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Having a resume is an essential part of a professional job search. Nearly all applications require a resume for the hiring managers to review. However, if you’ve never written a resume before, the process can seem overwhelming. We’re here to help make the process a bit less daunting with our tips on how to write your first resume.

What to do Before You Write Your Resume

Before you actually start writing your resume, it’s important to think about what skills or experience you have that would be relevant to the type of positions you want to apply for. Start by reviewing job descriptions of positions you’re interested in. What skills are they looking for? What previous experience is required? Make a list of keywords that come up in multiple job descriptions and analyze them against what you’ve done that is relevant, and you’d be able to include them in your resume.

You might also consider holding “informational interviews” with individuals already working in the job you want to get hired into. These informational interviews will allow you to ask questions on what skills and experience come into play regularly, the challenges of the job, and what is most important in the role.

What to Include on Your Resume

After you spend time reviewing job descriptions, analyzing keywords, and learning from current individuals in your desired field, it’s time to write your resume. What should you include?

Your relevant previous experience – Even if you have limited work experience, there are plenty of ways to show what you’ve done in the past can add value to the position you’re applying for. Maybe you’ve completed an internship, done volunteer work, got a certificate in the field, or took a relevant course. Be sure to include any of these if you’ve done them! It will show the hiring manager that you took the initiative to learn more and grow your skills to get into your desired field.

Your skills or achievements – You must include any skills you have related to the position you’re applying for. This is why before you start writing your resume, you took note of all the main keywords from the job descriptions you looked at. You’ll also want to include any relevant achievements you received as well. These don’t have to be a physical reward; it can be when you were “employee of the month,” or maybe you created a new process that made things more efficient, or perhaps you increased outputs in a previous position. Be sure to include anything that you did that added value that you’ve done in the past.

Contact information – This one may seem obvious, but there’s a right and wrong way to do it. Your contact information should be accurate and professional. Make sure the phone number you list you will have access to. Also, make sure you have an email address that sounds professional – avoid using a silly email address with nicknames and stick with using your given name in a first name/last name type format. You can create an email address for free on Gmail.

What Not to Include on Your Resume

There are things you should avoid including on your resume. For example, do not include a photo of yourself; this invites the hiring manager to make assumptions about you before even meeting you. Also, do not include anything that wouldn’t be relevant to the position you are applying for. This means do include any internship or volunteer work you did that relates to the position but leave out the hobbies you enjoy or any awards you have received that have nothing to do with the job.

A hiring manager isn’t spending extended amounts of time reviewing resumes, so sticking with emphasizing the areas that show you’ll bring value to the position is key to making your resume stand out and lead to an interview. Having a concise and direct resume is better than a large resume filled with “fluffy” information that doesn’t relate to how you’d be the best fit for the position.

Writing your first resume can seem daunting, but it doesn’t have to be! Start by analyzing your skills and how they would be relevant to the positions you’re applying for, and then know what you should and shouldn’t include when writing the resume. You should keep it concise and focus on emphasizing how you would add value to the role.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.




Company culture has a significant impact on your employee engagement, retention, and satisfaction so having a thriving culture is paramount to your organization’s success. While building a great company culture is never a one-size-fits-all approach, here are three things you can start implementing to see short and long-term improvements.

Encourage Employee Autonomy

No one wants to be micromanaged. It’s often ineffective, and even inefficient, for organizations to micromanage their employees. To improve company culture, encourage employees to have more autonomy when making decisions, completing tasks, and setting their individual goals and priorities. After all, you hired them based on their ability to get the job done!

To encourage employee autonomy, inspire your employees to start making decisions that they will be accountable for, rein in managers who over-manage their teams, create opportunities for your employees to make choices, and allow for flexible scheduling. By embracing your team’s autonomy, you’re allowing them to make a rewarding leap from waiting to be told what they should be working on to taking on initiatives that drive company growth.

Practice Your Core Values

If your team can’t share your company core values from memory, it’s a pretty safe bet they’re not being practiced. Your company’s core values must be so much more than some nice catchphrases buried somewhere on your website that no one at your organization is really aware of. You should be living out and practicing your company’s values each and every day. Practicing your core values means using them to guide your mission, influence how big decisions are made, and should even act as the heartbeat of your organization. To make your company culture better, you must develop genuine core values and practice them daily.

