There is so much advice around the web on what constitutes a good resume and what elements should or should not go into one; the truth is though that there is no one size fits all formula for creating the perfect resume. It is not a case of getting everything in the right order and “bingo” the job is yours.
The Purpose of a Resume
The most important thing to remember about a resume is that it is about getting you to the interview stage. Certainly, the relevant decision makers will look at the resume after the interview to compare candidates but ultimately, it needs to grab their attention. What should go into the resume?
Qualifications: in this competitive employment marketplace, employers want to see the education-based experiences. A degree in English can say much in itself but if you are applying for a communications role, you need to give academic examples that are relevant.
Work experience: and not just from previous job though this is very important, but any experience that may be relevant to the role. This could be from voluntary work, personal interests or hobbies.
Abilities are different from experience in that you know what you can do, even if you cannot demonstrate it through on the job experience, through voluntary roles or in your qualifications.
Highlight Your Abilities
The key to a modern resume is experiences, particularly practical experiences and the identifiable abilities that you gain and have gained from those experiences. Employers want to see that you will be an asset to the business and this is how you need to market your abilities – those that are relevant and how they are relevant.
The first thing to do is look at the job description. Most will state the key skills that are required in the role. Though some will be generic “good organisational skills”, “works under own initiative” and “flexible”, some will be more specific than this: “good knowledge of MS Excel” for example. If you have a certificate of training to a higher level for that software package, or you have learnt advanced features of the software and can list an example, then make it relevant: “I designed a stock programme in Excel to keep track of petty cash” you will have demonstrated a core ability.
One element that people now include in their resumes is a list of highlights. These can be changed and tailored to each application; listing seven or eight bullet points that are relevant will present the employer with what they are looking for without having to search your resume for it and you may expand on these points later in the resume if you need to. The highlights bullet list should be a mix of experience, qualifications and achievements.
If the role is similar to one you have had before, or is a niche job that you have qualifications for, then imagine yourself already in the role. List the skills that you believe will be relevant to the job based on your previous work experience.
I was asked a question the other day that made me think. I get told constantly that I have a different way of thinking, and it is so different that it’s enlightening. But why is that? I always thought I followed the common principles of common sense, but after mulling it over and chatting with my staff, who are also like minded, I thought I should write something about it.
The question I was asked was ’do you have a breakdown in your database on the severities and types of disabilities your candidates have?’ My immediate response was a bit of a laugh and ’no, of course not!’, but in my head I was thinking ‘Why are they asking me this?’
After a moment I realised I was going to have to elaborate on why, because it was assumed it would be a standard information category we would record.
My response was, and is, I don’t care what a person’s disability is, I care about who is the best candidate for the job. I explained that I could give a breakdown on the skills people have, because when we want to fill a role we need this information, and I also need to understand our skills base for when I’m talking with an employer about what we can offer them as a recruitment agency. But why does it matter what the person’s disability is?
Yes, should the candidate get the role or have special requirements for the interview this might be relevant information, but again, we don’t need to know what someone’s disability is, we just need to know what flexibility or reasonable adjustment they may need to perform the best they possibly can in the role.
Which brings me to another thing we are constantly asked, ‘what is the candidate’s disability?’ We respond with ‘it doesn’t matter’ and we are met with ‘but I need to know to make sure I do everything right for the candidate’.
We explain that this doesn’t matter for two reasons: firstly, because when you disclose someone’s diagnostic label (always with the permission of the individual concerned) the unconscious or conscious bias beast will raise it head. And secondly, everyone is an individual and all an employer needs to know is what that person needs to do the job at the best of their ability. I’ll get to the first one later, but let’s think about the second one.
One thing we do for businesses and candidates before anyone starts in a role (or attends an interview if it’s needed), is broker accessibility requirements. We include information and an open platform to discuss what is needed for the candidate to perform at their best, this can include written information, separate conversations between a candidate and a business, right down to an open conversation if this is what the candidate wants. Ninety five per cent of these requests are for flexibility: for example, I need to start and finish earlier as twilight can affect my vision, or, I need to start late because I have anxiety in the morning, or even, I can work four days in the office but need to work one day from home as I am too exhausted from travel each day.
