Hiring in the Digital Age 3 Things to Focus on in 2018 and Beyond

Hiring in the Digital Age 3 Things to Focus on in 2018 and Beyond Over the past decade there has been a rapid, drastic shift in the way people in American society view work. Many of these changes can be attributed to the late millennial generation entering the workforce. Employers are quickly realizing that working with the late millennial generation poses unique challenges. Late millennials are demanding very different treatment than their parents and as a result, the culture of work in the United States will never be the same. Although it can be challenging to adapt to the needs of the late millennial generation, these tips for employers should make the process easier. 1. Ensure your company stands out in a sea of technology-driven employers The days of driving around town and searching for “help wanted” signs in the windows of businesses are long gone. Newspaper job ads are on their way out as well. Recruitment and hiring strategies have shifted drastically with late millennials in mind. The late millennial generation prefers a technology-driven approach to job searching, and as a result of this, companies that don’t keep up with modern techniques may be overlooked. Many late millennials are conducting their job searches entirely online. In recent years, job board sites have exploded in popularity and have become the preferred method for job seeking with younger generations. As a result of this shift in hiring preferences, it’s important for companies to keep up with what job seekers are looking for. Many successful companies are choosing to ditch older methods of hiring such as putting ads in the newspaper entirely out of fear of looking old-fashioned. This shows how the company’s image has become more important than ever. Employer branding has to be the core of this digital age recruitment. Job boards and job search apps are proving to still be the perfect ways to find candidates who are knowledgeable about current technology and trends. Therefore it’s important for businesses to appeal to this new generation of job seekers. As modern companies, one of the most important part of employer branding includes having a website with frequent updates. Social media is a useful tool for appealing to late millennials as well. 2. Aim to recruit passive but strong candidates In recent years, many recruiters have aimed to hire passive candidates. Passive candidates are people who are currently working and not actively seeking a new job. These people have not shown any particular interest in a new company and have not reached out for a job opportunity. However they may be swayed by an enticing offer from a new company if the new job is appealing enough. From a recruiting perspective, the appeal of passive candidates is that they won’t receive other offers from competitors during the interview process since they aren’t actively seeking a new job. Therefore companies can take their time with the hiring process and make careful, calculated decisions. Recruiting passive candidates allows companies to carefully “comb through” prospective employees and pick out the best fits for their workplace. Instead of relying on the traditional method of allowing employees to send in a resume and cover letter, companies can take a more proactive approach and choose the candidates themselves. This allows employers to make careful, well-informed choices about exactly what type of candidate they want for their business. By relying on the traditional method of recruiting, many employers are essentially expecting strong candidates to walk into their hands. Sometimes it’s easier for companies to take matters into their own hands and seek out strong candidates themselves. If employers have a particular set of traits in mind it can be much more sensible to seek them out proactively. The downside to seeking out passive candidates is that they may truly be happy at their current job and have no interest in leaving. This means that time may potentially be wasted by contacting people who have no intention of switching companies. However if you find the perfect candidate through this recruiting technique, it will be worth the extra effort. 3. Re-analyze your approach to candidate care The widespread use of the internet as a job searching tool has completely changed the way companies are handling candidate care. In the past it was easier to take a lighter approach to candidate care and focus on other parts of the hiring process. Many companies focused on whether or not the candidate fit their own specific needs and never wondered how they looked in the eyes of the candidate. It’s important for human resources teams to be completely willing to answer questions. Because of the internet, the late millennial generation has a lot more options for work than past generations. Many millennials are perfectly willing to relocate across the country for the right job, so if a company doesn’t appeal to them, it’s no loss on their part. They’ll simply seek a different company that seems to be more accommodating and has a lot more communication going on. Now more than ever, companies are focusing on candidate care in recruitment and making the hiring process easier for candidates. There are many steps companies can take to make the process easier for potential new hires. Sometimes, a simple gesture like inserting an “Applicant FAQ” on the company website can be very helpful and appealing. Let’s take the Emirates Group’s Careers page as an example of a good info FAQ section. However, many companies are choosing to take it a step further than just FAQ page and are putting a lot of effort into caring for job candidates. There are many fundamentals of the candidate care which cannot be ignored. But the golden rule to good candidate care is to treat people how you would like to be treated. As quoted by Sir Richard Branson, “respect is how you treat everyone, not just those you want to impress.” Therefore, a simple “we will (only) get back to successful candidates” is not good practice. It is not wise to leave your candidates waiting. Make sure they know you’re perfectly happy to let them know the interview results within the given time frame can make a big difference to your corporate image. It’s important to come across as approachable and caring when hiring late millennials, or they may turn their back on your company and seek a more comfortable atmosphere. Final words By taking a modern look at employee recruitment strategies and abandoning some of the older, less effective methods, employers can find successful candidates. With proper research and consideration for the late millennial generation, employers are successfully adapting to the changing job market. Hiring processes are evolving all the time and successful employers are taking on the challenge and shaping the future of recruitment. About the author: Alicia Hill is a creative content writer with her background in business management. She enjoys writing in the area of business growth and management.