Support Flexibility

An easy way to increase morale and reduce turnover is to embrace and support flexibility for your employees. More and more organizations have started buying into allowing their employees to flex their schedules when needed. To support flexibility, organizations should embrace if an employee needs to step out for an appointment, need to remotely, or have to drop-off or pick-up their child from school or daycare. When your employees feel the organization supports their flexible schedules, it will increase their satisfaction and overall company culture.

Company culture is vitally important to employee engagement, loyalty, satisfaction, and retention; however, some companies struggle to build a strong culture. Three easy ways to start improving your company culture include encouraging employee autonomy, practicing your company’s core values, and supporting flexible schedules. Implementing these aspects will immediately start strengthening your employee engagement – and your bottom line.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.




Diversity and Inclusion are no longer “buzzwords” companies put on their career pages on their websites to try and attract candidates. Recruiting a diverse and inclusive workforce is an absolute must. Companies that are not intentionally attracting and retaining diverse talents will be missing out on the potential to innovate, compete, and thrive. However, it can be difficult for many organizations to know how to recruit a diverse workforce, we’re sharing three ways to get started.

Take a Hard Look at Your Company’s Structure

What is the make-up of those who are sitting on the top of your organization? Do they reflect the demographics of the communities they serve? What does their succession planning pipeline look like? Taking a hard look at your company’s structure is a good starting point for establishing a baseline on your organization’s current state of diversity.

If the top-down make-up lacks diversity, it’s a reasonably good bet there’s not much emphasis on hiring with DE&I in mind during the recruitment process. This is the first area that needs to be examined if a company is serious about recruiting a diverse and inclusive workforce.

Be Aware of Unconscious Bias

Most people carry unconscious biases with them without realizing it. What matters is knowing it does exist and becoming more aware of how it might be affecting their hiring decisions. Unconscious bias can be as simple as someone’s name on a resume or a particular zip code—none of which has any influence on a candidate’s ability to perform in a role.

Studies have shown that applicants with “English” sounding names have an increased chance of receiving callbacks than those with “ethnic” sounding names. Companies owe it to themselves and to applicants to train their staff to identify their biases, learn to modify their behavior, and, at minimum, keep these biases in check.

Avoid Writing Job Descriptions with Biased Language

As your team writes job descriptions, they should filter them through a diverse and inclusive lens. Monitor for language that contains gender-biased language such as “aggressive,” “supportive,” or “competitive.”

Limit the number of qualifications in a job description, or list only the skills that are absolutely necessary for the role. Remember, you can always train for skill! You’ll receive more candidates with a broader range of backgrounds and experiences that could offer new perspectives to solve problems your organization currently gets stuck on. It’s also important to keep in mind that the job description might be the first interaction that a candidate has with the company. So, why not make the experience a positive one?

Companies who earnestly seek to hire a diverse and inclusive workforce will see a return in their overall employee satisfaction, engagement, company culture, and economic bottom line. To get started, first take a hard look at the diversity, or lack thereof in your organization’s structure, be aware of how unconscious bias may affect your hiring decisions, and avoid job descriptions with biased language.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.




With emails in the palm of your hand, constant notifications, and working from home, the line between work and personal life can become blurred. Neglecting a healthy work-life balance can lead to increased stress, decreased productivity and engagement, and burnout. To ensure you maintain a healthy work-life balance, we’re sharing five tips you should be practicing.

Manage Your Free Time

Free time doesn’t mean available time. Just because you have an empty slot on your calendar doesn’t mean you must fill it with some type of activity – work or personal related. To achieve a healthy work-life balance, it’s crucial to manage your free time.

To effectively manage your free time, you must first identify what’s most important in your life. This list will be different for everyone, so make sure you’re really reflecting on your priorities and goals. Second, you must set firm boundaries so you can devote quality time to these priorities and goals.

