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You are struggling to understand what employers want in a resume: What will make them take notice? Related: The Worst Resume Advice I’ve EVER Heard In many ways, what you leave out is just as important as what you leave in.


What They DO Want

Employers and recruiters welcome a resume that shows:
  • You have the skills to handle the job.
  • You will contribute something in addition to skills, as demonstrated by achievements at your current job (“chosen employee of the month,” “saved company $1,500 in recycle costs”), volunteer work and work-related courses.
  • You take pride in your work, as shown in part by the care you take to create a presentable resume.

What They DON'T Want

What employers and recruiters do not want in a resume is:
  • Your life history. Focus your resume on the requirements of the job. Employers and recruiters want to know that you can handle the job you are applying for.
  • Excuses. If you do not have job experience, stress education. If you lack one skill, stress another and your ability to learn.
  • Inconsistencies. Always tell the truth on your resume. Also, if you use Facebook, Twitter, LinkedIn or any other online site, make sure you appear in a professional light at all times and that the information on those sites matches the information on your resume.
This post was originally published at an earlier date.

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Everyone needs to feel their voice is heard and their contributions are important. Something as simple as sharing a drink the last hour of the day on a Friday with the team to recap wins and give praise can build camaraderie within the team.


All of the above are fairly simple to implement but can make a huge difference in morale and motivation. Have any of these tips worked well for young the past? Do you have other tips to motivate your creative team? If so, please share them with me!

Encourage curiosity. Spark debate. Stimulate creativity and your team will be better at handling challenges with flexibility and resourcefulness. Create a safe space for ideas, all ideas, to be heard. In ideation, we need the weird and off-the-wall ideas to spur us on to push through to the great ideas.

Sure, there are a ton of studies done on this, but here is my very unscientific personal take. When team members can make decisions about how they work on projects, they are more engaged and connected to the project outcome. When they see how potentially dropping the ball would affect the entire team, they step up. When they feel like what they are doing is impactful and valued, they are naturally motivated to learn more, and be even better team members.

Rarely does a one-size-fits-all style work when it comes to team motivation. I have found that aligning employee goals with organization goals works well. Taking time to get to know everyone on your team is invaluable. What parts of their job do they love? What do they not enjoy? What skills do they want to learn? Even going so far as to where they see themselves in five years career-wise. These questions help you right-fit projects, and help your team see you are committed to creating a career path for them within the company.

Most designers I know love a good challenge. We are problem solvers by nature. Consistently give yourself and your team small challenges, both design-related and not. It will promote openness within the team to collaborate, and it will help generate ideas faster in the long run. Whether the challenge is to find a more exciting way to present an idea to stakeholders or fitting a new tool into the budget, make it a challenge just to shake things up.

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