The real deal about Gen Y theyre inherently conservative

The real deal about Gen Y theyre inherently conservative The most prestigious place for college grads to get a job today is Deloitte, according to a Business Week story titled, The Best Places to Launch a Career, by Lindsey Gerdes. In fact, the top three choices for Generation Y are all Big 4 accounting firms. My first thought was, are you kidding me?!?!?! Because if you ask Gen Y what is most important about work, this is what theyll say: Flexibility, personal growth, liking the people they work with, and money. But heres what a consulting job offers: Long hours in cities where you dont live. On-demand work for demanding clients. Days and days of working on a client site where you do not even benefit from the supposedly forward-thinking corporate culture that a company like Deloitte has created. And, finally, isolation from all but a few co-workers who are at the same client as you. So whats going on here? Why is generation Y going to these firms when the firms clearly do not meet Gen Y?s top three goals as well as, say, a smaller company would? Well, for one thing, the Big 4 are acutely aware of what young people want. Deloitte has been studying generational issues for years and Cathy Benko, vice chairman of Deloitte, just published a great book, Mass Career Customization, that replaces the corporate ladder motif with a lattice; and workers can move laterally or up or down on the lattice depending on their personal goals and career aspirations. The Big 4 get the best candidates because these companies have been the fastest to react to the new workforce conditions that place young people in the drivers seat . But heres what else is going on: Gen Y does not admit it, but their top priority is stability. This is a fundamentally conservative generation. And in the middle of this very long article in Business Week is an important quote from Andrea Hershatter, director of the undergraduate business program at Emory University and veteran of college recruiting: There is a strong, strong millennial dislike of ambiguity and risk, leading them to seek a lot more direction and clarity from their employers, in terms of what the task is, what the expectations are, and job progression. Hershatter gives a great interview because she explains in detail why young people today are fundamentally conservative in their goals and decision making. Not conservative politically. (In fact, we know they are not conservative politically.) But conservative in their lifestyle. They are not risk takers, not boat rockers, not revolutionaries. Young people today want a safe, nice life, and clear path to that goal. Things start to look murky because young people are so difficult for older people to deal with at work. Young people seem to be demanding that everyone change to accommodate them. In fact though, young people are merely demanding that the workplace live out the values that the people who run the work place parents of Gen Y taught at home: Personal growth (turn that TV off!), good time management (ballet Monday, soccer Tuesday, swimming Wednesday), and family first. Here are four reasons why members of Generation Y are fundamentally conservative in what they envision for their lives: 1. They love their parents. Not only do they love their parents, but they want their parents to help them figure out adult life. There is no rebellion. Instead there is helicopter parenting. And there is a near-perfect implementation by Gen Y of the values their parents told them were important. Gen Y are hard workers, achievers, and rule followers. According to Rebecca Ryan, author of the new book Live First, Work Second, violence, abortion and drug use are down; education, global vision, and career focus are up. A parents dream, right? This is not the generation that whose icon will be a guy who protested government policy or who shot himself. 2. They operate in teams. This is not a generation of mavericks. This is not about self-reliance, its about teamwork. But teamwork is inherently conservative because theres consensus. For example, prom is a group event. And there is not infighting gen Y hates conflict- which is no surprise because, as Rebecca Ryan points out, that theyve been learning negotiation skills since they were kids. 3. They are not complainers. Baby boomers got their start as people who bucked the system to protect their own interests by protesting Vietnam. Who was fighting the war? Baby boomers. But they hated the war. So they argued against it. Who is fighting todays war? Gen Y. And they hate it. But they almost never complain in a large, public way. Similarly, young people hold all the power in the workplace today but they choose to be consensus builders. They say, Talk with us, work with us, lets understand each other. Or, as Gen Y blogger Rebecca Thorman, wrote to older people, How can we work together to fulfill our dreams? This is a far cry from the dont trust anyone over thirty slogans of the baby boomers. 4. They are not asking for anything crazy. Gen Y are really hard workers. They have been working harder in school than any preceding generation. And the pace that they sift and synthesize information puts the skills of their elders to shame. So why complain about the demands of this generation? They are great at work and they want to have work that is meaningful and challenging. And this is exactly what everyone else wants from their work as well. These demands are not new. Its just new to hear them from an entry-level worker. But in fact, its reasonable and fundamentally conservative since these are the values this generation has been taught to live by. Certainly we cant fault gen Y for wanting stability. Who doesnt want stability? Baby boomers wanted it, which is why they worked insanely long hours and surrounded themselves with tons of possessions. Gen X wanted stability, too. We just never got it because we graduated into the worst job market since the Great Depression. So we worked hard to create it for our kids, instead. Generation Y is the most conservative generation since the Great Generation that fought World War II. Thomas Friedman just wrote an op-ed for the New York Times in which, predictably, he used his Baby Boomer platform to complain that Gen Y is not more like the baby boomers. Friedman wants hands-on activism. Obviously, that is not the be-all and end-all for making the world a better place, because the baby boomers are leaving us with global warming, social security, and an image crisis abroad that the US hasnt seen since the Boston Tea Party. So how about reframing things a bit? Lets take another look at Generation Y as the kids who are going to ensure that the values they were raised by will extend to the workplace. Finally.

