How To Craft The Perfect Remote Job Resume
Secrets to standing out amongst the competition - and landing that job!
Are you interested in finding a remote job but worried about the quality of your resume?
Well, you're in luck - we sat down with Taylor Lane, founder of Remote Like Me, and asked for some tips on crafting the perfect remote job resume. Taylor has helped tons of remote hopefuls turn their virtual career dreams into a reality. With a focus on customizing resumes for remote positions, Taylor teaches people of all ages how to stand out and get more job offers.
Would you like access to exclusive informative chats like this in the future? If yes, then click here to become a PowerToFly VIP and join our community of women here to empower one another.
What are your tips for landing your first remote job?
Taylor Lane: In general, we, as women, have a confidence issue. No matter how confident you are, we have this thing that stops us from saying certain key terms and describing ourselves in certain ways on our resume. My overarching tip is to be genuine, authentic, and confident, because when you're presenting your true self on your resume, you're going to automatically align with companies that will allow you to thrive.
How do remote resumes differ in terms of format from a traditional resume?
TL: This is a great question because I have what some people may call a radical approach to customizing resumes, which is that you should be getting as creative with your resume as the company projects itself to be. I advise all my clients to use a program like Canva, or a design software you're comfortable with, to make a truly unique resume. I've talked with hiring managers as well as other remote employees, and they can't count the number of plain, black and white resumes the get on a daily basis. If you think you're being too creative, you're not there yet. Remote companies like to see that a person is tech savvy even if your job isn't related to design. A creative resume shows that you know what looks good online. My best advice is to go to the company's website, and match their tone. Are they using cartoon icons, colors, floral prints, or really professional lines in specific colors? That's how you know how far you can go.
What are remote companies looking for in a resume? How can I stand out?
TL: This is a good one because the phrase "stand out" is always on people's minds. What's going to make you stand out is your ability to see why the company aligns with you. If you can't pull that out, and you can't show it on your resume, it's like trying to connect the dots on a really disheveled picture. When it comes to your resume, you have to connect the dots for them. What does the company value, what experience do they need, and what personality traits do you bring to the table? Does your resume match their needs? If yes, you're going to stand out. If not, where can you pull from your prior experience to try to connect those dots?
How important is prior remote experience?
TL: It's fair to say that when companies are looking through a pool of applicants, those with prior remote experience definitely stand out - but for those who have't necessarily had a full-time remote job, there are still ways to highlight remote experiences on your resume. If you've ever worked from home for at least a day in your life—you can put it as the first bullet of one of your job descriptions. Bold the word "remote" in the description. If you've never ever worked from home, you can write in a 'Fun Facts About Me', 'Career Development', or 'Professional Development' section that includes your membership in career development groups like PowerToFly VIP where you meet weekly online and use online communication tools like Slack, Zoom Conferencing, or other online programs you would normally use in a remote job.
How do I combine multiple experiences (customer service, project mgt, design) into one resume? What do I do when I don't have enough space?!
TL: Let's talk about space - do not cry crocodile tears if your resume has to be two or three pages. You are not going to get a senior level position with a one page resume. If you're at that level, don't hide from your experience. You can have as much space as your career needs. When you go on to two pages, you get to speak more, and you get to fill the space with fun things that humanize the process. For example, you can include one sentence testimonials from bosses and companies you've worked with or your peers. The only thing you need to make sure of is that the top half of the first page of your resume is fully optimized to the opportunity. That means if you've been a customer service manager, project manager, and a designer, and you're going for a project management role, guess which skills need to be at the top of the resume? It's proven that hiring managers look at resumes for six seconds before they consider reading further, or before they pass you on to a "no-go" pile, either physically or virtually. So you can do as many pages as you want, just make sure that relevant experience is on that first page.
