A Job Seeker Rule Book
01
Mar 2023
314
Resume Restoration's Job Seeker Rule Book
Ages: 15+
Players: 1
I often compare the world of being a job seeker in the current market to that of a game, such that to be successful and accelerate the time it takes to secure a victory, you first need to understand the rules.
One thing all players need to understand is that there are numerous complexities that this game has assumed over the years which require a strong player to not only act on the foundational practices of the game (click and apply), but to also incorporate an element of strategy. This strategy can be developed through an understanding of the role networking, LinkedIn, and Applicant Tracking Systems (ATS) have in how we choose to play the game.
OBJECT: The object of the game is to secure a strong position quickly through online applications, networking, and LinkedIn.
SET-UP: Prepare your portfolio which must include an accomplishments-based resume (ideally both professionally formatted and an ATS compatible version), cover letter, and optimized LinkedIn profile.
HOW TO PLAY:
Step 1: Research
- The Job Seeker must first start by researching positions of interest online. Spend time on LinkedIn, Google, Glassdoor, visiting the careers page of companies of interest etc. and find positions you are interested in and qualified for.
- Should you not meet the qualifications, you must identify if these are hard requirements which would eliminate you as a candidate or if they are preferred qualifications. Continue your research and find out what it would require for you to fulfill meeting this qualification (perhaps a free online course, YouTube training, becoming certified etc.).
- Create a list of position titles of interest.
Step 2: Audit/Edit/Target the Content of Your Resume
- Write your resume in ‘resume language’ which is achieved by first understanding the expectations of the Recruiter or Hiring Manager. Typically, when reviewing incoming applications, these Recruiters are seeking professionals who not only possess the outlined job qualifications, but ideally those who have demonstrated these skills and competencies in a way that has garnered success in previous roles or experiences.
- Make sure all qualifications (i.e., keywords) outlined in the job postings are included in your resume.
- Use action verbs like spearheaded, established, oversaw, implemented, and streamlined to strengthen your bullets (Resource: RR's Action Verbs for Resumes ).
Popular bullet formula’s:
- Accomplished [X] as measured by [Y] by doing [Z]
- Action verb + skill and/or task(s) = result(s)
- PAR Method: identify a responsibility or issue at work ( problem) , discuss how the problem was addressed ( action) , and explain the outcome of that action ( results)
- CAR Formula: Challenge, Action, Result
Step 3: Optimize Your LinkedIn Profile
- One of the best strategies both active and passive job seekers can incorporate into practice is to update their LinkedIn profile so to maximize the chance of it presenting in searches conducted by Hiring Managers and Recruiters.
- Copy and paste all information from your resume into your profile.
- Ensure your skills section is maxed out at 50 skills and choose to include skills that would be searched by hiring managers and recruiters (avoid soft skills like time management, communication, team player and rather select more tangible hard qualifications like specific software, negotiation, project management, LEAN Six Sigma, enterprise risk management etc.).
- Open yourself up to recruiters. Always. By selecting that you are open to recruiters it prioritizes your profile over those who are not open to recruiters when they conduct a search (Resource: RR's Step by Step Guide on How to Open Your Profile Up To Recruiters.
Step 4: Understand the Application Platform Being Used
- An Applicant Tracking System (ATS) is a type of software organization’s use to track, streamline, and organize the application process. They can be used to filter through resumes (through keyword searches), store applications, and streamline the hiring process (quickly issuing, receiving, and filing invitations and contracts and other information associated with the onboarding process).
- ATS’ come in a wide range of sophistication; they vary in the parameters on how they can be used (scanning for keywords to prioritize applications vs. not scanning for keywords at all) and they vary in level of sophistication (some can read PDF documents while others are confused by any type of formatting).
- As a job seeker does not know the level of sophistication of the ATS they are applying to, best practice is to have an unformatted ATS compatible resume and to complete a keyword scan prior to each ATS application (Resource: RR's ATS Compatible Resume Guide ).
ADDITIONAL TIPS:
- Getting a job is a job: Apply. Apply. Apply.
- Keep track of all positions you have applied to by copying the job posting into a folder on your computer (once a position is closed the posting is often removed making it difficult to review prior to an interview).
