3 people who add instant influence to your network

3 people who add instant influence to your network3 people who add instant influence to your networkWhile its useful to cultivate an extensive network of professional contacts, its even more beneficial to develop a strong, tight-knit, inner circle of individuals, each of whom fulfills a specific role. Think of them as your personal mainboard of directors- a carefully curated collection of leaders you consult for the multifaceted mix of advice, feedback, and support they provide. Just as companies take great care in selecting their corporate board members, so should you.At a recent Women in Computing conference, I spoke to Nehal Mehta, Global Alliance Director with Veritas Technologies LLC. Mehtas inner circle is bedrngnis only a diverse group of leaders, influencers, and corporate heavy hitters, they also inspire, challenge, and motivate zu sich to make bold moves.But if you work in a medium- to large-sized organization, therbeie are hundreds, possibly thousands of people to join for ces with. Not aya where to start? To maximize your time while expanding your network, start with these three types of people.1. The Connector who makes introductions and helps you to grow your network.A connector is a true people person, one who seems to know- and have great relationships with- just about everyone. They are at ease around others and put others at ease. If youre taking tentative steps toward networking strategically for the first time, look for a connector first, because they love bringing people together. Connectors thrive on opening doors, making introductions, and helping you grow your network. Is there someone you know who cant resist introducing you to the right people? Consider him or her for the role of connector. Once you identify the person, share your interests, and describe the types of people youre interested in meeting. When you ask a question, you can expect a connector to link you to two or three others who know the answer.Connectors are also at the hu b of thriving professional networks. How many LinkedIn connections or Twitter followers do they have? Mehta encourages you to assess. For example, many people working in talent acquisition are good connectors, she says. And pay attention to who is organizing well-attended events at work. Then, ask for help making a new connection. Chances are theyll be energized by the request, and if so, you may have found your connector.Do your homework before asking them to make a connection, says Mehta. Build credibility first, and be specific with your request. Connectors get energized by meeting people whose skills complement their own, so offer to give them something of value that is related to your area of expertise. This could be an offer to help, share knowledge or introduce them to a new connection.2. The Informational Powerhouse who keeps you current on the buzz in your organization and in the broader business environment.This person always has his or her finger on the pulse of whats goi ng on in the organization and in the broader business environment. Seek out this individual when you need intel about new trends, ideas, projects, opportunities, resource re-allocations, and so on. Like curators of data, they filter useful business information from gossip or just noise from whats relevant and useful. They also know about important changes before they occur.According to Mehta, an informational powerhouse doesnt necessarily need to be in a senior-level leadership role. This individual usually has a breadth of knowledge and responsibility and can connect you with new projects and opportunities that will be beneficial for both parties, she says.It could be the knowledgeable colleague who everyone looks to for the final word in meetings because this person is so well-versed in how customers relate to your product. Or the colleague whos acting as a bridge between cross-functional teams because his or her expertise spans across departments such as engineering, marketing, and finance. Its the person you follow on Twitter or whose blog you keep coming back to because the writing about your company or industry issues is so insightful, says Mehta.I asked Mehta for tips on strengthening relationships with informational powerhouses. Let them know where your interests lie, and what youd like to learn more about, she said. To give back to an information powerhouse, invite them to an external meetup or offer to connect them with other knowledgeable experts outside your company.Make sure youve got at least one informational powerhouse on your board. You may find it useful to identify several, each with different areas of expertise. By checking in with them frequently, youll deepen your understanding of the broader business environment, and find yourself making sound predictions and business decisions more confidently and rapidly.3. The Influencer who helps you get things done in areas outside of your scope of influence.This person makes things happen. If you need folks to get on board with a new idea or initiative, tap your influencer. They are not necessarily a high-level or high-profile leader they are the change-makers who are interspersed at all levels of an organization.An influencer is someone who has earned the respect of the organization, observes Mehta. They can throw your name in the ring for a move to a different level or different project or provide an unsolicited reference.To identify influencers, pay attention to who has clout. The sources of that respect and influence may differ wildly. Some have positional power due to their seniority, but thats rarely the only source of their influence. For some, influence is tied to a track record of exceptional achievements. For