New Day, New Resume

It’s a new day and time to make a new resume! As recruiters we see hundreds of resumes a day. On average, a hiring manager spends between 5-7 seconds reviewing a resume so it’s critical your resume stands out. Whether you’re looking to jump start your career or change careers, here are some of our top tips for building a new resume in 2018.

Beginning of Resume

DON’T: We don’t need every demographic detail about you at the top of your resume. Please no marital status, race, number of children, or religion. And we definitely don’t need to know your social security number or date of birth. This is just setting yourself up for identity theft and is not professional.
DO: Put your full name at the top of the resume. Believe it or not, we have received resumes with no name. Make sure to also add the best way for you to be contacted, preferably a phone number and email address.

DON’T: But first, let’s NOT take a selfie. Don’t put a selfie or any kind of picture on your resume. I don’t care how professional it is; that just opens the door for a hiring manager to discriminate against you.
DO: If you want to make use of your professional picture (still not the selfie), you can use it as your profile picture on LinkedIn or Facebook. Hiring managers are now more than ever considering candidate’s social media accounts when making hiring decisions.
Objective Statement/Summary

DON’T: Don’t start your resume with a clichéd objective. Objective statements are so last year (plus like 10 years). We all know you are seeking a job where you can utilize your excellent communication, organizational, and leadership skills.
DO: Start your resume with a summary of your industry background, relevant experience, and goals pertaining to the job you are applying for.


DON’T: Don’t list that you received a bachelor’s degree if you didn’t receive a bachelor’s degree. Simple enough. I would also caution you on putting the dates on your education if they’re over 15 years ago. This can open the door to discriminate because of your age. We also don’t need to know you had a GPA of 3.7 back in ‘02. As hard as you worked to receive it, it is unfortunately no longer relevant.
DO: If you didn’t graduate, you could list courses taken towards the degree you were trying to obtain. If you did graduate, make sure you spell your degree correctly. It’s Bachelor of Science or Bachelor of Arts along with the official degree; not bachelors of science. Regarding GPA, if it’s been less than 5 years and your GPA was over 3.5, it’s still relevant to list it. You can also add the dates with your degree especially if you just graduated.


DON’T: Even though you think it’s an accomplishment that you were Mr. 7th grade at your middle school in ’86, we don’t….. Any awards you received in middle school/high school can just be kept to yourself. Under skills, don’t list you’re fluent in a foreign language if you’re not. Don’t list proficiency in MS Office and not bullet or format your resume properly.
DO: Do list relevant accomplishments of previous positions that would be relevant to the position you’re applying for. List any type of software skills you have especially if you know the company you’re applying to uses them.

Work Experience

DON’T: If you’ve been in the workforce for 20+ years, we don’t need to know you worked at the ice cream parlor when you were 15. We also don’t want to see your oldest job first.
DO: List your work experience starting with your most recent position first. List the company name, your position, and the dates you’ve been there. Bullet your duties and use past tense for previous jobs.

DON’T: We don’t need to know your entire story for each position. Don’t use first or third person either. Example (I would open at 8am and close the store at 5pm; I was in charge of counting the cash drawer; I answered all incoming calls and transferred to the person that was requested)
DO: Do list relevant duties in a clear yet concise format. (Responsible for opening/closing store; counted cash drawer; answered incoming calls)

DON’T: Last, but certainly not least, don’t send in a resume with misspelled words! Nothing says you’re not qualified for the job like misspelling qualified 😊.
DO. Spellcheck. Spellcheck. Spellcheck. Have someone else review your resume too. Sometimes we read what we we’re wanting to say versus what is actually on the page.

Do you have any other tips to share?


