial, specifics such as names, ages, location and gender are to be removed from job applications. (As an aside, Age, Full Address and Gender should never be included in a resume anyway).

Sadly, we are very aware that names can sometimes give rise to conscious or unconscious bias, and the research now proves it, so the following may be helpful.

There are many points to consider here …

Firstly, and most importantly, it is critical that the job seeker is presented exactly as they are and that the job seekers is 100% comfortable with what they are referred to by name.

Personally, we don’t think anyone should have to alter their name for the sake of a job search, but we are very aware that sometimes names can be difficult to pronounce which may be an issue for less confident recruiters, or if it is not clear on your resume what they should call you when they make contact, or that names may cause unconscious bias or even discrimination, and there is now research to confirm the fact.

Research Into Name Discrimination On Employment Applications

Sadly, the facts speak for themselves. Research conducted by the Australian National University (ANU) showed that people from culturally diverse backgrounds need to submit more applications to receive job interviews compared with their Anglo-Saxon counterparts, even if they have the same qualifications.

A) Indigenous people needed to submit 35% more job applications for each job interview compared to Anglo-Saxon applicants.

B) Middle Eastern applicants needed to submit 64% more job applications for each job interview compared to Anglo-Saxon applicants.

C) Chinese applicants needed to submit 68%more job applications for each job interview compared to Anglo-Saxon applicants.

D) Italian applicants needed to submit 12% more job applications for each job interview compared to Anglo-Saxon applicants.

You can read more about the study by clicking here.

Considerations for Names on Resumes

1) You have a lengthy name, or are known by one of your ‘middle’ names.

It’s not unusual for some of our clients to ask that their full legal entity name is included on their documents,  even when they are known simply by a diminutive of one of their names. 

In our experience, it is perfectly acceptable to use the name on your resume that you wish to be known by. For example,  a client has a legal name of ‘James Nicholas Thomas Watson-Crowther-Brown’, but he has been called ‘Jim Brown’ all his life, so we create his documents as ‘Jim Brown’.

Given that a resume is not a legal document or contract, when Jim gets an offer of employment and has to sign a contract, he will need to include his full legal name on that document, and employment documents will usually include a space for ‘Known As’ or ‘Preferred Name’, in which case he will use the name James in that document, with his preferred name as Jim Brown.

In the typical Australian resume, just the first name that the job seekers is known by and called, is listed on the resume, and the last name (without including any middle names).

2) Your name is difficult to pronounce / might be difficult for someone else to pronounce

I  have a Gaelic first name (Catriona), but when giving my name to someone on the phone so I can be called back,  if I am asked to spell my name, I will often spell it out to people without the ‘o’ in it because so many don’t know the ‘o’ is actually silent in my name and in Gaelic, is pronounced differently to the way Australians think it is. My name also starts with a ‘C’ but most people recognise my name when spelled with a ‘K’ and when I say my name, their first instinct is to write it with a ‘K’ (Katrina). This is fine for me in most general circumstances because people can feel awkward when I correct them on the pronunciation when I have given them my full name spelled correctly, if they have then pronounced it incorrectly! 

As another example, many school-age children in Taiwan (who also learn English at school from an early age) choose a western name once they start school, and while it is not a legal name, they use it throughout their working careers when working in western environments to remove any issues with pronunciation and to help with ease of integration into western work environments. 

For clients whose name are difficult to pronounce, we may sometimes suggest spelling it phonetically next to their name, eg: Xanthe (pronounced Zan – thee) or to use another Gaelic name as an example, Caoimhe (pronounced Kweeva).

How to List Your Name on Your Resume

The bottom line here is that your resume is your document and a representation of you, and you need to be fully comfortable with it.

Options to consider for your resume: