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Free Resume Examples: More Is BetterIf you ever studied any probability theory in high school or college, you probably remember the marbles. Most introductory probability books talk about drawing different colored marbles out of a bag. What's the probability of getting a particular color? Let's say the bag has 20 marbles, 15 red and 5 blue. The probability of drawing a red one is 15/20, or 3 out of 4. The probability of drawing a blue one is 5/20, or 1 out of four 4. The principle should be obvious. Given a certain total number of marbles, the probability of drawing a particlar color goes up as the number of marbles of that color goes up. Simple right? Yes, but almost every job seeker forgets that simple rule when it comes to free resume examples. You want your resume to stand out. So you copy a free resume example you consider "unique." Imagine lots of other people copy the same one. Does yours stand out anymore? Nope. And that's what lots of people did with the three or so templates that came with Microsoft(R) Word. It became almost a running joke for headhunters and recruiters. Only it wasn't funny. Free resume examples, and templates, are fine tools to use. In fact, I'll bet in your career you've used examples to get started on most projects. It's always helpful to get new ideas when you're brainstorming. The problem is, most people think an example or a template is a form to fill in. That's lazy, and the results are likely to be far from what you're hoping for. I recommend you use free resumes examples. I also recommend you follow a simple rule of thumb. Use a LOT of free resume examples. The more the better. What you're doing here is picking and choosing the styles, formats, phrases, words and techniques that will present YOU best. You're not the person the example fit at one time. You're you. Remember those marbles? Imagine there is a resume example out there that fits you perfectly, so that you could in fact copy it, change the personal information at the top, and turn it in. What are your odds of finding it? I don't know, but I do know they go way up the more marbles (or free resume examples) you have to choose from. Now, finding that "perfect match" free resume example is an extremely remote possibility. I'd say the probability is zero. But that's not what you're looking for. You're looking for close-to-perfect pieces and parts that you can adapt to create your best possible customized resume. Fortunately, the same probability principle applies. The more pieces and parts you have to choose from, the greater your odds of finding what you're looking for. More pieces and parts come from having more free resume examples in the bag. Maximize your odds of success by looking at LOTS of free resume examples. I'd start with 10, then do a second round of 15 more. It's some work, but the result might be that "dream job" you've been looking for. A little work can pay off big. (c) Copyright 2005 by Roy Miller An article by Roy Miller, creator of http://www.Job-Search-Guidepost.com. He has just released a new free report on how you can avoid losing thousands of dollars by copying a free resume example without knowing what you're doing. You can claim your copy here: Free Resume Examples Report. This article may be reprinted for use in newsletters and on websites provided that this information box is kept intact. Email notice of intent to publish is appreciated but not required: roy@job-search-guidepost.com. |  | | | RELATED ARTICLES You Should Interview the Interviewer, Too I know what you are thinking. You're thinking, "Wait a minute. Wouldn't that be somewhat presumptuous if I were to ask the interviewer questions?" No. The truth of the matter is they want to see that you have enough intelligence and business sense to ask questions requiring informative answers. Most human resource professionals and hiring managers believe having an applicant ask questions is one of the most important aspects of the interview. They are able to tell more about you by the questions you ask than the answers you give in response to their questions. 5 Key Factors to Consider When Selecting an Outplacement Firm With today's economy, more and more companies are finding themselves faced with the situation of having to reduce headcount to remain competitive. Here are five key factors to consider when selecting an outplacement firm if your company is ever faced with a workforce reduction. 1. Types of Services Provided. One decision you will need to make regarding outplacement is whether your displaced workers would benefit most from group or individual one-on-one outplacement. For the majority of outplaced employees, if your budget permits, individual outplacement is the preferred option since it provides one-on-one support that will help them move forward more quickly than they would on their own. If you decide they would benefit most from individual outplacement, you will then need to determine what services would be most valuable to your displaced employees. One option would be to select an outplacement firm that develops their resume and cover letter for them. Another option would be an outplacement firm that offers office space and a computer for the displaced worker to prepare their own job search materials. 2. Areas of Specialty. Another factor to consider when selecting an outplacement firm is whether it is important to you that they have experience working with the type of displaced employees you will be sending them. A related factor is whether it is important to you that the outplacement company specializes in dealing with companies like yours.  If their areas of specialty are important to you, review the outplacement company's web site and other marketing materials to see what their specialty is or ask them directly. If an outplacement firm's expertise lies in serving large companies displacing administrative staff and your small business is displacing experienced managers, this outplacement firm may not be the best fit for you.  3. Experience with Current Job Search Practices. How important is it to you that the outplacement firm be experienced with Internet job search techniques? Is it likely that the Internet will play a key role in your displaced employees' job search strategy? If you determine that Internet savvy is an important evaluation point for an outplacement firm, check to see whether the outplacement firm recognizes the importance of the Internet by having a web site. Are they aware of the top online career sites? Do they offer a service to post displaced employees resumes on these top online career sites? Do they have the ability to distribution resumes electronically to a select group of employers and recruiters?  4. Length of Time Support is Provided. Another factor to consider when selecting outplacement services is the amount of time you feel the displaced worker would require outplacement support. In general, the more senior-level the position, the longer it will take the displaced employee to find suitable employment.  A second time factor to consider is whether the displaced worker will receive ongoing one-on-one scheduled sessions with a career transition consultant or whether the ongoing support merely includes access to job search support materials.         5. Costs. Outplacement costs must be considered when selecting an outplacement firm. Check to see whether outplacement costs are clearly defined and stated on the outplacement firm's web site and in their marketing materials. Are you charged only if the displaced employee elects to contact the outplacement firm for support or are you charged regardless of whether the displaced employee receives support? Are there affordable packages available that provide the services you feel your displaced employees would most benefit from without providing unwanted services?   Another cost factor to consider is whether the outplacement firm gives you the able to select outplacement services a la carte to meet your needs. Also determine whether the outplacement company has a minimum fee requirement or whether they will charge you only for the number of displaced employees you actually have even if the number is as few as one.  By considering each of these five factors you can develop effective selection criteria for deciding on an outplacement provider to best meet the needs of your displaced employees while adhering to your budget constraints. Copyright 2001-2004, Quest Career Services, LLC. All rights reserved. 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