others, its their deep domain expertise or understanding of what customers really need. Or, its their ability to call out groupthink, resolve conflict, get a team fired up, or lead an entire organization through transformational change. Whatever the source of their influence, when they speak, people listen.And how should you give back to an influencer? Thank them with a nice bottle of wine quips Mehta, But they will also appreciate acknowledgment.So, be on the lookout for those who are amplifying the voices of team members in meetings, advocating for their suggestions, and increasing the likelihood that those ideas are embraced and executed. And when teams get stuck, pay attention to who they automatically look to for direction. Think about who youd like to have backing you up next time you encounter a roadblock, deliver a presentation, or submit a proposal. An influencers show of support can add to your credibility and clear the path forward.Influencers have a way of eliciting agreement and collaboration from teams, and they can provide the heavy-hitting support that can guarantee the success of your initiatives. When an influencer lends his or her voice to your cause, it reduces skepticism and fortifies your credibility. And if youre not sure how best to engage with other powerful stakeholders, seek counsel from your influencers. They can help you understand your stakeholders perspectives, how to engage them, and the best way to deliver your message.Once youve identified an influencer, look for opportunities to work with them. Execute well, and then become an asset to them. Volunteer for a stretch assignment to work with them, advises Mehta. This gets you acquainted and can enable that influencer to recommend you in future.Whether your objective is to advance your career, make a course correction, lead a major project, transform an organization, or make any type of bold, fearless move, having an influential inner circle can make the journey easier. Now that you know the criteria for developing an influential network, who will you add to yours?This article appeared on Be Leaderly.

What Employers Want From Millennials

What Employers Want From Millennials What Employers Want From Millennials Millennials often enter the workforce at a disadvantage. Executives ofprevious generations sometimes perceive them as entitled or lazy because of their insistence on work/life balance, their penchant for coming at problems in non-traditional ways, or their optimistic expectations about climbing the corporate ladder. But the fact is millennials are the largest generation in the U.S. workforce, which means the corporate world will need to adapt to the younger generation just as much as the younger generation must adapt to the corporate world.Millennials make up more than one-third of the U.S. workforce, and many of these workers will be tomorrows corporate leaders. Millennials seeking to fast track their way to the top need to possess a particular set of skills to impress existing executives.A Soft ApproachWhether fresh out of college or a junior executive, any millennial who wants to sit at the boardroom table someday needs to have a number of marketable soft skills.Examples of soft skills include strong work ethic, confidence, communication skills, interpersonal skills, adaptability, next-level thinking, and ability to take initiative, says Rae Sanders, principal staffing manager and kollektiv leader of the accounting, finance, and administrative division of recruitment firm WinterWyman.Millennials grew up texting and talking online, and that means some of them dont have the same personal interaction skills that Gen. X-ers and baby boomersdeveloped. This difference in relationship styles can turn off older decision-makers from hiring millennial candidates.Candidates should make an effort to showcase their soft skill sets leading up to and during theinterview. Exude confidence without being cocky. Feature communication skills in all modes, whether it be email, phone, or face-to-face conversation. Other soft skills can be more difficult to showcase, but providing references that speak to things like innovation and work ethic can go a long way toward signing on with a company.The Hard SellOf course, being personable and confident only gets one so far. Soft skills will get the attention of a prospective employer, but hard skills are even more important. Most millennials grew up with technology that escapes the understanding of some older executives, so many companies are interested in hiring workers who can carry them into the Digital Age. That also makes competition for jobs fiercer, because generally, most applicants will be tech-savvy and capable.Millennials who want to stand out from the crowd will need to find ways to get practical experience prior to entering the workforce.The training and skills that candidates should seek are dependent on the jobs they are applying to, says Callie Adams, staffing manager for WinterWyman. However, the hard skills you gain in an internship relevant to the career track you are trying to pursue are what makes you stand out. ansich t could be applied technical skills different from learned technical skills or functional skills, such as actually processing accounts payable or arranging travel. Application of the skills youve learned is paramount in todays market. Simply put, internships are the only way to develop a hard skill set to make you stand out amongst your peers.When hiring managers make a final decision about a hire, it comes down to what experience the candidate brings to the table and what they can bring to the company.Experience that exemplifies the soft skill sets aforementioned, would be considered valuable to prospective employers, Sanders says.For