Yes, occasionally we do have physical access requirements that needs attention, but these are the minority, but that seems to be the thing that businesses worry about the most. They worry about the cost, the inconvenience, whether it will be enough? Again this is not such a big deal. My Media Liaison and Communications Manager worked in a government office which refused to contemplate a request for a change to the heavy manual open fire doors between the office and the kitchen. Sharon uses a walking stick and had no trouble opening the door at most times, but when carrying a coffee it was impossible to open the door holding a walking stick in one hand and a coffee in the other. She had to ask someone for assistance to open the door. You would think was no big deal but when it happens a couple of times a day the person nearest to the door was the only person available to help, and eventually made a complaint about having to open the door. What’s that? Yes, the person with no disability was the one that made the complaint! So from here, matters went into a tailspin, how were they going to afford the change to automatic sliding doors? What about the inconvenience to staff? Would these sliding doors meet the fire safety requirements?
You know what was funny about this? No one asked Sharon what she wanted. When it got down to it, she would have suggested that a shelf be put in near the door where she could place her coffee, open the door, walk out and then grab her coffee, letting the door shut. The solution was a $10 shelf, not thousands of dollars worth of renovations to the kitchen door.
This shines a massive light on why we always tell our businesses to just ask the person with a disability what they need. Not what they need for their disability, what they personally, as a human being, need.
There is a Government fund set up for this exact reason, so even changing to sliding doors would be no cost to the business – but that’s another story for another day.
So let’s get back to thinking about people with disabilities as a person, a human, a human with hopes and dreams, a human that can tell you what they need rather than you making assumptions for them. My first point earlier about assumptions and conscious and unconscious biases.
One thing I really struggle with is the demand for people to know ‘diagnostic labels’. What does it matter if Joe Bloggs has Multiple Sclerosis or Jane Doe has a mental illness? My thoughts are that once you know what a person’s diagnostic label is you start making assumptions about what that means. I’ll use my own example. I have severe anxiety, always have, and have examples of it included in my first memories. It has never affected my ability to be a fantastic employee, in fact it made me a better employee because I would throw myself at a project with everything I had. I would rather be working than anxious. For this reason I moved up the ranks quickly and found myself as an Executive Level 2 in the Government at the age of 31 which is when I had my first child.
And at that point, I was diagnosed with post partum thyroiditis, which meant my medication wasn’t working and I was living a 24 hour nightmare of panic disorder. The way my anxiety presents itself is as de-realisation, a state where you feel like you are waking up from a dream and nothing is real – and it’s terrifying! So of course, I wanted to get back to work ASAP and I did. The problem was I couldn’t work full time and had to disclose my disability.
And then the assumptions started, no one wanted to get me stressed, no one wanted to overburden me, no one wanted to ‘set me off’. So you know what happened? I was given nothing to do, given no staff and then avoided at all costs and cut out of the loop on the business of the branch. This was the worst possible thing for me, and my mental health spiralled out of control until I approached suicide. Fortunately for me, Enabled Employment sprung up in my head and was my saving grace. But, you know what my answer would have been if I had been asked? Give me more work, give me more staff, give me things that are challenging and stress me out! Because, if I’m worrying about those things I have no time to be anxious and I will get better!
Every single disability affects a person in a different way, we are all individuals and disability doesn’t discriminate. In fact it is the only minority group you can join at any stage in your life!
So why are people barraging businesses with information about everything that can go wrong when a person with a disability starts working with them? People with a disability are statistically less likely to have something go wrong than their peers so why do we set them up for low expectations or failure? Why can’t we just ask what they need? Treat them like the human being that they are, and cut out the fear and assumptions.
What we all need to do is just apply the principles of common sense. Flexibility in a role should be a given unless there are operational requirements that make it impossible. Not only is this good for people with disabilities it’s good for everyone. Have you asked your employee’s what they need to perform the best that they can in their role?
There’s a good vibe on the factory floor of Bottles of Australia. People are busy. They chat to each other while they work, grinning from ear to ear occasionally.
