Tips From Tundra – Optimize Your Resume For ‘The New Normal’

The landscape of employment for job-seekers has changed dramatically since the beginning of the pandemic in Alberta. As of May 2020, the Alberta Government reports an unemployment rate of 15.5%. Combine that with experienced employees furloughed from various sectors, new graduates and those seeking a new career direction may have a steeper hill to climb than before. We continue to discover what is the new normal for Alberta post-pandemic, we revisit the topic of how to put your best foot forward when optimizing your resume for your job hunt.

Tundra Technical Solutions is a global recruitment agency headquartered in Toronto, Ontario. Since 2004, Tundra has grown quickly, today operating offices across North America, Europe and Asia. They work with top global partners actively seeking the best talent in multiple sectors such as finance, insurance, healthcare, technology, retail, energy, utilities, construction, mining, telecommunications, transportation and government to name a few.

Ever considered utilizing the skills a recruitment agency may have to offer? It may be the right time considering the volume of applicants in the hundreds on certain job postings, as shown in the image below. We spoke with Christina Esposito, Marketing and Communications Lead and Internal Recruiter for Tundra Technical Solutions on ways to optimize your resume for recruiters in the new normal.

(Source: LinkedIn Job Search)

Should your resume be written chronologically or functionally?

The key difference here is whether or not your work experience should be written as a timeline of your previous positions or should it be laid out in the form of what experience you feel is best suited for the position you are applying for. From a recruiters perspective, Christina mentions:

“We like to see a reverse chronological order of previous work experience. We recommend placing all of your technical skills right at the top of your resume, and then go into your most recent experience.”

Should you tailor your resume for the specific job you are applying for?

Say you are actively applying to open positions, tailoring your resume can be a time consuming task if your objective is to apply to the first 10-20 open positions you find. To that point, applying to everything you see can be detrimental to your efforts when utilizing a recruiter. Keep in mind, there is a human processing your candidate profile, and their efforts are to find the best talent for their employers. Christina offers a recommendation that can mitigate time for both the job seeker and recruiter:

“ we absolutely want to see someone tailoring their resume that matches the job description. A good tip for someone who might not want to go through a whole overhaul, is to first make sure that the job you’re applying to is relevant to your experience, recruiters can see if you’re applying to the first jobs that pop up for example. It becomes clear they haven’t really looked into the position they’re applying for. So, a lot of care and detail should go into those applications if you want to have the greatest success. Ultimately you want to make sure that the job description lines up with your skills…”

What is the best resume format that can be read autonomously through recruitment software?

As mentioned above, some positions can receive hundreds of applications. If you haven’t been made aware by now, recruiters utilise software called an Applicant Tracking System (ATS) or what is referred to as resume parsing, which allows the hundreds of resumes to be read and processed, thus creating a candidate profile highlighting the most relevant information to send to an employer. Say you spent endless hours on the most aesthetically pleasing resume to give that ‘wow’ factor, that may have been a solid practice in the past, but ATS systems have difficulty processing these resume formats, thus your candidate profiles could be lacking important information.

“I would recommend against a PDF format. The reason being is that Microsoft Word documents are the most legible and easiest to parse with. The way the ATS works is, someone sends in the application, the ATS picks those keywords from their resume and matches them to the actual job description. Inserting images or a lot of text can make it difficult for recruiters to look up your profile in the future.”

What should NOT be included on your resume?

Some of these you may already know, but let’s be clear, having a resume with only relevant information is your best chance of success. Working as a retail store manager I had received countless resumes from individuals seeking employment. During that time, I had encountered some of the most outrageous and creative resumes from all walks of life. By no means am I a recruitment specialist, but sticking to the basics was a winner for my new hires during that time. Christina offers the perspective of a recruiter for what not to put on your resume:

“Jumping right into things like objectives or hobbies is fine, but we would recommend against it because the longer you make your resume, you can decrease the chances of someone reading the full document. Best practice is to always keep your resume one to two pages with only relevant information. For industry veterans that have lengthy work history, you should only list the most recent and relevant experience.”

Should you include links to your social media?

Social media plays a significant role in the recruitment process for both agencies and hiring managers. LinkedIn has become a major part of what we call this ‘new normal’, with more than 20 million companies listed on the site and 14 million open jobs, it’s no surprise that over 75% of people who recently changed jobs used LinkedIn to inform their career decision. When it comes to social media, Christina offers her recommendations:

“90% of the time, recruiters are looking at your LinkedIn or Twitter. We want to make sure we get a holistic view of the applicant. 40% of our hires last year were candidates we sourced directly from LinkedIn. We have situations where we have candidates that look great on paper, but after we do some investigating. He/she doesn’t actually prove to be the person he/she was saying on paper. It’s a point of validation and puts a face to a name. My recommendation would be to keep your social media profiles clean, descriptive and showcase your accomplishments, especially if you have a public profile.”

This information should offer you some insight into how the employment landscape is changing and what best practices to implement for your job hunt. Who wouldn’t want to save time and effort on what can be an arduous task?

If you would like to learn more about Tundra Technical Solutions, speak to one of their experienced recruiters or to view their available positions in Alberta, check out their website here or message them on their Facebook below.

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Scott McGinn

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Federal government should stay in its lane

Published on September 8, 2024

Todayville

From the Fraser Institute

By Jason Clemens and Jake Fuss

There’s been more talk this year than normal about the need for governments, particularly Ottawa, to “stay in their own lane.” But what does this actually mean when it comes to the practical taxing, spending and regulating done by provincial and federal governments?