5+ Best Hostess Interview Questions Answers - Algrim.co

5+ Best Hostess Interview Questions Answers - Algrim.co We’ve compiled the absolute best hostess interview questions and answers to help you with your upcoming interview of being a hostess. The hostess is an important job, contrary to how our society may perceive the position. It is the first point of contact as it relates to the customer experience and the brand of the restaurant, hotel or bar. More often than not, in today's atmosphere, the presentation and friendliness of the staff is the thing that keeps customers coming back. Restauranteurs often place a lot of emphasis on how well a hostess can represent the company from this initial stage. A hostess has a large amount of pressure upon them during busy times. From answering phones to communicating with waiting for customers to greeting customers that may be entering the establishment. Multi-tasking in this environment and doing it with little to no stress is incredibly challenging. Hostess Interview Questions & Answers 1. Why is a hostess important to have? A hostess is really important because its the first interaction a customer has with the business. Before they get seated and potentially speak with a waitress or bartender, they are speaking with me. If they are unhappy at the point of entry here, they will most likely be unhappy with their experience at their table. We want to ensure this is unified customer experience. 2. What are some ways you can improve our customer experience? A heavy, happy greeting and frequent communication to customers who are waiting or customers who are on the phone. Being a resource is the best possible way to interact with customers. Not being brief is a core part of this communication. We want to be friendly and go above and beyond what someone might expect happens while they are being seated or waiting to be seated. 3. How do you handle an unhappy customer? There are a few ways we can handle an unhappy customer. In instances where there is a long wait and they maybe have had to wait longer than they anticipated we can offer them something for free, like potentially a cocktail on us. This, of course, needs to be checked by the owner and ensure there are a few things we can give out for free for customer experience. Sometimes this is a free appetizer as well. 4. How would you help customers understand long wait times? Its important that they understand we have long wait times due to the quality that we have with our service. And oftentimes that can mean customers stay longer than we anticipated. We can sincerely apologize for the wait and provide them with as much communication as possible to hold them over. 5. What are some ways you can make customers happy while they wait? If there’s a bar area we can direct them there to wait for their table. At the bar area, we can indicate to the bartender that they’ve had long wait times and that they should receive the priority service in the bar area. This communication needs to be made by myself to the lead bartender so that we can work together to provide an amazing experience for customers who are having long wait times. Hostess Resources Hostess Job Description Hostess Cover Letter Related Hiring Resources Hostess Job Description Sample Hostess Cover Letter Sample