Unplug & Set Boundaries

One of the biggest things you can do to help improve your work-life balance is to unplug and set boundaries. The pressure to be “always-on” is very real but leads to burnout faster than almost anything else. It’s crucial to unplug and set away from your work at the end of the day. If you’re working remotely, try leaving your computer in a different room or turning your phone email notifications on “do not disturb.” Taking time to unplug and recharge your batteries will help you be more productive and engaged when you go back to work.

Practice Self-care

Taking care of your body and mind are also vital to maintaining a healthy work-life balance. Consider meditation, exercise, or doing something you enjoy just for you, like activities that encourage you to practice self-care.

Meditation is a great way to practice mindfulness and reduce stress, even if you’re only able to do 5-10 minutes of meditation at a time. Exercise is also a great way to practice self-care. Moving your body and getting your blood pumping releases endorphins, which help you feel happier and refreshed. Finally, but certainly not limited to, is to do something you enjoy just because you like it. This could be artwork, reading, journaling, hiking, really anything that brings you enjoyment.

Audit Your Habits

What habits do you need to start, and which ones do you need to stop? Audit your habits to identify areas where you have “time sucks” or “energy givers.” When you take the time to evaluate and audit your current habits, you’ll know which ones you should start or stop to help you achieve a healthy work-life balance.

Stop Multitasking

We all have a lot on our plates, and the responsibilities, duties, and obligations are only going to increase. It’s important to stop believing the lie that we’re all capable of multitasking. We can’t. When you’re constantly bouncing from task to task, you’re not giving anything one hundred percent—leading to you feeling like you have been busy but haven’t been productive, further leading to burnout.

Be intentional about how you spend your time doing tasks. If you’re working on a big project, consider turning off your email for an hour or two. If you’re taking care of children after working hours, don’t continue checking emails. When you intentionally focus on the task at hand, you’ll find your time management and productivity increases.

Work-life balance is more than just a “nice notion” or something that makes employees “soft.” It’s an essential piece of employee engagement. When you take the time to ensure you have a healthy work-life balance, you’ll be happier, more productive, and avoid burnout.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.




As humans, we all carry biases, many of which we don’t even notice. Here’s how to avoid letting your HR team’s preconceived feelings and thoughts influence hiring decisions and processes.

Step One: Listen, Learn, and Understand

It’s important that everyone involved in workforce management understand what hiring prejudices are and how they influence the choices we make. Take time to educate yourself and your staff about bias. Commit time and resources to training sessions and materials that offer critical insight. Make the issue of bias top of mind and keep it there. Awareness is the first step toward understanding old habits and patterns. It can start the internal conversation that leads to change.

Step Two: Rewrite Your Job Descriptions

Words matter. And in every job listing, the words you choose communicate your organization’s values and, yes, its prejudices. Words also determine who will apply to each job.

So, it’s time to appraise how you talk. Review your boilerplate copy as well as the content you submit for each job opening. Look for masculine terms, even subtle ones that imply your work environment is “hotly-competitive” or “extremely determined.”
Likewise, be sensitive to copy that places heavy emphasis on “cooperation” and “collaboration,” since that tends to draw more female applications.

You can completely eliminate gendered words—or those that seem gendered—or strike a balance by evenly distributing words that feel masculine with those that feel feminine.

Step Three: Be Blind

Personal bias can be triggered by an applicant’s name, gender, or address. When you’re looking for top talent—and that means diverse talent—level the playing field by using a blind, systematic process for reviewing applications and resumes.

You can do this with software that filters applicants by qualifications and experience. Or by simply training your team to ignore applicants’ names, addresses, and other data that could prejudice their decision making.

Step Four: Test Everyone

To avoid judging people based on who they are, evaluate them on how they’d do. Create a job performance test that asks each candidate to solve work-based problems that fit the available position. A test not only reveals important details on how the prospective employee will handle the job; it forces you and your staff to critique them on that basis, rather than on appearance, gender, age, or ethnicity.

Step 5: Make Every Interview the Same

While some HR professors still prefer a get-to-know-you, conversational approach, research shows structured interviews are better predictors of on-the-job success.

They also help minimize bias by focusing your questions on the issues that directly impact performance. So, create a template that standardizes the process. Consider using an interview scorecard that grades each candidate’s responses based on an agreed-upon scale. Then use the results as a data point in your overall evaluation.