Once your resume makes it to the "in" pile, is there anything I can do to further my chances of being chosen for an interview?TL: This is something I get the most resistance on. If you've never cold pitched in your life, you're missing out on 50% of the opportunities in the remote world. I want you to research companies based on the values and work styles you want, missions you stand behind, and products you already love to use, and I want you to cold pitch them with your skills. If you've never done that, you're not creating your own opportunities. Guess who is your competition when you cold pitch? Just you! So if you want zero competition, cold pitch. For example, let's say I see that there's a marketing position open, and it doesn't quite fit my experience or what I would like to do with my career; however, I could tell the company that I already have this many ideas on some content creation that I could do for you, and I'm wondering if you have time to talk about how I could impact your company. You can also be your own advocate. People think that networking ends when you land your next role, but guess what? Networking should really be something that never ends. Have you written in Facebook groups, your alumni group, or in some of your social networks? I want you to talk to people. For example, try searching the company in LinkedIn. See if any of their current employees in the department you're going in have mutual contacts with you. Even if they have nothing in common with you, still send an InMail message to them. Find someone that you resonate with and send an InMail message to them. Sure this company may not have the perfect role for you now, but who knows what they'll be hiring for down the line!
Ready to build a resume now? Check out these free templates to get started!
Branwyn Baughman, recruiter at Lockheed Martin, shares an exclusive take on the most important tips to keep in mind when preparing for an interview.
Take a look at the company's application process, culture, and values, as well as some top-notch tips that Branwyn outlines on how you can make your application stand out.
To learn more about Lockheed Martin and their open roles, click here.
6 Tips for Companies & 5 Tips for Individuals from Indeed's Group VP of ESG, LaFawn Davis
Earlier this month, LaFawn Davis, Indeed's Group Vice President of Environmental, Social, & Governance, joined us as part of our Diversity Reboot Summit to talk about the 'shecession' experienced by many women, and especially women of color, as a result of COVID-19.
LaFawn shared some great tips for companies and individuals looking to be part of "the great rehiring." If you're looking to find a new role, or to ensure that you help bring back diverse talent displaced by COVID, check out her advice below, and catch her complete talk here or by clicking the video above!
Q: What would your advice be to companies that are looking to step up their diverse hiring in 2021?
My advice: Good intentions are no longer good enough. Nobody wants to hear what you meant to do, wish you could have do, intended to do. Nobody wants to hear that you can't find Black Women or any other dimension of diversity. We're obviously out here.
My squad and I have a saying "Impact over intentions." So, if 2020 was the year of good diversity and inclusion intentions, let's make 2021 the year of actions and impact.
So, now that we got that out of the way. If you're looking to step up your diverse hiring. Stop and get your house in order. Because you shouldn't just want to hire a diverse workforce, you should want to grow and keep them too. So there are 5 things, ready?
1. Focus on long-term systemic change.
There's a lot of momentum — and need — for change right now. It's not just about a message of support or donating to a cause one time. Take a look at your own systems. How do you hire and grow employees? Do your succession planning, talent reviews, recruiting and other processes have built-in biases? Is equality part of your core values? Are you actively working toward change? Recognize that talent is equally distributed, but opportunity is not. Above all, hold yourself accountable for the way things are, then work to improve.
2. Take a close look at your data.
Share it internally to be transparent with employees of where you are now. When possible, share it externally to be visible and accountable (I'm happy to announce that Indeed will be releasing its own diversity data this summer). Use it as a baseline for comparison against what you hope to achieve.
3. Change behavior.
Focus on behavioral changes throughout the company with an emphasis on coaching, training, and having crucial conversations with managers. Leaders and managers set an example for the entire workforce. If employees see the behavior of managers or leaders in a negative light, a true sense of belonging is difficult to achieve.
4. Representation matters.
If leadership roles are perceived as exclusive to many members of the workforce, then a broader sense of belonging will continue to elude many employees. People in leadership roles should reflect the diversity of a company's workforce. Observing someone "like me" in a leadership role helps attract and retain talent and motivates workers to pursue roles with greater responsibility.
5. Create Policies And Procedures Reflective Of The Entire Workforce.
As you work through new or existing policies and procedures, be aware of barriers experienced by different populations. Take, for example, the case of caregivers. More scheduling flexibility for calls can go a long way for employees who share their home workspace with others and must tend to family responsibilities while working remotely.
Q: Do you have advice for individuals that are looking for new career opportunities, especially women of color who might have lost their previous jobs during the pandemic?
Adaptability has always been an important part of an individual's career progression - even before COVID-19, it is especially important now.
It is important to show a potential new employer how your abilities adapt to a new role or a new industry. Focus on skills more than just experiences because skills can be applied in so many different ways. So… I'll give you 6 things for this one.