Bottles of Australia Director Anton Pemmer has always had difficulty in finding staff for the factory floor, and recognises the roles aren’t a career inspiring move. In saying that though, even the General Manager started in the production area, he says, and it has always been a starting point for people to build confidence, earn a living, and grow within the workforce.
“We used to hire a lot by word of mouth,’ he says, ‘which often worked, but as people moved on and up, we needed a more reliable way to recruit.’
“Enabled Employment has listed our roles, and we have some terrific staff who have really come into their own during their time here, and they are a great part of our team,’ he said.
Aisha and Shirley both applied to work for Anton and Bottles of Australia through the Enabled Employment website.
“I want to be famous!” says Aisha, striking a Zoolander pose for the camera, cracking up Anton, Shirley and myself.
Anton obviously enjoys the humour, and leaves me with General Manager Matt, to chat about the staff who signed up for the job through Enabled Employment, and their time at Bottles of Australia.
“Like a lot of other employees,’ says Matt “when they started they were a bit shy. Then that’s just like any other employee, now they’re part of the team, they chat at lunchtime, and interact just like anyone else. They aren’t any different to any other team member, there just isn’t an issue with their disability in the workplace,” he says.
Matt takes time to respond to my questions about those particular myths about disability in the workplace which employers sometimes hold.
“No, they don’t take more sick leave, or make more workers’ compensation claims, and they are often one of the first to arrive in the morning and the last to leave from there area,” he says.
Anton confirms Matt’s response. As a business owner, it is ultimately his responsibility to ensure the team on the factory floor is a strong one.
“We treat everybody the same,’ he said ‘you get treated as a human being. We’re running a business, and Shirley and Aisha are a great asset to the team.
‘I loved having them at our Christmas party, we all had a great time, and these ladies are a real part of our business, and our achievements this year,’ he said.
Shirley and Aisha are members of the Deaf Community. Shirley is studying a Bachelor of Commerce, uses English as a second language, and is a cheerful and happy member of the team, and Aisha loves her football and is wearing her team jersey under her hi-vis vest. And, she wants to be famous, and we are sure she will be one day soon.
For over 4 million people with a disability facing adversity is part of everyday life. Especially when it comes to the job marketplace. Unfortunately there are still significant barriers to earning a stable income for many people with a disability.
Unemployment rates for this community are unacceptably high. This year unemployment for people with disabilities was twice as high as the general population and labour force participation was half that of the non-disabled workforce.
At Enabled Employment we believe everyone has the right to financial independence, and flexible economic opportunities should be made available to all.
That’s why today we’re announcing a partnership with Uber - to extend flexible income opportunities to thousands of of people with disabiloities able to drive on the uberX platform.
“We think the time is right for people with a disability to take matters into their own hands and manage their own income opportunities. Uber’s ridesharing platform presents a possibility to change the status quo, which has so far failed to create gainful economic opportunities for people with a disability.” - Jessica May, Founder, Enabled Employment.
We hope this partnership not only helps Enabled Employment members find well-paid income opportunities, but also encourages the 53% of people with disabilities with a driving licence to consider driving on the uberX platform.
This includes partners like Jordan who lives with Achondroplasia and chose to drive on the uberX platform to escape unemployment.
"I was unemployed for a year before I found Uber. I decided to join uber because I wanted to do something during the day while I was looking for a job. It was really hard for me to find another job because of my size, but with uber nothing like that matters.
“Joining Uber was the best decision I’ve ever made. Not only do I get to meet new people and hear funny stories, I can also start when I want and finish when I want.”
“I would recommend Uber to anyone looking for some extra money or finding it hard to find a job.” Jordan, Perth
And partners like Paul who chose to drive with Uber to supplement his income while studying computer science.
"I was born with Spina Bifida and I really should not be here (alive) to write this, let alone having the ability to walk and function reasonably well, something that the majority of people with my condition will never experience.
I have my older brother and sister to thank for my ability to walk and the most amazing mother in the universe to thank for my life thus far.
I am a chef by trade, but due to my condition I had to retire. Uber has now given me the opportunity to supplement my average wage to the point that I may continue my studies and also afford a few personal splurges here and there.