Step 6: Set Goals. And Reach for Them

It can be challenging and controversial, but the best way to conquer bias is to put it front and center in your organization. So set goals for diversity and inclusion. And as you hire new people based on those goals, evaluate how well you do. This will put a spotlight on the importance you place on such issues. And it will lead to a stronger workplace in the process.

The experts at EG Workforce Solutions are ready to share more ideas, feedback, and support to help you
reduce bias in your hiring practices.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired. But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.




Every leader wants to earn their staff’s trust as happy teams who understand their manager has their back and best interests in mind will work harder and better for the organization. Being a transparent leader is one of the best ways to earn the trust of your team. Here are three ways to be a more transparent leader.

Speak Truth, Avoid Spin

No one likes getting difficult news, but when you have to give it, spinning it or tip-toeing around it isn’t going to do anyone any good. When you have share news, it’s best to avoid spin and giving it straight – the good, the bad, and the ugly.

When times are difficult, leaders won’t be able to “rally the troops” if they aren’t trusted, or their team doesn’t feel like they’ve been given the full story. When leaders are transparent about good and bad news, their teams will be there to help navigate the organization through it.

Create Systems that Drive Transparency

If you want more company-wide transparency, you’ll need to create systems that drive it. Start by emphasizing your commitment to being a transparent leader and how you expect the same from your team. Create infrastructure for open and consistent communication, consider removing silos within the organization, and recognizing transparency when you see it.

Empower Transparent Team Members

Transparency has to come from more than just the top of the organization. Empower transparency from your team – it will become a healthy cycle! Empowering this environment of open communication, trust, and honestly, will lead to higher employee engagement, loyalty, and satisfaction. People will thrive in an environment built on transparency and trust – and your organization will be the beneficiary!

Transparent leadership will lead to more trust, higher productivity and engagement, employee satisfaction, and healthy company culture. To build more transparency in your leadership, speak more truth than spin when it comes to the easy and challenging news, create systems that drive transparency, and empower transparency within your team.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.




Just because middle school is over doesn’t mean you won’t encounter a bully now and then. But, what if you have a bully at work? Workplace bullies are common; in fact, a 2018 poll found 60 million Americans reported being affected by a bully at work. If you feel intimidated by an individual or even dread having to work around them, you may be a victim of a workplace bully. Instead of continuing to be unhappy or leaving your job, here are three ways to deal with a workplace bully.

Define What You Will Tolerate

There is a difference between teasing and full-fledged bullying; you’ll need to define what you will tolerate. Start by describing the behavior that is negatively affecting you. Avoid generalizing or editorializing; you’re going to need to be more specific than “I don’t like when you yell at me.” Instead, tell the bully, “When you yell at me, I have a hard time focusing on what you’re asking from me.”

You will also want to make sure the bully knows you will no longer tolerate the behavior. If you do not, the bully will continue with their behavior, and the problem will only worsen. It may even escalate to involving your HR department.

Document the Actions of Behaviors

Whenever you’re feeling bullied, write down the behaviors or actions you’re being subjected to. Be sure to document the date and time of the incident, as well as making your notes as detailed as possible so you can accurately relay it later. If the bullying is occurring over emails or text messages, make sure you save those as well.

If you’re comfortable, you can bring these issues to the attention of the bully and first try to resolve the conflict between the two of you. Sometimes, a bully may not even be aware their behavior is affecting your negatively. If you’re not comfortable with this, or it’s not an option due to the level of the bullying, you’ll want to go straight to HR with your documents.

Speak to Human Resources

When you’ve told the workplace bully what you will or will no longer tolerate, spoken to them about their behavior, and documented their action, and you’re still having issues, it is time to bring the situation to Human Resources. Having those detailed – and accurate – notes you’ve taken will help HR access the situation and create the best path forward for both you and the bully.

No one likes a bully, especially in the workplace. If you’re experiencing a bully at work, let them know how their actions or behavior is negatively affecting you, define what you will or will not tolerate from them, document the situation(s), and go to HR if you’re not able to resolve the conflict together or if the bullying is extreme. Bullies are dangerous to company culture and employee engagement, so it is in everyone’s best interest to create a bully-free workplace.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.

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