1. Perform a professional audit. Taking some time to understand your qualities, qualifications and values can help focus your career transition and narrow down your career path options if you haven't already. Doing so can also help you understand how you might position yourself during the job search.
2. Identify your hard and soft skills. Soft skills are often the most transferable, so identifying them early can help you understand the ways you might bring value to a new role or industry. Taking inventory of your hard skills will help you identify if there are certain industries that might be easier to transition into.
3. Highlight your biggest career wins. Communicating the impact you've made throughout your career can help employers quickly understand the value you'll bring to their organization, even if you come from another role or industry.
4. Utilize online job search to your advantage. Pay close attention to the requirements and duties of jobs so you can evaluate whether the career would align with your skills, interests and values.
5. You just need to meet "most" of the qualifications. Try to focus on positions for which you meet at least 60% of the qualifications with your transferable skills. Meeting 60% of the qualifications isn't a hard rule, but it's a good general guideline to help you determine whether it's worth applying for.
6. Get a sense of the company. Before interviews, do some research to learn how inclusive a company is. Peruse the organization's core values, its social media accounts, and any recent statements in support of marginalized groups. Pay attention to the interviewers themselves. Is the panel diverse or are you likely to be an early "diversity hire"? If the interviewers seem to be emphasizing "cultural fit," ask what that means. Basically, be an active participant in the hiring process. You are also interviewing the company, as much as they are interviewing you.
Stephanie Acker, director of inside sales at Commvault, gave us a behind-the-scenes look at the company's application process, culture, and values, as well as her own career journey.
To kick things off, Stephanie mentioned the three things that make a great inside sales professional: an independent work ethic, the ability to learn and execute on their own, and an awareness of what keeps them motivated.
Over her 12-year career at Commvault, Stephanie's greatest motivation has been helping customers to find solutions and catapult them to success. In both her past role as a sales representative and her current director position, Stephanie remains committed to ensuring her team understands what motivates them to sell and setting them up for success.
The biggest surprise during her career at Commvault was becoming the director of inside sales. Stephanie shared that she loves working for a company that listens to new ideas, thinks outside of the box, and tries new things.
Don't miss her take on what moves a candidate forward in the interview process! For example, Stephanie loves when the interviewee gets into "the zone"—showing their selling technique. She also shares her favorite interview questions.
As Stephanie says, stop thinking and apply today!
To learn more about Commvault and their open roles, click here.
When you think about strong female leadership, what comes to mind? For Tatiana L., a global client partner in Miami, it's about more than having an executive seat, being a mother, or making dreams come true. "Good leadership is about being open, flexible, and able to understand different perspectives," she says. "It's about fostering collaboration, bringing people together, and empowering them to connect."
Tatiana L. is a global client partner based in Miami.
Tatiana is part of the Women@ Facebook Resource Group and helped plan Women's Leadership Day, an annual global community summit. While the highly-anticipated event takes place over just one day, its massive impact is felt over the course of the entire year.
Amy W. is an operations lead based in London.
"Women's Leadership Day is more than an event. It's energy, and it's a movement," Amy W., an operations lead in London, says. "Moments like this can completely change the perception of women in technology."
From choosing the content and programming for the event to making it accessible for women around the globe, we went behind the scenes with seven members of the Women@ Facebook Resource Group to learn more about how women are empowered—and are empowering one another— in their career journeys at the Facebook company.
Behind the scenes with Women@
Amanda M., an internal recruiting manager based in Singapore, speaking onstage at 2019 Women@ Leadership Day in APAC.
"I've always been passionate about empowering women, but I didn't know how I could do it at work. My first Women@ experience changed how I felt at Facebook," Amanda M., an internal recruiting manager in Singapore, remembers. "From then on, I wanted to help other women feel heard, valued, and confident."
Planning the global event, which brings together women from more than 20 countries, calls for close collaboration across multiple teams, regions, and timezones. Members of Women@ also partner with other Facebook Resource Groups, such as the Pride@ Resource Group, Latin@ Facebook Resource Group, Desis@ Facebook Resource Group and Black@ Resource Group, to ensure all women at Facebook are represented and feel included.
Vivian V. is a program manager based in the San Francisco Bay Area.