Written by: Shawn Kinard



🎄It’s Beginning to Look A Lot Like I Need a New Job!🎄


Contemplating a new job can leave you anxious and disheartened. It’s not something I think any of us are excited to do. It’s time consuming and a little intimidating; however, it is sometimes a must. If you’re wondering whether you’re in that boat or not, here are some key signs you need to start updating that resume:

  1. You’re getting passed over for promotions by less qualified peers. Now if you’re that millennial thinking you need to be promoted to manager after only being there for 6 months, slow your roll. I’m talking about promotions that you are qualified for and deserving of. If you’ve asked to be considered for promotions that you know are a logical progression of your skills and abilities but they keep passing over you, it might be time to start looking elsewhere. Especially if they never give you a true reason as to why they won’t consider you. A healthy and blossoming work environment will see your value, your hard work, and find joy in promoting you to a well-deserved role.
  2. You haven’t been given a raise or merit increase in over 18 months. This kind of falls into  the same philosophy as above. Many companies give at least a 3% raise annually to match inflation and honor your loyalty. Managers can see the hard work you’re making for the company. If you’re not receiving at least a cost of living increase, you need to start questioning whether you are part of a company that will allow you to grow professionally and financially. A healthy work environment and management team will recognize your hard work and want to reward you for it.
  3. Your company is hanging by a thread. One of the reasons you might not be receiving those annual increases could be because the company can’t afford it! If you’re being called by your vendors continuously for unpaid invoices, that’s a bad sign.
  4. Turnover is high. Do you have a new co-worker every 6 months? Is your manager doing anything to stop the bleeding? Unfortunately, high turnover is a reflection on company’s management and it’s not a pretty one. If this is the case where you work, it’s time to start looking.
  5. You notice the company is downsizing. Downsizing can happen for numerous reasons in a company: poor economic conditions, cost reduction, consolidation, outsourcing, etc. This doesn’t necessarily mean you are going to be included in layoffs, but it’s definitely a good idea to start updating your resume just in case.
  6. You’re being asked to do unethical tasks. This one is an obvious sign. You never want to be asked to do things that go against your moral values or put you in risk of breaking the law.
  7. You’re thinking about your lunch break before you even go into work. Do you dread Sunday nights and look forward to Friday at 5 every single week? As a millennial myself, I feel like I must call out my peers and mention it does take a while to find what you’re passionate about  and what you truly enjoy in life. Your first job out of college is not going to be your dream job. And you might not enjoy every second of every day you’re at work. That’s just a part of life.  That being said, if you’ve been at your company for at least a year and you dread work every single day, it’s time to turn on those alerts on the job boards.

Looking for a new job can be frightening, but sometimes necessary for the well-being of you and your career. If you have any other signs I didn’t mention, share them below! 

Shawn 2016 croppedWritten by: Shawn Kinard

Shawn is the Recruiting and Branding Specialist at Godshall. She has been at Godshall for over 5 years now. She graduated from Anderson University with a Bachelor of Science in Human Resource Management. She enjoys biking on the Swamp Rabbit Trail, hot yoga, and trying new recipes when she’s not in the office.

Your All-Time Guide to Prepping for an Interview


Have you ever finished an exam and known immediately you got an A? It’s one of the best feelings. While we can’t promise you an A on your next interview, we can promise you will go in feeling more prepared than ever before! Godshall has been in business for 50 years this year so we are your trusted experts in the field of hiring. We have come up with some of our best tips to prepare for your next interview. After reading these tips, you’ll be an expert too!