The rules of the road, so to speak, are laid out in sections 91 and 92 of the Canadian Constitution. As noted economist Jack Mintz recently explained, the federal government was allocated responsibility for areas of national priority such as defence and foreign relations, criminal law, and national industries such as transportation, communication and financial institutions. The provinces, on the other hand, were allotted responsibilities deemed to be closer to the people such as health care, education, social services and municipalities.

Simply put, the principle of staying in one’s lane means the federal and provincial governments respect one another’s areas of responsibility and work collaboratively when there are joint interests and/or overlapping responsibilities such as environmental issues.

The experience of the mid-1990s through to roughly 2015 shows the tangible benefits of having each level of government focus on their areas of responsibility. Recall that the Liberal Chrétien government fundamentally removed itself from several areas of provincial jurisdiction, particularly welfare and social services, in its historic 1995 budget.

But the election of the Trudeau government in 2015 represented a marked change in approach. The tax and spending policies of the Trudeau government, which broke a 20-year consensus, favoured ever-increasing spending, higher taxes and much higher levels of borrowing. Federal spending (excluding interest payments on debt) has increased from $273.6 billion in 2015-16 when Trudeau first took office to an expected $483.6 billion this year, an increase of 76.7 per cent.

Federal taxes on most Canadians, including the middle class, have also increased despite the Trudeau government promising lower taxes. And despite the tax increases, borrowing has also increased. Consequently, the national debt has ballooned from $1.1 trillion when Trudeau took office to an estimated $2.1 trillion this year.

Despite these massive spending increases, there are serious questions about core areas of federal responsibility. Consider, for example, the major problems with Canada’s defence spending.

Canada has been called out by both NATO officials and our counterparts within NATO for failing to meet our commitments. As a NATO country, Canada is committed to spend 2 per cent of the value of our economy (GDP) annually on defence. The latest estimate is that Canada will spend 1.4 per cent of GDP on defence and we’re the only country without a plan to reach the target by 2030. The Parliamentary Budget Officer recently estimated that to reach our NATO commitment, defence spending would have to increase by $21.3 billion in 2029-30, which given the state of federal finances would entail much higher borrowing and/or higher taxes.

So, while the Trudeau government has increased federal spending markedly, it has not spent those funds on core areas of federal responsibility. Instead, Trudeau’s Ottawa has increasingly involved itself in provincial areas of responsibility. Consider three new national initiatives that are all squarely provincial areas of responsibility: pharmacare, $10-a-day daycare and dental care.

And the amounts involved in these programs are not incidental. In Budget 2021, the Trudeau government announced $27.2 billion over five years for the new $10-a-day daycare initiative, Budget 2023 committed $13.0 billion for the dental benefit over five years, and Budget 2024 included a first step towards national pharmacare with spending of $1.5 billion over five years to cover most contraceptives and some diabetes medications.

So, while the Trudeau government has deprioritized core areas of federal responsibility such as defence, it has increasingly intruded on areas of provincial responsibility.

Canada works best when provincial and federal governments recognize and adhere to their roles within Confederation as was more the norm for more than two decades. The Trudeau government’s intrusion into provincial jurisdiction has increased tensions with the provinces, likely created unsustainable new programs that will ultimately put enormous financial pressure on the provinces, and led to a less well-functioning federal government. Staying in one’s lane makes sense for both driving and political governance.

Authors:

Jason Clemens

Executive Vice President, Fraser Institute

Jake Fuss

Director, Fiscal Studies, Fraser Institute

Business

Molson Coors beer company walks back DEI policy after being exposed on X

Published on September 6, 2024

Todayville

From LifeSiteNews

By Anthony Murdoch

An internal memo from brewing giant Molson Coors Beverage Co. reveals that the company is abandoning its DEI hiring and promotion processes, meaning it will no longer be making decisions based on race, sexuality or other categories.

Brewing giant Molson Coors Beverage Co., a large Canadian-American multinational company, will be dropping its woke corporate diversity, equity, and inclusion (DEI) policies after it received backlash online following an exposé by a popular conservative activist.

A recently revealed internal memo says that the company’s DEI employee training process has been discontinued, and as such it will no longer have specific “representation goals” in how it hires new people.

The company, as per a Canadian Press report, will also no longer be participating in the Human Rights Campaign ranking program. The Human Rights Campaign is an LGBT advocacy group that ranks companies based on how “inclusive” their workplaces are.

According to Molson Coors, it will now follow its own internal metrics to develop a “strong workplace where everyone can thrive.”

Robby Starbuck, a conservative activist and filmmaker, had earlier called out Molson Coors for its woke DEI policies, noting on X on September 3 that he recently “let them know that I planned to expose their woke policies.”

Big news: Last week I messaged executives from @CoorsLight @MolsonCoors to let them know that I planned to expose their woke policies. Today they’re preemptively making changes.

Here are the changes:

• Ending participation in the @HRC’s woke Corporate Equality Index social… pic.twitter.com/RuOVb1IuNU

— Robby Starbuck (@robbystarbuck) September 3, 2024

“Today they’re preemptively making changes,” he wrote.

Starbuck said that the coming changes include, “Ending participation in the @HRC’s woke Corporate Equality Index social credit system,” as well as “No more DEI based training programs.”

Also gone will be donations to “divisive events.” There will also be no more “supplier diversity goals” as well as “executive/employee compensation tied to DEI hiring goals.”

As reported by LifeSiteNews, over the past decade left-wing activists have used DEI dogma as well as “environmental, social, & governance” (ESG) standards to encourage major Canadian and U.S. corporations to take particular stands when it comes to both political and cultural issues, notably in promotion of homosexuality, transgenderism, race relations, the environment, and abortion. 