example, Sanders lists the following common experiences as ways millennials can demonstrate their soft skill setsLeadership positions in clubs (confidence, ability to take initiative, and communication skills)Varied extracurricular activities along with a strong academic record (work ethic)Study abroad programs (adaptability)Internships/work-study ( applied hard skills)Fraternities/sororities (interpersonal skills)These types of activities show you have taken advantage of what college had to offer, Sanders says. This is what would make you stand out as a potential candidate when the job may initially require a year or two of experience.To be attractive to a company, younger generations must leveragetheir lives beyond work and show hiring managers how their experiences have prepared them to do the job they are applying for. Many applicants will just put their degree on the application and leave it at that. Candidates who find ways to turnlife experiences into work experiences will stand out from the crowd.

4 Tips To Revive a Feeble Résumé

4 Tips To Revive a Feeble Résumé 4 Tips To Revive a Feeble Résumé You can almost hear a recruiter scream, "I'm fed up with all the résumés that just give me the same old boilerplate language! How is it that so many job seekers boast of having great communication skills, and then fail to demonstrate them?"Virtually every professional position requires solid communication skills, and unlike a whole range of other abilities you might claim, how you present yourself in your résumé, cover letter and interview will surely reveal if you have what it takes to cut the muster in this area.Of course, depending on the field you're in, your methods of communications will be different, as will be their content. Think about the role for which you are applying, and what is intrinsic to it, to determine the kinds of communication with which you need to demonstrate expertise.Will you have to convince people? Sell to them? Convey facts and data, along with your interpretation? Provide empathetic caring and support? Some roles require precision of language that co nveys whatever is necessary without a wasted word, paralleling a surgeon's scalpel in its sharpness. Others require you to think on your feet and respond to things with passion, while still others demand painstaking study and thoughtful analysis conveyed in well-documented reports or white papers.Whatever the case might be, you shouldn't require your audience to assume that you've been successful in the kinds of communication typical for your position. You should, in both your résumé and in your interviews, relate the context in which you work, how you interact with people and how you moved your own agenda forward. The kinds of verbs you use, your sentence structure and cadence all should reflect the nature of your occupation and the job you seek.Remember that communication goes well beyond words. It includes images, tone of voice and body language. What does the way you format your résumé say about you? Is your style simple and straightforward, or complex with lots of lines, te xt boxes, or graphics? When you are interviewing, do you seek or avoid eye contact? Do you slump in your chair, fiddle with a glass of water and offer only a weak handshake? All these are elements of your style and personality and say much about you without a single word being spoken.Most of us think of ourselves as able communicators, but it is a mistake to simply assert "excellent communication" among your list of skills. Instead, take the time to be that excellent communicator by following these tips:1. Be convincing. Don't say just, "Trust me, I've got this set of skills…" Rather, in each résumé bullet point demonstrate how you have used your various skills, and the results you obtained. A mini-story does far more to capture attention and convey your abilities than saying, "Yeah, I can do that." (Whatever "that" might be.)2. Provide context. Do you communicate to others in person or online? Do you function in large or small group settings? Do you write reports, memos and abs tracts to be read by others, or do you primarily communicate in two-way settings either in person or via social media? How have your communications helped to bring about your achievements in your current and former positions?3. Define your medium. Do you achieve success by writing memos, position papers and constructing financial documentation with spreadsheets? Do you employ video or photography to get your message across? Use verbs like these at the beginning of résumé bullets: critique, declare, display, inform, interpret, issue, speak, testify, write, portray, evoke, etc. Then go on to tell the rest of the story.4. Depict your style. Do you make your point through detailed analysis of facts and policies, or do you personalize the information at hand and become a storyteller? Whatever your context might be, find a way to show you are adept at both sharing your knowledge and insights as well as listening and learning from others.Communication competencies are key to professional success. Take the time to think about your message, then carefully craft and convey it. When you do, surely you will be seen as a true professional, and you will be closer to landing your next job.Happy hunting!Arnie Fertig is the head coach of JOBHUNTERCOACH.COM, where he utilizes his extensive background in HR Staffing and as owner of a recruiting company to help mid-career job-hunters land their next job. Arnie provides one-to-one coaching services to individuals throughout the U.S. in all aspects of the job hunt, including: resume writing, personal branding, utilizing social media, enhancing networking skills, preparing for interviews, and negotiating compensation.