References:
https://www.linkedin.com/pulse/20140929001534-24454816-my-personal-formula-for-a-better-resume
https://resumegenius.com/blog/resume-help/accomplishments-for-resume
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The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
Internal controls are not just a box on a checklist; they are a trust-building tool. When HR leads with transparency, integrity, and strong processes, it sends the message that the organization values trust and accountability. Internal controls can also protect against errors, fraud, and damage to its reputation. Internal controls support fair hiring, secure data management, and consistent documentation, helping HR stay aligned with laws, privacy standards, and compliance expectations. What are internal controls? Internal controls are an organization’s procedures, policies, and processes. They ensure: Compliance with laws, regulations, and policy Accuracy in reporting Overall efficiency and transparency in operations Internal controls include setting out approval authority, role-based system access, audit trails, and segregation of duties. Once your controls are in place, continuous monitoring them further reduce risk by identifying issues early and providing timely feedback on areas where additional training may be needed. Examples of HR internal controls and why an accountant might consider them important Hiring Background checks ensure individuals hired to handle sensitive data don’t have histories of financial misconduct Signed employment agreements support key inputs into the payroll process and can serve as audit documentation Approval workflow for hiring decisions help prevent unauthorized payroll expense s Payroll Segregation of duties between the person hiring and the person setting up payroll can prevent conflicts of interest and fraud Reconciliations of payroll reports with HR records help ensure records match the source data, which supports accurate financial reporting Compensation An assignment of authority for employee events (e.g., salary change, promotions) ensures changes are authorized and reduces the risk of unauthorized payments Supervisor approval on timecards ensures information sent to payroll is accurate Employee records Secure employee records ensure payroll, benefits, and compensation figures used in financial reporting are reliable and safe Tracking changes made to records provides a trail for internal and external auditors Policy and compliance Key company policies requiring an employee’s signature can mitigate financial risks and ensure employees are expected to be aware of an organization’s policies A whistleblower policy provides a mechanism to uncover fraud or misappropriation of an organization’s assets Access and data controls Role-based access to systems limits access to financial systems and reduces the risk of data manipulation Monitoring controls Exception reporting (e.g., duplicate payments) supports quick identification of errors and accuracy of financial reporting Internal HR audits help ensure HR-related financial activities have proper controls and the controls are working as designed By having an HR department that designs and implements internal controls, you are creating a stable system of checks and balances, minimizing risk in more ways than you might expect! About the author: Kristy Mielke CPA, CA fosters the professional growth of Alberta’s 32,000 Chartered Professional Accountants (CPAs) as the Director of Professional Development and Learning at CPA Alberta. She has previously worked in public practice and internal audit, and in addition to being a CPA, she is a Certified Internal Auditor and Certified Fraud Examiner.
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Each year on October 10th we commemorate World Mental Health day. A day dedicated to raising awareness, minimize stigma, and promote meaningful connections and conversations about mental well-being. In the modern fast-paced and high-pressured working world, mental health support comes as a crucial element beyond a wellness initiative. It helps to build a more resilient, compassionate, and productive workplace. For HR professionals this day is an important reminder in the role we play in creating a culture that prioritizes empathy, balance, and care. When employees are mentally supported, they are more engaged, collaborative, and better equipped to excel in their roles. Why Mental Well-Being Matters Mental health can affect anyone, regardless of position, age, industry, or experience. The World Health Organization (WHO) reported that in 2019, 970 million people globally battled mental health issues. Anxiety and depression being the most common disorders. The economic costs become substantial, with loss in productivity outstripping direct cost of care. Beyond numbers, the impact can ripple through teams and affect morale. Stress, burnout, and disengagement have real, impactful consequences. Acknowledging mental health and proactively making efforts to take care of employees strengthens companies as a whole. How Can Employers Support Employee Mental Health? While there is no “cookie cutter” formula to promote mental wellness – creating an environment where employees feel seen, heard, and supported is key. Here are a few actions HR can implement to make an impact: Foster Open Conversations Break the silence. Openly encouraging judgement-free conversations around mental health can reduce the stigma around the topic. Practicing empathy and sharing personal experiences can encourage others to also discuss their own experiences and current challenges. Access to Mental Health Resources Ensure employees know where they can turn to for help. Having an Employee Assistance Program (EAP) with access to counseling, therapy, or mental-health hotlines and online support tools can increase awareness and better access to resources that can help employees whom are struggling with their mental health. HR can also work with benefits providers to increase coverage for mental health services or host workshops that focus on stress management and mindfulness as well as recognizing signs of burnout or emotional distress. Creating an environment within the workplace that promotes these habits also is important. Having quiet spaces to decompress, offering mental health days, or acknowledging small employee achievements can go a long way. Work-Life Balance Having a balance between work and personal life is key in maintaining mental health. Encourage employees to set realistic goals and expectations, honour their time off, and model such balanced behaviour themselves. Flexible work schedules, options to work remotely, regular check-ins, and encouraging boundaries can help employees better manage their workload and reduce burnout. Celebrating World Mental Health Day in the workplace World Mental Health Day is a great opportunity to remind and emphasize an organization’s commitment to well-being. Here are a few ways HR can promote and celebrate the day: Host a wellness workshop: Invite a speaker or mental-health professional to talk about coping strategies or tools for mindfulness Coffee & Connection: Have an informal meeting where employees can share their own ways to de-stress and support one another Share Resources: Share educational material or mental health tips through internal communication channels Closing Thoughts Mental health shouldn’t just be a one-day topic. It’s a constant year-round commitment to help take care of ourselves. On this World Mental Health Day, we should reflect on how to make our own workplaces safer, fostering compassionate and stigma-free spaces for everyone. As HR professionals we are in a key role to lead this change. We can advocate for open dialogue, sharing helpful resources, and nurturing an inclusive culture that values well-being just as much as performance. By working together, united we can create safer workplaces where employees can thrive both professionally and personally. When people feel supported, everyone benefits. Resources: https://www.who.int/health-topics/mental-health#tab=tab_2 About the Author: Rheya is a volunteer with the CPHR Alberta Social Media Committee, a young professional passionate about HR and creativity. With a Diploma and Bachelor's in Business Administration from SAIT, Rheya brings experience in project management, SEO, and social media. When not working, Rheya enjoys crocheting, writing a first novel, and binge-watching Harry Potter movies.