Set your counter-productive strategies out to sea with story Marla Gottschalk

Set your counter-productive strategies out to sea with story Marla Gottschalk My husband recently recounted an organizational change process that he had observed at a European client. Interestingly, it was based upon the story of the ancient ritual of a Viking funeral. In the process, the group symbolically sent their old strategies (hopefully along with the accompanying mindset) out to sea. They marked the occasion of this change with a considerable amount of respect reflecting on what had passed and anticipating what lay ahead.   An honorable end so to speak, of the outdated but once useful philosophy, that would help usher in a whole new way of doing business. In fact, they were utilizing storytelling to spark a change. As we all have experienced, change within an organization can be a difficult process   it is often wrought with fear and uncertainty. Weaving stories about the future during a change effort can create a mental path for your employees to tread on that journey. In most cases, organizations   do not have the luxury of waiting for a change to ignite on its own. Storytelling can help start the process. In many cases we acknowledge that things need to improve and processes need to flex but its often difficult to rally around that cause. Something is needed to get the process going.   Something simple yet symbolic that signifies the end of the old and the start of something new. Some ideas to incorporate storytelling into your change effort: Tell the story of why. Gather your team and discuss why you have reached the impasse. Have team members tell of of their experiences and offer everyone an opportunity to voice their feelings about why the change needs to occur. Talk of the future. Look forward and tell the story of how actions can translate into success. Utilize a Springboard Story which describes how your organization will function more effectively because of the change. Give change the deference it deserves. Acknowledge that change is difficult. Be clear that the effort to come, deserves respect. Add pomp.  Just as a product launch can motivate a   group a little ceremony can give a change effort momentum. Be sure to mark the beginning of the journey somehow. Recognize behavioral change. As time goes on, be sure to offer encouragement and reward positive change. Always remember unlearning old ways can be an arduous task. How do you embark on the journey of change within your organization? Tell us your story. Read more about this topic here: The Four Stories You Need to Lead Deep Organizational Change,   Steve Denning, Forbes. Dr. Marla Gottschalk is a Workplace Psychologist. You can also find her on Twitter and Linkedin.

Recruitment Agencies Are Your Recruitment Strategies Outdated

Recruitment Agencies Are Your Recruitment Strategies Outdated The employment landscape is changing rapidly. Gone is the era of a single job for life. In this age of digital and social empowerment, and the rethinking of old ways of doing business, employees are becoming more and more vocal about what they want from their work. They are prepared to try out various jobs, or even careers, until they find one that checks all the boxes.The modern workforce is shaking up the world of work as we know it and the application process along with it. As a result, recruitment agencies need to shift their approach to finding suitable candidates for their clients.evalSecuring the right candidates isn’t as easy as posting a job advert on a website or in a newspaper anymore; recruiters have to proactively engage them and find them where they focus most of their attention.In short, to stay effective and competitive in today’s markets, recruitment agencies need to revise their recruitment strategies and ensure they attract top talent.1. Keeping up with modern trends and shiftsThere is no time for inefficient recruitment processes today. Employers and employees alike have needs that must be met â€" and as quickly and easily as possible. This applies regardless of whether the positions on offer are part time, full time or temporary employment.Moreover, failure to match jobseekers with the right opportunities results in loss of time and money on both sides.The old system of bulky, bland CV-sending is no longer enough. Recruitment needs to be simplified and streamlined to keep up with modern times.Statistics indicate that two thirds of employees will explore a new career opportunity, with 41% browsing job vacancies daily and 70% of that pool applying for up to five new jobs every week. These job seekers are not just looking for better salaries than their current positions provide, though.They are drawn to jobs that offer flexible working conditions, benefits, training and development and opportunities for career advancement.2. Leveraging rec ruitment technologyevalAs candidates become increasingly active and selective in their search for new employment, recruitment strategies need to be innovative and engaging to meet changing trends. Technology can be used to this end; leveraging recruitment programs can help you to meet the needs of both the modern workforce and hiring organizations.Research shows that 85% of job seekers today use digital platforms to search for jobs. Candidates browse online job boards, recruitment sites and company web pages to see what is on offer â€" newspapers no longer have as large a reach or much ease of use. Unlike online postings, print job adverts cannot be updated easily or described in much detail.Recruitment technology greatly simplifies job application processes, ensuring that job adverts are picked up by search engines and applicants have a more enjoyable and rewarding experience. Just40% of job seekers enjoy current recruitment processes â€" negatively impacting their motivation to co mplete job applications.Platforms like InteriMarket cut out the need for tedious, time-consuming filling out of forms, allowing candidates to build a comprehensive, accurate, multi-dimensional profile that showcases their skills using audio, video and concise content. This helps recruiters gain a better understanding of who they are and how they might fit in.