Red Flags and Warning Signs in the Interview Process

Red Flags and Warning Signs in the Interview Process Red Flags and Warning Signs in the Interview Process Red Flags and Warning Signs in the Interview Process Putzier and David Baker Although the candidate interview and other screening tools are the key factors that we should use in making  our hiring  decisions, bear in mind that there are other factors that can also weigh for or against a candidate’s hireability. Also, the interview does not start when you begin asking the candidate questions in your office. It starts when he picks up the phone for a phone interview and continues when he gets out of his car in the parking lot, when he greets (or doesn’t greet) your receptionist or other staff and throughout the entire process of interactions. Here are some red flags and warning signs to look for in conducting the interview: 1. Arriving late for the interview. This should be obvious, but unless there was an act of God preventing the applicant from being on time, why in the world would you expect her to come to work on time? 2. Treating your staff dismissively or disrespectfully. Remember the good old days when we had secretaries? Mine was also the receptionist in the employment office. Wanda would bring the person’s application and résumé to me for review while he was sitting in the reception area. All she would have to do was let out a sigh and a look of disgust when she laid the paperwork on my desk, which then elicited a “What’s wrong, Wanda?” from me. At which point, she would say, “Oh, nothing. He’s just a little arrogant” or something of that nature. This is a case where the “horns” effect is valid. If the candidate treats my secretary with disrespect before he is even hired, how do you think he is going to behave on the job? This is when he should be on his best behavior! 3. Not wearing appropriate attire for the position. This is a variable. A janitor applicant might be acceptable in clean jeans and a T-shirt, although dressing up a bit would be a plus, whereas someone applying for a management position should be wearing proper business attire. Again, it’s a sign of judgment and awareness. 4. Meet and greet. Did the person extend a confident handshake, look you in the eyes, smile, and greet you? This goes for both men and women. Even a cold, clammy handshake is better than no handshake at all. Again, this indicates judgment and confidence. Note: Some cultures deems eye contact and hand-shaking inappropriate. 5. Talking too much. Even though we have been stressing the 80/20 rule, there are times when a candidate goes overboard or over limits, particularly when she lacks the judgment to know when to shut up or what not to share. This usually happens when you are using open-ended interview questions and/or clarifying statements. 6. Speaking negatively about past employers and experiences. Even though the story might be true, this is an indication of the applicant’s not taking responsibility for his own actions, or at least sharing what he learned from the experience, instead of placing blame on others for everything. Remember that in “Gut Wrenchers,” we said to keep all responses positive and job-related? 7. Asking about money too soon. Granted, we all work for pay. However, good judgment says this should not be one of the first questions a candidate voices. It shows a lack of concern of the employer’s needs and priorities, demonstrates short-term, self-centered thinking, and is just poor form. 8. Showing up unprepared. This could include not bringing a pen and paper, not having her résumé with her, knowing nothing about the organization, and other such omissions. If someone approaches a job interview by the seat of her pants, it’s a pretty sure bet that she will approach her job the same way. 9. Using inappropriate language. Even if your culture is laid back and informal, it never justifies a candidate’s use of vulgarity or inappropriate language. Again, this is an indication of a lack of class, self-awareness, and self-monitoring. If he is that willing to let his guard down in a job interview, can you imagine what will happen with customers and coworkers? 10. Being vague in her responses. A key purpose of a job interview is to delve into the details of the candidate’s qualifications, that is, beyond the résumé. If she is vague, nonresponsive, or evasive in her responses, even when you use the questioning techniques referred to herein, then either she has something to hide or she is just unable to articulate her thoughts. Either way, it’s no way! 11. Exhibiting poor body language. Yes, interview body language is a legitimate barometer. Beyond the meet and greet, handshake, eye contact, and smile, if the candidate slumps in his chair, or even puts his feet up, that’s a sign. He is on stage. A candidate should have decent posture and demonstrate that he is alert and attentive (or at least awake!) by sitting up or, even better, sitting on the edge of his seat. Leaning