Finding a second job that allowed me to keep off my feet, not to mention being free to relax and enjoy meeting so many cool people and only do the hours I am comfortable with was impossible until I found Uber.” – Paul, Brisbane.
For the past year, since launching on 11 September 2015, Enabled Employment has been winning awards for being a ‘start-up’. Start-up is a term used in the entrepreneur and tech world for a new company which is primarily internet based, and which has a business model which involves seeking private venture capital investment after proving their market worth. The term ‘start-up’ can be used while the company is being established. Some start-ups are only months old, while others are two or three years old.
Enabled Employment CEO Jessica May chose to follow the entrepreneurial path when she formed the business model she wanted for the company, rather than choose a not-for-profit business model.
Private venture capital investment is a whole new world for most of us. I learned about it when Jess was accepted into the GRIFFIN Accelerator. Private venture capital investment is when you are asking investors to exchange their hard earned cash for shares in the company.
An ‘accelerator’ or ‘business incubator’ such as GRIFFIN Accelerator is a group of experienced business people and entrepreneurs who exchange their cash for shares in your company to get your cash flow started, and mentor you through your first three months of business and ‘pitching’ for investment. Enabled Employment was accepted into the GRIFFIN program last year in July, and the knowledge gained from the team of mentors about doing business in the corporate world, and investment, was invaluable.
But why would someone choose a business model based on private venture capital when they could run a not-for-profit and get government subsidies, and tax concessions?
Figures from the Australian Bureau of Statistics show there are approximately 2.2 million Australians of working age with a disability. The current social security system demands that if you receive a government payment such as Newstart, you are required to meet the job seeking criteria. If you disclose you have a disability, you will be referred to an employment service which specialises in placing people with disability into jobs, in return for government funding.
Jess made a decision on ethical grounds about how people with a disability are offered jobs. Currently, job seeking assistance to people with a disability is paid for by the government, and, depending on the level of disability, per person the government pays $890 for 13 weeks assistance from an employment services provider. Then there is a job placement fee of $770 per job placement, bringing the cost of services per individual to $1660.
Employers are subsidised by the government to provide ‘placements’ for people with a disability. Employers receive a 13 week placement fee of $2860, and a bonus of $572, and at the 26 week placement point, a further $7,700 plus a bonus of $1540. That’s $12,672 for six months provision of a placement.
All this adds up to $14,332 per person, per placement. And that’s at a minimum; the figures are higher for those with higher assistance needs.
Enabled Employment does not receive any of this government funding under the current disability employment framework. CEO Jess May considered the practice of government payments to employers for providing ‘placements’ to people with disability, and decided that another option was definitely both needed, and possible.
As people with skills, work experience, abilities and qualifications, she does not believe employers should be subsidised to employ people with a disability. The company she runs believes wholeheartedly that paying an employer to provide a job to a person with a disability encourages a misplaced belief that it is a ‘charitable favour’ to give work to a person with a disability – rather than an opportunity to diversify the workforce, and gain the demonstrable skills and capabilities of a qualified and skilled employee.
Why should I, for example, a person with post-traumatic stress disorder and chronic pain, be considered any less worthy of a role than someone with out those conditions? I’ve only taken one day off sick in the last 2 years, I work full-time hours, I have two degrees – and over 20 years experience as a professional communicator. Why should an employer get a windfall of some $12,000 to employ me for a short six months?
By not taking government subsidies, Enabled Employment is trying to change attitudes, in every sphere of Australia’s corporate world, towards how we regard the work capabilities and value of people with a disability. We do not believe that subsidies are the answer, for either employers or people with a disability.
So Jessica, and our Chief Information Officer and web wizard Chris Delforce, have ‘mainstreamed’ the recruitment process for our employee cohort, providing a jobs website where people with a disability can access job opportunities with inclusive employers – using flexible working options and a results oriented work environment.
Our approach ensures there is some level of self determination and choice in how people with a disability find work.
There’s a saying in ‘start-up’ world, and that is ‘Be the change you want to see.’
We are the change we want to see, and we hope our journey continues as successfully as it has for the last ten months.