"Across regions and communities, we each bring unique differences and powerful stories. When one of us moves forward, we have the opportunity to bring all of us forward," Vivian V., a program manager in the San Francisco Bay Area explains. "While planning the summit, we meet weekly to talk about what women in different regions are experiencing. From the event theme and content to planning speaker sessions and fine-tuning details, we each have items to own. Two months before the summit, we meet daily to share updates and make sure nothing slips through the cracks."
"Just like me, women in APAC look forward to Women's Leadership Day all year long," Amanda says. Planning something that's deeply meaningful to so many people can feel like a lot of pressure, but at the same time, it's uplifting. I appreciate that we have the opportunity to talk about our individual and shared challenges, and we map out ways we can build community while empowering leadership for women across the globe."
Empowering confidence, equality, and leadership through storytelling
Paris Z., a vertical strategy lead in Singapore, and Amanda M. collaborate with women across the globe to plan Women@ programming and events.
Women's Leadership Day encourages women to talk about challenges like experiencing imposter syndrome, breaking through barriers, and how to manage work/life flexibility. "Storytelling is a huge part of the event," Paris Z., a vertical strategy lead in Singapore, explains.
Vivian says, "I've been at Facebook for nearly two years and help plan these events, and honestly, I never really understood imposter syndrome before I got here. Working with the Women@ community and hearing from our speakers—who are talented, brilliant superstars—I've seen firsthand how it affects them too."
Michelle C. is a client partner based in London.
Michelle C., a client partner in London, says that the summit's speaker sessions, which feature people from inside and outside of Facebook, are a highlight of every event. "We had a speaker from Tel Aviv who talked about the importance of balance in her personal life and how she co-parents with her husband. She shared specific things she's done, like adding her husband to the WhatsApp chat groups for mothers she's in and reminding her daughter's school that her husband is also available when their child feels sick. Her message was that we'll never be equal in the workplace until we're equal at home, and it really struck a chord."
Paris says that in APAC, Eva Chen's talk about facing challenges amidst the coronavirus pandemic and how she's raising her daughter was a top-rated session because it was so relatable. "From talking about her daughter's love for dinosaurs—a "boy" thing—and raising kids to fully be themselves to opening up about what it was like to grow up with immigrant parents from China and Vietnam, Eva inspired us with her authenticity and openness. Her struggle to feel supported while working in fashion and tech, rather than medicine, is something a lot of people in APAC understand."
"Every woman has a unique story," Michelle says. "Hearing from others is inspiring, validating, and truly eye-opening. It reminds us that we're not alone."
A memorable and lasting impact
It's no surprise that with the tremendous amount of planning and careful consideration that goes into the summit, its full impact is impossible to measure.
"It meant so much to me when people shared such positive feedback about Women's Leadership Day," Paris says. "We heard that some attendees felt inspired for days and weeks."
Kira G. is an agency partner based in Berlin.
Kira G., an agency partner in Berlin, has witnessed how the summit's programming can inspire action, even helping people push past a career plateau. "We might reach a point in our careers when we think, "I can't do this anymore, I'm not moving forward'," she says. "Women's Leadership Day gives us fresh perspectives, shows us new approaches, and starts important conversations. This can unlock new paths for growth and help us move forward."
Impact is felt in other Facebook groups, communities, and across teams too, inspiring interest and allyship. Amanda explains, "I felt so proud when a male VP from the Sales team came to us after hearing about what people talked about at Women's Leadership Day. He told us he wanted to learn more because it's everyone's responsibility to be an ally."
Empowering the community throughout the year
While Amanda describes Women's Leadership Day as a "bump in energy and inspiration" and "an injection of adrenaline", Vivian says that the real magic is what happens afterwards—and takes place all year long.
"When we think about Women's Leadership Day, our focus is on making sure that the powerful messages we hear and experience serve us throughout the entire year. We ask ourselves questions like, "How can we sprinkle these themes into our programming throughout the month or quarter? How do these ideas fit with our Women@ initiatives?" Going through something awesome together is just the beginning. Our work takes place year-round and we're constantly building on it to do more."
Paris agrees: "There's no shortage of amazing stories from our Women@ community throughout the year. Women's Leadership Day is just one channel for those stories, and I love how it stays top of mind with people and empowers them to do more good. When we come together, we can do anything we dream of."
"We're building a sisterhood and a community," Tatiana beams. "It feels so good to know there's always someone there to support you."
Learn more about Facebook's Employee Resource Groups, including Women@ here.