back, folding his arms in front of him, and other such behavior indicates closed-mindedness, or at least defensiveness, lack of confidence and/or lack of attentiveness, and maybe even arrogance. Whatever it is, it isn’t a good sign. 12. Not asking any questions. Remember that in the interview setup, we said to let the candidate know that she can ask you questions at the end? When you are done asking your interview questions, you can open the floor to questions from the candidate. If she has none, or if she just asks what the job pays, then this could be a red flag. It demonstrates a lack of depth of thinking, lack of understanding of or interest in a job or an organization, or a lack of preparation, and it is also somewhat insulting to you as an employer. Excerpted from The Everything HR Kit: A Complete Guide to Attracting, Retaining, and Motivating High-Performance Employees by John Putzier and David Baker. Copyright © 2010 John Putzier and David Baker. Published by AMACOM Books, a division of American Management Association, New York, NY. Used with permission. All rights reserved.

I-9 File Contents for Employees

I-9 File Contents for Employees I-9 File Contents for Employees Form I-9, Employment Eligibility Verification, is the form that is required by the Department of Homeland Security, U.S. Citizenship and Immigration Services (USCIS), to document eligibility for employment in the United States. As an employer, you must fill out an I-9 form for every employee that you hire. Form I-9 Requirements All employees, citizens, and non-citizens, hired after November 6, 1986, must complete Section 1 of the Form I-9 at the time of hire. The employer is responsible for ensuring that Section 1 of Form I-9 is timely and properly completed by the employee.   The employer also must check employment verification and ensure Sections 2 and 3 of the Form I-9 are properly filled out.  Employers must complete Section 2 of Form I-9 by examining first-hand evidence- only original, unexpired documents- of identity and employment eligibility within three business days of the date employment begins. The employee must be physically present and their original documents must be reviewed in-person. The employee who reviews the original documents must sign Section 2 of the I-9. The form verifies that you have checked two approved forms of identification that prove the employee is legally authorized to work in the United States. Employers or their authorized representative need to fill out Section 3 when reverifying that an employee is eligible to work in the United States. When rehiring an employee within three years of the date the I-9 was originally completed, employers have the option of completing a new I-9 form or completing Section 3. Periodically, you need to audit the I-9 forms to ensure that you have a completed form for every employee. You need to check for veracity and completeness, and save evidence of the auditing and of any training that staff members completing or storing the I-9s have received.  Therefore, its important to keep all employee I-9s, and the accompanying documentation, in a separate personnel file. Location of Completed I-9 Forms The government may inspect these forms. If government employees inspect your I-9 forms, you do not want to allow them access to your employees private personnel files and the confidential information they contain. Therefore, in the interest of employee confidentiality and restricted access, you want to isolate  your employee I-9s in one folder that is specifically dedicated to I-9 storage. This protects your employees privacy and also saves the employer from potentially having to answer additional questions that are raised by the contents of the employee personnel file. Therefore, it is important to avoid opening up your company to an increased investigation by USCIS employees. Current I-9 File Investigation According to U.S. Immigration and Customs Enforcement (ICE), the government may inspect your I-9s:   The administrative inspection process is initiated by the service of a Notice of Inspection (NOI) upon an employer compelling the production of Forms I-9. By law, employers are provided with at least three business days to produce the Forms I-9. Often, ICE will request the employer provide supporting documentation, which may include a copy of the payroll, list of current employees, Articles of Incorporation, and business licenses. Bottom Line The current trend is that ICE is increasing its enforcement efforts. Employers have increasingly faced criminal charges levied on managers, owners, and human resources (HR) staff members for failure to properly complete and store I-9 forms for every employee. Businesses have increasingly received significant fines and been debarred. It is, therefore, imperative that employers make it a priority to ensure that these forms are accurately filled out, maintained, and stored to protect the company and its employees from penalties, which can be costly.