How a Mastermind Can Boost Your Career

How a Mastermind Can Boost Your Career I recently came across a concept that would have helped me get ahead in my career faster â€" to weather the bumps and rocky moments, and to learn to avoid some of them altogether. It’s called a mastermind. If only I had known about it back in the day! What is a mastermind? A Mastermind is a group of people who have chosen to meet regularly to share their knowledge in a confidential setting so that each member can progress faster and more easily, and navigate challenges more successfully by using the collective wisdom of the group. The concept was pioneered in 1927 by Napoleon Hill, who defined masterminds as “The coordination of knowledge and effort of two or more people, who work toward a definite purpose, in the spirit of harmony. I hadn't heard of masterminds until I became an entrepreneur, and my most recent experience of it was last weekend. It was great, and I’ll tell you about it in a moment. But during my career, I tended to deal with challenges on my own. In fact, I thought it was a badge of honor to crack the code by myself without needing other people's help.  And when I did seek help, it was usually in bilateral conversations with one mentor, friend or family member at a time. And I did it in an ad hoc, just in time way. Not only was  this  inefficient, it also kept me from getting fresh perspectives and encouragement. The kind that would have helped me improve my thinking, action-taking and mood.  Is that what you do too? My most recent mastermind experience The mastermind session I attended last week was a special prize for having been one of 10 finalists in a competition run by New York Times bestseller and $500M Dollar Man, Jeff Walker, who has helped thousands of entrepreneurs get their messages out into the world in a bigger, faster way. Beforehand, we were asked to identify a challenge we were facing and wanted feedback on, as well as the strengths and opportunities in our business. And once we arrived at Jeff's secret headquarters in Durango, Colorado, it was all about learning from Jeff and each other, and helping each member grow their business. We started with introductions and sharing something positive from each person’s life. Then the rest of the session was a mix of “hot seats”, where we focused in on one person’s challenge and brainstormed ways to help address it, and sharing lessons on the topics we had identified before arriving. These topics focused on challenges we had in common, ranging from being a better team leader to sharing the latest in productivity tools. But it wasn’t all work. We also had plenty of bonding time over meals and around the fire pit in the evening. Mastermind groups can have a lot of fun, as you’ll see from these photos. We came from as far away as Mexico, Australia, England and Italy. We have business as diverse as teaching people to create fine art, to become better accountants and to ride horses. Our ages ranged from 20-somethings to 50-somethings. But while our backgrounds are diverse, we have a common set of goals: to grow our businesses, scale by being online, and make a difference in the world. And most importantly, each of us walked away with some valuable insights, action steps, and trusted friendships. We can’t wait to meet again! How a mastermind can help you Belonging to a mastermind group is certainly helpful to me as an entrepreneur. And thinking back to my own corporate days, it would have applied equally to my professional career. Frankly, it can feel lonely when you’re facing challenges, and no one has all the answers on their own. So, how could a mastermind help you in your career too? Here are some of the benefits I see from being in a mastermind. New ideas No one has all the answers, and not even all the questions! If you’re in the right mastermind group, there will be a diversity of backgrounds and ways of looking at situations. This means you’ll get new ways to address the issues you’re worried about and new ways to be better at what you do. Sometimes that comes from people asking you questions that uncover ideas you didn’t realize you had. Other times it comes from hearing someone talk about their situation and finding the parallels to your own. In any case, when you have the right group together, it’ll be a breath of fresh air for your thinking. New insights Alongside those new ideas, you’ll also gain new insights into yourself and others. These insights are what can help you become more effective at work and in life more broadly. They may be about what triggers your stress personality. Or perhaps it will be recognizing some pattern of habits that are no longer serving you well. Or it could be a simple question like, “why?” that leads you to an insight about some outdated assumptions that are holding you back from greater success. You’re not the only one Another benefit of being in a mastermind is realizing that you’re not the only one with challenges, and in fact the same challenges. Among my clients, it’s often a relief when I tell them that their obstacles aren’t unique. That other people I’ve worked with faced the issue and overcame it. It’s a little like seeing role models â€" you feel better that you don’t have to invent the wheel. And being in a mastermind can help by making sure you don’t re-invent the wheel either! Supportive community The road we travel in our careers can feel lonely, especially the more senior you get and the more complex the challenges you face. It’s hard to know who to trust, and sometimes we feel embarrassed not to know how to fix a problem. Plus, it can feel scary to ask for help because you don’t want to show any sign of weakness or vulnerability. So we soldier on and keep things in hiding. But with the right group of mastermind members, you won’t be alone anymore. You’ll have people you trust so you can share concerns and receive input. And you’ll also see that others have the same concerns and challenges that you do, so you can find solutions together. Your mastermind group provides a safe haven where it’s okay to be vulnerable. And it’s also okay for people to challenge you, whether that’s to revisit your assumptions, or to stop being so hard on yourself. They will challenge you to be your best self, and help you get out of your comfort zone so you can learn and grow. We are all dealing with the same issues, although not always at the same time. And sharing what we've learned and how that can apply in a different setting is super helpful. Feeling a part of a tribe is reassuring and empowering. Become a better communicator Because the mastermind sessions never seem long enough, especially when it’s your turn for a hot seat to work on your challenges, you’ll quickly learn how to make the best use of the air time you have. That means learning to express yourself succinctly so you don’t take up most of your hot seat time rambling on, because the valuable part is listening to what others have to suggest. And that brings me to listening skills, which you’ll also develop. A mastermind relies on every member bringing their best thinking and solutions. So listening closely to capture the wisdom from others is a key skill. You’ll also learn to express your ideas to others in a kind yet direct way. As performance coach Alan Stein says, you give constructive feedback with “love and grace”. That way you’re more sure you can land your points and have them understood and accepted by your fellow members. And this is a great skill to have when you get back home too. Feel great I always feel better when I’ve been able to help someone else. Not only does it take me out of my own head and my own problems, it provides a boost to my mood. After all, it’s an accomplishment to be able to help someone you know, like and respect. So it’s highly likely you’ll come out of your mastermind feeling great. What do you think? Back in the day, I was so busy and paranoid that it never occurred to me to be in a group that could help me get ahead. Everything felt like it had to be under wraps, even if I wasn'’t exactly doing deep undercover work like James Bond! It’s only now that I see I was misguided. So, how about you? What do you think about masterminds? Having personally experienced how powerful the right mastermind can be, I’m now thinking of creating my own. Does being in a mastermind group resonate with you? If it does, I’d love to hear what you would want to get out of a mastermind to help you in your business, career and life. Leave me a comment and let me know.

