5 Tips For Writing A Stand-Out Fashion Resume
By Brobston GroupStart with a strong summary.
The summary is the first thing a hiring manager will see, so it's important to make a good impression. Use this space to highlight your most relevant skills and experiences, and explain why you are the best fit for the job.Use action verbs.
Instead of simply listing your responsibilities, use action verbs to describe your accomplishments. For example, instead of saying "assisted in the design process," try "collaborated with the design team to create innovative fashion collections."Customize your resume for each job application.
It's important to tailor your resume to the specific job you are applying for. Research the company and the job requirements and make sure your resume showcases the skills and experience that make you the best fit for the role.Use industry-specific language.
In the fashion industry, it's important to show that you are familiar with industry terminology and trends. Use industry-specific language and buzzwords to demonstrate your knowledge and passion for the field.Include any relevant education or training.
If you have a degree in fashion design or have completed any industry-specific courses or training, be sure to include this information on your resume. This can help to set you apart from other candidates and show that you are dedicated to your career in fashion.Consider hiring a professional resume service.
If you are having trouble creating a stand-out fashion resume, you may want to consider hiring a professional resume service like Brobston Group. These services specialize in creating resumes that are tailored to the specific needs of the fashion industry, and they can help you craft a resume that is sure to get noticed by top employers.*I hope these tips are helpful in creating a stand-out fashion resume. With a well-written and targeted resume, and the help of a professional resume service like Brobston Group, you can increase your chances of getting noticed by top employers in the fashion industry.*
Please Hire that Overqualified Candidate
By William BrobstonSo you have an "overqualified" candidate interested in your open role? Congratulations!! What a great opportunity to exceed the value you were seeking to acquire. But now you have all these questions and concerning thoughts about the candidate. Maybe it would just be easier to look for a more traditional fit: someone who will be excited for more money, growth, and who will have similar experience to the existing team. But before you decide to pass, I'd like to take a moment to advocate that you give the next overqualified candidate you find an opportunity to convince you it will work - because the benefits of hiring an overqualified candidate can be enormous. It's common for employers to make many of the below assumptions: - They won't be happy earning less money - They won't be happy with a more junior title - They won't be happy with fewer direct reports, requiring you to be more hands-on and have less support - They won't assimilate into a more junior team - They won't be happy reporting to someone who may have less experience than you Since each person is in a different place in their professional life, it's worth exploring the candidate's feelings about each point instead of making assumptions. I suggest these goals of that exploration: Does the candidate effectively demonstrate their humility, while explaining what their professional objectives are, and making their case that none of these 5 points is a factor for them? So you've explored these questions and the candidate has convinced you they are not a factor? Why should you hire them? Because they can significantly benefit the company. - A candidate that demonstrates humility, competence, confidence, and collaborative abilities is a winner. - Their professional maturity will be contagious and will benefit their more junior colleagues. - Their hire will likely stimulate professional growth in their supervisor - as they now will learn how to manage a team-member with different strengths. - Since they will likely be older than the team average, they will increase diversity in your workplace - a goal of most organizations at this point. Diversity drives creativity and can enable new solutions to old problems. - The company will be the beneficiary of their skills and years of experience. - They are a bargain! *They have all the skills and experience required for the role, expressed a strong interest, and are perfectly happy with the title and compensation. Hire them!*
Resigning the Right Way
By William BrobstonYou will likely be resigning from a job at some point in your career. I'd like to share a few insights and tips to help you resign the right way. At first glance, it might seem unimportant -- you're leaving them anyway so why worry about this?
There are three big reasons this is important:
As you progress in your career, more and more of your important moves are going to come from your professional network instead of applications to jobs. It's vitally important that as you move from one company to another, you place significant value in the professional relationships you have -- because you're going to need them. They are going to help you get jobs in the future. Your previous employers are your references. You should be cultivating outstanding references through each step in your career. Your industry is smaller than you think! One of your potential future employers is probably going to be connected to someone at your former company. At some point, a prospective employer is going to reach out for an unofficial reference -- be sure they will always have good things to say about you.With that out of the way, let's talk about resigning the right way.
Whether you're leaving for a new role or for a personal reason, here are the basics: be positive, appreciative, respectful, flexible, and work hard to the end. Since your departure is unexpected, your soon-t0-be-former supervisor is going to be stressed and under pressure to resolve the problem (your resignation). So be kind, and work hard for your last few weeks. Here are a few specific tips:**The conversation** Try to meet with your supervisor in person or at the very least by phone. Try to avoid email and especially text. Prepare your thoughts beforehand and plan to keep it short. "I wanted to let you know I have decided to leave the company soon." Express your appreciation for the company, colleagues, and opportunities to learn and grow. Share your planned last day. Ask what you can focus on for the remainder of your time that will be most helpful to the company. Thank your supervisor for their support (even if they didn't give you any). **The written resignation** If you are meeting in person, bring a typed resignation letter with you and leave it with them at the end of your conversation. If by phone, plan to send it after your call. The letter should express everything noted above from the conversation. It doesn't need to be long. The key points: I am leaving effective xxx; thank you for having me; how can I help while still here; thank you again. Signed and dated. **Notice period** Provide at least 2 weeks notice unless completely unavoidable. More is always appreciated when possible. Note: in most states, the employer is within their rights to ask you to leave immediately, so be prepared for either outcome. **Afterwards** Be sure to work hard in your last few weeks! Try not to just breeze to the end without supporting your colleagues. **Caution** It can be tempting to air your dirty laundry once you have announced your upcoming departure -- don't do it. Even if you are leaving because its a miserable place to be, stay positive -- its almost over! Don't start complaining to your work friends, your supervisor, or to their supervisor. Remain professional and positive. **Handling questions** Where are you going? I don't feel comfortable announcing that yet, but I will share with you once I start! Why are you leaving? I was offered a great opportunity that feels like a good next step for me --OR-- I have decided to take some time to focus on my personal life. More details are not important or suggested. **Disclaimer** If you have been the victim of any type of harassment or discrimination, some of these guidelines may not be right for you. In these cases, especially if you are considering taking legal action, we suggest consulting an attorney.
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