How much grads earn after attending Americas most expensive colleges

How much grads earn after attending America's most expensive colleges How much grads earn after attending America's most expensive colleges College continues to get more expensive, especially at the top end of the scale, and it’s worth looking at the return on investment for that enormous cost.It turns out that many of the most expensive educations available in the US  offer modest returns in terms of post-graduation salaries.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Using  data from the Department of Education’s College Scorecard, we found the average annual cost of attendance and median earnings for employed students 10 years after matriculation for four-year, primarily baccalaureate-granting institutions with at least 500 undergraduate students enrolled.Here are the top 20 most expensive schools in the US, according to that measure, ranked by median earnings 10 years after first attendance:Bard CollegeLocation:  Annandale-On-Hudson, NYAverage annual cost of attendance:  $66,72416th  most expensive collegeMedian ea rnings 10 years after entry:  $39,700Oberlin CollegeLocation:  Oberlin, OHAverage annual cost of attendance:  $66,87014th  most expensive collegeMedian earnings 10 years after entry:  $40,800Sarah Lawrence CollegeLocation:  Bronxville, NYAverage annual cost of attendance:  $66,64218th  most expensive collegeMedian earnings 10 years after entry:  $43,000Occidental CollegeLocation:  Los Angeles, CAAverage annual cost of attendance:  $67,0469th  most expensive collegeMedian earnings 10 years after entry:  $50,600Southern Methodist UniversityLocation:  Dallas, TXAverage annual cost of attendance:  $66,88913th  most expensive collegeMedian earnings 10 years after entry:  $60,700Haverford CollegeLocation:  Haverford, PAAverage annual cost of attendance:  $66,64817th  most expensive collegeMedian earnings 10 years after entry:  $60,700New York UniversityLocation:  New York, NYAverage annual cost of attendance:  $67,6377th  most expensive collegeMedian earnings 10 years after entry:  $61,90 0Amherst CollegeLocation:  Amherst, MAAverage annual cost of attendance:  $66,57219th  most expensive collegeMedian earnings 10 years after entry:  $65,000University of ChicagoLocation:  Chicago, ILAverage annual cost of attendance:  $70,1001st  most expensive collegeMedian earnings 10 years after entry:  $68,100Drexel UniversityLocation:  Philadelphia, PAAverage annual cost of attendance:  $67,8215th  most expensive collegeMedian earnings 10 years after entry:  $68,800Northwestern UniversityLocation:  Evanston, ILAverage annual cost of attendance:  $67,8874th  most expensive collegeMedian earnings 10 years after entry:  $69,000Washington University in St. LouisLocation:  St. Louis, MOAverage annual cost of attendance:  $67,7516th  most expensive collegeMedian earnings 10 years after entry:  $70,100University of Southern CaliforniaLocation:  Los Angeles, CAAverage annual cost of attendance:  $67,0648th  most expensive collegeMedian earnings 10 years after entry:  $74,000Dartmouth Co llegeLocation:  Hanover, NHAverage annual cost of attendance:  $67,04410th  most expensive collegeMedian earnings 10 years after entry:  $75,500Yale UniversityLocation:  New Haven, CTAverage annual cost of attendance:  $66,44520th  most expensive collegeMedian earnings 10 years after entry:  $83,200Columbia UniversityLocation:  New York, NYAverage annual cost of attendance:  $69,0213rd  most expensive collegeMedian earnings 10 years after entry:  $83,300Duke UniversityLocation:  Durham, NCAverage annual cost of attendance:  $67,00511th  most expensive collegeMedian earnings 10 years after entry:  $84,400University of PennsylvaniaLocation:  Philadelphia, PAAverage annual cost of attendance:  $66,80015th  most expensive collegeMedian earnings 10 years after entry:  $85,900Harvey Mudd CollegeLocation:  Claremont, CAAverage annual cost of attendance:  $69,3552nd  most expensive collegeMedian earnings 10 years after entry:  $88,800Georgetown UniversityLocation:  Washington, DCAverage ann ual cost of attendance:  $66,97112th  most expensive collegeMedian earnings 10 years after entry:  $93,500This article first appeared on Business Insider.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Administrative Assistant Resume [2019] - Guide & Examples