  1. Researching, i.e., Stalking. Let’s be honest, we’ve all surprised ourselves at how good we are at stalking. Thanks to social media, you now can uncover a person’s entire life story without even knowing their last name. So why not put those stalking skills to good use? Your goal is to go in feeling like you already work there! Make sure to research the following:
    • The company:
      1. How long have they been around?
      2. How many employees do they have?
      3. Who are their competitors?
      4. What do they do?
      5. Have they been in the news recently?
    • The interviewers:
      1. What is their job title?
      2. Check them out on LinkedIn and other social media outlets to see what they’re like, how long they’ve been in that role, and any other interesting info.
      3. Google them to see if they are in the news.
  2. Study the Job Description. Sometimes companies do not provide the most detailed job description. When they do, make sure you truly understand the job and what you will be doing. Nothing says a lack of detail and understanding quite like telling an interviewer you’re not much of a desk person when you’re interviewing for an accounting position. #notwinning  Also, compare your previous experience with this new role so when they ask why they should hire you, you’ve got the hard facts.
  3. Dress the part. The company and market will determine what you should wear. For about 90% of interviews, traditional business attire is acceptable. When you’re interviewing for marketing agencies or young start up companies, you might be able to branch out a little and show your creativity. Your recruiter should be able to guide you. Once you have your outfit picked out, put it on a few days before. Have someone else critique it to make sure it all looks good. Make sure everything is spotless and perfectly ironed.  Also, it’s a good idea to plan a back-up outfit in case your coffee decides to go crazy. Your goal is to leave your home feeling confident and on point from head to toe. 💯
  4. Know where you’re going ahead of time. Thanks to Google Maps, you can now see an overhead and street view of the company. Once you have an idea of what the building looks like, find directions from your home to the company. You might even want to print or screenshot those directions just in case. Finally, drive that exact route to make sure there aren’t any road closings, heavy traffic areas, or anything else that might delay your commute the day before. Showing up late for an interview is not professional.
  5. Remember, they’re not JUST a receptionist. That receptionist may very well be your ticket into or out of the company. Treat everyone with the same respect whether they are the administrative assistant or the CEO. How you treat people when no one else is looking says a lot about your character and how you will truly act if you get the job.

Now go ace that interview!

Written by: Godshall Team

Accountability: It’s a Partnership


I recently met with one of my team members to discuss a few improvements I thought she could make. It led us to a conversation about accountability—why it’s important in a manager/employee relationship and necessary in the work place.

Why hold employees accountable?

The short answer is that it’s my job as a manager. The somewhat longer answer is that I believe good employees truly want to know when they are doing something wrong or can improve. The employee sees that I care about my role as manager, gets a goal to work towards, and understands that I appreciate them. If I didn’t care about the work of my direct reports or their potential for higher achievement, I wouldn’t bother to point out areas of improvement. My job as a manager is to help someone move from competency to proficiency. Giving consistent and timely feedback and gently identifying areas that need improvement can create a bond between manager and employee. Although pointing out someone’s shortcomings or handling a difficult situation may hurt them (and me) in the moment of communication, I have to counterbalance that with knowing it is necessary (for me and them). It’s my job to help my team be better employees. Do I think about how they will accept the message I’m trying to deliver and then deliver it in a way that I think they can understand and accept? Yes. Does it sting for the employee at first? I’m sure it does, but when I circle back with them a week later at our next scheduled coaching session, often they have had a chance to gain perspective and see my point.

Why is accountability so important for staff morale?

One of the quickest ways to lower morale in an office is by letting things slide and not holding employees accountable. It creates a breeding ground for resentment and negativity. If an organization has standard rules and practices, and some don’t bother to adhere to those rules, everyone notices. That means the person that doesn’t follow the rules and especially those that do. Your team loses respect for you. It creates an atmosphere where rules become jokes. Rules, goals, and processes are in place for a reason. Accountability doesn’t mean a screaming match or being mean. A short uncomfortable conversation with a team member in the long run is necessary and shows a leader’s commitment to the employee’s performance and respect for the goals of the company.

How does accountability affect engagement and retention?

Finally, accountability helps everyone to know where they stand—owner, manager, and employee. Consistent and thoughtful feedback on employees is necessary to keep your talent engaged, hold retention, and set boundaries. Employees want clear expectations. I have never heard an employee say, “I like not knowing where I stand.” What you allow is what will continue. Listen, observe, evaluate, and coach your staff, and hold them to the standards of your organization.


Written by: Karen Truesdale

Karen Truesdale is celebrating her 14th year with Godshall Professional Recruiting and Staffing and is proud to say that Godshall turns 50 this year! #golden50forGodshall