Writing a Federal Government Resume - 4 Steps to Professionalizing Your Resume

Writing a Federal Government Resume - 4 Steps to Professionalizing Your ResumeWriting a federal government resume is not difficult at all. A lot of people tend to panic and end up creating a resume that's going to be unprofessional. You don't have to worry because there are several methods that you can use that will make it easier for you to create a job hunting resume without a hitch.You need to know the first thing when you're writing a federal government resume is to write it in such a way that it's still appealing to the recruiter. Most recruiters hate resumes that don't inspire them or are boring. They also don't like resumes that don't highlight their own skills, accomplishments, and experiences. Therefore, in order to make it easier for you to create a resume that looks great, here are a few things that you need to consider.You need to highlight your own unique qualities, skills, and experiences. You need to have your qualifications, educational achievements, and experience li sted in order to draw attention to your best attributes. This way, if they see something in your resume that they like, you won't have to worry about trying to explain why you wrote it the way you did. Remember, this is the first impression that people will get of you.Create a nice picture of yourself. Make sure that you include some personality traits that you want to be remembered by potential employers. Take a minute to consider what your favorite color is, what kind of music you listen to, or what kind of animals you like. Don't leave it out of your resume because most recruiters won't know what you like or what it says about you. So, remember to include these things in your resume for you to be successful.Use a cover letter. Write a cover letter to highlight your strengths and showcase your accomplishments. Includesome personal experiences you want to include in your resume and bring your resume to life with a cover letter. Remember that this is the first impression that a pote ntial employer will get of you and it is your responsibility to portray yourself in the best light possible.Finally, you should consider using a tool called Microsoft Word to create your resume. Word will help you take your resume and turn it into a professional looking document. Word will also allow you to add or remove sections that you want to customize. This way, you will have an even more professional resume than you otherwise would be able to produce.When you write a federal government resume, you don't have to go too overboard. Just remember to do a little research first so that you can create a resume that really stands out from the crowd. These tips can help you create a professional resume that you can show to people.