Administrative Assistant Resume [2019] - Guide & Examples Administrative Assistant Resume Administrative Assistant Resume [Writing Guide Example Plus 23 Skills Hiring Managers Notice]Administrative Assistant? Congrats â€" you’re a total office hero.A recent survey of more than 600 managers in the U.S. and Canada revealed that administrative assistants save their managers eight hours of work time each week.With this kind of impact, it’s no wonder that 75 percent of managers told that same survey the responsibilities of administrative assistants have increased in the past five years.The beauty of these roles is how they give you a chance to work with almost every part of a business and build relationships with colleagues across teams and departments.In many senses, they act as a career stepping stone within that company and beyond.Sounds great right, but what exactly do administrative assistants do?Examples of Responsibilities You’ll See in Administrative Assistant Job AdsDoing administrative and clerical tasks (such as scanning or printing)Preparing and editing lett ers, reports, memos, and emailsRunning errands to the post office or supply storeArranging meetings, appointments, and executive travelAnswering phone calls and taking messagesMaintaining folders on serversRecording meeting minutesLiaising with teams and unitsTracking petty cashCovering receptionA quick hint for you.You can use the list above to help you brainstorm duties and tasks for the Work Experiences section of your resume (more on that â€" and our tip to reframe tasks as achievements â€" soon).A great Administrative Assistant is a little like a Swiss Army Knife; able to solve a range of problems with the right tool in the right moment.Does that sound like you?If you need to create a modern and professional resume to showcase your skills for a role like this, this guide will take you through:How to present your contact informationHow to write a strong resume summaryThe 23 hard and soft skills hiring managers wantHighlighting administrative assistant achievementsHere’s an ide al administrative assistant resume that you can draw on. Let’s delve into why Jeremy’s resume works so well and how you can use the same features to make your own resume shine too.Like the look of Jeremy’s resume? Create your own professional administrative assistant in minutes with these easyEmotionally intelligent and computerAdministrative Assistant seeking to use her skills and experience to benefit an organization that is making the world a better place.Check out our writing a resume summary guide, if you want more help with this part.3. The 23 Hard and Soft Skills That Hiring Managers WantWhat about your skills?Our editor has three different Skills sections to choose from: Skills, Hard (Technical) Skills, and Soft Skills.Note: By clicking on Layout in the top menu, you can choose the “Custom Layout” and have a drag drop feature to adjust the sections as you need.It’s best to include a general Skills section and then choose between Hard or Soft Skills based on the needs of the job.Administrative assistants need a lot of soft skills to shine in these roles.Here’s some that you may want to highlight on your own resume.Top Hard Skills for Administrative AssistantsMicrosoft Word, Excel, Outlook, Powerpoint, SharePointDatabase managementCalendar managementQuickbooks and XeroProficiency with photocopiers, scanners, and projectorsAccurate data entryInventory and supply managementEditing and ProofreadingBilling and recordsUnlocked the office each morning.Made travel arrangements.Wrote letters and emails.Ready to create your administrative assistant resume now?